期刊名称：HUMAN RESOURCE MANAGEMENT
 期刊简介(About the journal)
投稿须知(Instructions to Authors)
编辑部信息(Editorial Board)
About the journal
Covering the broad spectrum of contemporary human resource management, this journal provides practicing managers and academics with the latest concepts, tools, and information for effective problem solving and decision making in this field. Broad in scope, it explores issues of societal, organizational, and individual relevance. Journal articles discuss new theories, new techniques, case studies, models, and research trends of particular significance to practicing managers.
Instructions to Authors
Publishing Cues
Disk Submission Instructions
Submission Information
All manuscripts for submission and correspondence about items under review should be directed to the Editor-in-Chief: Theresa Welbourne, Human Resource Management Journal, Stephen M. Ross School of Business, University of Michigan, Ann Arbor, MI 48109.
Correspondence concerning proofs, subscriptions, and other matters should be sent to John Wiley & Sons, Inc., Journals Dept., 111 River Street, Hoboken, NJ 07030.
All books and other publications for review should be sent to Wendy R. Boswell, Assistant Professor & Mays Research Fellow, Department of Management, Mays Business School, Texas A & M University, College Station, TX 77843-4221
A cover letter must accompany each submission indicating the name, address, telephone number, fax number, and e-mail address of the author to whom correspondence and proofs are to be sent. Submission of a manuscript to the Editor implies that the paper has not been published, that it is not being submitted for publication elsewhere, and that, if the work reported is officially sponsored, it has been released for publication. Electronic submissions to UMichHRMJ@umich.edu are required. Please include separate attachments containing a cover letter, an abstract, and short biographical sketches of each author using the formatting criteria outlined below.
Software and Electronic Format
Microsoft Word is preferred, although manuscripts prepared with any other microcomputer word processor are acceptable. Refrain from complex formatting; the Publisher will style your manuscript according to the Journal design specifications. Do not use desktop publishing software such as Aldus PageMaker or Quark XPress. If you prepared your manuscript with one of these programs, export the text to a word processing format. Please make sure your word processing program’s “fast save?feature is turned off. Please do not deliver files that contain hidden text: for example, do not use your word processor’s automated features to create footnotes or reference lists.
Manuscript Formatting
All material should be typed, double-spaced, on one side only on standard 8-1/2 X 11 in. (21 X 28 cm) paper with 1 in. (2.5 cm) margins. Any equations or special symbols should be typed wherever possible with all ambiguous symbols clearly identified (e.g., 1, 1; X, +). Your main document should include your title, abstract, manuscript text and figures and tables (at the end). If you prefer to include your figures and tables in a separate document, that is permissible as well. A supplemental document should include your title page with author names, contact information (postal address, phone number, and e-mail address) and short biographical sketches of each author.
Manuscript Length and Numbering
HRM has definite page limits; manuscripts less than 15 pages generally do not fully build a coherent message, and manuscripts longer than 35 pages either focus on multiple messages or lose their focus. Therefore, we encourage submitted manuscripts be no longer than 30?5 pages long. Pages should be numbered consecutively, beginning with the title/abstract page.
Tables/Figures/Specifications/References
We advocate use of figures and tables—ideas that can visually capture an argument or concept to help readers see and feel the ideas presented. Figures and/or tables can also be used to condense and focus information. References are helpful for two reasons. First, readers can place the ideas in an historical context of previous work. Second, references provide a starting point for readers who want more detail and depth about an idea. All figures should be cited in the text. Location of the actual figure should be marked in the text with these words: (Insert Figure __ about here). Figures with captions should be supplied on a separate sheet at the end of the manuscript. All figures and artwork must be submitted in camera-ready form. The publisher uses these actual figures and artwork for publishing purposes; therefore, quality must be excellent. Journal quality reproduction will require grayscale figures and tables at resolutions yielding approximately 300 dpi. Bitmapped line art should be submitted at resolutions yielding 600?200 dpi. These resolutions refer to the output size of the file; if you anticipate that your images will be enlarged or reduced, resolutions should be adjusted accordingly.
All tables should be cited in the text. Location of actual tables should be marked in the text with these words: (Insert Table __ about here). All tables (each one on a separate page) should be placed at the end of the manuscript following the references and any figure captions.
