CFP: Social Media and Management

Social Media and Management

Call for Chapters, Advanced Series in Management

Tanya Bondarouk (University of Twente, The Netherlands;
Miguel R. Olivas-Luján (Clarion University of Pennsylvania, USA;

Deadline for submission of ideas or chapters: July 31st, 2012 (see details below)

Social media is a term currently in use to describe a wide variety of Information and Telecommunication Technologies (ICTs) whose common denominator is the ability to connect users in ways that enable bridging distance, time, and other traditional barriers.  Even though several “electronic facilities” have captured both general and business attention, it is clear that a high degree of environmental turbulence or high velocity exists, as both software (e.g., social networking sites such as LinkedIn, Xing, facebook, google+, Orkut, or MySpace; blogging sites such as Wordpress, blogspot or twitter; personal or organizational rich-media facilities like YouTube, Skype, Spotify, etc.) and hardware platforms (e.g., tablets, smartphones, thinbooks and other recent innovations) keep evolving at a blistering pace.  Systematic, rigorous research using best-available scientific evidence methodologies that document and analyze the use of this phenomenon in business are currently lagging behind this revolution; this scholarly book is an attempt to fill this knowledge gap to facilitate knowledge acquisition and diffusion, as well as enable the higher levels of understanding that may precede both the exploitation and the exploration of newer and more advanced tools and methodologies.

For this volume of the Advanced Series in Management, we are seeking chapters that will increase our understanding of how these emerging technologies are evolving, using the most rigorous social scientific methods and tools.  Topics that may best fit this volume’s editorial intentions include (but are not limited to) the following:

  • Management of social media within and outside organizations (for recruitment, selection or other personnel decisions, for marketing, reputational and any other relevant business, non-profit, or work-related, governmental purposes)
  • Development or evolution of new or customized products and services using social media as an information source or as a promotional vehicle in particular companies or industries
  • Predictors, types and consequences of intra-organizational social media policy acceptance, rejection and diffusion gaps
  • Influences of culture, legislative traditions, economic blocs, corporate descriptors, industrial characteristics, and any other aspect that may affect the development, management, and effectiveness of the use of social media
  • Individual and social (from small group to national or cross-cultural levels) characteristics and factors that facilitate adoption, use and diffusion of social media for business and other work-related purposes
  • Comparisons and contrasts of differential uses of social media in work contexts in emerging (e.g., Africa, Asia, Latin America and the Caribbean, Middle-East, etc.) or non-Western economic settings 
  • Virtual, technologically mediated markets, life, work, newly developed, gamefied (or not) products or services, crowd-sourced or personally oriented, etc.

As a volume in the Advanced Series in Management, this scholarly book will contribute to researcher’s understanding of the development, antecedents, processes and consequences of social media in management around the world.  It may also be used as a reference in executive education programs or as a textbook in graduate (or advanced undergraduate) courses in accredited Colleges or Schools of Businesses, Technology Management, Information and Communication Systems, and similarly situated educational offerings.  Cross-disciplinary collaborations that include fieldwork or empirically supported findings (e.g., from experimental or quasi-experimental, large-scale, generalizable, longitudinal or cross-sectional studies, to deductive, rich, ethnographic, inductive, case-based methodologies) are particularly sought, as also are rigorous, tightly developed or grounded theory-building with an applied or pragmatic (e.g., design science) purpose.  Average chapter size is expected to hover around 3000 words (excluding references, figures, and tables). Only original work whose copyright is owned (or cleared) by the chapter authors and not considered for publication elsewhere can be considered for inclusion in the ASM series.

Scholars whose work is likely to fit this call for chapters are invited to contact the editors via email to discuss their ideas and in preliminary form assess whether their contribution would be included.  Brief descriptions (300 words or less) of the main contents of their chapter, their methodology and about 200-word author(s)’ bio(s) highlighting their expertise in the area should be sent to both editors for initial consideration, before August 31, 2012.  The editors for this series will also attend at the Academy of Management’s annual conference in Boston, MA (USA) this August (2012) and might be available for face-to-face conversations by appointment.  Highly qualified chapter authors (in addition to the book series’ editorial board) are also expected to review anonymously some of the chapters submitted for this volume, as part of their contribution. 

