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Journal of Occupational and Organizational Psychology
JOOP Special Section: Call for Submissions
Getting Diversity at Work to Work
Guest Editors: Yves R. F. Guillaume (y.r.f.guillaume@aston.ac.uk), Aston University, UK; Jeremy F. Dawson (j.f.dawson@aston.ac.uk), Aston University, UK; Stephen A. Woods (s.a.woods@aston.ac.uk), Aston University, UK; Claudia A. Sacramento (c.a.sacramento@aston.ac.uk), Aston University, UK; Michael A. West (m.a.west@aston.ac.uk), Aston University, UK.
The Journal of Occupational and Organizational Psychology (JOOP) announces a special section focusing on managing diversity in organizations. It is anticipated that the special section will be published in the March 2013 issue of JOOP.
Issue Scope: Effective management of diversity in organizations – which is typically concerned with managing demographic differences of one sort or another among employees (e.g., ethnicity/race/nationality, sex, age, tenure, functional/educational background) – remains an important challenge in the contemporary world of work. Recent debates among academics, practitioners and policy makers suggest that a greater recognition of such differences between employees and diversity within groups can add value to an organization when properly managed, and provide employees with more equal opportunities to succeed at work. Underpinning this 'value-in-diversity' approach is the idea that diversity can be harnessed to achieve superior business results when organizations embrace diversity, consider the special needs of its diverse workforce, and create an inclusive workplace in which everybody feels valued.
While some progress has been made in particular in the literatures on work group diversity demonstrating that valuing and acknowledging differences facilitates work group performance in demographically diverse work groups, it remains unclear whether the proclaimed benefits of the 'value-in-diversity' approach generalize to other employee and organization relevant outcomes. A more comprehensive understanding is therefore needed about the conditions under, and the mechanisms by which demographic diversity leads to favourable work related outcomes.
Papers will be considered that make a clear contribution toward advancing research and theory on the consequences of demographic diversity in the workplace, and informing practitioners how to manage diversity in organizations by bringing into focus the relevance of the 'value-in-diversity' approach to investigate workplace diversity. Papers will be considered that address, but are not necessarily restricted to, the following topics:
Research that clarifies or explains the effects of demographic diversity on work relevant outcomes (e.g., well-being, attitudes, job performance, turnover, discrimination, inclusion, creativity, conflict, innovation, work group and organizational performance, etc.) in new ways, or looks at previously neglected outcomes (e.g., socially responsible or
counterproductive work behaviors, career success, organizational reputation, customer satisfaction, etc.).
Studies looking at previously neglected mechanisms (e.g., emotion, trust, stress, regulatory foci, social exchange, network structures, etc.) and boundary conditions (e.g., personality, status, time, contact, diversity mindsets, stressors, justice, job characteristics, leadership, organizational structure and culture, HRM policies and practices, industry setting, cultural and socio-economic differences between countries, economic prosperity, etc.) explaining how and when demographic diversity affects work related outcomes.
Studies conceptualizing and measuring demographic diversity in new ways, looking at and across multiple levels of analysis individually or simultaneously (e.g., individual, dyad, group, inter-group, organization, country, etc.), or considering more sophisticated and innovative methodology (e.g., multilevel, social networks, social relations modelling, diary studies, longitudinal studies, field experiments, etc.) to explore demographic diversity related effects.
The above list is meant to provide examples and is by no means exhaustive. Other proposals for relevant papers looking at the conditions under, and the mechanisms by which demographic diversity leads to favourable work related outcomes are encouraged by the Guest Editors.
The deadline for submissions is February 1st , 2012. Manuscripts should be submitted through JOOP's online review system, Editorial Manager. Manuscripts should be clearly labeled as submissions intended for this Special Section and follow the usual guidelines of JOOP. All submissions received will be subjected to a double-blind review process.
Consistent with JOOP's editorial policy, papers based entirely on non-working populations (e.g. student samples) will only be considered in rather unusual circumstances. The Guest Editors retain discretion to publish this kind of data, for instance where it is clearly demonstrated that the data obtained can be generalized to working populations. Moreover, studies conducted using only cross-sectional self-report data will be considered only in exceptional circumstances. For example; if the sample is exceptionally large, representative, or multiple. In all other cases, cross-sectional self-report data should form part of a wider selection of data, including other measures such as longitudinal or experimental elements, corroborating or comparison data, third party records or psycho-physiological data.
For more details please consult the journal's Publication Policy and Information for Authors available via JOOP's website. Enquiries about the special issue are encouraged and can be directed to Yves Guillaume (y.r.f.guillaume@aston.ac.uk).
Proposed Timeline
June 2011 Call for papers
February 1, 2012 Deadline for initial submissions
May 1, 2012 First round of reviews; feedback to authors
September 1, 2012 Deadline revised submissions, final acceptance decisions made
March 2013 Publication
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Claudia Sacramento, PhD
Lecturer
Work and Organisational Psychology
Aston Business School
8th Floor SW
B4 7ET Birmingham
Tel: +44 (0) 121 204 3272
Fax:+44 (0) 121 359 2919
http://www.abs.aston.ac.uk/newweb/staff/detail.asp/sfldStaffID=A0000765
c.a.sacramento@aston.ac.uk
--
Claudia Sacramento, PhD
Lecturer
Work and Organisational Psychology
Aston Business School
8th Floor SW
B4 7ET Birmingham
Tel: +44 (0) 121 204 3272
Fax:+44 (0) 121 359 2919
http://www.abs.aston.ac.uk/newweb/staff/detail.asp/sfldStaffID=A0000765
c.a.sacramento@aston.ac.uk