A volume in the series: Research in Human Resource Management. Editor(s): Dianna L. Stone, Universities of New Mexico, Albany, and Virginia Tech. James H. Dulebohn, Michigan State University.
Call for PapersDeadlines
Proposals: May 1, 2020
Final Papers: March 1, 2021
It is clear that the U. S. population is becoming more diverse, and estimates indicate that 40% of the population identifies as racial or ethnic minorities (U.S. Bureau of Census, 2019). In particular, 13.4% identify as African-American, 18.3% Hispanic-American, 5.9% Asian-American, 1.3% American Indian or Alaska Native, and 60% European American (U. S. Bureau of Census, 2019). Further, 26% of the population has some form of disability, and 16% are over the age of 65 (U. S. Bureau of Census, 2018). In view of the rising numbers of minorities in the population, there has been increased research on diversity and inclusion in organizations (Bell, 2006; Cox, 1993; Shore et al., 2007; Stone, Stone, & Dipboye, 1992). However, most of the research in Human Resource Management (HR), Organizational Behavior (OB), and Industrial and Organizational Psychology has focused on a few subsets of minorities.
For example, most research in these fields has concentrated on African-Americans (e.g., Avery, Volpone, & Holmes, 2018), women (e.g., Joshi, Neely, Emrich, Griffiths, & George, 2015), and older workers (e.g., Truxillo, Cadiz & Hammer, 2015). Although this research is extremely important, relatively few studies have focused on other minorities or outgroup members in our society (e.g., Native Americans, Hispanic-Americans, veterans, ex-offenders, members of minority religious groups (Muslims, Jews, Members of Latter Day Saints), immigrants, people with mental or intellectual disabilities (Autism), immigrants, LGBTQ persons (transsexuals), the working poor, employees displaced by organizational changes/downturns or those stigmatized by inaccurate rumors in organizations). Thus, we believe that additional research is needed to examine the factors that affect the inclusion or exclusion of outgroup members in organizations. We also need to examine the extent to which our current human resource policies and practices are effective in attracting, motivating, or retaining them.
Further, we need to determine if our current theories and research predict the behavior and attitudes of all members of our society. Therefore, the primary purposes of this special issue are to consider research on outgroup members who have not received much attention in organizational research. We label these individuals as “forgotten minorities” and they consist of the outgroup members mentioned above and many others.
In view of this, the specific purposes of the present issue are to (a) review the existing theory and research on “forgotten minorities” in organizations. (b) consider the extent to which current organizational theories and research predict the attitudes and behavior of these individuals, (c) identify needed research, and offer suggestions for future theory and research relevant to “forgotten minorities,” and (d) highlight strategies that can be used by organizations to foster the inclusion or meet the needs of these individuals in work setting. Below we provide some suggestions for research topics for the special issue. However, it merits emphasis that we are open to other topics associated with increasing the inclusion of forgotten minorities in organizational research.
Some potential paper topics:
To what extent are our current HR policies and practices (e.g., recruitment, selection, training, performance management, and compensation) effective with Native Americans, Hispanic-Americans, Asian-Americans, and other forgotten minorities
Do our current theories of motivation, job satisfaction, withdrawal behaviors, or leadership predict the attitudes and behaviors of forgotten minorities.
What are the factors that affect the exclusion and/or inclusion of “forgotten minorities” including people with Autism, mental disabilities, people who have been displaced by organizational changes or downturns, ex-offenders, and others who have not received much attention in organizational research.
How can organizational theories (e.g., motivation, training) be used to increase the inclusion of those who are displaced workers, ex-offenders, ethnic minorities, members of religious minority groups, etc.
Are there value or cultural differences between forgotten minorities and European-Americans that predict attitudes and behavior in organizations.
What interventions might organizations use to increase the inclusion or meet the needs of forgotten minorities in work contexts.
Please send short proposals (1-3 pages) to Kimberly Lukaszewski at email@example.com by May 1, 2020. We will review your proposals and let you know if your topic is accepted for the special issue.
Also, please email Kim if you plan to submit a proposal for the special issue.
Final papers are due March 1, 2021. All papers must be 50 pages or less in length including tables and references, and conform to APA guidelines. Please note that the publisher will not accept papers unless they meet these specifications. Also, please include (a) complete contact information, and (b) bios for each author. Bios should be 200 words or less.
Research in HRM is a peer-reviewed research series and it is published by Information Age Publishing. All manuscripts will be reviewed by two subject matter experts, and the Editors. Please see https://diannastone.com for specific policies, a list of editorial board members, and other articles published in the series.
If you have questions, please contact Dianna Stone at firstname.lastname@example.org or Kim Lukaszewski at email@example.com.
- This title is in development and is not yet available to order online. Please call the IAP office for more information: 704.752.9125
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