Recognized Scholarly Fields

• Human Resource Management includes strategic HRM, workforce planning, recruitment and selection, talent management, training and development, performance management, compensation and rewards, career development, employee retention, HR policies, HR analytics, HR information systems, international and comparative HRM, and responsible or ethical HRM.
• Organizational Behavior and Employee Outcomes includes engagement, commitment, motivation, job satisfaction, performance, productivity, organizational citizenship behavior, employee well-being, work-life balance, psychological safety, organizational justice, trust, stress and burnout, employee voice, teamwork, organizational culture and climate, conflict, and workplace relationships.
• Leadership, Management and Organizational Development includes leadership, responsible and ethical leadership, leadership development, managerial behavior, decision-making, organizational change and development, organizational learning, knowledge management, empowerment, organizational capabilities, resilience, and cross-cultural management.
• Employment, Workforce and Labor Studies includes employment relations, labor-management relations, labor markets, employee participation, skills and employability, workforce development, career and labor mobility, remote and hybrid work, platform and contingent work, diversity, gender, diversity-equity-inclusion-belonging, employment policy, and the future of work.
• Digital HRM, Artificial Intelligence and Technology includes digital HRM, artificial intelligence, automation, algorithmic management, people analytics, HR technologies, information systems, digital transformation, digital skills, technological innovation, and technology adoption.
• Sustainability, Green HRM, ESG and Human Capital includes sustainable and green HRM, employee environmental behavior, responsible employment, environmental-social-governance research, human-capital disclosure, social performance, sustainability management, stakeholder relationships, responsible business, and corporate social responsibility.
• Governance, Accounting, Finance, Taxation and Auditing: AHRMR welcomes research on corporate governance, boards and governance structures, management accounting, financial accounting, financial and non-financial reporting, auditing, taxation, internal control, corporate finance, investment, capital markets, financial performance, financial institutions, accountability, and related governance and financial-management issues.
• Marketing, Consumer and Service Research includes marketing management, consumer and purchasing behavior, branding, employer branding, internal marketing, digital marketing, service marketing, customer experience, relationship marketing, market strategy, sales, service employees, and employee-customer interfaces.
• Entrepreneurship, Innovation and Business Performance includes entrepreneurship, entrepreneurial orientation and behavior, SMEs, startups, business development, business strategy, organizational innovation, creativity, innovative behavior, knowledge sharing, organizational capabilities, competitiveness, and business or organizational performance.
• Economics, Trade and Regional Development: The journal welcomes scholarship in labor and human-capital economics, microeconomics, macroeconomics, trade, regional economics, development economics, productivity, wages, employment, economic policy, regional development, economic growth, and broader socioeconomic research relevant to organizations, institutions, business, public policy, and development.
• Technology, Engineering, Health and Related Research: AHRMR also welcomes research on technology and engineering management, technical innovation, digital systems, healthcare management, health organizations, clinical management and administration, occupational and workplace health, technology-enabled services, and related research relevant to management, organizations, business, institutions, public policy, or socioeconomic development.

Scope Eligibility

All fields listed above are recognized as part of AHRMR's main scholarly scope and have equal standing in editorial assessment. A manuscript may establish relevance through a substantive contribution to any one recognized field. Combining several fields or introducing an additional HRM, employee, workforce, or workplace variable is not required.

AHRMR has particular interest in Asia-Pacific and emerging-economy contexts while welcoming local, national, international, comparative, and cross-cultural studies from all regions when the research question, evidence, and contribution have broader scholarly relevance.

The current harmonized AHRMR Aims & Scope framework applies prospectively from 1 September 2026. Valid manuscripts, editorial decisions, published articles, issue assignments, DOI records, and other historical scholarly records created under earlier journal policies remain part of the permanent journal record and are not retrospectively reclassified merely to conform to the current framework.

Scholarly Contribution

Submissions should identify a meaningful scholarly problem or knowledge gap, use an appropriate and defensible methodology, and support conclusions with credible research evidence or critical literature synthesis.

Scope relevance does not guarantee acceptance. Manuscripts may be declined if originality, scholarly contribution, methodological rigor, or research integrity is insufficient.

View Accepted Manuscript Types and Author Guidelines →