Evidence Based HRM (EBHRM) promotes empirical scholarship in the HR arena and aims to provide an international forum and important reference for the encouragement and dissemination of applied research
Aims and scope
Evidence-based HRM (EBHRM) is committed to publishing scholarly empirical research articles that have a high impact on the HR field as a whole. To this end, it publishes high quality papers using econometric and statistical methods to fill the gap between conceptual arguments and observed data.

The objective of the journal is to disentangle empirically how talent drives the performance of employees, their organisations and ultimately society as a whole. Evidence-based management of human resources thus applies scientific standards of observation, proof and causality to demonstrate how intangible human capital can be identified and shown to add tangible individual, business and societal benefits. Beyond strengthening empirical insights and advancing a coherent body of knowledge, our editorial policy also encourages referees to assess the practical relevance of contributions for practitioners and policy makers.

EBHRM has an exclusive focus on empirical, evidence-based research into the field of human resource management and emphasizes the importance of applied and statistical methods when analysing human resource management. It has a broad scope encouraging articles from a wide range of academic disciplines and fields giving it a unique reach across the academic world. The journal also has an international reach within the HR arena publishing research which allows organisations to learn from best practice and benchmark themselves against the performance of international competitors in a global business environment.

Editorial criteria
EBHRM recognises that evidence-based management of human resources is a multidisciplinary and international endeavour. It therefore welcomes submissions with an empirical focus from areas of human resource management, labour economics, welfare studies, personnel economics, applied psychology, leadership, human resource development, and organisational studies.

The important theme of articles in EBHRM is that they will be evidence-based and focused on important developments in the HR arena. Manuscripts demonstrate empirical robustness and analytical rigour. Original research papers, empirical case studies and reviews of the body of empirical research endeavour are encouraged. The journal also includes research notes and conference news.

Coverage
The coverage of the journal includes, but is not limited to:

Cross-cultural determinants of job motivation
International/comparative measurements of well-being in the workplace
Organisational leadership and leadership development
Evaluating determinants and/or international change in work values
Recruitment and retention practices in multinational organisations
Promotions, compensation, and productivity in international firms
Employee incentives in international/multi-country settings
Reward systems in high performance organisations
Corporate career rewards for women in developed and developing economies
HR issues related to host, home and third country nationals
Impact of corporate behaviour on expatriation/repatriation
Social interactions and social learning in international contexts
Cultural, social and ethical issues for international HRM (IHRM)
International evidence on psychological contract breach and work performance
Possible linkages between IHMR and business strategy
Comparative procedural justice and employee turnover
International assignment management
International evidence on causes of work-related burnout and stress
Methodological innovation in the international HR arena