You may recall that we changed the deadline dates for our special issue so we would not overlap with the AMR special issue. See changes below.
Advancing Theory and Research on Diversity in Organizations
Research in Human Resource Management
Published by Information Age
Proposals due: June 1, 2017
Final Papers due: January 1, 2018
Editors: Dianna L. Stone and James H. Dulebohn
Diannastone2015@gmail.com or Dulebohn@msu.edu
The workforces of many industrialized nations are becoming increasingly diverse (Stone-Romero, Stone, & Salas, 2003). For example, recent reports estimate that by 2030 the U. S. will be a majority minority nation (i.e., ethnic minorities including African-Americans, Hispanic-Americans, Asian-Americans, Native Americans will represent the majority of the population) (U. S. Bureau of Census, 2015). As a result, many U. S. organizations will employ large number of ethnic minority group members, and will face challenges in attracting, motivating and retaining employees who are ethnically and culturally diverse.
Second, increases in the cultural diversity of work organizations are also a function of the rise in immigration among worldwide populations. For instance, ethnic minorities now make up 14% of the European Union, and the numbers are growing at a rapid rate. Third, the rise in diversity is also due to the fact that many organizations are involved in international business and trade (Stone-Romero et al., 2003). Large numbers of organizations are conducting business across national boundaries, and some estimates indicate that 34 million individuals now work for multinational organizations. As a result, there is a growing interest in how to develop a better understanding of the issues that arise as organizations become more culturally and ethnically diverse.
In view of the growing cultural diversity in U. S. and worldwide organizations, the purpose of this issue of Research in HRM is to advance our understanding of diversity in organizations by expanding the theory and research on the topic. In particular, the book will focus on enhancing diversity theory and research in the related fields of Human Resource Management (HR), Organizational Behavior (OB), and Industrial and Organizational Psychology.
Existing Diversity Theories
Although there are a number of definitions of diversity in organizations, most researchers define diversity as the ways in which persons differ from each other or the distinctive characteristics of individuals (Bell, 2011; Nkomo & Hoobler, 2014). For example, the original definitions of diversity included the characteristics of sex, ethnicity, race, age, disability, but in recent years other attributes have been added including sexual orientation, weight, veteran's status, socioeconomic status, generational differences, and culture. Given that diversity focuses on a wide array of characteristics, researchers in HR and OB have developed multiple frameworks for understanding diversity in organizational settings. For instance, Van Knippenberg, De Dreu, and Homan (2004) identified three of the major theories of diversity (i.e., social identity, relational demography, information processing). However, we believe that models of cultural value differences are also relevant to diversity in organizations, and should be considered key frameworks for understanding these issues (e.g., Gelfand, Erez, & Aycan, 2007).
Call for papers
Given that the diversity theories are often viewed as distinct frameworks, we believe that they should be integrated in order to develop an understanding of the role that diversity plays at each stage of the employment process. Thus, the primary goals of this issue are to (a) advance theory and research on diversity by integrating and expanding existing frameworks, (b) give authors the opportunity to propose new frameworks that foster future research, and (c) offer authors the chance to present literature reviews on specific diversity topics that consider the implications for future research and practice.
Guidelines for papers
All papers should integrate existing models of diversity, present new theoretical models or provide literature reviews of diversity-related research. They should also offer directions for future research on diversity. Empirical studies will not be included in the issue. However, meta-analysis of existing research will be considered.
Steps:
1. Authors should submit a one to two page abstract to Dianna Stone (diannastone2015@gmail.com) and Jim Dulebohn (Dulebohn@msu.edu) by June 1, 2017 describing the plans and importance of their papers. Please note that authors can send abstracts before the deadline date. Feedback will be provided to authors.
2. Final papers will be due January 1, 2018 and should be 50 pages or less including references and tables. In addition, all papers should conform to APA format. Authors should send a 50 word bio and complete contact information for each author.
3. Papers will be reviewed by the Editors and two subject matter experts. Their reviews will determine if a manuscript will be accepted for publication.
4. If authors are given an opportunity to revise and resubmit their manuscripts, the final papers will be due June 1, 2018.
Please feel free to email Dianna Stone at diannastone2015@gmail.com or James Dulebohn (dulebohn@msu.edu) if you have questions about the issue o