the international journal of conflict management special issue on: Alternative Dispute Resolution of Workplace Conflicts

Conflicts between employers and employees can take on a variety of forms including lawsuits, informal complaints, grievances, strikes, picketing, etc. In this special issue we explore the many alternative ways that these conflicts can be resolved. These alternative dispute resolution (ADR) procedures may include negotiation, mediation, arbitration, fact-finding, ombudspersons, peer review, and many other combinations or permutations of thereof. This is a broad area and many different perspectives on this issue are welcome.

Important questions that could be addressed include the following: How do participants perceive the effectiveness and/or fairness of ADR systems? How does the use of ADR systems affect the outcomes for employers and employees? What are the contextual factors that explain the adoption of use of these systems? How do ADR systems differ across countries or cultures? Are alternative forms of dispute resolution systems fair at the micro or macro level of analysis? How do justice concepts relate to ADR systems in terms of predicting important outcomes for organizations (e.g., turnover, legal claiming, grievances, recommendation intentions, productive and counterproductive behaviors). What are the legal constraints and implications of the use of these systems? What theories (e.g., neo-institutionalism, cognitive choice, transaction cost economics) can be advanced through the study of these systems?

However, these are only examples of the types of questions that could be addressed. Other topics related to the general topic of ADR in organizations are also welcome.

This call for papers is aimed at a wide array of scholars–from different disciplines such as management, communications, psychology, sociology, economics, public administration, and law.

Studies using a variety of methodological techniques are encouraged including (but not limited to): laboratory studies, field studies, case studies, survey research, and analysis of archival data. Articles focused solely on theory development are also welcomed as are papers that present novel approaches to ADR systems in organizations in either domestic or international settings. Furthermore, studies that review the law of ADR systems are also encouraged.

Manuscripts should focus on the following criteria:
– Use clear exposition
– Be technically adequate
– Make a theoretical contribution (e.g., testing, creating or extending theory)
– Make an empirical contribution
– Be innovative, interesting, & novel
– Have potential implications for practice

Format
– Length: generally no longer than 35 pages (including everything: tables, references, figures, etc.)
– Double-spaced with 1 inch margins, 12-point Times New Roman font.
– Follow APA (5th ed.) format.

All papers will be blind reviewed. Manuscripts should be submitted in electronic form by November 1, 2006 to: Richard A. Posthuma, rposthuma@utep.edu