Special Issue of International Journal of Human Resource Management — Global trends and crises, comparative capitalism and HRM

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               International Journal of Human Resource Management
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<ul><li><p>This article was downloaded by: [University of Liege]On: 25 November 2014, At: 04:33Publisher: RoutledgeInforma Ltd Registered in England and Wales Registered Number: 1072954 Registeredoffice: Mortimer House, 37-41 Mortimer Street, London W1T 3JH, UK</p><p>The International Journal of HumanResource ManagementPublication details, including instructions for authors andsubscription information:http://www.tandfonline.com/loi/rijh20</p><p>Special Issue of International Journalof Human Resource Management Global trends and crises, comparativecapitalism and HRMAdrian Wilkinsona &amp; Geoffrey Woodba Griffith University, Nathan, 4111, Queensland, Australiab Warwick Business School, University of Warwick, Coventry, CV47AL, UKPublished online: 21 Aug 2014.</p><p>To cite this article: Adrian Wilkinson &amp; Geoffrey Wood (2014) Special Issue of InternationalJournal of Human Resource Management Global trends and crises, comparative capitalismand HRM, The International Journal of Human Resource Management, 25:19, 2748-2750, DOI:10.1080/09585192.2014.949089</p><p>To link to this article: http://dx.doi.org/10.1080/09585192.2014.949089</p><p>PLEASE SCROLL DOWN FOR ARTICLE</p><p>Taylor &amp; Francis makes every effort to ensure the accuracy of all the information (theContent) contained in the publications on our platform. However, Taylor &amp; Francis,our agents, and our licensors make no representations or warranties whatsoever as tothe accuracy, completeness, or suitability for any purpose of the Content. Any opinionsand views expressed in this publication are the opinions and views of the authors,and are not the views of or endorsed by Taylor &amp; Francis. The accuracy of the Contentshould not be relied upon and should be independently verified with primary sourcesof information. Taylor and Francis shall not be liable for any losses, actions, claims,proceedings, demands, costs, expenses, damages, and other liabilities whatsoeveror howsoever caused arising directly or indirectly in connection with, in relation to orarising out of the use of the Content.</p><p>This article may be used for research, teaching, and private study purposes. Anysubstantial or systematic reproduction, redistribution, reselling, loan, sub-licensing,systematic supply, or distribution in any form to anyone is expressly forbidden. Terms &amp;</p><p>http://www.tandfonline.com/loi/rijh20http://www.tandfonline.com/action/showCitFormats?doi=10.1080/09585192.2014.949089http://dx.doi.org/10.1080/09585192.2014.949089</p></li><li><p>Conditions of access and use can be found at http://www.tandfonline.com/page/terms-and-conditions</p><p>Dow</p><p>nloa</p><p>ded </p><p>by [</p><p>Uni</p><p>vers</p><p>ity o</p><p>f L</p><p>iege</p><p>] at</p><p> 04:</p><p>33 2</p><p>5 N</p><p>ovem</p><p>ber </p><p>2014</p><p>http://www.tandfonline.com/page/terms-and-conditionshttp://www.tandfonline.com/page/terms-and-conditions</p></li><li><p>CALL FOR PAPERS</p><p>Special Issue of International Journal of HumanResource Management Global trends and crises, comparative</p><p>capitalism and HRM</p><p>Adrian Wilkinson</p><p>Griffith University, Nathan, 4111, Queensland, Australia</p><p>Geoffrey Wood</p><p>Warwick Business School, University of Warwick, Coventry, CV4 7AL, UK</p><p>The special issue will explore new approaches and perspectives in comparative institutional</p><p>analysis and implications for HRM. Influential texts by Hall and Soskice (2001), Dore</p><p>(2000) and Whitley (1999) led to a revival of interest in this area. Such analysis highlighted</p><p>the persistence of difference between nations and clusters of nations, in practices within and</p><p>beyond the firm. (Wilkinson, Wood, &amp; Deeg, 2014). On the one hand, such analysis</p><p>provided a welcome anecdote to homogenizing theories