征稿期刊

Personnel Review

期刊级别

SSCI (JCR 2023)

IF 3.3

Q1 (INDUSTRIAL RELATIONS & LABOR 9/51)

Q2 (MANAGEMENT 163/407)

Q2 (PSYCHOLOGY, APPLIED 31/113)

征稿主题

Critical Human Resource Management and Evidence-Based Policy: Challenging Power, Inequality and Managerial Orthodoxy

细分领域

Power and Control in HRM Practices Submissions that examine how HRM systems reproduce managerial authority and institutionalise control in the workplace. How do HRM practices sustain hierarchies of discipline and compliance? What mechanisms reinforce asymmetrical power relations between management and labour? How can HRM be reimagined to support more democratic organisational structures?

HRM and Postcolonial Governance Submissions that explore how colonial legacies shape contemporary HRM policies and cross-border management practices. In what ways do historical patterns of labour extraction, hierarchy, and cultural essentialism persist in transnational HRM? How can organisations challenge managerial paradigms rooted in postcolonial logics?

Feminist and Queer Interventions in HRM Submissions that foreground critiques of gendered and heteronormative assumptions within HRM systems. How do workplace practices marginalise certain identities or reinforce exclusionary norms? What forms of resistance, redesign, or policy reform can promote inclusive, intersectional, and gender-expansive HRM frameworks?

Marxist and Labour Process Analyses of HRM Submissions that theorise HRM as a tool of labour commodification and managerial control. How does HRM contribute to the extraction of surplus value or the alienation of workers? What resistance strategies emerge within systems of managerial domination? How can critical political economy inform alternative HRM models?

Voice, Silencing, and Dissent in the Workplace Submissions that investigate how HRM practices enable or suppress worker expression, particularly under regimes of audit, performance management, or risk regulation. What factors shape whistleblowing, collective action, or everyday dissent? How does HRM respond to or pre-empt challenges to authority?

The Political Economy of HRM Policy Submissions that assess the intersections between HRM, public policy, and regulatory regimes. How do austerity measures, neoliberal governance, or state–market dynamics influence HRM strategy? What role does HRM play in sustaining or contesting regulatory capture and structural inequality?

HRM and the Global South Submissions that challenge universalised models of HRM by centring perspectives from the Global South. How do HRM practices reflect local histories, epistemologies, and resistance to Western managerialism? What alternative frameworks emerge from postcolonial and decolonial contexts?

HRM in Crisis Governance Submissions that investigate how HRM operates in moments of institutional, political, or ecological disruption. How are exclusion, control, and protection negotiated through HRM in contexts such as public health crises, displacement, or environmental collapse? Who is rendered visible or invisible in these responses?

Surveillance, Algorithmic Management, and Resistance Submissions that critically analyse the integration of algorithmic systems in HRM. How do data-driven technologies reshape labour relations, worker autonomy, and managerial oversight? What forms of organisational or grassroots resistance emerge in response to surveillance-based HRM?

Evidence-Based Alternatives to Mainstream HRM Submissions that propose inclusive, participatory, and justice-oriented HRM models. What empirical cases demonstrate HRM systems grounded in care, equity, or mutual accountability? How can HRM be designed to support voice, dignity, and meaningful work across organisational contexts?

重要时间

Submission Deadline: 1 February 2026