The objective of the III International Conference on Work and Family (ICWF) is to create a forum for building theory and developing research in the field of work and family, with special attention for the cross-cultural dimension and the application of theory in an organizational context in times of crisis.

For each conference track, we will invite one key-note speaker and a selective group of 5 to 10 experts. Scholars have been selected on the basis of previous publications in the field or actual involvement in ongoing collaborative international research projects. This selected group of scholars will meet in small groups with the objective of receiving specific feedback on a manuscript they are preparing. With this purpose, the invitees function simultaneously as presenters and reviewers. In each track, a human resource manager or consultant will actively participate, ensuring the practical relevance of the theory. In addition to special invitations, we call for papers. Only papers in these specific lines of research will be accepted.

The conference is set up to limit the number of participants (a maximum of ten groups of 10 scholars), in order to facilitate close interaction and networking.

The main lines of research of the ICWF are the following:

(1) Work-Family Policies & Culture;
(2) International Careers;
(3) Coping & Decision Making;
(4) International and Cross-Cultural Research;
(5) Resilience & Enrichment;
(6) Diversity & Talent Management. 

 

WORK-FAMILY POLICIES & CULTURE
This track hosts studies done at the meso- and macro-level and, more specifically, human resource policies directed at alleviating work-family conflict or facilitating work-family enrichment; change management efforts to make the company culture more responsive to caring responsibilities, and the impact of macro-level factors (legislation, culture, social policy, labour market) on organizational behavior in terms of the adoption, design, implementation, and allowance of work-family policies.

 

INTERNATIONAL CAREERS
Scholars studying career development and career success in a work-family context are encouraged to participate. We are especially interested in international careers, expatriates and employees who, due to their work responsibilities, have to travel frequently, as they are a specific collective especially vulnerable for work-family conflicts. An underestimated factor in their success is undoubtedly the wellbeing and adaptation of their families, travelling with them, or being left behind. On the other hand, if the work-family interface is well managed, we can expect instances of work-family enhancement as well.

COPING & DECISION MAKING
This track hosts works on conscious strategies that individuals and company representatives use to cope with conflict or enhance positive spillover between two essential life domains: work and family. Coping strategies are closely linked with decision making and cognitive processes in individuals. Scholars studying the processes conducing to or impeding managers' decisions to allow or not to allow work-family benefits to their collaborators are also encouraged to participate.

 

INTERNATIONAL AND CROSS-CULTURAL RESEARCH
We invite scholars studying cultural differences in work-family experiences in men and women in relation to their country context and cultural setting to share their theoretical frameworks, hypotheses, explorative and qualitative data, and empirical results. We also encourage participants in collaborative international research projects to reflect on methodological issues.

 

RESILIENCE & ENRICHMENT
In line with the movement of Positive Psychology we invite scholars who are developing theory of testing hypotheses looking at the positive side of the work-family interface. More specifically this track will focus on how employees manage to overcome and resist work-family conflict (resilience) and how experiences in one role improve the experiences in the other one (enrichment). We also encourage work looking at positive crossover effects between members of a family.

DIVERSITY & TALENT MANAGEMENT
In most firms work-family policies are included under the broad umbrella of diversity and talent management policies and programs. This new track will bring together practitioners and scholars with a specific interest in the link between work-life policies, talent attraction and retention, the promotion of diversity in the firm, above and beyond sex or gender differences.

The deadline for submitting proposals is May 1, 2009. We will automatically reject work that does not fit one of the above-specified six lines of research, so please indicate which line of research your submission corresponds to (POLICIES; CAREER; COPING/DM; CROSS; RESILIENCE; DIVERSITY/TALENT). Please name your file accordingly. For example, POLICIES_Stepanova.doc

Please send your submission in a Word file (30 pages maximum, not including references and tables, font Times New Roman, point 12) by email to: Elena Stepanova at ostepanova@iese.edu. All authors will receive notification by May 20, 2009.

Paper Submission: May 1, 2009
Acceptance notification: May 20, 2009