Area Profile: Organizational Behaviour and Human Resource Management Associate Editor: Dr. Céleste Brotheridge

• DOI: http://doi.org/10.1002/cjas.1385
• Published date: 01 June 2016
• Date: 01 June 2016

Area Profile:Organizational Behaviour and

Human Resource Management

Associate Editor: Dr. Céleste Brotheridge

Dr. Brotheridge is a full

professor at the École des sci-

ences de la gestion of the

Université du Québec à Mon-

tréal (UQAM). Before joining

UQAM in 2005, she was an as-

sociate professor at the Univer-

sity of Regina. Dr. Brotheridge

also worked in human resource

management, particularly orga-

nizational and management de-

velopment, for a decade before

joining academia. She has a

PhD in Management(Organizational Behaviour and Research

Methods; 2003) from the University of Manitoba.

Dr. Brotheridge is actively involved in professional

service, having served as the president of the Administrative

Sciences Association of Canada. She is also a member of

several editorial review boards, co-editor of several special

issues, and an ad hoc reviewer for more than two dozen

journals such as the Academy of Management Review,

Organizational Science, Organizational Behavior and Human

Decision Processes,European Journal of Work and Organiza-

tional Psychology, and Work and Stress.

Her primary research interests are examining the

expression of emotions in the workplace (more specif‌ically,

emotional labour), the predictors and outcomes of bullying

in the workplace, as well as the nomological network of

professional burnout. Her research has been published in a

variety of academic journals such as the Journal of

Vocational Behavior, Human Resource Management,

Human Relations, the Journal of Occupational Health

Psychology, and the Journal of Managerial Psychology.

Aims, Scope, and Guidelines for Authors

Our goal is to publish original and high quality research

in organizational behaviour, organizational theory, and

human resource management. The broad scope of the divi-

sion includes, but isn’t restricted to, the following topics:

•personality; workplace emotions, attitudes, and behaviours;

•organizational commitment, absenteeism, engagement,

stress and burnout;

•leadership, motivation, and trust;

•organizational development and change, downsizing;

•organizational theory, design, and effectiveness;

•human resource management practices,

•attraction, retention, and career development;

•strategic human resource management;

•ethical decision making, organizational learning, and

creativity.

We encourage authors to submit conceptual, theoretical,

or empirical papers that make fundamental and substantive

contributions to the f‌ield, that inspire future research, and

that have important practical implications in the workplace.

We especially invite manuscripts that challenge current

understanding and practice; that offer new perspectives,

tools, and theories; that critically examine research trends

and propose new ways of understanding and approaching

workplace phenomena; and that report on leading-edge and

emerging research. Furthermore, we welcome meta-analyses

as well as critical literature reviews with the potential to

meaningfully inf‌luence future research and practice. Exam-

ples of approaches to critical literature reviews include:

•Current practices, trends, and implications for future

research

•Emerging developments in research and directions for

research

•A critical review of the theoretical and empirical literature

and suggestions for future research

•Innovations, trends, and research implications

•Toward a research agenda in a particular area

All manuscripts must make a compelling case for their

unique and substantive contribution to advancing the schol-

arly literature and informing practice. The “added value”or

need for the study, if empirical, must be clearly presented

and grounded in the current literature. The theoretical focus

of the manuscript should appeal to a broader audience and,

thus, not be too narrow and more appropriate for publication

in a specialized journal. Finally, the rationale for f‌indings

and their implications must be well developed.

Canadian Journal of Administrative Sciences

Revue canadienne des sciences de l’administration

33: 90 (2016)

Published online in Wiley Online Library (wileyonlinelibrary.com) DOI: 10.1002/CJAS.1385

Can J Adm Sci

33(2), 90 (2016)Copyright © 2016 ASAC. Published by John Wiley & Sons, Ltd. 90