SSCI《Academy of Management Review》征稿: 组织的边缘化员工与边缘化群体

征稿期刊

Academy of Management Review

期刊级别

IF 13.9 (JCR 2024)

SSCI

Q1 (BUSINESS 3/316)

Q1 (MANAGEMENT 4/420)

征稿主题

Marginalized Workers and Marginalized Populations in Organizations

细分领域

Re-evaluating Theoretical Assumptions about Behavior in Organizations

How do historical assumptions underlying core theories in our field impact our understanding of marginalized workers today?

In what ways do traditional or existing theoretical domains that inform workers’ experiences (e.g., employee attitudes, decision making, work-life interface, team dynamics, power and organizational politics, career advancement, motivation, conflict) need to evolve to reflect the experiences of diverse workers, including those who may not conform to professions or office-based work schedules?

Movements, Social Activism, and Institutional Change

How do social movements and grassroots activism influence organizational change, especially in promoting the diversity, equity, and inclusion of marginalized workers?

What roles do marginalized workers play in social activism within organizations, and how do these movements drive institutional change?

How can management theories better incorporate the influence of social activism and the agency of marginalized populations in effecting systemic change?

Social Evaluation: Stigma, Legitimacy, and Reputation

How do processes of stigma, legitimacy, and reputation management play out for marginalized workers and groups within organizations?

What strategies do workers and organizations use to navigate and resist stigma associated with various forms of marginalization, and how do these impact career trajectories?

How can theories on legitimacy and reputation be expanded to capture the experiences and unique challenges faced by stigmatized or nontraditional workers?

Economic Diversity and the Dynamics of Marginalized Communities

How do social class backgrounds influence workers’ experiences and their ability to navigate organizational environments?

What unique challenges and opportunities arise for social class transitioners or those from lower socioeconomic backgrounds entering higher-status professions?

How does economic diversity shape interactions, career progression, and identity within organizational settings, particularly for workers in emerging economies?

How do dynamics of organization-community relations shift in the context of marginalization?

Intersectional Identities and Undertheorized Dimensions of Workplace Inequality

How do marginalized identities (e.g., race, gender, socioeconomic background, neurodiversity, country of origin) impact experiences of inclusion, advancement, and discrimination in organizations in ways that existing theories cannot explain?

How can intersectionality theorizing help us better understand the complexities of marginalized workers’ experiences and contribute to more inclusive organizational practices?

Nontraditional Work Settings and Emerging Workforce Models

How do theories on professionalism and workplace dynamics apply (or fail to apply) in gig work, remote work, and other nontraditional employment arrangements?

What are the implications for marginalized populations who may disproportionately occupy these roles, and how might management research better capture their unique experiences?

How and when do marginalized individuals create new organizations or organizational forms that might better enable inclusive experiences and spaces?

Leadership and Marginalized Populations

How do traditional leadership theories and styles accommodate (or fail to accommodate) the needs and perspectives of marginalized workers and populations?

What new leadership frameworks or practices emerge from marginalized groups, and how can these reshape existing paradigms in management research?

How do marginalized workers navigate leadership roles, and what barriers and enablers influence their success in these positions?

Emotion, Hate, and Shame in Marginalization

What role do emotions like hate and shame play in shaping marginalized workers’ experiences within organizations, and how do such emotions impact identity, motivation, and sense of belonging?

What strategies do individuals and groups use to navigate or mitigate emotional experiences (e.g., shame, resentment) that arise through stigmatization? How might they impact and inform theorizing on emotions in organizations or other change processes?

Embodiment and Marginalization

How is the body itself implicated in processes of marginalization, and in what ways may these dynamics reinforce social hierarchies within organizational settings?

How might we more fully account for embodied experiences of marginalization, considering how physical and visible aspects of identity influence perceptions, inclusion, and exclusion in organizational spaces?

重要时间

Submission Deadline: 31 January 2026