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Submit a Manuscript to the Journal
The International Journal of Human Resource Management

For a Special Issue on
HRM for resilient societies: a call for actionable knowledge

Manuscript deadline
01 December 2022

Cover image - The International Journal of Human Resource Management

Special Issue Editor(s)

Tanya Bondarouk, University of Twente
[email protected]

Maarten Renkema, University of Twente
[email protected]

Svetlana Khapova, Vrije Universiteit Amsterdam
[email protected]

Dirk van Dierendonck, Erasmus University Rotterdam
[email protected]

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HRM for resilient societies: a call for actionable knowledge

The first special issue on HRM and resilience in this journal was published not long ago – in 2019. It was dedicated to resilience, HRM practices, organizational performance and well-being of employees (Liu, Cooper, & Tarba, 2019). Just a few years later, we again look at the concept of resilience and call for the scholarly debate to bring the discussion further – to understand how HRM can enhance resilience of societies. Therefore, we invite scholars to contribute to the academic and societal debates about HRM’s role in crafting resilient societies and organizations. The notion of resilience in its modern guise, gained prominence in the 1970s and has since become increasingly popular in a wide range of scientific disciplines (Woods et al., 2020; Woods, 2015). Throughout history, its main concept has survived: societies exist in continuous interaction with their surrounding natural, political, social, cultural, economic and technological environments.

Both the economic crisis in mid-2008 and the COVID-19 pandemic in 2020 made clear the need for continued resilience in organizations and societies. The two crises have likewise challenged HRM scholars in terms of flexibility and resilience, and emphasized the  importance of  our research (and the knowledge we create) on the well-being of the wider society in which we live and work.

The COVID-19 pandemic, as an example, has become not merely a healthcare issue, but a call to reform established modes of thought including rectifications of (Ossewaarde et al., 2020) and reflections on systems of law, finance, governance, management and the management of human resources. Modern HRM systems, afforded by digitalization, robotization, and interconnectedness, while emphasizing workplace dignity and the meaningfulness of jobs, have had unanticipated effects on organizational life and the wellbeing of societies, organisations and individuals. Some unintended consequences for example, increasing workloads, have led many HRM scholars, from various sub-areas, to note that some HRM and work systems appear to be more resilient than others. The perception that systems have properties which can be interpreted as resilience has recently emerged and become extremely fashionable in HRM research (Bal et al., 2020; Branicki et al., 2019; Cooke et al., 2019; Liu et al., 2019; Mitsakis, 2020).

We welcome studies which further enhance the already accumulated knowledge on relationships between HRM interventions and multilevel manifestations of resilience. It has been shown that HRM practices and micro-processes influence individual and organizational level resilience (Branicki et al., 2019; Ijntema et al., 2019); that HPWSs advance employee resilience when combined with engagement (Cooke et al., 2019); and that employee resilience impacts an inclusive organizational climate (Davies et al., 2019) and perceived workload (Huang et al., 2019). Resilience has been shown to be highly contextually dependent on national culture (Liu, 2020), occupational contexts (Kossek & Perrigino, 2016) and industry (Khan et al., 2019).

Overall, this Special Issue aims to accelerate the scholarly HRM contribution to the interdisciplinary multilevel and multi-actor research on resilience and resilient organisations and societies.

We invite scholars to join the broad discussion about such questions as:

  • How can HRM contribute to nurturing more resilient societies? To maintain resilient and flexible organisations, and (distant) future of work? To nurture employees’ resilience, vitality, job meaningfulness and sustainable careers?
  • How do institutional and cultural differences across countries explain resilience of HRM and its contribution to resilient orgaisations and work?
  • What is the role of HR professionals, HR managers and line managers in developing meaningfulness and resilience on the organizational, team and individual level? What is the dark side of the HRM involvement in the resilience issues?
  • What critical HRM perspectives and ethical considerations to be taken into account in the HRM and resilience debate? To what extent can HRM keep supporting labour market resilience, decent work for vulnerable workers, fairness and equality in the work processes?
  • Can modern HR information technologies (social robots, AI, HR analytics) help organizations and their employees become more resilient? If so, under which conditions, and what are the possible consequences for organizations and their employees?

We invite discursive, conceptual and empirical papers on a varied and broad understanding of resilience as a concept, a framework, a style of thinking, or metaphor. Successful contributions to this Special Issue will:

  • Enhance our knowledge of HRM’s impact on resilient societies, whilst being resilient itself
  • Advance theoretical development through enhancing multidisciplinary and multilevel approaches to study resilient societies, organisations, teams, individuals; and supportive HRM systems
  • Advocate methodological pluralism in the research of HRM for resilient societies
  • Create actionable HRM knowledge through practice and intervention.

Submission Instructions

  • Select "special issue HRM for resilient societies: a call for actionable knowledge” when submitting your paper to ScholarOne
  • Expected publication dates:
    • Reviewer feedback-1  - January 31, 2023
    • Submission of revised manuscripts (R1) - May 1, 2023
    • Reviewer feedback-2 - July 1, 2023
    • Submission of revised manuscripts (R2) - September 1, 2023
    • Acceptance decision - October 1, 2023
    • Publication - 2023

Instructions for AuthorsSubmit an Article

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