Expository endnotes (footnotes) to the text are allowed but should be limited in use. These should be numbered consecutively throughout the manuscript. To indicate the position of a footnote, use superscript Arabic numerals. Number all endnotes to correspond with their numbers in the text. Double-space all endnotes on a separate sheet of paper entitled “Endnotes,?located at the end of the paper following references, figures, and tables. In no case should an endnote be used simply to indicate a literature citation.
Literature references should be indicated in text by the name of the author and the year of the publication; “Smith (1982) has indicated that this approach is feasible; however, other reports are not as sanguine (Corruthers, 1983; Smith & Wesson, 1981).?All literature references within the text are to be placed at the end of the manuscript in alphabetical order and should conform to the recommendations in the Publication Manual of the American Psychological Association, Fifth Edition, except for the use of italics.
Sample references for a journal article and a book follow:
Feldman, D. (1996). Managing careers in downsizing firms. Human Resource Management, 35, 145?62.
Ulrich, D., & Lake, D. (1990). Organizational capability. New York: Wiley.
Article Acceptance and Copyright
Authors whose work is accepted will work with the Managing Editor to process the paper for publication. This will include technical editing and final proofing. Proofs must be corrected and returned within 48 hours. NO new material may be inserted in the text at the proofreading stage. A reprint order form will be enclosed with the proofs. This form should be completed and returned (with prepayment) with the proofs.
Under the copyright law, effective January, 1987, the transfer of a copyright from author to publisher, heretofore implicit in the submission of a manuscript, must now be explicitly stated to enable the publisher to assure maximum dissemination of the author’s work. The form to be used for this appears in each issue; additional copies may be obtained from the Editor. A copy of that agreement, signed by the author(s), is required before a manuscript can be accepted for publication. (In the case of a “work made for hire? the agreement must be signed by the employer.)
Publishing Cues
Overview
Human Resource Management (HRM) is the premier journal for thoughtful human resource leaders. We seek thought-provoking and rigorous articles that lead to new ways of approaching the human resource management field and HR leadership. As such, we are looking for papers presenting new research, innovative theoretical approaches, changes in management paradigms, and action (both examples of successes and failures as long as there are important lessons to be learned) from leading scholars and practitioners. Articles generally fall into two broad categories: (1) those grounded in theory and/or papers using scientific research methods (e.g., reports of original empirical studies, ethnographic studies, critical reviews of existing empirical research, theory pieces that clearly extend current thinking); and (2) those focusing on innovative HR approaches that are based on well reasoned-extensions of existing research, experiential knowledge, or exemplary cases (e.g., thought pieces, case studies, top executive interviews).
HRM Is a “Bridge?Journal
HRM is a journal that both adheres to high scholarly standards and provides useful information to HR professionals and business leaders. HRM strives to create a bridge between academic work (research and theory) and real-world practices, allowing academicians to learn from practitioners and allowing practitioners to apply leading-edge research and theory to their day-to-day operations. By publishing manuscripts grounded in scholarly principles that also address relevant HRM issues, the Journal truly bridges the worlds of practice and theory—and does so to the benefit of executives and academics alike.
Content and Review Methods
The Journal’s content is presented in two sections: (1) the HR Science Forum and (2) the HR Leadership Forum (formerly Executive Forum). In addition, we generally present several book reviews in each issue. Distinguishing the content between the two major sections allows us to more clearly communicate the “bridge?nature of HRM. The publishing process for each section is as follows:
HR Science Forum articles are scientifically based, and they go through a double-blind, peer review process. These papers adhere to high academic standards, while focusing on topics of interest to the overall readership (in other words, these articles have to be interesting and relevant). Following an initial prescreening that generally assesses a manuscript’s appropriateness for HRM, manuscripts are typically sent to two to four reviewers with expertise in the paper’s topic or methodology. Authors receive reviewer comments with their decision letter. Authors who are using accepted scientific methods for their research, whether the data are quantitative, qualitative, or primarily contributions to theory, should submit their papers to the HR Science Forum.
