Special issue : Vol. XXIX, Issue CFP_SI_SANTE (2023)
STATUS : In progress
Health Behaviour, Personal and Organisational Health in the Age of Covid 19
Guest editor(s): Ann, Langley ; Anne-Laure,GATIGNON TURNAU
The purpose of this special issue is to bring together contributions on health issues, to provide an overview and to reflect on the relevance of structuring the field of organisational behaviour around the theme of health. The contributions can be situated at the different traditional levels of analysis of the field of organisational behaviour: individuals, groups, organisations, as well as in the links within and between these different levels.
Inclusion has become a central issue for organizations in terms of CSR, employer image and management (Kele et al., 2022). In this special issue, we will value all types of theoretical or empirical contributions, quantitative, qualitative or both. Several levels of analysis, micro-, meso- and macro-organizational (Adamson et al, 2021) can be proposed, the goal being to have a global but also fine understanding of the inclusive organization. First of all, contributions around the conditions that foster a sense of inclusion are expected. A second type of contribution is expected in a comparison of the concept of inclusion and organizational behaviors as well as the social performance of organizations. The contributions can also, to some extent, be articulated around the power dynamics at play around the inclusive organization. Through this special issue, we hope to promote research that evokes the discourse and practices of inclusion, but also to show how inclusive politics takes shape within organizational contexts and to what extent the integration of different singularities is feasible. We hope that this special issue will help answer many of the questions listed below: 1. How has the shift from diversity management to inclusion changed organizational perceptions, behaviors and practices? 2. How is the "all-inclusive" discourse relevant and what reality(s) does it represent? 3. What form(s) do the discourses and practices of inclusion take in different organizational, sectoral and cultural contexts? 4. How does the concept of inclusion question the notion of power within organizations? 5. How does inclusion manifest itself in different contexts for different singularities? 6. What are the paradoxes of inclusion? What are the contours of the exclusion/inclusion equation?
The purpose of this special issue is to bring together contributions on health issues, to provide an overview and to reflect on the relevance of structuring the field of organisational behaviour around the theme of health. The contributions can be situated at the different traditional levels of analysis of the field of organisational behaviour: individuals, groups, organisations, as well as in the links within and between these different levels. 
Inclusion has become a central issue for organizations in terms of CSR, employer image and management (Kele et al., 2022). In this special issue, we will value all types of theoretical or empirical contributions, quantitative, qualitative or both. Several levels of analysis, micro-, meso- and macro-organizational (Adamson et al, 2021) can be proposed, the goal being to have a global but also fine understanding of the inclusive organization. First of all, contributions around the conditions that foster a sense of inclusion are expected. A second type of contribution is expected in a comparison of the concept of inclusion and organizational behaviors as well as the social performance of organizations. The contributions can also, to some extent, be articulated around the power dynamics at play around the inclusive organization. Through this special issue, we hope to promote research that evokes the discourse and practices of inclusion, but also to show how inclusive politics takes shape within organizational contexts and to what extent the integration of different singularities is feasible. We hope that this special issue will help answer many of the questions listed below: 1. How has the shift from diversity management to inclusion changed organizational perceptions, behaviors and practices? 2. How is the "all-inclusive" discourse relevant and what reality(s) does it represent? 3. What form(s) do the discourses and practices of inclusion take in different organizational, sectoral and cultural contexts? 4. How does the concept of inclusion question the notion of power within organizations? 5. How does inclusion manifest itself in different contexts for different singularities? 6. What are the paradoxes of inclusion? What are the contours of the exclusion/inclusion equation?