Dear all,
For your attention – please consider submission :
Call for Papers
CEOs' Careers
Manuscript Submission Deadline: 30 September 2013
Guest Co-Editors: Yehuda Baruch, Rouen Business School, France, and Middlesex University, UK, e-mail ybr@rouenbs.fr
Monika Hamori, IE Business School, Spain, email monika.hamori@ie.edu
Burak Koyuncu, Rouen Business School, France, email bky@rouenbs.fr
The topic of CEOs and their careers has already proven to be of interest to a large number of management scholars, both from the HRM and careers perspectives, and from the strategy or corporate governance one. However, mostly due to the difficulty of collecting first-hand data from CEOs, the research that addresses this topic through HRM, general management, sociological, or psychological perspectives has been more limited in comparison to the research from a strategy/corporate governance point of view (e.g., CEO succession, CEOs' effect on strategic outcomes) that benefited extensively from archival data.
The importance of understanding the determinants of CEO career success has increased significantly in the last decade. The "CEO effect" explained 29.2 percent of the variance in corporate profitability (Mackey, 2008). Thus, the difference between successful and nonsuccessful CEOs can be very prominent for organizations. This is supported by the increasing turnover rates at the CEO level. We believe that it is important to study CEOs' and top executives' careers, as the impact of CEOs and their career goes far beyond the individual person and has significant impact on firms, employees, and societies as a whole (Fanelli & Grasselli, 2006), even on a global scale (Hamori & Koyuncu, 2011). As such, it is a critical issue for research within organizational sciences.
The Current State of Art
CEOs have a great impact on their firms, hence also on the general socioeconomic organizational environment.
Previous research indicates that both the strategy and the careers literatures have focused on CEOs' careers and generated important findings, though they are limited in several aspects. Most studies used archival data to understand the antecedents or outcomes of different dimensions of CEOs' careers (e.g., Hamori & Kakarika, 2009; Koyuncu et al., 2010; Matta & Beamish, 2008; Ward et al., 1995). There have been numerous calls for new methodologies, but alternative methodologies still represent a minority in the literature on CEO careers. Further, much of current knowledge of CEOs' careers lacks coherence. On the one hand, the wide interest and rich literature on the subject manifest its relevance and crucial role for society in general. On the other hand, much of current investigation into CEOs' careers suffers from the narrow nature of the various contributions. Lastly, in today's world, interdisciplinary approaches to careers are required in order to have a complete and unbiased understanding of the dynamic nature of careers (Khapova et al., 2007; Sullivan & Baruch, 2009).
The objectives of this special issue are to examine how and in what ways CEOs' careers are formed and influenced
by a variety of factors, with special regards to human resource management practices, and how CEOs' careers influence organizations, employment practices, and employees, how CEOs' careers shape the future for contemporary society and its institutions, business enterprises, and not-for-profit organizations alike. We welcome papers-both empirical
investigations and conceptual contributions-that examine how CEOs' careers are formed and developed, and their
impact. We encourage nontraditional contributions (e.g., psychological and sociological perspectives on CEOs' careers; research contexts other than for-profit organizations; papers that employ alternative methodologies such as ethnographies, self-report surveys, experiments, mixed methods, etc.).
Themes and topics of interest may include, but not be limited to, the following:
• How CEOs' careers are constructed and developed, and the role of HRM in this process
• The dynamics of CEOs' careers
• Individual and organizational factors influencing and influenced by CEOs' careers
• Career moves at the top: do CEOs have protean and/or boundaryless careers?
• Different routes for CEOs' positioning: lessons for different generational categories
• Successful and unsuccessful strategies that lead to the top
• The role of CEO career success and its impact for organizations
• The role of CEO success for individuals who have aspirations for top positions
• Contemporary and interdisciplinary approaches to CEO career success
• Organizational career management practices and CEO career success: the role of succession planning, CEO
grooming, and CEO transition management in developing successful CEOs
• CEOs' effect on HRM processes within an organization: CEOs' functional specialization and the choice of HRM
strategies
This special issue aims to understand the mutual effects that CEO careers have on organizations and society, and organizations and society have on the careers of CEOs. This call will be open and competitive. The submitted papers will be double-blind reviewed according to HRM's standard procedures.
References
Ba Fanelli, A., & Grasselli, N.I. 2006. Defeating the Minotaur: The construction of CEO charisma on the US stock market. Organization Studies, 27, 811–832. Hamori, M., & Kakarika M. 2009. External labor market strategy and career success: CEO careers in Europe and the United States. Human Resource Management, 48, 355–378.
Hamori, M., & Koyuncu, B. 2011. Career advancement in large organizations in Europe and the United States: Do international assignments add value?
International Journal of Human Resource Management, 22, 843–862.
