Tony Fang, Memorial University of Newfoundland

Jennifer A. Harrison, EM Normandie

Fei Song, Toronto Metropolitan University

Mingwei Liu, Rutgers University

Generative AI is being rapidly integrated into workplace systems and HR processes, fundamentally reshaping how work is performed and productivity should be understood. The collaboration between humans and AI systems in task completion creates new challenges for measuring and attributing productivity outcomes, as traditional assumptions about performance metrics and human effort become outdated in AI-augmented contexts.

This special issue seeks research that reconsiders how productivity is conceptualized, measured, and compared when work involves human-AI collaboration. The call invites studies examining the distinction between AI adoption and actual use, the distribution of performance effects across different worker groups, implications for career development and employability, and the organizational and HR factors that influence AI-augmented productivity. Methodological contributions exploring innovative approaches to studying these phenomena are also welcomed.

Appel publié par Personnel Review. Voir l'appel sur le site de l'éditeur. Fiche de l'appel sur kerostig.

Potential topics

• Conceptualizing productivity in AI work and careers
• Distinguishing between AI exposure, use, and augmentation
• Measuring human versus AI contributions to outputs and performance
• Changes in the distribution of performance
• Implications of GenAI for skill development, career trajectories, and employability
• HR practices, job design, and organizational context in shaping AI productivity
• Methodological approaches to studying AI and work

Timeline

• August 31, 2026: Opening date for manuscripts submissions
• January 31, 2027: Closing date for manuscripts submission

Jos Akkermans, VU University

David G. Collings, Trinity College Dublin

Mila Lazarova, Simon Fraser University

Jennifer Tosti-Kharas, Babson College

Career theory has evolved over recent decades. Classic career theories were grounded in relatively stable organizational contexts with hierarchical career paths and a relatively stable external context. In the 1990s, there was increasing recognition of the emergence of more flexible, dynamic careers, driven by technological disruption, demographic shifts, and the rise of non-traditional work and career paths. This development is still often referred to as the 'new career' paradigm. Career theories (e.g., boundaryless career theory, protean career theory, and social cognitive career theory) and concepts (e.g., career orientations, career competencies, and career self-management) within that paradigm primarily emphasize theorizing how individuals can take charge and successfully navigate volatile career paths.

Appel publié par Organizational Psychology Review. Lire l'appel complet sur le site de l'éditeur. Fiche de l'appel sur kerostig.

Potential topics

• How do ongoing social, technological, and geopolitical disruptions challenge existing assumptions embedded in dominant career theories?
• How can new conceptual models better account for the relational and contextual aspects of career development in uncertain and changing environments?
• How should we reconceptualize concepts such as career competencies and employability in labor markets characterized by volatility, automation, and shifting skill demands?
• How can careers be reconceptualized in non-traditional work, including the gig economy, internal job deconstruction, and entrepreneurship?
• How do new forms of digital, hybrid, or platform-mediated work reshape notions of career identity, career success, and career self-management?
• What role does AI, including agentic AI, and the potential role of AI agents as co-workers play in how individuals' careers evolve?
• How can career theories and concepts be adapted or renewed to capture the career experiences of underrepresented and marginalized groups?
• How do organizational, institutional, and labor market structures shape individuals' capacity to construct meaningful and sustainable career paths during times of disruption?
• How do global mobility patterns, migration, and geopolitical conflict reshape traditional narratives of career progression and mobility?
• What new methodological or conceptual tools are needed to theorize non-linear, fragmented, or cyclical career patterns that increasingly deviate from traditional career models?

Timeline

• Invalid DateTime: Expected finalization of the Special Issue
• May 1, 2027: Full paper submission deadline