HUMAN RESOURCE MANAGEMENT SIG STANDING TRACKS
SIG OFFICERS (2026-2027)
Chair
Silvia Dello Russo (Luiss Guido Carli University, Rome) – sdellorusso@luiss.it
General Track Chairs
Laura Innocenti (University of L’Aquila) – laura.innocenti@univaq.it
Aleksandra Klein (University of Sustainability Vienna – Charlotte Fresenius Private University) – aleksandra.klein@uni-sustainability.at
GT08_00 – Human Resource Management General Track
Short description:
The general track covers the complete field of HRM research, promoting theory and research development on important substantive and methodological topics in the field. Papers’ proposals falling within the broad domain of HRM will be considered, spanning from micro HRM to strategic HRM and international HRM subfields. Empirical studies, theoretical contributions, and interdisciplinary research are welcome. The track aims at providing opportunities to reflect on the latest research in the field and strengthen international collaborations.
UN Sustainable Development Goals (SDG):
Goal 3: Good health and well-being for people;Goal 5: Gender equality;Goal 8: Decent work and economic growth;Goal 10: Reducing inequalities
For more information contact:
Laura Innocenti, University of L’Aquila – laura.innocenti@univaq.it
Aleksandra Klein, University of Sustainability Vienna – Charlotte Fresenius Private University – aleksandra.klein@uni-sustainability.at
HUMAN RESOURCE MANAGEMENT SIG TRACKS
T08_01 Sustainable HRM and Responsible Work in Disruptive Times
Short description:
In an era marked by global disruptions, geopolitical instability, rapid digital transformation, demographic shifts, and evolving regulatory demands, organizations are required to rethink how they manage and sustain their workforce. The objective of this research track is to explore how sustainable HRM shapes employee attitudes, behaviours, and organizational-level effects. Through competitive paper sessions, this track provides a platform for advancing research uncovering the multifaceted effects of sustainable HRM and responsible ways of work, their interplay with broader corporate sustainability initiatives, people management, and their role in navigating contemporary disruptions such as remote work, AI-driven management tools, and digital transformation.
UN Sustainable Development Goals (SDG):
Goal 3: Good health and well-being for people;Goal 5: Gender equality;Goal 8: Decent work and economic growth;Goal 10: Reducing inequalities
For more information contact:
Konstantina Tzini, CUNEF Universidad Madrid, Spain, konstantina.tzini@cunef.edu
T08_02 Rethinking HRM: Common Good HRM, Employee Well-being, Resilience, and Organisational Sustainability
Short description:
HRM Sub-Track Proposal: Rethinking HRM: Common Good HRM, Employee Well-being, Resilience, and Organisational Sustainability. Overview: This sub-track invites scholars to rethink the role of Human Resource Management (HRM) in addressing contemporary societal, environmental, and organisational “Grand Challenges”. Moving beyond traditional performance-centric and instrumentalist HRM logics, it focuses on the new and influential “Common Good HRM” approach that is grounded in both business ethics and the institutionalist logics of employee well-being, social responsibility, resilience, and long-term organisational sustainability.
UN Sustainable Development Goals (SDG):
Goal 3: Good health and well-being for people;Goal 5: Gender equality;Goal 8: Decent work and economic growth;Goal 10: Reducing inequalities;Goal 11: Sustainable cities and communities;Goal 16: Peace, justice and strong institutions;Goal 17: Partnerships for the goals
For more information contact:
Brian Matthews , WU-Vienna University of Economics and Business, Institute for Human Resource Management, brian.matthews@wu.ac.at
T08_03 Rethinking people management in decentralised contexts
Short description:
In disruptive environments, decentralised work models are increasingly adopted as resilient alternatives to traditional hierarchies (Lee & Edmondson, 2017). They promise enhanced agility, autonomy, and a human-centred work experience (Schell & Bischof, 2022). However, flattening structures introduces profound challenges to HRM and employee experience (Díaz-Leyva & Cascón-Pereira, 2026; Valkiainen, 2026). The promise of autonomy often clashes with operational realities, sparking informal power dynamics, role ambiguity, and conflicting goals that test resilience and risk burnout (Jensen & Mikkelsen, 2024). This sub-track invites scholars to investigate people management in decentralised settings, focusing on everyday employee experience and the micro-dynamics of distributed HRM.
UN Sustainable Development Goals (SDG):
Goal 3: Good health and well-being for people;Goal 8: Decent work and economic growth;Goal 11: Sustainable cities and communities
For more information contact:
Rosalía Cascón-Pereira , University Rovira i Virgili, rosalia.cascon@urv.cat
T08_04 Psychological Safety Across Cultures and Contexts: Leadership, Teams and Organizations
Short description:
Psychological safety has become a cornerstone of effective leadership, innovation, learning, and employee well-being. Yet most research has been conducted in Western contexts, leaving important questions about its development across cultures unanswered. This topic brings together scholars exploring how culture, leadership, organizational practices, and emerging workplace realities shape psychological safety in teams and organizations. We welcome conceptual and empirical research from diverse methodological perspectives, with the aim of advancing a globally informed understanding of psychological safety and fostering dialogue across organizational behavior, leadership, HRM, international management, and organizational psychology.
UN Sustainable Development Goals (SDG):
Goal 4: Quality education;Goal 5: Gender equality;Goal 8: Decent work and economic growth;Goal 9: Industry, Innovation, and Infrastructure;Goal 10: Reducing inequalities;Goal 16: Peace, justice and strong institutions
For more information contact:
Irina Prosviriakova , Vrije University Amsterdam, irinaproprosviriakova@gmail.com
T08_05 Rising Through People: HRM, Organisational Culture, Human Capability, and Readiness for Sustainable AI Transformation
Short description:
Organisations that invest in technology without investing in the people and cultures that give it meaning do not rise above inherited limitations but reproduce them. This topic examines how HRM practices, organisational culture, and AI readiness interact to decide whether AI adoption yields genuine organisational renewal and lasting value or only its appearance. It joins a culturally grounded view of people management to a capability-based view of readiness, treating both as conditions for resilient transformation. We welcome interpretive, diagnostic, and intervention-based contributions from scholars who share the conviction that sustainable digital transformation rises through people, not despite them.
UN Sustainable Development Goals (SDG):
Goal 4: Quality education;Goal 8: Decent work and economic growth;Goal 9: Industry, Innovation, and Infrastructure;Goal 10: Reducing inequalities
For more information contact:
Filomena Pagnozzi , University G. D’Annunzio, filomena.pagnozzi@unich.it
T08_06 Sustaining Well-being in Boundaryless, Digital and Hybrid Workplaces
Short description:
Boundaryless, digital and hybrid work arrangements promise autonomy, flexibility and inclusion, yet they also create new risks for employee well-being, including hyperconnectivity, techno-strain, work-related fear of missing out (FoMO), informal overtime, social isolation and blurred work–nonwork boundaries. This topic invites conceptual, empirical and intervention-oriented papers examining how organizations, leanders and HR managers, teams and individuals can sustain well-being in contemporary workplaces. We welcome research on strategic Human Resource Management (HRM) practices, digital job demands, psychological and relational resources, work design, job crafting, remote and hybrid work policies, and longitudinal well-being dynamics across diverse occupational contexts.
UN Sustainable Development Goals (SDG):
Goal 3: Good health and well-being for people;Goal 8: Decent work and economic growth
For more information contact:
Shaozhuang Ma , ISCTE, ma.shaozhuang@iscte-iul.pt