Khapova, S.N., Arthur, M.B., & Wilderom, C.P.M. 2007. The subjective career in the knowledge economy. In H.P. Gunz and M.A. Peiperl (Eds.) Handbook of career studies (pp. 114–130). Thousand Oaks, CA: Sage.
Koyuncu, B., Firfiray, S., Claes, B., & Hamori, M. 2010. CEOs with a functional background in operations: Reviewing their performance and prevalence in the top post. Human Resource Management, 49, 869–882.
Mackey, A. 2008. The effect of CEOs on firm performance. Strategic Management Journal, 29, 1357–1367.
Matta, E., & Beamish, P. 2008. The accentuated CEO career horizon problem: Evidence from international acquisitions. Strategic Management Journal, 29,
683–700.
Sullivan, S.E., & Baruch, Y. 2009. Advances in career theory and research: A critical review and agenda for future exploration. Journal of Management, 35,
1542–1571.
Ward, A., Sonnenfeld, J. A., & Kimberly, J. R. 1995. In search of a kingdom: Determinants of subsequent career outcomes for chief executives who are fired. Human Resource Management, 34(1), 117–139.
The Guest Editors
Yehuda Baruch is a professor of management at Rouen Business School and Middlesex University, UK, and has held visiting positions at the London Business School, the University of Texas at Arlington, and other leading institutions. His research interests are careers and global HRM. He has published over 100 refereed papers in t hese fields in a number of journals, including Journal of Management, Human Resource Management, Journal of Vocational Behavior, and Human Relations, and Organizational Dynamics. He has authored 30 book chapters and written/co-edited four books: Managing Careers: Theory and Practice; Wining Reviews: A Guide for Evaluating Scholarly Writing; Opening the Black Box of Editorship; and Global Careers. Professor Baruch has served as the Chair for the Careers Division of the Academy of Management, is the former E ditor of Career Development International, for which he won the Emerald's Leading Editor Award, and is the former editor of Group & Organization Management.
Monika Hamori is a professor of human resource management at IE Business School in Madrid, Spain. She received her Ph.D. from the Wharton School of the University of Pennsylvania. Her research interests include executive and CEO career paths, the comparative analysis of US and European CEO careers, the predictors of executive career success and the role of executive search firms in executive career changes. Her articles have appeared in Human Resource Management, the Academy of Management Perspectives, the Harvard Business Review, and the International Journal of Human Resource Management.
Burak Koyuncu is an assistant professor of management at Rouen Business School, France. He received his Ph.D. from IE Business School. His research interests include executive careers, CEO succession, international careers, and corporate governance. His dissertation explored the contemporary determinants of CEO career success. His work has appeared in Human Resource Management, Harvard Business Review, and International Journal of Human Resource Management
Manuscript Submission and Review
All papers must be based on original material and must not be under consideration by any other journal. Papers intended for the HR Science Forum will undergo a rigorous, double-blind review process to ensure relevance and quality. Papers suited for the HR Leadership Forum (more practitioner-focused pieces, case studies, interviews, etc.) will be single-blind reviewed by subject matter experts. Please see HRM's Publishing Cues for a complete description of each section. Submitted papers must also follow the HRM Style Guidelines, found at http://www3.interscience.wiley.com/journal/32249/home/ForAuthors.html
The deadline for submitting papers is 30 September 2013. Questions about content and ideas should be directed to the
guest co-editors noted above. All logistical questions about submitting and review should be directed to Managing Editor
Ellen McCarthy at emcc@umich.edu.
Manuscripts must be submitted electronically using the Journal's web-based submission and review website called Manuscript Central: http://mc.manuscriptcentral.com/hrm. Electronic submission through Manuscript Central is required. Manuscript Central is configured to be very intuitive; therefore, you should have little difficulty creating an account and submitting your manuscript. (If you already have an HRM account in Manuscript Central, please use that existing account.) The online system will guide you through each step of the process.
When submitting through Manuscript Central, please submit the following documents in Word format:
1. Document 1: A "blind" copy of your manuscript. Delete all author identification from this primary document. This document may include your tables and figures, or you may include tables and figures in a separate document.
2. Document 2: Submit a separate document with information that would typically appear on the document's title page
(author names, addresses, affiliations, contact information, etc.). This document may also include author biographies. In addition:
§ Answer "Yes" to the question regarding special issue submission and clearly label your submission for the "Special
Issue on CEOs' Careers" in the text box provided.
§ Include a paragraph in your cover letter specifically identifying how the paper fits within the special issue theme.
§ Direct logistical questions about submitting your manuscript through Manuscript Central to Managing Editor Ellen McCarthy at emcc@umich.edu.
Dr Yehuda Baruch
Professor of Management
Associate Dean for Research
Outgoing Editor, Group & Organization Management
Tel. : +33 (0)2 32 82 57 99