Conference

The 7th International Conference of the Dutch HRM Network will be held in November 2011 in Groningen. Here you can find information about the 6th International Conference of the Dutch HRM Network that was held in November 2009 in Amsterdam.

Capitalizing on Diversity in HRM Research

6th International Conference of the Dutch HRM network
 

13 & 14 November 2009
VU University, The Netherlands

  with keynote presentations from
Luc Sels and Sharon Parker

Download Keynote Luc Sels (PPTX bestand)

Download Keynote Sharon Parker (PPT bestand)

 
Jointly organised by

Department of Organizational Behavior & Development
VU University, Amsterdam, The Netherlands

&

Department of Human Resource Management & Organization Behaviour
University of Amsterdam, Amsterdam, The Netherlands

Deadline for Proposals for Papers: 10th April 2009

Following the success of its first five international conferences, "Human Resource Management: confronting theory and reality" (Erasmus University Rotterdam, 1999), "Organisational Renewal: challenging human resource management" (University of Nijmegen, 2001), "Innovation HRM?" (University of Twente), "The value of HRM?!" (University of Twente, 2005), and "In Search of Balance: Managing the dualities of HRM" (Tilburg University), the Dutch HRM Network has the pleasure of announcing its 6th International Conference to be held at VU University on Friday 13th and Saturday 14th November 2009 with the title " Capitalizing on Diversity in HRM Research".

Research in HRM is highly diverse in themes, levels, perspectives, methods, subjects and stakeholders. Research questions are guided by practice, but also theory-driven. Studies can be macro-, meso- or micro-oriented, with topics ranging from cross-national and industry based influences on HR policies to intra-individual motivational processes in the workplace. This immense diversity can be seen as one of the strengths of HRM research, but can also be considered a weakness: too little focus, no uniform paradigm, difficult to fit into an unequivocal academic tradition or discipline. This conference aims to highlight HRM research in its full diversity and build bridges between the many different perspectives. It aims to start conversations between HRM researchers from different backgrounds and help leverage (or capitalize on) this diversity to spark new and groundbreaking ideas in our field that are of both academic and practical importance.

Amsterdam, capital of the Netherlands, has been witnessing a great increase in diversity from ethnic minorities as well as residents from Europe and abroad, ultimately contributing to its diverse and lively culture. At 45%, Amsterdam has a high proportion of ethnic minorities compared with the rest of Europe. The population register now contains over 150 different nationalities. In less than a decade, half the population will be of foreign origin. The City recognizes the value this diversity has on society and culture and has created policies to reinforce this. Therefore, the diverse capital of the Netherlands inspired the conference to focus on celebrating diversity and trying to maximize its potential benefits for HR research as our theme. You are welcome to join us in Capitalizing on Diversity in HRM Research!

Some of the papers will be invited for a special issue of Personnel Review.

This conference is sponsored by Personnel Review and KPN.

 
1. Diversity in careers

• Careers of different cultural, and professional groups
• Careers in different industries, and work contexts
• Careers of female and male employees
• Diversity of factors contributing to the individual career success (including personal differences, human capital and social capital)
• Diversity in career aspirations

Convenors: Paul Jansen (VU University Amsterdam) and Svetlana Khapova (VU University Amsterdam; ESMT – European School of Management and Technology, Germany)

2. Being diverse, perceiving diversity

• Diversity in dyads, teams, departments and/or organizations
• Diversity and HRM interventions and policies
• The consequences of diversity in socio-demographic attributes, attitudes, competencies and/or emotions
• Actual diversity versus perceived diversity
• The value of diversity and valuing diversity
• Diversity: surface or deep-level?
• How diversity affects identification and motivation

Convenors: Eric Molleman (University of Groningen) and Michelle Ryan (University of Exeter, UK)

3. Diversity in outcomes

• Best practices (universalist) versus best fit (contextualist)
• The value and effectiveness of HRM for different employee categories
• Productivity and well-being: competing or parallel outcomes
• Performance as a multi-dimensional construct: employee perspectives, employer’s interests and societal effects

