In recent years, organisations have been navigating increasingly turbulent environments shaped by overlapping global forces. Political instability, climate-related crises, economic protectionism, and the rapid rise of digital technologies all contribute to a climate of uncertainty that is profoundly influencing how work is organised and governed. Trade conflicts—reflected in fluctuating import tariffs and reshoring policies—are reshaping labour markets, while global mobility is constrained by stricter migration regimes and geopolitical tensions (Pitts & Thomas, 2025). At the same time, digital breakthroughs are challenging established norms around privacy, fairness, and transparency (Goos et al., 2019; Renard et al., 2021).
These developments call for a fundamental rethinking of how companies and HR functions operate. More than ever, adaptability, resilience, and ethical foresight are essential (Caligiuri, 2025). HRM is uniquely positioned to lead this transition—not only by managing immediate disruption, but by actively steering organisations toward ethical and sustainable solutions.
Navigating “Geo-Digital” Uncertainties
On the geopolitical front, armed conflicts, migration flows, climate-related displacement, and the resurgence of protectionist policies create unpredictable operating environments for organisations (Kerwin, 2020; Pedersen & Jensen, 2024). Rising trade barriers and shifting international alliances impact labour mobility, supply chains, and social cohesion (Justino & Samarin, 2024; Sarolta, 2023). These dynamics challenge labour market stability and demand HR strategies that are agile, inclusive, and responsive to cross-border realities (Junita, 2021). HR professionals must navigate issues such as displaced talent, ethical global sourcing, and the reconfiguration of workforces across regions. Meanwhile, political polarisation and fragile democracies threaten workforce mobility, diversity initiatives, and global collaboration, increasing pressure on companies to act responsibly across international contexts (Javidan et al., 2023; Sarolta, 2023).
At the same time, digital technologies are transforming the very nature of work, management, and human interaction. Generative AI, algorithmic management, data-driven HR tools, and virtual collaboration platforms are not only redefining how work is done but also raising critical concerns about surveillance, bias, and transparency (Griep et al., 2021). While digital tools offer unprecedented opportunities for efficiency and scalability, they also demand new ethical frameworks and competencies to navigate emerging challenges. Questions about algorithmic fairness, the implications of remote work, and the humanisation of digital processes are central to contemporary HR debates (Guest et al., 2022; Mariani et al., 2023).
To capture the intertwined nature of today’s challenges, we introduce the term “geo-digital” uncertainties—referring to the complex interplay between geopolitical turbulence and technological transformation. Together, these forces place unprecedented demands on HRM, calling for organisational transformation that aligns workforce strategies with emerging global realities. To respond effectively, HR professionals must embrace innovative approaches to inclusion, well-being, talent management, workforce planning, and organisational resilience. As such, this conference invites academics and practitioners to explore how HRM can lead the way in navigating “geo-digital” uncertainties—not merely reacting to them but anticipating their impact and shaping responses that align with democratic values, sustainability, and social justice.
Call for Abstracts.
Deadline abstract submission: 24 February 2026
The board of the Dutch HRM Network welcomes abstract submissions that critically explore the role of HRM in the context of “geo-digital” uncertainties. Contributions examining the intersections of geopolitics, digital transformation, and HRM—particularly those that address implications for inclusion, resilience, well-being, talent mobility, diversity management, or ethical practices—are especially encouraged.
Abstracts can focus on (but are not limited to):
• HRM responses to geopolitical crises (e.g., war, displacement, sanctions);
• Ethical challenges of digital HR tools and AI;
• Managing remote or borderless workforces;
• Resilience and well-being in unpredictable environments;
• The role of HRM in socio-political transitions or digital governance;
• New competencies and identities for HR professionals;
• Critical or normative approaches to algorithmic management;
• HR strategies and HR practices addressing “geo-digital” uncertainties;
• HR and organisational structures designed to respond to “geo-digital” uncertainty;
• Talent management in times of turbulence.
While papers aligned with the main theme of the conference are particularly encouraged, scholars are also invited to submit abstracts on other HRM-related topics that align with the themes of the conference tracks. The call for abstracts includes a short overview of the 25 tracks and can be downloaded here.
Submission Requirements.
We invite authors to submit extended abstracts, with the understanding that accepted submissions must be developed into full papers by the time of the conference. All abstracts will be reviewed, and if accepted, the abstracts are intended to be shared online with all participants. Abstracts should not exceed 1000 words and must include the following components:
• A first preference for a track, including the corresponding number*;
• The title and author(s);
• A brief and compelling description of the theoretical framework;
• The research design and approach to data analysis;
• The key findings and their theoretical and practical implications;
• A clear connection to the conference theme.
* Please note that while we strive to accommodate everyone’s first choice, your presentation may be assigned to a different track if your preferred track is full or if another track is considered more suitable. We will notify you if any changes apply to your submission.
Abstract Submission Platform.
Starting with this edition, all abstracts will be submitted and reviewed via our personalised conference management platform.
To submit your abstract, first create an account on our conference page. This page serves as the central hub for abstract submissions, programme information, and practical details throughout the entire conference. Once your account is set up, click the “Submit your abstract” button on the main dashboard to start your submission.
All abstracts must be submitted exclusively through the conference page by 24 February 2026.
Please note that abstracts submitted by email or received after the deadline will not be accepted and will therefore not be included in the conference programme.
If you have any questions or experience any difficulties while using the platform, please contact support@exordo.com.
Click here to register on our conference page and submit your abstract by 24 February 2026.
Best Paper Award and Best Dissertation Award.
As part of this year’s conference, we are pleased to recognise outstanding academic contributions through the Best Paper Award and the Best Dissertation Award.
The Best Paper Award, sponsored by The International Journal of HRM on behalf of Taylor & Francis, acknowledges high-quality scholarly work presented at the conference. All authors are invited to submit their work for consideration.
The Best Dissertation Award, sponsored by Tijdschrift voor HRM, recognises outstanding doctoral research in the field of Human Resource Management. To be eligible, the dissertation must meet the following criteria:
• The dissertation must address a topic relevant to Human Resource Management.
• The dissertation must have been successfully defended between 2 August 2023 and 1 August 2026.
• The dissertation must have been defended at a university located in the Netherlands or in Belgium (Flanders).
To compete for the Best Paper Award and/or the Best Dissertation Award, applicants must submit a full paper and/or an electronic copy of the complete dissertation via email to info@hrm-network.nl by 1 October 2026.
IMPORTANT DEADLINES:
Submitting Abstracts 24 February 2026
Decision of selected abstracts to the authors 20 April 2026
Submitting papers for Best Dissertation Award 01 October 2026
Submitting papers for Best Paper Award 01 October 2026