HR Leadership Forum includes papers that are more practitioner-focused, including case studies, invited pieces from thought leaders, in-depth interviews, and controversial articles about issues that affect every HR leader. Leadership Forum papers undergo single-blind reviews (reviewers will know the authors?identity but the author will not know the reviewer’s identity). Authors work directly with the Editor-in-Chief or the Executive Editor (and in some cases subject matter experts) to prepare Leadership Forum papers for publication. Authors will receive feedback from both the reviewers and the editors as they develop manuscripts. Although papers accepted into this section do not necessarily meet the strict requirements of the scientific method, only manuscripts that are extremely well written, that follow rigorous processes in fact finding and conceptual logic, and that make significant contributions to the knowledge base in the field of HR will be accepted for publication.
Subject Matter
The subject matter for both sections varies. “Human resources?for HRM includes a broad spectrum of organization and management issues facing HR professionals as well as the domains of leadership, organization behavior, organization development, or strategy when the focus is on HR issues and employee management. Topics can range from change management, employee commitment and attitude, organization structure and design, and human resource tools (staffing, development, appraisal, rewards, communication) to diversity, measurement, quality, culture, and leadership. While all articles falling within this broad domain will be considered, we are currently encouraging articles addressing the following specific themes:
- HR’s role in corporate governance and ethics
- Change management
- Breaking barriers and diversity
- HR leadership and HR strategy
- Corporate governance
- HR outsourcing
- Executive coaching
- The future of consulting
- HR metrics and measurement
- Work-life balance
What the Editors and Reviewers Look for
Introduction/Purpose
The most scrutinized section of the manuscript is the introduction. The introduction should lay out for the reader what the manuscript will do, the questions or issues, why they are important, and how they will be addressed. Long, obtuse, or unfocused introductions indicate a manuscript needs work. After the introduction, the reader should want to read the rest of your paper.
Innovation
We seek manuscripts that extend current thinking—addressing the “next practice,?not necessarily just the “best practice.?Manuscripts are less interesting if they only provide a review of “what has been done?(e.g., the “last ten years of human resource information systems?. Also, very narrow, technical manuscripts (e.g., an empirical assessment of legal decisions on EEO) are less relevant for our audience.
Research Methods
While we are open to a variety of research methods, because we seek papers that will be significant for both executives and researchers, experiments using student samples have low probability of success at HRM. Also, theoretical papers on topics that have no application to the HR practitioner would not fare well at HRM.
Interest
We adhere to a broad definition of what is considered “interesting.?When we review the manuscript, the questions we often ask are:
- If the ideas in this manuscript were presented to a group of senior HR leaders (HR executives, consultants, or CEOs), what would they say? Would they be excited, informed, challenged, or helped by the ideas in the manuscript? Would the presentation spark debate, conversations and ideas for actions?
- If the ideas in the manuscript were presented at a professional association meeting such as the Academy of Management or Society for Industrial and Organizational Psychology session, would people come? Would the ideas be consistent with other academic presentations in terms of rigor and appropriateness for the audience?
We are particularly interested in “ideas with impact”—on either practice or research. In practice, this means developing manuscripts that are engaging, lively, challenging, and stimulating.
Implications
A large part of our audience is connected to the human resource profession. We require authors to address “implications?in their manuscript, either implications for research (if the article is primarily practitioner- oriented) or implications for practice (if the article is primarily theoretical). This section may contain more prescriptions and conjecture than would be found in other journals. We encourage authors to find other ways to “bridge?audiences with their paper. Consider sections that interpret the work for the “other?audience, or write examples that may help explain a method.
The Basics
Tone
We have received manuscripts with a range of tones from too light to too heavy. Manuscripts too light in tone use inflammatory language (e.g., “managers need to wake up to the call for quality?, which may be more appropriate for a newspaper or magazine. Manuscripts too heavy in tone may be more appropriate for purely scientific journals (e.g., extensive discussion of the “latest?statistical technique).
Mastery of the English Language—Clear, Concise, and Compelling Writing
We are sensitive to, and appreciate, the fact that English is not the first language of all submitting authors. However, the Journal is published in English, and any editing that improves the flow and readability of the manuscript will improve our ability to assess its quality and contribution. Following the Journal’s standard formatting guidelines (see “Information for Contributors? will increase the likelihood that your manuscript will make a favorable impression on reviewers if your work is sent out for peer review.
