Wided Batat, University of Lyon 2

Boris Bartikowski, Kedge Business School

Zhiyong Yang, Miami University

Kelley Cours Anderson, College of Charleston

Contemporary organizations navigate hybrid work cultures and digital transformation, yet many firms—especially micro enterprises and family businesses—remain in closed ecosystems lacking phygital integration. This special issue explores how phygital leadership, which seamlessly merges physical and digital workplaces, can be adapted across diverse organizational contexts.

Phygital leadership represents a human-first framework emphasizing integration of digital and physical environments. The Phygital Research Paradigm proposes that successful transformation requires identifying enablers such as human capabilities, technological platforms, and material supports to achieve value through seamless transitions between physical and digital modes.

The special issue invites scholars and practitioners to explore phygital leadership's strategic significance and implementation pathways for developing human-centric business models suited to hybrid work cultures, addressing gaps in narrowly focused digital leadership research.

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

• Evolution of leadership styles in phygital environments
• Human-centric organizational innovation in the phygital ecosystem
• Dual-plane leadership transformation: physicalization vs. digitalization
• Ethical design and responsible phygital practices
• Stakeholder engagement and phygital value co-creation
• Phygital leadership-driven well-being and social impact
• Phygital workplace culture, equity, and inclusivity
• Technology-human interaction in phygital leadership models
• Strategic implementation and scaling of phygital leadership
• Cognitive and emotional labor of phygital leaders
• The role of data-driven systems and AI tools co-construct leadership decision-making
• Rethinking contemporary competency models for phygital leadership
• Leadership communication and symbolism in the metaverse
• Phygital leadership as a strategic capability in digital transformation

Timeline

• May 15, 2026: Deadline for abstract submission to the APA Summit 2027
• July 10, 2027: Deadline for submitting full manuscripts for the 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