Important deadlines

  • Preliminary screening of ideas for chapters: September 30th, 2012 (this is a “soft” deadline)
  • Acceptance notifications or requests for revisions: about four weeks after full chapter manuscript is received
  • Submission of full manuscripts: No later than December 31st, 2012
  • Publication of volume: about four months after final, revised chapters have been received by the volume editors; expected in early to mid-2013.
For more information on the Advanced Series in Management, please visit:

Hispanics and Latin Americans in the Workplace -CFP, SI JMP

Journal of Managerial Psychology

Call for Papers for the Special Issue on

Hispanics and Latin Americans in the Workplace

Submissions Deadline: November 1, 2012

Latinas and Latinos (hereinafter referred to as Latinos or Hispanics) are individuals who trace their heritage to Latin America or the Iberian Peninsula in Europe (Marin & Marin, 1991). Their economic importance in the Americas and the world is growing extensively. For instance, the Pew Hispanic Center estimated that Hispanics currently make up 15 percent of the U.S. population, and account for more than half (50.5%) of its population growth.  The U.S. Census Bureau (2010) also reported that the number of Hispanic-owned businesses increased by 43.7 percent to 2.3 million –more than twice the national rate of 18.0%--between 2002 and 2007.  Population forecasts suggest this group may become up to one third of the USA workforce by 2050, and their collective purchase power exceeded $1 Trillion in 2011. Internationally, after years of intense economic expansion, Portugal and Spain have been in trouble in the recent past, while most Latin American nations continue to show promising signs from a business perspective (Latin Business Chronicle, 2012).

Latinos around the world share commonalities in values, attitudes and other preferences that impact the behavior in organizations in a wide variety of ways.  The Latin American countries share with the Iberian nations a common religion, the mestizaje (mixing) of a number of races, over four hundred years of a generally shared history, and other factors that are often perceived as actionable similarities for managers with an interest in or responsibilities dealing with Hispanics.  But several commentators have warned us about the dangers of assuming that the commonalities apply to all individuals or even groups (Triandis, 1994; Vassolo, De Castro & Gomez-Mejia, 2011).  Socio-economic status, education, geographic endowments, mobility, skin color, gender, and other factors often overpower the similarities, creating a perfect storm in which even managers with the best intentions end up facing numerous challenges associated with managing such a diverse set of employees. 

Clearly, Hispanics are an important group to study, but systematic, evidence-based research on work issues about them has been lagging in the Management as well as Industrial and Organizational Psychology (Blancero, DelCampo & Marron, 2007; Vassolo et al., 2011).  In particular, although empirical work on diversity has increased over the past two decades, there is a dearth of studies employing Hispanic/Latino samples (Blancero & DelCampo, 2012; Olivas-Luján, 2008). Cultural values and traditions are thought to affect the attitudes and behavior of individuals, and only by examining Latino samples can we understand how their unique culture and subcultures influence their behaviors (Knouse, Rosenfeld, & Culbertson, 1992; Olivas-Luján et al., 2009; Sanchez & Brock, 1996; Stone, Johnson, Stone-Romero & Hartman, 2006).

In this special issue we are seeking micro-oriented manuscripts that provide insight into issues related to Hispanics/Latinos/Latinas in organizations in any part of the world (e.g., Latin America, U.S., Canada, Europe, Asia, Africa).  We invite contributions that are empirical or conceptual in nature. We purposely have chosen to keep this call for papers broadly stated as we are interested in a broad conceptual network that can inspire future work on Latinos and workplace topics that affect them in the most influential ways.  However, it merits emphasis that the focus of the special issue is limited to individual and small group, not organizational levels of analysis. We invite authors to contact us with their ideas by May 1, 2012 so that we can discuss their suitability for this Special Issue.

The key themes and foci that we would like to explore include some of (but are not limited to) the following:
       What are the cultural value differences between Hispanic/Latino subgroups (e.g., Argentineans, Brazilians, Cubans, Colombians, Hispanic-Americans, Mexicans, Peruvians, Puerto Ricans, etc.)?
       What roles do cultural values play in behavior in organizations?
       How does the intersection of race, skin color, ethnicity, socioeconomic status and gender affect behavior or preferences in Latinos and Latinas?
       Do the current national (U.S., Canadian, British, French, etc.) human resource practices meet the needs or values of Latinos and Latinas? 
       What are the changing roles of gender and other drivers of diversity among Hispanics?
       What factors affect mentoring relationships with Hispanics and in what ways?
       How do cultural values influence job choice or reward preferences? 
       What organizational practices attract, motivate and retain Latinos and Latinas?
       What factors influence the effectiveness of Hispanic managers or entrepreneurs?
       What roles do language and bi- or multi-culturalism play in the behavior of Latinos?

