This special issue seeks submissions that advance understanding of chronic illness in organizational contexts. The call invites research that develops theoretical frameworks and practical insights into how chronic illnesses affect workplace experiences, employee well-being, and organizational practices.

Appel publié par Journal of Organizational Behavior. Voir l'appel sur le site de l'éditeur. Fiche de l'appel sur kerostig.

Timeline

• June 1, 2027: Submission window opens
• June 30, 2027: Submission window closes

Heiner Heiland, University of Göttingen

Annemarie Kern, University of Göttingen

Sarah Nies, University of Göttingen

Samuel Rieger, University of Göttingen

Matthias Sommer, University of Göttingen

This special issue examines widespread failures of digital technologies in the workplace, challenging narratives that treat digitalization as a solution to organizational challenges. Despite promises of improved efficiency and work conditions, major systems failures, abandoned IT projects, and everyday workplace malfunctions are common. The issue argues that examining these failures reveals fundamental contradictions in how digital technologies are designed and implemented within work organizations.

Research on digitalization failures remains sparse in labor studies despite their ubiquity in workplaces, with most attention directed toward technical aspects rather than the intersection of work processes and technology. This special issue seeks contributions analyzing failure as a systematic phenomenon embedded in operational contexts, power relations, and conflicting interests—not merely as technical malfunctions but as windows into structural contradictions in work organization.

Appel publié par New Technology Work and Employment. Voir l'appel sur le site de l'éditeur. Fiche de l'appel sur kerostig.

Potential topics

• Theoretical examination of failure in digital work processes, including concepts of technical rationality, solutionism, and sociological perspectives on inscription and closure
• Empirical investigation of processes and consequences of failure in digitized work, service, and production processes
• The role of technological expectations and promises in digital transformations and their relationship to actual outcomes
• Conflicts of interest and class dynamics in digitalization and their influence on success and failure
• Standards and measures of success for digital processes and attribution of failure
• Management and negotiation of digital technology failures within work processes
• Contradictions between technological promises and actual effects on work

Timeline

• April 30, 2027: Submission deadline

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

Sophie Hennekam, Audencia Business School

Bettina Lynda Bastian, American University in Bulgaria

Bruno Felix, Fundação Dom Cabral

This special issue explores how neurodiversity and gender intersect in workplace settings. Neurodivergent individuals possess valuable cognitive strengths but face significant employment challenges including high unemployment, discrimination, and limited career advancement, often due to neurotypical workplace norms.

Gender compounds these challenges, as neurodivergent women and gender-diverse individuals navigate both ableist expectations and societal gender norms. Diagnostic criteria biased toward male presentation result in underdiagnosis for other genders. Despite growing awareness of neurodiversity, organizational research remains limited, particularly regarding intersections with diverse gender identities.

The special issue invites empirical, conceptual, and practice-based research applying organizational theories to understand neurodivergent workers' experiences. It welcomes unconventional methodologies, interdisciplinary collaborations, and submissions from neurodivergent scholars, aiming to generate insights beneficial to both organizational practice and scholarship.

Appel publié par Gender Work and Organization. Voir l'appel sur le site de l'éditeur. Fiche de l'appel sur kerostig.

Potential topics

• Unique challenges and opportunities neurodivergent and gender-diverse individuals face in the workplace
• Co-occurrence of multiple forms of neurodivergence and its impact on workplace experiences
• Role of organizational culture, co-workers, and diversity policies in shaping experiences of neurodivergent individuals
• How societal norms surrounding femininity affect workplace experiences of neurodivergent women
• Intersection of neurodivergence with other marginalized identities
• Insights from experiences of gender-diverse neurodivergent individuals regarding gender norms and identity expression
• Participatory research methodologies that empower neurodivergent voices
• Manifestation of stereotypes about neurodiversity differently for men and women in professional environments
• Navigation of identities by non-binary or gender-diverse individuals within predominantly ableist workplaces
• Role of cultural perceptions in shaping experiences of neurodivergent individuals across different genders
• Organizational support for neurodivergent individuals and creation of inclusive climate at work, including HRM policies and practices
• Coping strategies of neurodivergent individuals and gender differences in coping
• Identity management strategies and gender disclosure decisions of gender-diverse neurodivergent individuals at work

Timeline

• Invalid DateTime: Publication of Special Issue
• January 3, 2026: Call for papers online
• September 15, 2026: Papers due from contributors
• December 15, 2026: First round of blind review and editorial decisions
• March 15, 2027: Revised manuscripts back from contributors
• June 15, 2027: Second round of blind review and editorial decisions
• September 16, 2027: Final recommendations for publication or reject decisions

Appel publié par Journal of Business Research. Voir l'appel sur le site de l'éditeur. Fiche de l'appel sur kerostig.

Timeline

• December 31, 2026: Submission deadline