Following the tradition of previous e-HRM conferences, we welcome three categories of submissions:
- Full papers
- Papers in development
- Panel discussions or symposiums on a particular topic
Round 1: Abstracts
For full papers and papers in development, authors should submit extended abstracts, in English, with the understanding that accepted submissions will be developed into a paper for the actual conference. All abstracts will be blind reviewed. Papers presented at the conference will be included in the conference proceedings and distributed to all participants. All scholars, who submit abstracts (by April 15, 2016), must submit full papers to this conference (by July 20, 2016).
Extended abstracts (in English) should be 750-1000 words and should contain:
- Summary description of the theoretical framework and hypotheses (where applicable)
- Research design and approach to data analysis (where applicable)
- Key findings and theoretical and practical implications
We also welcome proposals for panel discussions or symposiums on a particular topic. Proposals for panel discussions should be 3-5 pages long and describe the key objectives of the discussion in addition to the planned speakers.
Please submit your abstracts (excluding any author-identifying information) in pdf format as an attachment to an email covering letter that includes contact information to firstname.lastname@example.org
Round 2: Full papers
We invite full papers, upon the abstracts acceptance, to be submitted before July 20, 2016 (e-mail to: email@example.com)
- Word format, max 8000 words (including references and tables)
- Times New Roman 12 pt, 1.5 line spacing
- Title page: title with information about all authors and their affiliations
- Abstract: 200 words + max 6 key-words
- Referencing style: APA
- Tables and figures: in the main text (not at the end of the paper)
- Structure: maximum of 3 level-headings
Selected papers will be invited for inclusion in the edited book. We are considering to publish it within the Emerald series “The Changing Context of Managing People”.