Convenors: Jaap Paauwe (Tilburg University/Erasmus University Rotterdam) and Ricardo Peccei (Kings College London, UK)

4. Diversity in international perspectives

• Different effects of HRM: a cross cultural perspective
• Impact of different culture in the linkage HRM – performance
• Impact of HR for employees from different cultures within one organization
• HR practices in multinationals

Convenors: Karin Sanders (University of Twente) and Huadong Yang (University of Twente)

5. Diversity in (theoretical) perspectives

• How different theoretical perspectives inform research and practice in HRM
• Critical and dissensus-based views on HRM
• Different perspectives on the changing nature of the HR function and its effects
• HRM and employee subjectivity

Convenors: Anne Keegan (University of Amsterdam) and Helen Francis (Napier University, UK)

6. Diversity in actors within organizations

• Impact of consensus between line and HR within organizations
• Organization climate: shared perceptions among employees
• Different relationships between line and HR
• Division in tasks between line and HR

Convenors: Karin Sanders (University of Twente), Helen Shipton (Aston Business School, UK) and Peter Leisink (Utrecht University)

7. Diversity in organizational forms and employment relations

• New organizational forms
• Flexible contracts
• New psychological contracts
• The boundaryless organization
• Forms of employee voice

Convenors: Jan Kees Looise (University of Twente) and Stefan Zagelmeyer (Cologne Business School, Germany)

8. Diversity in HRM delivery channels

• Diversity in HR-roles
• Diversity in E-HRM
• HRM Shared Service Centers
• HR-strategy and HRIS
• HRIS implementation and development

Convenors: Tanya Bondarouk (University of Twente), Huub Ruel (University of Twente), and Stefan Strohmeier (University of Saarland, Germany)

9. Diversity in learning

• Individual learning during the lifespan
• Team and organizational learning
• Workplace learning / Learning potential of work
• Knowledge creation and sharing
• Expertise and competence development
• Leadership and management development, coaching and mentoring

Convenors: Rob Poell (Tilburg University) and Beatrice van der Heijden (Maastricht School of Management, Open University of the Netherlands, University of Twente), and Marianne van Woerkom (Tilburg University)

10. Diversity in HRM accounting and measurement

• Added value of HR policies: indicators and ROI-measurement models. Do we measure the right way?
• HRM performance: towards new forms of accounting?
• Advances in Human Capital Accounting: concepts and data-availability
• Human Capital Planning in a tight labour market
• Limitations of HR Metrics: do we measure the right things?

Convenors: Willem de Nijs (Radboud University Nijmegen) and Gerard Evers (University of Tilburg)

11. Diversity in leadership

• How leaders affect important work outcomes, such as employee engagement, job performance, and well-being
• Relating leadership styles to proactive, cooperative and destructive employee behaviour
• The role of leaders in implementing different HR practices
• The role of context in enhancing or constraining leader effectiveness
• Leading others in diverse settings
• Leadership and effectiveness at different organizational levels
• Ethical and authentic leadership

Convenors: Deanne Den Hartog (University of Amsterdam) and Annebel de Hoogh (University of Amsterdam)

12. Diversity in levels

• Multilevel studies bridging ‘macro’ (e.g., institutional reforms), ‘meso’ (e.g., HR policy and strategy) and ‘micro’ (e.g., organizational behaviour) research domains
• Contributions integrating individual, group and/or organizational levels of analysis
• Theoretical approaches that facilitate multilevel empirical work in the HR domain
• Research designs and measurement techniques that have the potential to bridge micro, meso and/or macro research domains

Convenors: Luc Sels (Katholieke Universiteit Leuven, Belgium) and Anneleen Forrier (Lessius University College, Belgium)

Final programme

Schedule

Click for presentations first round Friday 13th November at 13.00

Click for presentations second round Friday 13th November at 16.00

Click for presentations third round Saturday 14th November at 08.30

Download executive summaries papers (PDF)