Muhammad Imran Rasheed, University of Surrey

Barbara Rita Barricelli, Università degli Studi di Brescia

Waseem Ul Hameed, Universiti Utara Malaysia

This special issue examines how artificial intelligence systems are transforming workplace interactions, employee behavior, and organizational dynamics. While prior research has focused on AI adoption and performance outcomes, this collection addresses the human-centered dimensions of AI at work, including how employees develop trust in intelligent systems, experience AI-mediated processes, adapt their behaviors, and navigate issues such as technostress, autonomy, and cognitive load.

The special issue prioritizes behavioral, cognitive, and psychological perspectives on human-AI interaction in organizational settings. It seeks contributions that explore employee experiences with intelligent technologies, design of user-centered AI systems, transparency mechanisms, and the creation of psychologically sustainable digital work environments. The collection welcomes empirical, theoretical, and design-oriented research across quantitative, qualitative, and mixed-method approaches.

Appel publié par Behaviour & Information Technology. Lire l'appel complet sur le site de l'éditeur. Fiche de l'appel sur kerostig.

Potential topics

• Employee interaction with AI-enabled systems
• Human reliance, overreliance, and resistance toward AI
• Behavioral adaptation to intelligent technologies
• Human-AI collaboration and hybrid decision-making
• Trust formation in intelligent systems
• Algorithmic transparency and explainable AI
• Employee perceptions of AI fairness and accountability
• Behavioral responses to opaque decision systems
• Technostress, digital exhaustion, and AI fatigue
• Cognitive overload and information processing under AI systems
• AI dependency and employee wellbeing
• Digital distraction and attention fragmentation
• AI-supported autonomy and employee empowerment
• Algorithmic management and behavioral control
• Digital surveillance and monitoring technologies
• Behavioral consequences of automated performance systems
• Ethical design of workplace AI systems
• Human-centered intelligent systems
• Responsible AI implementation in organizations
• Designing psychologically sustainable digital work environments
• AI-enabled learning systems and digital upskilling
• Employee agility and adaptability in AI-enabled workplaces
• Behavioral implications of reskilling and task transformation
• Human learning behavior in technology-mediated contexts
• AI-supported teamwork and collaboration
• Virtual collaboration and intelligent communication systems
• Social interaction patterns in AI-mediated environments
• Team trust and coordination under intelligent systems
• AI in healthcare, hospitality, education, finance, and public services
• Gig work, platform labor, and digital employment systems
• Cross-cultural and cross-national comparisons
• Remote and hybrid work environments
• User experience (UX) of workplace AI systems
• Human-centered design of intelligent workplace technologies
• Conversational AI and intelligent assistants at work
• Adaptive and personalized workplace interfaces
• AI usability and user acceptance in organizational settings
• Interaction design for human-AI collaboration
• Human oversight and human-in-the-loop systems
• Trust calibration in intelligent systems
• Employee engagement with AI-enabled technologies
• Interface design for responsible and ethical AI use
• User perceptions of agency, control, and autonomy in AI-mediated work environments

Timeline

• July 31, 2027: Manuscript deadline

Rita Rueff-Lopes, Esade, Universitat Ramon Llull

Russell Cropanzano, Leeds School of Business, University of Colorado

José Navarro, Universitat de Barcelona

Ana Junça-Silva, ISCTE—Lisbon University Institute

This special issue revisits Affective Events Theory three decades after its original formulation, examining how it applies to contemporary work environments characterized by digitalization, datafication, and AI-mediated interactions. The issue seeks to extend AET's core propositions to explain how employees experience and respond to affective micro-events in modern organizational contexts, incorporating theoretical advancements and methodological innovations developed over the past 30 years.

The special issue welcomes original empirical research, theoretical contributions, and review articles that advance AET's boundaries across diverse contexts. Contributions should engage with emerging themes such as digital and hybrid work, multilevel dynamics of emotions, knowledge-intensive work environments, cross-cultural perspectives, and novel methodological approaches including experience sampling and emotion sensing technologies. Scholars are encouraged to challenge AET's assumptions, extend its mechanisms, and explore how affective processes operate within complex socio-technical work landscapes.

Appel publié par European Journal of Work and Organizational Psychology. Voir l'appel sur le site de l'éditeur. Fiche de l'appel sur kerostig.

Potential topics

• Revisiting the structure and boundaries of AET in digital, hybrid, and AI-augmented work contexts
• Temporal, multilevel, and dynamic modeling of affective events in teams and organizations
• Affective events in knowledge-intensive work, professional services, and virtual collaboration
• Cross-cultural and individual differences in affective experience
• Methodological advances such as experience sampling, multimodal emotion sensing, and computational text or voice analysis
• Links between affective events and creativity, performance, well-being, and sustainability
• Integrations with adjacent theories including emotion regulation, relational energy, job crafting, and affective climate

Timeline

• May 31, 2026: Abstract submission deadline
• June 30, 2026: Decision on abstracts
• October 31, 2026: Full paper submission deadline
• January 31, 2027: Review Round 1 completed
• February 15, 2027: First decision communicated
• May 31, 2027: First revision due
• July 31, 2027: Review Round 2 completed
• September 15, 2027: Second decision communicated
• November 30, 2027: Second revision due
• December 31, 2027: Final decision communicated
• February 1, 2028: Publication of special issue

The rapid digitalization of work—driven by advances in information and communication technologies, remote and hybrid work arrangements, and GenAI-enabled systems—has fundamentally reshaped the boundaries between work and family domains. While digital tools provide unprecedented flexibility and autonomy, they also blur temporal and spatial boundaries, intensify role demands, and generate new forms of work–family conflict. This transformation is especially salient in knowledge-intensive and digitally-mediated work contexts, where the 'always-on' culture may foster constant connectivity, hinder psychological detachment, and undermine employee well-being and family functioning. At the same time, digitalization presents important opportunities for work–family enrichment. Flexible work arrangements and hybrid models can enhance individuals' capacity to integrate work and family roles, consistent with resource-based perspectives on the work–home interface. However, these benefits are not evenly distributed. Emerging evidence suggests that technostress, digital surveillance, and inequalities in access to flexible work may exacerbate existing disparities, particularly along gender and…

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

Potential topics

• Blurring of work–family boundaries in remote and hybrid work environments
• Emerging challenges in time–spatially flexible work
• GenAI use and digital overload, and their spillover effects on family life
• 'Always-on' work cultures and impacts on recovery and well-being
• Algorithmic management and implications for job autonomy and control
• Digital surveillance and privacy concerns in home-based work
• Gender inequality in digitally mediated work arrangements
• Individual boundary management strategies in digital contexts
• GenAI literacy and self-regulation in managing role demands
• Leadership behaviors that facilitate work–family integration
• HR practices mitigating digital work–family conflict
• Designing technology to support boundary control and well-being
• Time–spatial crafting as a boundary management strategy
• Work (re)design and home (re)design strategies to re-vitalize work and family life
• Positive spillover via flexible digital work arrangements
• Digitally-mediated tools supporting family engagement
• Hybrid work models and work–family enrichment
• Reconceptualizing integration in the digital era
• Micro-transitions between work and family roles across time and space
• Cross-cultural differences in digital work–family norms
• Individual differences in digital work–family strategies
• Institutional and policy influences
• Multi-level (individual–team–organization) dynamics
• Longitudinal changes and causal effects in work–family relationships
• Within-person variability in boundary management across days and situations

Timeline

• May 20, 2026: Opening date for manuscripts submissions
• November 30, 2026: Closing date for manuscripts submission