Hello all (I apologize from cross-postings),
I wanted to share with you some key journal news and notes
Deadlines for our 2 special features are fast approaching. If interested in
learning more about or contributing to our special feature on the 50th
Anniversary of the Civil Rights Act (Eden King, Derek Avery, Paul Sackett)
or on our special feature titled Nothing, Zilch, Nil: Advancing
Organizational Science One Null Result at a Time (Ron Landis, Larry James,
Chuck Lance, Chuck Pierce, & Steven Rogelberg) please see below for details.
We just finished calculating our year end stats. We had close to 350
submissions in 2010 (record high). Our acceptance rate was 14%. We made
editorial decisions on average in 70 days. We had 145,000 downloads of our
articles, an incredible number in the absolute sense (for context in 2007 we
had 40K). Based on all available metrics, the journal continues to be
strong and is growing stronger thanks to your support/readership/submissions
and the impactful work being published.
Please join me in welcoming 2 new associate editors. Alan Saks and Eden
King, both fantastic scholars, will be joining the team January 2011.
We look forward to reviewing your OB/IO/HR research.
Steven Rogelberg,
Professor and Director, Organizational Science
University of North Carolina Charlotte
****
A Special Feature of the Journal of Business and Psychology
The 50th Anniversary of the Civil Rights Act: The Evolution of Research,
Practice, and Legal Perspectives on Employment Discrimination
Special Guest Editors:
Eden King, Derek Avery, Paul Sackett
In 1964, Title VII of the Civil Rights Act (CRA) prohibited employment
discrimination on the basis of race, color, religion, sex, or national
origin. Over the past 50 years, this act of legislation has had a profound
impact on employees and organizations across the United States. This special
issue will serve as a reflection on the evolution of employment
discrimination in research, practice, and the law, as well as a projection
of what the next 50 years might hold. We encourage submission of papers on
topics such as:
* Analyses of legal issues, case law, and the enforcement of the CRA
* Issues in moving beyond compliance to inclusion
* Empirical studies tracking changes in discrimination (prevalence,
claims, forms) over time
* Empirical studies providing evidence of unique challenges facing
employees & employers in the 21st century
* New theoretical perspectives on discrimination, diversity, or employment
law
* Practical and empirical perspectives on evidenced-based diversity
management
* Meta-analytic reviews of discrimination-related topics
We are particularly interested in broad, integrative papers, and those that
document change, assess current practices, and project future needs and
concerns.
We do not see this as a forum for papers that present individual,
small-scale studies relevant to a particular protected group unless they
have the potential to substantively advance the literature.
We encourage (but do not require) submission of short (up to 5-page)
proposals by July 1, 2011 via email to
eking6@gmu.edu. The special feature
editorial board will provide feedback to proposal authors, which may or may
not encourage submission of a full paper. This feedback may help authors
shape their ideas in advance of the final paper deadline of January 1,
2012.
The 50th anniversary of the CRA is an opportune time to gather together
reflections of the past and the future of employment discrimination with
which the growing audience of JBP can engage.
****
JOURNAL OF BUSINESS AND PSYCHOLOGY
SPECIAL ISSUE CALL FOR PROPOSALS
Nothing, Zilch, Nil: Advancing Organizational Science One Null Result at a
Time
Guest Editors:
Ron Landis, Larry James, Chuck Lance, Chuck Pierce, & Steven Rogelberg
Like many journals in the organizational sciences, the Journal of Business
and Psychology is oriented toward publishing studies that report
statistically significant results. Scientific advancement can occur,
however, when statistically significant effects or relationships are not
observed. In particular, at least two types of ³null result² studies may
promote advancement. One type is where the null hypothesis is the
interesting or informative hypothesis in and of itself. The other type
reveals a null effect or relationship where prior research has consistently
indicated there is a significant one and that it has become assumed that
such an effect or relationship exists. Problematically, research findings
that entail nonsignificant results are extremely difficult to publish in the
organizational sciences.
For this special issue, we are interested in submissions that pull back the
curtain on the ³file drawer² problem that is often referenced (particularly
in meta-analytic work) in the organizational sciences. Accordingly, we
invite submissions of empirical research that produce nonsignificant results
that nonetheless promote scientific advancement in terms of organizational
science theory and/or practice. Empirical proposals should communicate
clearly that the work is methodologically very rigorous and that null
results are not simply the result of low power, inadequate manipulation,
poor psychometric quality of measures, and the like. Although there is not a
single structure for proposals, the proposal should communicate (and will be
evaluated on) the following:
· The primary organizational science research question addressed by the
study
· Theoretical/conceptual/empirical rationale and importance of the
problem
· A brief summary of results
· Evidence of excellent methodological rigor
Proposals should be submitted directly to Ron Landis at
rlandis@memphis.edu
<http://jobu.edmgr.com> . Proposals should consist of no more than two
double-spaced pages. References, tables, figures, and appendices do not
count toward the 2-page limit, but they should be used judiciously. The
special issue editors will review proposals to ensure that the focus and
scope of each is appropriate for the special issue and will, in turn,
communicate results of this initial screening process to authors.
Developmental feedback will not be provided on proposals. Authors of
approved proposals will be invited to submit full-length papers for
publication consideration. Only papers that have gone through the proposal
process will be considered. Papers will undergo the usual double-blind,
developmental review process. The final acceptance of invited papers will be
contingent upon incorporating editors' and reviewers¹ feedback to the
satisfaction of each of the special issue editors.
The Guest Editors for this Special Issue are:
Ronald S. Landis, University of Memphis (
rlandis@memphis.edu)
Lawrence R. James, Georgia Institute of Technology
Charles E. Lance, University of Georgia
Charles A. Pierce, University of Memphis
Steven G. Rogelberg, University of North Carolina, Charlotte
Please note that due to editorial constraints, it is vital for authors to
adhere to the following strict timeline. We will not be able to accept late
submissions. Relevant dates are as follows:
· June 1, 2011: Proposals due
· June 15, 2011: Authors notified of proposal decisions
· October 1, 2011: If the proposal is approved, first draft of full
papers due
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Steven G. Rogelberg, PhD | Professor and Director, Organizational Science
Editor, Journal of Business and Psychology
UNC Charlotte | Colvard 4025 | Friday 249
9201 University City Blvd. | Charlotte, NC 28223
Phone: 704-687-4742 | Fax: 704-687-3096
sgrogelb@uncc.edu |
http://www.orgscience.uncc.edu/sgrogelb/
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