Dear Dr Castagnera,
Please find below the Human Relations special issue call for papers on organisational justice and behavioural ethics that may be of interest to you or your colleagues.
Organisational justice and behavioural ethics: New perspectives on workplace fairness
Guest Editors:
Jonathan Crawshaw (Aston Business School, Aston University, UK), Russell Cropanzano (Eller College of Management, University of Arizona, US), Chris Bell (Schulich School of Business, York University, Canada), and Thierry Nadisic (EMLYON Business School, France)
http://www.tavinstitute.org/humanrelations/special_issues/org_justice.html
Submission deadline: 31 January 2012
Over the past half century or so, scholars of both organisational justice and behavioural ethics have provided essential insights into issues of workplace (un)fairness. At the heart of this research are concerns of employee wellbeing and happiness, and the continuing improvement of working lives, as well as the integrity and cohesiveness of the organisation as a social entity. All of which, of course, eventually affects individual and organisational performance. To date, however, the justice and ethics literatures have largely run parallel to one another, very often responding to similar ethical, justice or moral concerns/dilemmas but from different perspectives and paradigms. Organisational justice has tended to study how managers and their organisations are judged as (un)fair by employees (e.g. through voice provision) and how this impacts the level of performance and wellbeing at work. On the other hand, behavioural ethics has been concerned with explaining individual behaviour that occurs in the context of larger social norms, such as lying, stealing, charitable giving, and whistle-blowing. The aim of this special issue is to begin to bridge the divide between the organisational justice and behavioural ethics literatures, encouraging future research that integrates the field and extends our theoretical understanding of these issues.
Examples of recent high profile cases of business corruption – including bribery, exploitation and the role of financial traders in the banking crisis; the controversies surrounding senior management pay and bonuses; and the continuing felt discrimination of minority employee groups (e.g. on grounds of race, gender, disability, sexuality) regardless of nearly a half century of legislation – have all made salient concerns of ethics, justice and morality to consumers, employees, employers and politicians across the globe. Given this context, we feel that the time is ripe for a special issue that aims to bring together research from these parallel disciplines so that new insights into workplace (un)fairness and (un)ethicality may be generated.
By recognising the shared concerns of, and concepts within, organisational justice and behavioural ethics research, scholars are challenged to explore, and borrow from, each other’s field to more effectively respond to individual and societal concerns regarding workplace (un)fairness. Indeed, recent organisational justice research has taken tentative, yet encouraging, steps in this direction. For example, studies of fairness motivations and deontic justice have begun to explore the importance of morality (e.g. moral motivations, moral convictions, moral identity, ethical orientation) in the driving of individual justice behaviours and judgements. By opening up the organisational justice research agenda to these wider ethical models and concepts we begin to better understand how and why various actors within the employment relationship behave (un)fairly, justify their decisions and actions as fair, and react to the perceived (un)fairness of others.
This special issue invites papers that are at the forefront of contemporary research into organisational justice and/or behavioural ethics. Our hope is to develop new insights into the moral, ethical and justice challenges facing organisations. In particular, we encourage submissions that address the following research questions, although this is not meant to be an exhaustive list:
· What are the contextual antecedents of (un)just (e.g. discrimination, denial of voice) and (un)ethical (bribery, corruption, theft, whistleblowing) behaviour? For example, what is the role of HRM/people management policies and practices?
· How can collective justice concepts, such as systemic justice, entity justice or justice climate, help us to understand (un)ethical phenomena at work (e.g. multilevel research on ethical climates or culture of justice)?
· What is fair, just or ethical leadership? How can organisations promote, support and develop ethical/just leaders?
· What are the individual differences that may explain (un)just and (un)ethical behaviour – including themes of justice sensitivity, moral identity, ethical orientation, moral maturity and empathy? Work on individual differences should not simply be a search for moderators but should provide substantial insight and contribution through clearly articulated conceptual models. Individual differences could also consider the role of context and circumstances.
· How can theories of justice and behavioural ethics inform policies of environmental sustainability, corporate social responsibility and business ethics?
· What are the challenges of managing fairness cross-culturally – including questions of societal/cultural values and differences in what is perceived as (un)fair and peoples reactions to (un)fairness? What are the implications for multinationals and FDIs?
· When might morality and justice be incongruent – can moral decisions be unfair, or fair decisions be immoral?
We are particularly seeking submissions based on well designed empirical investigations of these issues, although strong conceptual work will also be considered. Empirical studies that utilise qualitative, quantitative or mixed methods are all welcomed, however, a clear emphasis on both theoretical and practical/policy implications must be evident. All submissions will be reviewed in light of their potential to stimulate future debate and discussion around the integration of organisational justice and behavioural ethics research.
Contributors should note:
· This call is open and competitive, and the submitted papers will be blind reviewed in the normal way.
· Submitted papers must be based on original material not under consideration by any other journal or outlet.
· For empirical papers based on data sets from which multiple papers have been generated, the editors must be provided with copies of all other papers based on the same data.
· The editors will select a limited number of papers to be included in the special issue, but other papers submitted in this process may be considered for publication in regular issues of the journal.
The submission deadline is 31 January 2012 and manuscripts should not be submitted before Tuesday 03 January 2012.
The special issue is intended for publication in the second half of 2013 or early 2014.
To be considered for this special issue, submissions must fit with the Aim and Scope of Human Relations: http://www.tavinstitute.org/humanrelations/about_journal/aims.html
as well as the call for papers. Papers should be submitted online in accordance with our submission guidelines: http://www.tavinstitute.org/humanrelations/submit_paper.html
Please indicate in your covering letter that the paper is intended for this Special Issue. Please d
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