Example of Personnel Psychology format
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Example of Personnel Psychology format Example of Personnel Psychology format Example of Personnel Psychology format Example of Personnel Psychology format Example of Personnel Psychology format Example of Personnel Psychology format Example of Personnel Psychology format Example of Personnel Psychology format Example of Personnel Psychology format Example of Personnel Psychology format Example of Personnel Psychology format Example of Personnel Psychology format Example of Personnel Psychology format Example of Personnel Psychology format Example of Personnel Psychology format Example of Personnel Psychology format Example of Personnel Psychology format Example of Personnel Psychology format Example of Personnel Psychology format
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Example of Personnel Psychology format Example of Personnel Psychology format Example of Personnel Psychology format Example of Personnel Psychology format Example of Personnel Psychology format Example of Personnel Psychology format Example of Personnel Psychology format Example of Personnel Psychology format Example of Personnel Psychology format Example of Personnel Psychology format Example of Personnel Psychology format Example of Personnel Psychology format Example of Personnel Psychology format Example of Personnel Psychology format Example of Personnel Psychology format Example of Personnel Psychology format Example of Personnel Psychology format Example of Personnel Psychology format Example of Personnel Psychology format
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recommended Recommended

Personnel Psychology — Template for authors

Publisher: Wiley
Categories Rank Trend in last 3 yrs
Organizational Behavior and Human Resource Management #7 of 200 down down by 3 ranks
Applied Psychology #13 of 227 down down by 9 ranks
journal-quality-icon Journal quality:
High
calendar-icon Last 4 years overview: 85 Published Papers | 903 Citations
indexed-in-icon Indexed in: Scopus
last-updated-icon Last updated: 01/06/2020
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Related Journals

open access Open Access

Taylor and Francis

Quality:  
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CiteRatio: 5.7
SJR: 1.643
SNIP: 1.771
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SAGE

Quality:  
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CiteRatio: 5.1
SJR: 1.07
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Quality:  
High
CiteRatio: 6.1
SJR: 2.464
SNIP: 2.035

Journal Performance & Insights

Impact Factor

CiteRatio

Determines the importance of a journal by taking a measure of frequency with which the average article in a journal has been cited in a particular year.

A measure of average citations received per peer-reviewed paper published in the journal.

6.571

5% from 2018

Impact factor for Personnel Psychology from 2016 - 2019
Year Value
2019 6.571
2018 6.93
2017 5.523
2016 4.362
graph view Graph view
table view Table view

10.6

24% from 2019

CiteRatio for Personnel Psychology from 2016 - 2020
Year Value
2020 10.6
2019 13.9
2018 10.6
2017 10.4
2016 9.2
graph view Graph view
table view Table view

insights Insights

  • Impact factor of this journal has decreased by 5% in last year.
  • This journal’s impact factor is in the top 10 percentile category.

insights Insights

  • CiteRatio of this journal has decreased by 24% in last years.
  • This journal’s CiteRatio is in the top 10 percentile category.

SCImago Journal Rank (SJR)

Source Normalized Impact per Paper (SNIP)

Measures weighted citations received by the journal. Citation weighting depends on the categories and prestige of the citing journal.

Measures actual citations received relative to citations expected for the journal's category.

6.076

31% from 2019

SJR for Personnel Psychology from 2016 - 2020
Year Value
2020 6.076
2019 8.77
2018 6.826
2017 4.733
2016 4.57
graph view Graph view
table view Table view

3.719

33% from 2019

SNIP for Personnel Psychology from 2016 - 2020
Year Value
2020 3.719
2019 5.533
2018 3.728
2017 3.546
2016 2.947
graph view Graph view
table view Table view

insights Insights

  • SJR of this journal has decreased by 31% in last years.
  • This journal’s SJR is in the top 10 percentile category.

insights Insights

  • SNIP of this journal has decreased by 33% in last years.
  • This journal’s SNIP is in the top 10 percentile category.

Personnel Psychology

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Wiley

Personnel Psychology

Personnel Psychology publishes psychological research centered around people at work. Articles span the full range of human resource management and organizational behavior topics, including job analysis, selection and recruiting, training and development, performance appraisal...... Read More

Psychology

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Last updated on
01 Jun 2020
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ISSN
0031-5826
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Impact Factor
Very High - 3.17
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Open Access
Yes
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Sherpa RoMEO Archiving Policy
Yellow faq
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Plagiarism Check
Available via Turnitin
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Endnote Style
Download Available
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Bibliography Name
apa
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Citation Type
Numbered
[25]
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Bibliography Example
Beenakker, C.W.J. (2006) Specular andreev reflection in graphene.Phys. Rev. Lett., 97 (6), 067 007. URL 10.1103/PhysRevLett.97.067007.

