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CAREERS (CAR)

Program Chair: Gina Dokko, University of California, Davis, gdokko@ucdavis.edu

2019 Careers Division Scholarly Program: Call for Submissions 

The Careers Division is pleased to announce the Call for Submissions to the 79th Annual Meeting of the Academy of Management, held August 9-13, 2018, in Boston, MA, United States. 

Mission Statement:  The Careers Division exists to foster the general advancement of research, teaching, learning and practice in the field of careers, to encourage the extension and unification of knowledge pertaining to careers, and thereby to enhance the practice of management.

Specific Domain:  Research in the field of careers addresses people's lifelong succession of work experiences, the structure of opportunity to work, and relationships between careers and other aspects of life. Topics include: individual career development; career management strategies; career planning; work\family and work\life interactions; organizational career management systems; relationships between human resource systems and careers; internal labor market structures and functions; labor force diversity; race, culture, and gender effects on careers; cross-cultural careers and expatriate experiences; and effects of demographic, and social changes on work.

Special Instructions:  Submissions may reflect any topic that fits within the careers domain and extends our understanding of careers. The careers division is open to qualitative, quantitative and mixed-method approaches as well as conceptual papers. In addition, we encourage contributions that relate to the theme for the 2019 meeting, "Understanding the Inclusive Organization." The AOM conference theme is focused on understanding how organizations can become more inclusive, as well as the effects that inclusion will have. Questions to be considered include: what are the characteristics of inclusive organizations? Are these characteristics generalizable across cultures? How do inclusive organizations differ from porous or boundaryless organizations? What is inclusive practice? What are the effects of inclusion on employee, organizational, or societal outcomes? How do organizational structures, cultures, and/or identities contribute to, or detract from, organizational inclusiveness? How do institutional or societal contexts impact organizational inclusiveness? Do the meaning and import of inclusion differ across stakeholder groups? Are there critical perspectives on organizational inclusion that move beyond managerialism? What methodologies may be used to study inclusive organizations? How can we create more inclusive learning environments?

As the AOM describes the theme: "Global trends, such as population growth, increased migration, and prolonged life expectancies, have produced compositional changes in workforces that make the creation of inclusive organizations important for engaging all employees. Yet other trends, such as continued technological advances and growing gig economy, call into question traditional notions of employment and thus, the maintenance of such organizations. These trends highlight the heterogeneity of workforces, as well as challenges around people's sense of belonging and their ability to fully participate in organizations.

Inclusive organizations are open systems of opportunity in which all stakeholders have access to information, resources, and the capacity to fully contribute to their functioning. Driven by broad participation and equity, such systems align and make use of employees' individual and collective talents. However, as compared to organizational assimilation or cultural isomorphism, inclusive environments incorporate the cognitive, linguistic, ideological, economic, and other diversity of individuals. In effect, all individuals and groups are valued in inclusive organizations regardless of any group membership or status."

We encourage submitters of scholarly papers and symposia to consider, yet not be bound by, this year's conference theme. As the inclusiveness of organizations has many implications for people's careers, we hope to see many thematic submissions; however, we also welcome new original research in any area of careers studies.

Submission Process:  The program will include both papers and symposia.  Details of the requirements for each session type (paper versus symposium) are outlined in the Scholarly Submission Guidelines. Please also keep in mind that symposia (including panel discussions) have a higher chance of acceptance when they indicate potential co-sponsorship by other relevant divisions.  For more information on submission types, please refer to http://aom.org/annualmeeting/components/scholarly/

All papers should be submitted using the AOM submission system.

The submission System opens: Tuesday, November 27, 2018 and the submission deadline is Tuesday, January 15, 2019 at 5pm ET (New York Time). Earlier submissions are encouraged. Note that there is limited space on the scholarly program; consequently not all submissions will be accepted.

… And please remember to sign up NOW to review for the Careers Division at http://review.aom.org/. The actual review period is from mid-January to mid-February 2019.

Division Awards:  The Careers Division offers several awards, including the Best Overall Paper Award; and Best International Paper Award, and a Best Symposium Award.