of globalization and neoliberal</p><p>triumphalism. It stimulated a wide range of valuable comparative accounts, ranging from the</p><p>broadly historical (see, for example, Streeck, 2010) to those focusing on specific actors and</p><p>groupings (for example, Frege &amp; Kelly, 2004). On the other hand, its preoccupation with</p><p>difference delineated by the nation state and broad assumptions of path dependence led to a</p><p>range of developments and critiques. The latter encompassed new work exploring the links</p><p>between structure and social action (see, for example, Sorge, 2005) to better understand the</p><p>process of systemic change (see, for example, Streeck, 2010) and to explore the bounded</p><p>nature of internal diversity in HRM within and between national settings (see, for example,</p><p>Lane &amp;Wood, 2009;Wood&amp; Lane 2012). More recent critiques have highlighted the extent</p><p>to which, in seeking to explain the consequences of specific institutional layers, the literature</p><p>on comparative capitalism may well be comparative, but has tended to neglect structural</p><p>development, crisis and change within capitalism as a whole. As Jessop (2012) notes, within</p><p>the global capitalist ecosystem, specific sets of ideologies, rules and practices may assume</p><p>systemic dominance at particular times, even if they remain mediated through supra-</p><p>national, national and sub-national regulation. Such ecosystemic dominance will mould</p><p>HRM and the organization of work. Moreover, in seeking to explore variety within a wide</p><p>range of areas, ranging from corporate governance to the welfare state, there is a tendency to</p><p>discount the central role of the employment contract and the process of production within the</p><p>wider political economy (Jackson, 2010).</p><p>The Global Financial Crisis has, ironically, led to both pressures for a further paring</p><p>back of governmental capabilities for regulation and enforcement, and a renewed interest</p><p>in the possibilities for meaningful institutional redesign.</p><p>The objectives of the proposed special issue are to explore the following issues and</p><p>questions:</p><p>. Global trends in HRM practices and the varying extent to which they are mediatedor partially mediated by spatially confined institutional frameworks.</p><p>q 2014 Taylor &amp; Francis</p><p>The International Journal of Human Resource Management, 2014</p><p>Vol. 25, No. 19, 27482750, http://dx.doi.org/10.1080/09585192.2014.949089</p><p>Dow</p><p>nloa</p><p>ded </p><p>by [</p><p>Uni</p><p>vers</p><p>ity o</p><p>f L</p><p>iege</p><p>] at</p><p> 04:</p><p>33 2</p><p>5 N</p><p>ovem</p><p>ber </p><p>2014</p><p>http://dx.doi.org/10.1080/09585192.2014.949089</p></li><li><p>. Insecure and contingent working in different contexts: the variagated effects ofinstitutional mediation.</p><p>. Institutional supports and spatial variations in the adoption of technologicaladvances.</p><p>. Neoliberal ideologies and politics, legislation and firm-level outcomes: the unevennature of systemic mediation of ideology on practice.</p><p>. The global economic crisis and working life: common pressures and variedoutcomes.</p><p>. The uneven nature of the hollowing out of governmental regulatory capability onfirm-level practice.</p><p>In particular, we invite papers that provide high-quality research to extend our knowledge</p><p>of theory and practice on these and closely related themes. In addressing such themes,</p><p>papers should be both theoretically rigorous and bring fresh primary evidence to the table,</p><p>based on comparative work. The latter may encompass both firm-level case studies and</p><p>comparative survey evidence.</p><p>Contributors should note:</p><p>. This call is open and competitive, and the submitted papers will be blind reviewed inthe normal way.</p><p>. Submitted papers must be based on original material not under consideration by anyother journal or outlet.</p><p>The deadline for submissions is 30 March 2015.</p><p>The special issue is intended for publication in early 2016.