{"id":654,"date":"2018-01-09T13:48:37","date_gmt":"2018-01-09T12:48:37","guid":{"rendered":"https:\/\/www.hsu-hh.de\/ipa\/?p=654"},"modified":"2018-01-09T14:35:15","modified_gmt":"2018-01-09T13:35:15","slug":"management-revue-call-for-papers-what-makes-a-job-good-or-bad-standards-of-good-work-revisited","status":"publish","type":"post","link":"https:\/\/www.hsu-hh.de\/ipa\/management-revue-call-for-papers-what-makes-a-job-good-or-bad-standards-of-good-work-revisited","title":{"rendered":"management revue Call for Papers: What Makes a Job Good or Bad? Standards of Good Work Revisited"},"content":{"rendered":"<p>Call for Papers What Makes a Job Good or Bad? Standards of Good Work Revisited<br \/>\nGuest Editors:<br \/>\nDorothea Alewell, University of Hamburg (Germany)<br \/>\nSimon Fietze, University of Southern Denmark<br \/>\nWenzel Matiaske, Helmut-Schmidt-University\/University of the Federal Armed Forces Hamburg (Germany)<br \/>\nSeminar at the IUC Dubrovnik (April 3-7, 2018) &amp; Special Issue<br \/>\nStandards of good work \u2013 in economics, law, sociology and industrial psychology \u2013 are rooted in ideas of protecting labour against exploitation and alienation. Certainly, these basic ideas have not lost their importance. However, organisations as socio-technological systems have radically changed during the last decades, which entails the need for revision of the implications formulated in the 1960s. The front against Taylorism and the bureaucratic phenomenon will prove fruitless in times of the flexible organisation and subsequently flexible women and men. E. g.:<br \/>\n\u2022 Technical progress may result not only in a reduction of workload but also in a devaluation of human capital which is bounded to persons, relatives and communities. New sourcing strategies of enterprises for example via crowd and clickwork platforms will change the structure of relevant labour markets.<br \/>\n\u2022 Labour law may foster the unintended effect of building up a non-core workforce which is excluded from regulations which protect regular employees. The questions of how protection can be organised elsewhere, and whether monetary instruments as an unconditional minimum wage are a good remedy are still debated intensely.<br \/>\n\u2022 The additional margin for manoeuvre intended as a resource enabling coping in models of work-related stress has converted to a stressor itself in flexible organisations.<br \/>\n\u2022 Changes of value orientations, which are out of the perspective of social research since decades, may result in altered individual demands and hence on answers to the question what makes a good job.<br \/>\n\u2022 The same is true for the change in the structure of the workforce, for example concerning age, gender, generation and religious orientation, on the collective level.<br \/>\nThis is not an exhaustive list.<br \/>\nThe seminar welcomes empirical studies as well as theoretical papers and provides sufficient time for discussion and reflection.<br \/>\nNomos Verlagsgesellschaft mbH &amp; Co. <abbr title=\"Kommanditgesellschaft\">KG<\/abbr> Waldseestra\u00dfe 3-5, 76530 Baden-Baden, Germany<br \/>\nwww.mrev.nomos.de<br \/>\nDeadline<br \/>\nPotential contributors to the seminar at the IUC Dubrovnik are encouraged to submit an abstract of 5 pages before February 28th, 2018 electronically via the online submission system of management revue \u2013 Socio-Economic Studies using \u2018IUC Dubrovnik\u2019 as article section: http:\/\/www.mrev.nomos.de\/guidelines\/submit-manuscript\/<br \/>\nAll contributors to the seminar are invited to submit their paper for the special issue of management revue \u2013 Socio-Economic Studies. Full papers must be submitted by July 31st, 2018. All contributions will be subject to a double-blind review. Papers invited to a \u2018revise and resubmit\u2019 are due October 31st, 2018.<br \/>\nHoping to hear from you!<br \/>\nDorothea Alewell (dorothea.alewell@uni-hamburg.de)<br \/>\nSimon Fietze (simonf@sam.sdu.dk)<br \/>\nWenzel Matiaske (matiaske@hsu-hh.de)<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Call for Papers What Makes a Job Good or Bad? Standards of Good Work Revisited Guest Editors: Dorothea Alewell, University of Hamburg (Germany) Simon Fietze, University of Southern Denmark Wenzel [&hellip;]<\/p>\n","protected":false},"author":95,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[35],"tags":[],"class_list":["post-654","post","type-post","status-publish","format-standard","hentry","category-startseite"],"_links":{"self":[{"href":"https:\/\/www.hsu-hh.de\/ipa\/wp-json\/wp\/v2\/posts\/654","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.hsu-hh.de\/ipa\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.hsu-hh.de\/ipa\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.hsu-hh.de\/ipa\/wp-json\/wp\/v2\/users\/95"}],"replies":[{"embeddable":true,"href":"https:\/\/www.hsu-hh.de\/ipa\/wp-json\/wp\/v2\/comments?post=654"}],"version-history":[{"count":1,"href":"https:\/\/www.hsu-hh.de\/ipa\/wp-json\/wp\/v2\/posts\/654\/revisions"}],"predecessor-version":[{"id":655,"href":"https:\/\/www.hsu-hh.de\/ipa\/wp-json\/wp\/v2\/posts\/654\/revisions\/655"}],"wp:attachment":[{"href":"https:\/\/www.hsu-hh.de\/ipa\/wp-json\/wp\/v2\/media?parent=654"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.hsu-hh.de\/ipa\/wp-json\/wp\/v2\/categories?post=654"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.hsu-hh.de\/ipa\/wp-json\/wp\/v2\/tags?post=654"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}