Please see “Information for Authors?(above) for additional details on submitting your manuscript.
Editorial Team and Contact Information
Theresa M. Welbourne, Editor-in-Chief
Mark V. Roehling, Executive Editor
Leslie S. Wilhelm, Managing Editor
Alice O. Andrews, Technical Editor
724 East University, Suite 3700
Ann Arbor, MI 48109-1234
Tel 734.763.0785 Fax 734.763.9467
Submissions: UMichHRMJ@umich.edu
Disk Submission Instructions
Please return your final, revised manuscript on disk as well as hard copy.
The hard copy must match the disk.
The Journal strongly encourages authors to deliver the final, revised version of their accepted manuscripts (text, tables, and, if possible, illustrations) on disk. Given the near-universal use of computer word-processing for manuscript preparation, we anticipate that providing a disk will be convenient for you, and it carries the added advantages of maintaining the integrity of your keystrokes and expediting typesetting. Please return the disk submission slip below with your manuscript and labeled disk(s).
Guidelines for Electronic Submission
Text
Storage medium. 3-1/2" high-density disk in IBM MS-DOS, Windows, or Macintosh format.
Software and format. Microsoft Word is preferred, although manuscripts prepared with any other microcomputer word processor are acceptable. Refrain from complex formatting; the Publisher will style your manuscript according to the Journal design specifications. Do not use desktop publishing software such as Aldus PageMaker or Quark XPress. If you prepared your manuscript with one of these programs, export the text to a word processing format. Please make sure your word processing program's "fast save" feature is turned off. Please do not deliver files that contain hidden text: for example, do not use your word processor's automated features to create footnotes or reference lists.
File names. Submit the text and tables of each manuscript as a single file. Name each file with your last name (up to eight letters). Text files should be given the three-letter extension that identifies the file format. Macintosh users should maintain the MS-DOS "eight dot three" file-naming convention.
Labels. Label all disks with your name, the file name, and the word processing program and version used.
Illustrations
All print reproduction requires files for full color images to be in a CMYK color space. If possible, ICC or ColorSync profiles of your output device should accompany all digital image submissions.
Storage medium. Submit as separate files from text files, on separate disks or cartridges. If feasible, full color files should be submitted on separate disks from other image files. 3-1/2" high-density disks, CDs, and Iomega Zip disks can be submitted. At authors' request, disks will be returned after publication.
Software and format. All illustration files should be in TIFF or EPS (with preview) formats. Do not submit native application formats.
Resolution. Journal quality reproduction will require greyscale and color files at resolutions yielding approximately 300 dpi. Bitmapped line art should be submitted at resolutions yielding 600-1200 dpi. These resolutions refer to the output size of the file; if you anticipate that your images will be enlarged or reduced, resolutions should be adjusted accordingly.
File names. Illustration files should be given the 2- or 3-letter extension that identifies the file format used (i.e., .tif, .eps).
Labels. Label all disks and cartridges with your name, the file names, formats, and compression schemes (if any) used. Hard copy output must accompany all files.
Print and return with labeled diskette(s)
Corresponding author's name:
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E-mail address:
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Telephone:
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Manuscript number:
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Type of computer:
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Program(s) & version(s) used:
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I certify that the material on the enclosed diskette(s) is identical in both word and content to the printed copy herewith enclosed.
Signature: ______________________________________________ Date: _____________
Manuscripts and illustrations not conforming to the style of this journal will be returned to the author for reworking, thus delaying their appearance.
??? Production Questions ???Ross Horowitz Phone: 201-748-8866 Fax: 201-748-8824 E-mail: rhorowit@wiley.com
Editorial Board
Editorial Board
E d i t o r - i n - C h i e f
Theresa M. Welbourne, Ph.D.
eePulse, Inc.
