Journal of Chinese Human Resources Management(JCHRM)

1. Basic Information

Journal Title: Journal of Chinese Human Resources Management

E-ISSN: 2040-8013; P-ISSN: 2040-8005

Publisher: Porcelain Publishing International Limited

Language: English

Publication Frequency: 4 issues per year

Publishing Model: Open Access (OA)

Review Policy: Double Anonymous Peer Review

Review Duration: Approximately 3 months

Publication Lead Time: Quarterly publication. The exact issue allocation is dynamically arranged based on the total accepted manuscripts. Accepted manuscripts will be placed in the publication queue and published in sequence.

Subject Categories: Management; Business; Management and Accounting; Organizational Behavior and Human Resource Management

Fee Breakdown: Service Fee ¥8,000 + APC 1,600 USD

(Manuscripts recommended by the conference committee are eligible for a 20% discount on APC. The APC will be collected by the journal publisher upon manuscript acceptance.)

Indexing: Emerging Sources Citation Index (ESCI), Additional Indexing: Scopus, Google Scholar

2. Brief Introduction

The Journal of Chinese Human Resources Management (JCHRM) is an international peer-reviewed journal published by the Porcelain Publishing International Limited (ISSN: 2040-8005; EISSN: 2040-8013). The Journal of Chinese Human Resources Management has reached significant milestones in its academic recognition: it is indexed in Web of Science's Emerging Sources Citation Index (ESCI) collection, holding a Q3 ranking in the Management discipline. Meanwhile, the journal is also indexed in Scopus, with a CiteScore of4.0.

It is a forum for human resource management (HRM), labour economics, industrial relations, employment and labour law and other labour-related scholars and professionals worldwide. We publish papers that cover people management and labour relations that are relevant to the field.

3. Aims& Scope

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