Hello GDO Listserve Members,
This Call for Papers is posted on behalf of:
Claire Castle
Managing Editor
Human Relations
Email:
c.castle@tavinstitute.org
Tel: +44 (0)20 8881 1958
www.humanrelationsjournal.org
Best Regards,
Dianne Murphy
AOM GDO Listserve Manager
_______________
Human Relations special issue call for papers
Organisational justice and behavioural ethics: New perspectives on
workplace fairness
Guest Editors:
Jonathan Crawshaw (Aston Business School, Aston University, UK),
Russell Cropanzano (Eller College of Management, University of Arizona,
US),
Chris Bell (Schulich School of Business, York University, Canada), and
Thierry Nadisic (EMLYON Business School, France)
http://www.tavinstitute.org/humanrelations/special_issues/org_justice.html
Submission deadline: 31 January 2012
Over the past half century or so, scholars of both organisational justice
and behavioural ethics have provided essential insights into issues of
workplace (un)fairness. At the heart of this research are concerns of
employee wellbeing and happiness, and the continuing improvement of
working lives, as well as the integrity and cohesiveness of the
organisation as a social entity. All of which, of course, eventually
affects individual and organisational performance. To date, however, the
justice and ethics literatures have largely run parallel to one another,
very often responding to similar ethical, justice or moral
concerns/dilemmas but from different perspectives and paradigms.
Organisational justice has tended to study how managers and their
organisations are judged as (un)fair by employees (e.g. through voice
provision) and how this impacts the level of performance and wellbeing at
work. On the other hand, behavioural ethics has been concerned with
explaining individual behaviour that occurs in the context of larger
social norms, such as lying, stealing, charitable giving, and whistle-
blowing. The aim of this special issue is to begin to bridge the divide
between the organisational justice and behavioural ethics literatures,
encouraging future research that integrates the field and extends our
theoretical understanding of these issues.
Examples of recent high profile cases of business corruption - including
bribery, exploitation and the role of financial traders in the banking
crisis; the controversies surrounding senior management pay and bonuses;
and the continuing felt discrimination of minority employee groups (e.g.
on grounds of race, gender, disability, sexuality) regardless of nearly a
half century of legislation - have all made salient concerns of ethics,
justice and morality to consumers, employees, employers and politicians
across the globe. Given this context, we feel that the time is ripe for a
special issue that aims to bring together research from these parallel
disciplines so that new insights into workplace (un)fairness and (un)
ethicality may be generated.
By recognising the shared concerns of, and concepts within, organisational
justice and behavioural ethics research, scholars are challenged to
explore, and borrow from, each other's field to more effectively respond
to individual and societal concerns regarding workplace (un)fairness.
Indeed, recent organisational justice research has taken tentative, yet
encouraging, steps in this direction. For example, studies of fairness
motivations and deontic justice have begun to explore the importance of
morality (e.g. moral motivations, moral convictions, moral identity,
ethical orientation) in the driving of individual justice behaviours and
judgements. By opening up the organisational justice research agenda to
these wider ethical models and concepts we begin to better understand how
and why various actors within the employment relationship behave (un)
fairly, justify their decisions and actions as fair, and react to the
perceived (un)fairness of others.
This special issue invites papers that are at the forefront of
contemporary research into organisational justice and/or behavioural
ethics. Our hope is to develop new insights into the moral, ethical and
justice challenges facing organisations. In particular, we encourage
submissions that address the following research questions, although this
is not meant to be an exhaustive list:
* What are the contextual antecedents of (un)just (e.g. discrimination,
denial of voice) and (un)ethical (bribery, corruption, theft,
whistleblowing) behaviour? For example, what is the role of HRM/people
management policies and practices?
* How can collective justice concepts, such as systemic justice, entity
justice or justice climate, help us to understand (un)ethical phenomena at
work (e.g. multilevel research on ethical climates or culture of
justice)?
* What is fair, just or ethical leadership? How can organisations promote,
support and develop ethical/just leaders?
* What are the individual differences that may explain (un)just and (un)
ethical behaviour - including themes of justice sensitivity, moral
identity, ethical orientation, moral maturity and empathy? Work on
individual differences should not simply be a search for moderators but
should provide substantial insight and contribution through clearly
articulated conceptual models. Individual differences could also consider
the role of context and circumstances.
* How can theories of justice and behavioural ethics inform policies of
environmental sustainability, corporate social responsibility and business
ethics?
* What are the challenges of managing fairness cross-culturally -
including questions of societal/cultural values and differences in what is
perceived as (un)fair and peoples reactions to (un)fairness? What are the
implications for multinationals and FDIs?
* When might morality and justice be incongruent - can moral decisions be
unfair, or fair decisions be immoral?
We are particularly seeking submissions based on well designed empirical
investigations of these issues, although strong conceptual work will also
be considered. Empirical studies that utilise qualitative, quantitative or
mixed methods are all welcomed, however, a clear emphasis on both
theoretical and practical/policy implications must be evident. All
submissions will be reviewed in light of their potential to stimulate
future debate and discussion around the integration of organisational
justice and behavioural ethics research.
Contributors should note:
* This call is open and competitive, and the submitted papers will be
blind reviewed in the normal way.
* Submitted papers must be based on original material not under
consideration by any other journal or outlet.
* For empirical papers based on data sets from which multiple papers have
been generated, the editors must be provided with copies of all other
papers based on the same data.
* The editors will select a limited number of papers to be included in the
special issue, but other papers submitted in this process may be
considered for publication in regular issues of the journal.
The submission deadline is 31 January 2012 and manuscripts should not be
submitted before Tuesday 03 January 2012.
The special issue is intended for publication in the second half of 2013
or early 2014.
To be considered for this special issue, submissions must fit with the Aim
and Scope of Human Relations:
http://www.tavinstitute.org/humanrelations/about_journal/aims.html
as well as the call for papers. Papers should be submitted online in
accordance with our submission guidelines:
http://www.tavinstitute.org/humanrelations/submit_paper.html
Please indicate in your covering letter that the paper is intended for
this Special Issue. Please direct any questions about the submission
process, or any administrative matter, to Claire Castle, Managing Editor:
humanrelationsjournal@tavinstitute.org.