Robert Davison, City University of Hong Kong

Philip Wu, Royal Holloway, University of London

Ajay Kumar, Emlyon Business School

Efpraxia Zamani, Durham University

Artificial intelligence is rapidly transforming work and labour across organizations and sectors. This special issue moves beyond polarized narratives to examine how AI is reshaping workplace experiences, organizing labour, and affecting workers. Drawing on Information Systems' sociotechnical tradition, the call invites rigorous research examining the complex interplay between technology, organizations, and workers.

The special issue addresses significant gaps in current research, particularly invisible labour like data labelling concentrated in the Global South, care work in undervalued sectors, and how AI may exacerbate or mitigate workplace inequality. It welcomes contributions examining worker agency, identity, skill development, voice in AI-augmented environments, and governance challenges posed by self-evolving AI systems.

Appel publié par Information Systems Journal. Voir l'appel sur le site de l'éditeur. Fiche de l'appel sur kerostig.

Potential topics

• Compared to previous generations of information systems, how do new AI technologies reshape the distribution, delegation, performance, and evaluation of work tasks, and with what consequences for workers?
• How does working with AI tools alter the trajectories of learning, skill development, and professional identity formation among workers?
• How do workers make sense of AI-induced changes to their work, and how do they negotiate new spaces for meaning, agency, creativity, and identity in AI-augmented environments?
• Whose labour makes AI systems work and what does its erasure from dominant narratives of AI-augmented work reveal about how value, skills and visibility are constructed?
• How does the adoption of AI relate to workplace inequality within and across organisations, occupations, and sectors, and how are such inequalities manifested differently across the Global North and South?
• How do GenAI and emergent agentic AI reconfigure material and human agencies in the workplace, and what new theoretical frameworks are needed to account for their dynamic, self-evolving character?
• What does the growing capacity of AI agents to learn, adapt, and make consequential decisions mean for accountability, responsibility, and the governance of work outcomes?
• As AI becomes increasingly embedded in organisational routines, what conditions give rise to over-reliance, automation bias, and the erosion of human oversight and professional judgement?

Timeline

• January 31, 2027: Submission Deadline

Associate editors

• Petros Chamakiotis, ESCP Business School
• Alain Chong, University of Nottingham Ningbo
• Riitta Hekkala, Aalto University
• Yong Liu, Aalto University
• Ulrich Remus, University of Innsbruck
• Pauline Weritz, University of Twente
• Melody Zou, Warwick Business School

Tony Fang, Memorial University

Jennifer A. Harrison, EM Normandie Business School

Artificial intelligence is reshaping organizations by reconfiguring task structures, skill requirements, and managerial processes. Rather than eliminating jobs, AI adoption fosters new occupational roles and redefines expertise through changed patterns of human-AI collaboration. These developments promise to enhance productivity, though realizing these gains depends critically on the human skills that enable effective technology use.

The concept of skills varies significantly across disciplines, from labour economics viewing skills as human capital to organizational psychology emphasizing cognitive capabilities and sociology examining how skills are socially constructed. This fragmented understanding limits integrated knowledge about how AI shapes skills and productivity. The call seeks to bridge these perspectives by examining how skills are identified, defined, and valued in relation to AI, and how they translate into productivity gains across contexts.

Appel publié par Canadian Journal of Administrative Sciences / Revue Canadienne des Sciences de l Administration. Voir l'appel sur le site de l'éditeur. Fiche de l'appel sur kerostig.

Potential topics

• AI adoption and implementation in organizations, including how skills are identified, defined, measured, valued, and linked to productivity
• Human and AI collaboration, work transformation, and the identification and use of skills in changing task contexts
• Defining and developing skills in workplaces using AI (e.g., reskilling, upskilling, lifelong learning) and linking to productivity
• Changes in occupations, expertise, and professional roles, and how skill requirements are defined and evolving with AI
• Organizational and institutional factors shaping how skills are identified, defined, and managed in relation to AI and productivity (e.g., leadership, HR practices, policy contexts)
• Career sustainability, mobility, and inequality in labour markets shaped by AI, with a focus on how skills are defined, accessed, and valued

Timeline

• December 15, 2026: Submission Deadline

Appel publié par Technological Forecasting and Social Change. Voir l'appel sur le site de l'éditeur. Fiche de l'appel sur kerostig.

Timeline

• January 31, 2027: Full paper submission deadline

Sandra Fisher, FH Münster

Janet Marler, University at Albany - SUNY

Guido Hertel, University of Münster

This special issue examines how artificial intelligence and related technologies reshape human resource management practices and organizational work. Building on decades of e-HRM research, the collection investigates AI's transformative potential while remaining critical of its limitations, including bias, lack of transparency, and skill erosion concerns.

The issue welcomes research exploring which HRM processes should be automated versus augmented, what alternative technologies might complement or replace AI, and what comes after the current wave of AI advancement. It seeks evidence-based scholarship that helps organizations implement AI to benefit all stakeholders while avoiding technological determinism.

Appel publié par The International Journal of Human Resource Management. Voir l'appel sur le site de l'éditeur. Fiche de l'appel sur kerostig.

Potential topics

• New theories and methodologies to study AI/HRM
• New HRM strategies
• AI-Human collaboration at work
• e-HRM/AI value propositions
• AI/Technology-enabled HR roles
• AI Agents' roles and intended and unintended outcomes in HRM
• AI/Technology-enabled HR functions: recruitment, selection, performance management, leadership, training and development, coaching, compensation and employee relations
• Algorithmic management of employees or gig workers
• Gig-worker management and employment/work relations
• e-HRM and employee experience
• e-HRM and employee wellbeing
• AI and Bias in decision-making
• AI and job design/crafting
• HR data management and confidentiality
• People Analytics and AI
• Digital talent management
• Employee and digital onboarding systems
• Gamification in HRM
• Robots and artificial intelligence (AI) in HRM
• Employer branding and digital communication
• AI/e-HRM and trust/ethics

Timeline

• Invalid DateTime: Special issue completed
• July 1, 2026: Submission portal opens
• October 31, 2026: Special Issue Submissions due