Submissions
Call for papers
We are inviting papers based on empirical and theoretical studies on leadership and followership (broadly defined) that are related to the mini-conference theme “Leadership Antecedents and Development” including such topics as motivation to lead and leader identity, personality and group dynamics as antecedents of leadership, leadership development, methodological challenges in studying leadership emergence and development. We also welcome contributions related to the future of work, particularly how emerging trends – such as hybrid work, digital collaboration, and shifting employee expectations – reshape the demands placed on leaders and influence how leadership potential is identified, developed, and enacted. The choice of papers for the presentations will be based on submitted extended abstracts in a structure including the following sections a) Purpose, b) Design/methodology/approach, c) Findings, d) Originality/Contributions. Presentations will be selected based on the quality of the submission by a committee (members of the organization team, the keynote speakers, and the invited guests). Applicants will be prioritised for seats if their submissions were not selected for presentations.
Galton, F. (1891). Hereditary genius. D. Appleton. https://books.google.com/books?hl=es&lr=&id=tdi0eNp3Uv0C&oi=fnd&pg=PA1&dq=Hereditary+genius&ots=e9-A-ImmnQ&sig=MKOgExc93RdlAYLfM2KFiocWiPM
Leroy, H., Anisman-Razin, M., & Detert, J. (2023). Leadership development is failing us. Here’s how to fix it. MIT Sloan Management Review, 65(2). https://sloanreview.mit.edu/article/leadership-development-is-failing-us-heres-how-to-fix-it/
Meindl, J. R. (1995). The romance of leadership as a follower-centric theory: A social constructionist approach. The Leadership Quarterly, 6(3), 329–341.
Montano, D., Schleu, J. E., & Hüffmeier, J. (2023). A Meta-Analysis of the Relative Contribution of Leadership Styles to Followers’ Mental Health. Journal of Leadership & Organizational Studies, 30(1), 90–107. https://doi.org/10.1177/15480518221114854
Randel, A. E., Galvin, B. M., Shore, L. M., Ehrhart, K. H., Chung, B. G., Dean, M. A., & Kedharnath, U. (2018). Inclusive leadership: Realizing positive outcomes through belongingness and being valued for uniqueness. Human Resource Management Review, 28(2), 190–203.
Seeg, B., Gauglitz, I. K., & Schütz, A. (2022). Explaining and enhancing training transfer: A consumer-centric evaluation of a leadership training. Human Resource Development International, 25(5), 506–526. https://doi.org/10.1080/13678868.2021.1904351
Staff Shortages Impacting Productivity—Quarterly Recruitment Outlook—British Chambers of Commerce. (2022, October 18). https://www.britishchambers.org.uk/news/2022/10/staff-shortages-impacting-productivity-quarterly-recruitment-outlook/
Torres, N. (2014, September 18). Most People Don’t Want to Be Managers. https://hbr.org/2014/09/most-people-dont-want-to-be-managers
Volmer, J., Schulte, E.-M., & Fritz, C. (2023). Facilitating Employee Recovery From Work: The Role of Leader-Member-Exchange. Occupational Health Science, 7(2), 297–319. https://doi.org/10.1007/s41542-022-00132-w
Wong, R. (2023, October 13). Young Workers Don’t Want to Become Managers—And This Study Uncovers the Reason Why. Entrepreneur. https://www.entrepreneur.com/leadership/young-workers-dont-want-to-become-managers-and-this/462273
Important dates
Conference: 15-17 April 2026
Deadline for abstract submission: 20th January 2026
Notification of paper acceptance: 16th February 2026
Deadline for submission Best Working Paper award: 22nd March 2026
Deadline for conference registration: 1st April 2026