Call for Papers

www.iias-iisa.org Improving Administrative Sciences Worldwide

2014 International Congress of the IIAS

Study Group VI: Strategic HRM and Organisational Behaviour in the Public Sector
It is often assumed that human resource management (HRM) can contribute to creating added value and achieving the objectives of organizations (Combs et al. 2006; Paauwe 2009). This can be analysed by means of a value chain, which elucidates the important elements in this process of value creation through people (Purcell and Kinnie 2007; Wright and Nishii 2013). For the (semi-) public sector, a similar value chain can be developed where concepts and process are contextualised so that these reflect essential elements for value creation in the public sector (Vandenabeele Leisink and Knies 2013). In particular, attention should be devoted to the specific context in which such organizations operate and to the particular consequences this has for individual level responses to management interventions and ultimately public service performance.

Authorizing environment
Politicians Stakeholders

Public values
Institutional framework Cultural framework

Management intentions

Management actions

Workforce perceptions

Workforce responses

 ission and M public value strategy  R strategy H aiming to build ability, motivation and opportunity to perform Operational policy

 irect actions D senior management (e.g. budget)  irect actions D HR specialists Line mana gers enactment of strategies

Individual perceptions of own psychological contract Collective perceptions of politics and management competence and trustworthiness

Opportunities Abilities (Public service) motivation

Organizational and employee outcomes

 ublic service P performance Employee commitment Job satisfac tion

Rue Defacqz 1, box 11 B-1000 Brussels, Belgium tel: +32 2 536 08 80 fax: +32 2 537 97 02 e-mail: info@iias-iisa.org
Call for Papers 1

Call for Papers

www.iias-iisa.org Improving Administrative Sciences Worldwide
This point of departure will be the roadmap for research conducted within the scope of the study group Strategic Human Resource Management & Organizational Behavior (SG IV SHRM & OB), as it will allow maintaining a common focus that will foster knowledge creation. The aim of this panel is therefore to further investigate the various elements of the HRM value chain, as well as their respective relationships, within a public sector context. Three topics are highlighted in this call for papers. First, there will be a focus on the motivation of civil servants, as this is a crucial element in the operation of any organization (Kojasteh 1993; Rainey and Steinbauer 1999) and an important linking pin between HRM and public service performance. Motivation in the public sector has many dimensions. One example is public service motivation or PSM (Perry and Wise 1990), which refers to the motivation people have to contribute to society. However, also a more general perspective on motivation of civil servants will be welcomed such as self-determination theory (Deci and Ryan 2004; Gagne and Deci 2005), goal-setting theory (Latham and Locke 1990) or person-environment fit theory (Kristof-Brown et al 2005). Second, there will be a focus on the conceptualisation and measurement of performance and the contribution of HRM to these different facets of performance. Many HRM-performance studies are conducted in private sector organisations, in which determining performance indicators is relatively straightforward in terms of financial gains. In contrast, public service performance and public organisations goals are regarded as vague and hard-to-pinpoint concepts (Rainey, 2009). One way to overcomes this hurdle is to return to the concepts of public value (Moore 1995) and public values (Jorgensen and Bozeman 2007) in order to reconnect the concept of public service performance to the principal raison dtre of public organisations. Third, the focus will be on the public service perspective. Context is very important, and particular characteristics, either temporary or persistent, are of particular importance to this study group. Austerity, as a current characteristic, or red tape (Bozeman and Feeney 2011), as a more enduring characteristic, may have consequences when looking at the human resources value chain in public service delivery. However, the topics for the meeting are not limited to the three mentioned above, and researchers are free to address other elements. The main criterion for any research proposal is that it should both build on and contribute to the body of knowledge on the public sector HRM value chain, either conceptually and/or empirically. Activities A first type of activities will be paper presentations, either empirical or theoretical. Next to these papers, the panel will also consider two other types of research outputs. First, research proposals on the topics mentioned above will explicitly considered either PhDproposals or other types of research proposals as these may also benefit from peer review. This will provide feedback at an early stage in the research process which in turn will enhance the quality of the findings. Second, case studies from practitioner perspective on the aforementioned topics are also explicitly aimed at, as they provide a crucial link between scientific research and everyday policy or management problems. These submissions will go through the same review process as regular papers and need to display the same characteristics as regular papers (see below). Another activity will be a keynote speech. To frame the topic, a keynote speech will be provided by prof. dr. Paul Boselie (Utrecht University School of Governance). Professor Boselie is an expert in Strategic Human Resources Management, although his research traverses human resource management, institutionalism, strategic management and industrial relations. His research has been published in various international peer reviewed journals (http://scholar.google.be/citations?user=kg7w63UAAAAJ&hl=nl&oi=ao). He is a member of the Editorial Board of the Journal of Management Studies and the Human Resource Management Journal and an Associate Editor of the International Journal of Human Resource Management.
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Rue Defacqz 1, box 11 B-1000 Brussels, Belgium tel: +32 2 536 08 80 fax: +32 2 537 97 02 e-mail: info@iias-iisa.org

