The Future of Work: Leadership, Human Resource Management, and Organizational Transformation

Organizational research increasingly highlights the pivotal role of leadership and human resource management (HRM) systems in navigating ongoing and rapid transformation. Global trends such as technological disruption, shifting workforce demographics, evolving employee expectations, and greater emphasis on sustainability are fundamentally reshaping workplaces across sectors. Despite this, much of the current literature remains compartmentalized: leadership research often concentrates on individual behaviors or styles, while HRM scholarship tends to focus on discrete practices like recruitment, training, or well-being interventions. In addition, analyses under the “future of work” banner frequently emphasize technological advancements—such as artificial intelligence or remote working—without adequately examining the broader organizational frameworks necessary for ongoing adaptability and resilience. This fragmented approach leaves unanswered questions about how organizations can holistically build capabilities, foster trust, support workforce adaptability, and maintain effectiveness over time.There is a growing recognition that lasting organizational transformation demands an integrated perspective, focusing on how leadership and HRM systems align and interact. This Research Topic aims to bridge disciplinary and methodological divides by bringing together empirical and theoretical contributions that analyze transformation not as a stand-alone response to trends, but as a complex, ongoing organizational challenge. The central goal is to advance understanding of how leadership practices, HRM architectures, and core organizational processes collectively shape adaptability, workforce development, inclusion, well-being, and sustainable performance. Core questions include: In what ways do leadership and HRM strategies support or hinder workforce agility, inclusion, and trust during change? How do organizations design and implement people management systems that are responsive to both short-term and long-term challenges?Our scope encompasses the multidimensional intersections of leadership, HRM, and organizational transformation, while not treating individuals or technologies in isolation. We welcome interdisciplinary research from organizational psychology, HRM, management studies, and related fields, using qualitative, quantitative, or mixed methods. To gather further insights on the integration of leadership and HRM for effective transformation, we welcome articles addressing, but not limited to, the following themes:● Alignment of leadership and HRM systems during organizational change, restructuring, or renewal● Strategic HRM and the development of organizational adaptability and resilience● Talent management, upskilling, succession planning, and fostering employability within transformation contexts● Safeguarding employee well-being, psychological safety, and sustainable performance amid organizational change● The influence of organizational culture, internal communication, and trust on transformation effectiveness● Human-centered governance in the era of digitalization, AI, and algorithmic management practices● Managing diversity, inclusion, and multigenerational workforce dynamics during transformation● Implementation and evaluation of transformation initiatives: facilitators, barriers, and lessons learnedWe accept rigorous empirical studies, theoretical contributions, comparative analyses, longitudinal research, multi-level designs, and intervention-based work. Topic editors: Gábor Szabó-Szentgróti, David E. Kalisz, Małgorzata Wiścicka-Fernando Source: https://www.frontiersin.org/research-topics/81976/the-future-of-work-leadership-human-resource-management-and-organizational-transformation