University of Michigan
Executive Editor
James Hayton
Bocconi University
Consulting Editor
Debra Cohen
Society for Human Resource Management
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A s s o c i a t e E d i t o r s
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Kevin Carlson
Virginia Polytechnic Institute
Helen DeCieri
Monash University
Daniel Feldman
University of Georgia
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Motohiro Morishima
Hitotsubashi University
Jeffrey M. Stanton
Syracuse University
Judith Tansky
The Ohio State University
Lynn Perry Wooten
University of Michigan
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Managing Editor
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Leslie Southwick Wilhelm
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Book Review Editor
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Timothy Gardner
Brigham Young University
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Editor Emeritus
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David O. Ulrich
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E d i t o r i a l B o a r d
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Nancy Adler
McGill University
Bradley Alge
Purdue University
Ronald Ashkenas
Robert H. Schaffer & Associates
Lloyd Baird
Boston University
Carole K. Barnett
University of New Hampshire
Richard Beatty
Rutgers University
John Bernadin
Florida Atlantic University
Richard Blackburn
University of North Carolina
John Boudreau
University of Southern California
Wayne Brockbank
University of Michigan
Paul Buller
Gonzaga University
W. Warner Burke
Teachers College, Columbia University
Paula Caligiuri
Rutgers University
Clint Chadwick
University of Illinois
David J. Cherrington
Bringham Young University
James Clawson
University of Virginia
Adrienne Colella
Tulane University
Cynthia Cordes
University of Miami
Linda Cyr
Massachusetts Institute of Technology
Diana Deadrick
Old Dominon University
John E. Delery
University of Arkansas
Angelo DeNisi
Tulane University
Lee Dyer
Cornell University
Robert Eichinger
Lominger Limited, Inc.
Amir Erez
University of Florida
Charles Fay
Rutgers University
Gerald Ferris
Florida State University
John Fleenor
Center for Creative Leadership
Louis Forbringer
Organizational Effectiveness Solutions, Inc.
Urs Gattiker
University of Luebeck, Switzerland
Caren Goldberg
American University
Luis Gomez-Meija
Arizona State University
Mary Gowan
George Washington University
Mary E. Graham
Clarkson University
Lynda Gratton
London Business School
Hal Gregersen
Brigham Young University
James P. Guthrie
University of Kansas
Brian Hackett
The Leadership Network, Inc.
Michael Harvey
University of Mississippi
Anne-Wil Harzing
University of Melbourne
Robert Heneman
The Ohio State University |
Hank Hennessey
University of Hawaii, Hilo
Mark Huselid
Rutgers University, past Editor, HRM Diane Johnson
University of Alabama
Michelle (Micki) Kacmar
University of Alabama
Jeffrey Kerr
University of Miami
Steven Kerr
Goldman Sachs
Steven Kirn
Portola Packaging
Ellen Ernst Kossek
Michigan State University
Dale Lake
Human Systems Development
David Lepak
Rutgers University
Michael Losey
President, MikeLosey.com
Glenn McEvoy
Utah State University
Patrick McHugh
George Washington University
Sue Meisinger
Society for Human Resource Management
Janice Miller
University of Wisconsin-Milwaukee
Philip Mirvis
Researcher and Consultant
Rick Posthuma
University of Texas¨CEl Paso
Vladimir Pucik
International Institute of Management Development (IMD)
Douglas Ready
International Consortium for
Executive Development & Research
Roger Roderick
University of Arkansas, Fort Smith
Benson Rosen
University of North Carolina
Judy Rosenblum
The Coca-Cola Company
Christopher Rowley
City University, London
Vida Scarpello
University of Florida
Douglas Shaw
Biogen Idec
Scott Snell
Cornell University
Dianna Stone
University of Central Florida
Sherry E. Sullivan
Bowling Green State University
Rebecca Thacker
Ohio University
Phyllis Tharenou
University of South Australia
J. Bruce Tracey
Cornell University
Rosalie Tung
Simon Fraser University
Arup Varma
Loyola University, Chicago
Mary Ann Von Glinow
Florida International University
Garrett Walker
IBM Learning Center
James Werbel
Iowa State University
Steve Werner
University of Houston
Warren Wilhelm
Global Consulting Alliance
Patrick Wright
Cornell University
Arthur Yeung
University of Michigan | |
J o u r n a l P r o d u c t i o n
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John Wiley & Sons
Ross Horowitz
Human Resource Management
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Editorial Board
h0090-4848.pdf
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