Submission Guidelines:
The deadline for receipt of manuscripts is November 1, 2012.  Please contact the Special Issue Guest Editors via email by May 1, 2012 to increase the chances that your manuscript fits their editorial intentions. Please submit your manuscript in MS Word using the ScholarOne system on the journal's Manuscript Central website ( If you have questions about using the system please contact Kay Wilkinson, Editorial Administrator (  You should also specify that the manuscript is for the special issue on “Hispanics and Latin Americans in the Workplace.”

Manuscripts should follow the JMP submission guidelines outlined at They should be no more than 6,000 words of text (not including tables, references or graphs). In addition, titles should be eight words or less.

In keeping with ethical standards of research, each author who submits a manuscript to JMP must ensure that the original data or results presented in the manuscript have not been published in whole or part elsewhere. The primary reason for this is that duplicate publication may distort the knowledge base in a field and may lead to erroneous inferences regarding a phenomenon. Authors for whom English is their second language are encouraged strongly to use an editing service prior to submitting their manuscripts. One example of such a service is Emerald Publishing Editing Services; information about these services can be found at the Emerald Publishing website ( This Special Issue is open and competitive. Submitted papers will undergo the normal, double-blind, peer review process.

The Journal of Managerial Psychology obtained an impact factor of 2.15 in the 2010 report by Thomson Reuters.  Its acceptance rate is 15%. The average turnaround time is 45 days, with a range of 14 to 90 days.

Guest Editors:
Donna Maria Blancero, Bentley University, Waltham, MA (
Miguel Olivas-Lujan, Clarion University of Pennsylvania, Clarion, PA (
Dianna Stone, University of Texas, San Antonio, TX (

Blancero, D.M. and DelCampo, R.G. (2012), Hispanics at Work: A Collection of Research, Theory and Application, Nova Science Publishers, Hauppauge, NY.
Blancero, D.M., DelCampo, R.G. and Marron, G.F. (2007), Hired for Diversity: Rewarded for Conformity: Hispanics in Corporate America. The Business Journal of Hispanic Research, Vol. 1 No. 1, pp. 12-25.
Knouse, S. B., Rosenfeld, P. and Culbertson, A.L.  (1992), Hispanics in the Workplace, Sage Publications, Thousand Oaks, CA.
Latin Business Chronicle. (2012), "Latin America 2012: Economic Outlook", available at: (accessed 27 February 2012).
Sanchez, J.I. and Brock, P. (1996), Outcomes of Perceived Discrimination among Hispanic Employees: Is Diversity Management a Luxury or a Necessity? Academy of Management Journal, Vol. 39, pp. 704-720.
Stone, D.L., Johnson, R.D., Stone-Romero, E.F. and Hartman, M.  (2006), A Comparative Study of Hispanic-American and Anglo-American Cultural Values and Job Choice Preferences.  Management Research, Vol. 4, pp. 8-21.
Marin, G. and Marin, B. (1991), Research with Hispanic Populations, Sage Publications, Thousand Oaks, CA.
Olivas-Luján, M.R. (2008), Evidence-Based Management: A Business Necessity for Hispanics.  The Business Journal of Hispanic Research. Vol. 2 No. 2, pp. 10-26.
Olivas-Luján, M.R., Monserrat, S.I., Ruiz, J.A., Greenwood, R.A., Madero G., S., Murphy, E.F. and Santos, N.M.B.F. (2009), Values and Attitudes towards Women in Argentina, Brazil, Colombia and Mexico.  Employee Relations: The International Journal. Vol. 31 No. 3, pp. 227-244.
Triandis, H.C. (1994), Culture and Social Behavior, McGraw-Hill, New York, NY.
U.S. Census Bureau (2010), “Census Bureau Reports Hispanic-Owned Businesses Increase at More than Double the National Rate”, available at: (accessed 15 January 2012).
Vassolo, R.S., De Castro, J.O., and Gomez-Mejia, L.R. (2011), Managing in Latin America: Common Issues and a Research Agenda.  Academy of Management Perspectives. Vol. 25 No. 4, pp. 22-36.