</p><p>Manuscripts should be prepared according to IJHRM guidelines. These are available</p><p>at http://www.tandfonline.com/action/authorSubmission?journalCode rijh20&amp;pageinstructions#.UjvdycZmh8E. Manuscripts should be a maximum of 8000 words (double</p><p>spacing). Each submission should have a separate title page with author details.</p><p>Submitted papers must be based on original material and not under consideration by any</p><p>other journal or outlet.</p><p>Manuscripts should be submitted online using the International Journal ofHumanResource</p><p>Management ScholarOne Manuscript submission site (http://mc.manuscriptcentral.com/</p><p>rijh). To submit your manuscript to the Special Issue, choose the title of the Special Issue</p><p>from themanuscript type list when you come to submit your paper. Also, when you come to</p><p>the Details and Comments page, answer Yes to the question Is this manuscript</p><p>submitted for a Special Issue and insert the tile in the text field provided.</p><p>The editors of the special issue are very happy to discuss initial ideas for papers, and can be</p><p>contacted directly at adrian.wilkinson@griffith.edu.au</p><p>References</p><p>Dore, R. (2000). Stock market capitalism: Welfare capitalism. Cambridge: Cambridge UniversityPress.</p><p>Frege, C., &amp; Kelly, J. (2004). Varieties of unionism: Comparative strategies for union renewal.Oxford: Oxford University Press.</p><p>The International Journal of Human Resource Management 2749</p><p>Dow</p><p>nloa</p><p>ded </p><p>by [</p><p>Uni</p><p>vers</p><p>ity o</p><p>f L</p><p>iege</p><p>] at</p><p> 04:</p><p>33 2</p><p>5 N</p><p>ovem</p><p>ber </p><p>2014</p><p>http://www.tandfonline.com/action/authorSubmission?journalCode=rijh20&amp;page=instructions#.UjvdycZmh8Ehttp://www.tandfonline.com/action/authorSubmission?journalCode=rijh20&amp;page=instructions#.UjvdycZmh8Ehttp://www.tandfonline.com/action/authorSubmission?journalCode=rijh20&amp;page=instructions#.UjvdycZmh8Ehttp://www.tandfonline.com/action/authorSubmission?journalCode=rijh20&amp;page=instructions#.UjvdycZmh8Ehttp://mc.manuscriptcentral.com/rijhhttp://mc.manuscriptcentral.com/rijhmailto:adrian.wilkinson@griffith.edu.aumailto:adrian.wilkinson@griffith.edu.au</p></li><li><p>Hall, P., &amp; Soskice, D. (Eds.). (2001). An introduction to the varieties of capitalism. Varieties ofcapitalism: The institutional basis of competitive advantage (pp. 170). Oxford: OxfordUniversity Press.</p><p>Jackson, G. (2010). Actors and institutions. In G. Morgan, J. Campbell, C. Crouch, O. K. Pederson,&amp; R. Whitley (Eds.), The Oxford handbook of comparative institutional analysis (pp. 6386).Oxford: Oxford University Press.</p><p>Jessop, B. (2012). Rethinking the diversity and variability of capitalism: On variegated capitalism inthe world market. In C. Lane &amp; G. Wood (Eds.), Capitalist diversity and diversity withincapitalism (pp. 209237). London: Routledge.</p><p>Lane, C., &amp; Wood, G. (2009). Diversity in capitalism and capitalist diversity. Economy and Society,8, 531551.</p><p>Sorge, A. (2005). The global and the local. Oxford: Oxford University Press.Streeck, W. (2010). Institutions in history: Bringing capitalism back in. In G. Morgan, J. Campbell,</p><p>C. Crouch, O. K. Pederson, &amp; R. Whitley (Eds.), The Oxford handbook of comparativeinstitutional analysis (pp. 659686). Oxford: Oxford University Press.</p><p>Whitley, R. (1999). Divergent capitalisms: The social structuring and change of business systems.Oxford: Oxford University Press.</p><p>Wilkinson, A., Wood, G., &amp; Deeg, R. (Eds.). (2014). The Oxford handbook of employment relations:Comparative employment systems. Oxford: Oxford University Press.</p><p>Wood, G., &amp; Lane, C. (Eds.). (2012). Institutions, internal diversity and change. Capitalist diversityand diversity within capitalism (pp. 131). London: Routledge.</p><p>Call for papers2750</p><p>Dow</p><p>nloa</p><p>ded </p><p>by [</p><p>Uni</p><p>vers</p><p>ity o</p><p>f L</p><p>iege</p><p>] at</p><p> 04:</p><p>33 2</p><p>5 N</p><p>ovem</p><p>ber </p><p>2014</p><p>References</p></li></ul>