We encourage theoretical and theoretical-empirical articles approaching different levels of analysis: individual, group, organizational, and inter-organizational learning, as well as the relationships between levels. Given the interdisciplinary nature of the phenomenon studied, research from different theoretical orientations (psychology, sociology, organizational science, among others) and different methodological orientations will be welcomed. Some examples of concepts addressed in this theme are: organizational learning; learning organizations; formal and informal learning; transformative learning and critical reflection on assumptions; communities of practice; social and experiential learning; learning by doing; work-based learning; practices oriented toward learning and knowledge management; measurement of learning and its relationship with antecedents and consequences.

We encourage theoretical and theoretical-empirical articles addressing studies on: attitudes, satisfaction, and motivation at work; organizational and career commitment; emotions and affects at work; perception, attribution, and decision making; personality and individual characteristics at work; personal, organizational, and cultural values; aesthetics in organizations; health and well-being at work; conflict and negotiation; leadership and power in organizations; organizational structure and change; practice-based approaches in organizations.

Aims to foster theories and empirical research aligned with organizational studies on: gender, sexuality (LGBTQ+), race, age, class, and other institutionalized power systems that produce hierarchies, inequalities, and privileges. Intersectionality between identities and different forms of group expression. Impact of affirmative action, diversity policies, diversity management, and discourses on different groups and on promoting inclusion at work and in organizations. Structural and institutional barriers to promoting equity and equality. Impacts of diversity and the production of difference on individual, group, and organizational well-being. Repercussions of organizational and labor structures on marginalized subjects and dominant groups. Production of discrimination, prejudice, and stereotypes. Consequences of different cultures, ethnicities, and nationalities in the work and organizational environment. Identity production and its relationship with organizational studies. Work experiences of members of diverse groups. People with disabilities and religious identities in organizations. Diversity in Academia.

The objective of this theme is to attract works actively engaged in discussing epistemological issues in administration from any paradigmatic perspective. By "discussing epistemological issues", we mean discussions about the production of "truths": their conditions of possibility, their limits, the critiques to which these truths are subjected. We also understand that the epistemological debate refers directly to ontological issues — that is, to the nature of the world we inhabit and in which we situate our gaze. We understand that ontological and epistemological issues are often coexistent — hence the frequent use of the term "onto-epistemological issues". We emphasize that this theme does not address purely methodological issues. Methodological works may be submitted when they directly involve an epistemological or ontological discussion — that is, questions relating to truth and the nature of the observed object. We encourage submissions from any paradigmatic orientation, even more so because the discussion about paradigms itself is a discussion about epistemology.
Since the objective is to open inter- and transdisciplinary debates between the various forms of knowledge production in organizations, works based on or inspired by areas of knowledge such as philosophy, sociology, anthropology, psychology, psychoanalysis, history, geography, and economics are very welcome. To produce a favorable environment for the exchange of knowledge, we encourage not only the submission of completed investigations but also of works still in the process of elaboration that bring more questions than answers.

Although administrative sciences often focus on the study of formal organizations characterized by bureaucracy, hierarchy, and formal rationality, reality is always more diverse. There are countless organizational forms that emerge from reality and escape hegemonic models. In this theme, we encourage theoretical, essayistic, or theoretical-empirical articles, with diverse epistemological, theoretical, and methodological perspectives aligned with Organizational Studies, on the following topics: prefigurative ways of organizing; non-utilitarian organizations; autonomous or vernacular organizations; horizontal organizations; organizational conceptualization; alternative ways of organizing; non-hegemonic organizations; debt vs. gift; solidarity economy; heteronomy vs. autonomy; conviviality; artisanal organization; the common good; post-extractivism, degrowth, and good living (buen vivir).

We encourage different theoretical, methodological, and epistemological perspectives in organizational symbolisms, cultures, and identities. To this end, we seek to interpret organizations as a locus for the production of cultures and the creation of meanings. This theme makes room for research on the following topics: cultural and interactive aspects of relationships with the "stranger". National, local, and organizational cultures. Culture, Religion, and Ideology. Cultural heritage. Material and visual culture. Culture and organizational change. Digital Culture. Discourses, language, body, gestures, and images. Echoes, sounds, colors, and aromas. Metaphors, stories, and fictions. Organizational storytelling. Space, environment, and atmosphere. Symbolic representations. The social symbolism of organizations. Socially constructed identities. Symbologies of identity. Interfaces with anthropology and sociology.