Call for Papers

www.iias-iisa.org Improving Administrative Sciences Worldwide
Paper or research proposal submission Please submit a short abstract outlining (max 2 pages A4) :  The title of the paper  The type of contribution (research paper, case study or research proposal)  The argument and contents of the paper  The research method of your contribution, and the empirical material to be used (if applicable)  Name, affiliation, and contact information of the author(s)  Papers can be accepted in English  In line with the aims of the IIAS, papers must have a scientific character (explicitly political or overly ideological papers are not suitable).  Final papers should normally be of between 4000 and 8000 words.  The acceptance of your abstract means that your final paper is accepted for presentation during the project/study group session. Your final abstract and paper will be displayed on the congress website to facilitate the debate during the different sessions. There will be password protected and therefore only available for those who are registered for the congress. The deadline for the submission of abstracts is 17 February 2014 at the latest. Abstracts should be uploaded through the congress website : www.iias-iisa.org/congress2014. Papers will be selected by the chair/co-chair of the group no later than 27 February 2014. If you want your accepted paper published on the conference website, you should dispatch it to the chairpersons and to Anne De Boeck: a.deboeck@iias-iisa.org , by 15 April 2014 at the latest. For any other information, do not hesitate to contact the convenors. Conference venue The conference is organized at Al Akhawayn University located in Ifrane. Inaugurated in 1995 by King Hassan II and Crown Prince Abdallah bin Abdel-Aziz of Saudi Arabia this is stunning modern campus amidst the beauty of Moroccos Middle Atlas Mountains. The university offers a uniquely international common core program (in English) for all undergraduate students. It provides a comfortable, safe, exciting residential student life on campus as well as peace and pleasures of Ifrane, a center for outdoor exploration of mountains, streams, lakes and more and easy access to major cities such as Rabat, Casablanca, Fez, and Meknes. For more information on the general programme, see the conference website http://www.iiasiisa.org/major-meetings/iias-congresses/2014-iias-congress-ifrane-morocco/. Contact information convenors Dr. Gene Brewer University of Georgia and Utrecht University cmsbrew@uga.edu Prof. dr. Sangmook Kim Seoul National University of Science and Technology smook@seoultech.ac.kr Dr. Eva Knies Utrecht University e.knies@uu.nl Dr. Wouter Vandenabeele Utrecht University and KU Leuven University w.v.vandenabeele@uu.nl
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Rue Defacqz 1, box 11 B-1000 Brussels, Belgium tel: +32 2 536 08 80 fax: +32 2 537 97 02 e-mail: info@iias-iisa.org

Call for Papers

www.iias-iisa.org Improving Administrative Sciences Worldwide

Rue Defacqz 1, box 11 B-1000 Brussels, Belgium tel: +32 2 536 08 80 fax: +32 2 537 97 02 e-mail: info@iias-iisa.org
Call for Papers 4