Call for Papers
We are delighted to introduce the Turkish Academy of Management Association’s (TAOM) very first Annual Meeting, a humble yet ambitious endeavour aimed at exploring the dynamic and ever-evolving landscape of work design. This captivating topic has garnered significant attention in the realm of organizational sciences, with noteworthy contributions from scholars such as Clegg and Spencer (2007), Fried et al. (2008), Hofmans et al. (2014), and Lawrence (2010).
Titled “Future Work Design: Research and Practice,” this highly anticipated event, will take place in İstanbul from 2nd to 5th September 2024. We are excited to offer a stimulating platform, where scholars, practitioners, and researchers from diverse disciplines can converge, fostering meaningful dialogue and fostering collaborative engagement. This event serves as a springboard for delving deep into the complexities of future work design, embracing both rigorous research and practical applications. Together, we will explore innovative approaches that respond to the ever-changing demands of the modern workplace. Through an inclusive exchange of ideas and expertise, we aim to shape the future of work design, setting new standards for optimizing organizational performance and employee well-being.
The field of work design has come a long way since its inception. In the early days of job design research, pioneers like Babbage (1835) and Smith (1850) advocated for specialized and simplified jobs to enhance employee skills and attention to specific tasks, leading to improved efficiency. Scientific management principles, introduced by Taylor (1911), emphasized standardized and simplified work to eliminate unnecessary motions and increase productivity. However, it became evident that such simplified jobs could lead to counter-productive behaviors among employees (Walker & Guest, 1952). Scholars like Herzberg (1966) proposed job enrichment as an alternative approach, incorporating motivators like responsibility, achievement, and recognition to boost employee satisfaction and performance. Building on early work, researchers like Turner and Lawrence (1965) explored “Requisite Task Attributes,” while Hackman and Lawler (1971) developed the Job Characteristics Model (JCM). These pioneers’ contributions have set the stage for the remarkable evolution we witness today. As we look to the future, we must confront the complexities of modern workplaces and address the ever-changing demands they present.
This event is a dedicated platform for delving into the intricacies of future work design, where we not only recognize the dynamic nature of work contexts but also embrace new research perspectives. We understand that the future of work design demands fresh insights and innovative approaches to navigate the challenges and opportunities that lie ahead. In this spirit, we extend a warm welcome to scholars, practitioners, and researchers from diverse disciplines to share their cutting-edge insights and practical applications. Their collective expertise will foster a deeper understanding of the intricacies involved in shaping the future of work design.
We also invite submissions on an array of contemporary topics encompassing organization theory, organizational behavior, strategic management, and other pertinent fields of study. While the central theme of the conference revolves around future work design, we wholeheartedly encourage researchers from diverse disciplines to contribute their valuable work on any relevant subject within the broader domain of organizational sciences.,
The TAOM Annual Meeting 2024 promises to be an exceptional event, providing a forum for thought-provoking discussions, networking with leading professionals, and collaboration across disciplines. Together, let us shape the future of work design and contribute to building thriving, inclusive, and sustainable workplaces.
See you in İstanbul!
Regards
Turkish Academy of Management Association
Executive Board
References:
Babbage, C. (1835). On the economy of machinery and manufactures. Charles Knight & Co.
Clegg, C., & Spencer, C. (2007). A circular and dynamic model of the process of job design. Journal of Occupational and Organizational Psychology, 80(2), 321-339.
Fried, Y., Levi, A. S., & Laurence, G. (2008). Motivation and Job Design in the New World of Work’, in Susan Cartwright, and Cary L. Cooper (eds), The Oxford Handbook of Personnel Psychology (2008; online edn, Oxford Academic, 2 Sept. 2009),
Hackman, J. R., & Lawler, E. E. (1971). Employee reactions to job characteristics. Journal of Applied Psychology, 55(3), 259-286.
Herzberg, F. (1966). Work and the nature of man. World Publishing.
Hofmans, J., Gelens, J., & Theuns, P. (2014). Enjoyment as a mediator in the relationship between task characteristics and work effort: An experience sampling study. European Journal of Work and Organizational Psychology, 23(5), 693-705.
Lawrence, P. R. (2010). The key job design problem is still Taylorism. Journal of Organizational Behavior, 31(2/3), 412-421.
Smith, A. (1850). The wealth of nations. W. Strahan and T. Cadell.
Taylor, F. W. (1911). Principles of scientific management. Harper & Brothers.
Turner, N., & Lawrence, P. (1965). Industrial jobs and the worker. Harvard Business Review, 43(2), 98-108.
Walker, J. W., & Guest, R. H. (1952). The man on the assembly line. Harvard Business Review, 30(2), 81-90.
First Announcements of Call for Papers
01 August 2023
Start of the Submissions
01 March 2024
Deadline for All Submissions
01 June 2024
Review Period
04 June – 15 June 2024
Decision Notification
21 June 2024
Early Bird Registration Deadline
10 July 2024