JCHRM welcomes papers that are based in any discipline-for example organizational behavior, occupational health and safety, occupational psychology or labour economics-as long as there is a clear link to the HRM literature and that they develop strong implications for HR or IR practice. Papers are expected to make a contribution to theory and practice in human resource management worldwide, not confined by the title Chinese aspect. We welcome rigorous research from across the spectrum of methods such as qualitative, quantitative as well as review and conceptual approaches. JCHRM has a long track record of interest in papers covering international and comparative HR and IR issues but also publishes work that is set in one country only. We are proud to be globally inclusive and to publish work from areas of the world that are often neglected in the mainstream HR and IR research. We encourage authors to contextualize their studies.
Interest fields include but are not restricted to:
- Artificial Intelligence, Future Trends in HRM and Future Work
- Strategic HRM
- International HRM
- Digital HRM
- Industrial Relations
- Employment Relations
- Labour Disputes and Resolutions
- Employment and Labour Law
- HRM and Technology, including the impact of Artificial Intelligence
- Diversity and Inclusion
- Talent Management and Leadership
- Careers and Global Work
- Rewards and Performance Management
- Organizational Change and its implications on HRM
- Organizational Culture
- Responsible and Sustainable HRM
- People Analytics
- (Environmental, Social and Governance) ESG and Green Job