Top papers written in this journal

Journal Article DOI: 10.1111/J.1744-6570.1991.TB00688.X
The big five personality dimensions and job performance: a meta-analysis
Murray R. Barrick1, Michael K. Mount1
01 Mar 1991 - Personnel Psychology

Abstract:

This study investigated the relation of the “Big Five” personality dimensions (Extraversion, Emotional Stability, Agreeableness, Conscientiousness, and Openness to Experience) to three job performance criteria (job proficiency, training proficiency, and personnel data) for five occupational groups (professionals, police, mana... This study investigated the relation of the “Big Five” personality dimensions (Extraversion, Emotional Stability, Agreeableness, Conscientiousness, and Openness to Experience) to three job performance criteria (job proficiency, training proficiency, and personnel data) for five occupational groups (professionals, police, managers, sales, and skilled/semi-skilled). Results indicated that one dimension of personality, Conscientiousness, showed consistent relations with all job performance criteria for all occupational groups. For the remaining personality dimensions, the estimated true score correlations varied by occupational group and criterion type. Extraversion was a valid predictor for two occupations involving social interaction, managers and sales (across criterion types). Also, both Openness to Experience and Extraversion were valid predictors of the training proficiency criterion (across occupations). Other personality dimensions were also found to be valid predictors for some occupations and some criterion types, but the magnitude of the estimated true score correlations was small (ρ < .10). Overall, the results illustrate the benefits of using the 5-factor model of personality to accumulate and communicate empirical findings. The findings have numerous implications for research and practice in personnel psychology, especially in the subfields of personnel selection, training and development, and performance appraisal. read more read less

Topics:

Hierarchical structure of the Big Five (68%)68% related to the paper, Big Five personality traits (67%)67% related to the paper, Personality (62%)62% related to the paper, Agreeableness (62%)62% related to the paper, Conscientiousness (62%)62% related to the paper
8,018 Citations
open accessOpen access Journal Article DOI: 10.1111/J.1744-6570.1975.TB01393.X
A quantitative approach to content validity
C. H. Lawshe1
01 Dec 1975 - Personnel Psychology

Abstract:

CIVIL rights legislation, the attendant actions of compliance agencies, and a few landmark court cases have provided the impetus for the extension of the application of content validity from academic achievement testing to personnel testing in business and industry. Pressed by the legal requirement to demonstrate validity, an... CIVIL rights legislation, the attendant actions of compliance agencies, and a few landmark court cases have provided the impetus for the extension of the application of content validity from academic achievement testing to personnel testing in business and industry. Pressed by the legal requirement to demonstrate validity, and constrained by the limited applicability of traditional criterion-related methodologies, practitioners are more and more turning to content validity in search of solutions. Over time, criterion-related validity principles and strategies have evolved so that the term, "commonly accepted professional practice" has meaning. Such is not the case with content validity. The relative newness of the field, the proprietary nature of work done by professionals practicing in industry, to say nothing of the ever present legal overtones, have predictably militated against publication in the journals and formal discussion at professional meetings. There is a paucity of literature on content validity in employment testing, and much of what exists has eminated from civil service commissions. The selectipn of civil servants, with its eligibility lists and "pass-fail" concepts, has always been something of a special case with limited transferability to industry. Given the current lack of consensus in professional practice, practitioners will more and more face each other in adversary roles as expert witnesses for plaintiff and defendant. Until professionals reach some degree of concurrence regarding what constitutes acceptable evidence of content validity, there is a serious risk that the courts and the enforcement agencies will play the major determining role. Hopefully, this paper will modestly contribute to the improvement of this state of affairs (1) by helping sharpen the content ' A paper presented at Content Validity [1, a conference held at Bowling Green read more read less

Topics:

Content validity (64%)64% related to the paper, Test validity (61%)61% related to the paper, Plaintiff (56%)56% related to the paper, Employment testing (51%)51% related to the paper, Legislation (50%)50% related to the paper
View PDF
4,605 Citations
Journal Article DOI: 10.1111/J.1744-6570.2005.00672.X
Consequences of individuals' fit at work: a meta-analysis of person-job, person-organization, person-group, and person-supervisor fit
Amy L. Kristof-Brown1, Ryan D. Zimmerman1, Erin C. Johnson1
01 Jun 2005 - Personnel Psychology

Abstract:

This meta-analysis investigated the relationships between person‐job (PJ), person‐organization (PO), person‐group, and person‐supervisor fit with preentry (applicant attraction, job acceptance, intent to hire, job offer) and postentry individual-level criteria (attitudes, performance, withdrawal behaviors, strain, tenure). A ... This meta-analysis investigated the relationships between person‐job (PJ), person‐organization (PO), person‐group, and person‐supervisor fit with preentry (applicant attraction, job acceptance, intent to hire, job offer) and postentry individual-level criteria (attitudes, performance, withdrawal behaviors, strain, tenure). A search of published articles, conference presentations, dissertations, and working papers yielded 172 usable studies with 836 effect sizes. Nearly all of the credibility intervals did not include 0, indicating the broad generalizability of the relationships across situations. Various ways in which fit was conceptualized and measured, as well as issues of study design, were examined as moderators to these relationships in studies of PJ and PO fit. Interrelationships between the various types of fit are also meta-analyzed. 25 studies using polynomial regression as an analytic technique are reviewed separately, because of their unique approach to assessing fit. Broad themes emerging from the results are discussed to generate the implications for future research on fit. read more read less

Topics:

Person–environment fit (62%)62% related to the paper, Job satisfaction (52%)52% related to the paper, Personnel selection (52%)52% related to the paper, Generalizability theory (50%)50% related to the paper
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4,107 Citations
Journal Article DOI: 10.1111/J.1744-6570.1996.TB01790.X
Person-organization fit: an integrative review of its conceptualizations, measurement, and implications
Amy L. Kristof1
01 Mar 1996 - Personnel Psychology

Abstract:

This article presents a comprehensive definition and conceptual model of person-organization fit that incorporates supplementary as well as complementary perspectives on fit. To increase the precision of the construct's definition, it is also distinguished from other forms of environmental compatibility, silch as person-group... This article presents a comprehensive definition and conceptual model of person-organization fit that incorporates supplementary as well as complementary perspectives on fit. To increase the precision of the construct's definition, it is also distinguished from other forms of environmental compatibility, silch as person-group and person-vocation fit. Once defined, commensurate measurement as it relates to supplementary and complementary fit is discussed and recommendations are offered regarding the necessity of its use. A distinction is made between the direct measurement of perceived fit and the indirect measurement of actual person-organization fit, using both cross- and individual-level techniques, and the debate regarding differences scores is reviewed. These definitional and measurement issues frame a review of the existing literature, as well as provide the basis for specific research propositions and suggestions for managerial applications. read more read less

Topics:

Person–environment fit (58%)58% related to the paper
4,079 Citations
Journal Article DOI: 10.1111/J.1744-6570.1987.TB00609.X
The people make the place
Benjamin Schneider1
01 Sep 1987 - Personnel Psychology

Abstract:

A framework for understanding the etiology of organizational behavior is presented. The framework is based on theory and research from interactional psychology, vocational psychology, I/O psychology, and organizational theory. The framework proposes that organizations are functions of the kinds of people they contain and, fur... A framework for understanding the etiology of organizational behavior is presented. The framework is based on theory and research from interactional psychology, vocational psychology, I/O psychology, and organizational theory. The framework proposes that organizations are functions of the kinds of people they contain and, further, that the people there are functions of an attraction-selection-attrition (ASA) cycle. The ASA cycle is proposed as an alternative model for understanding organizations and the causes of the structures, processes, and technology of organizations. First, the ASA framework is developed through a series of propositions. Then some implications of the model are outlined, including (1) the difficulty of bringing about change in organizations, (2) the utility of personality and interest measures for understanding organizational behavior, (3) the genesis of organizational climate and culture, (4) the importance of recruitment, and (5) the need for person-based theories of leadership and job attitudes. It is concluded that contemporary I/O psychology is overly dominated by situationist theories of the behavior of organizations and the people in them. read more read less

Topics:

Organization development (64%)64% related to the paper, Organizational learning (62%)62% related to the paper, Organizational commitment (62%)62% related to the paper, Organizational studies (61%)61% related to the paper, Strategic Choice Theory (61%)61% related to the paper
4,069 Citations
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Frequently asked questions

1. Can I write Personnel Psychology in LaTeX?

Absolutely not! Our tool has been designed to help you focus on writing. You can write your entire paper as per the Personnel Psychology guidelines and auto format it.

2. Do you follow the Personnel Psychology guidelines?

Yes, the template is compliant with the Personnel Psychology guidelines. Our experts at SciSpace ensure that. If there are any changes to the journal's guidelines, we'll change our algorithm accordingly.

3. Can I cite my article in multiple styles in Personnel Psychology?

Of course! We support all the top citation styles, such as APA style, MLA style, Vancouver style, Harvard style, and Chicago style. For example, when you write your paper and hit autoformat, our system will automatically update your article as per the Personnel Psychology citation style.

4. Can I use the Personnel Psychology templates for free?

Sign up for our free trial, and you'll be able to use all our features for seven days. You'll see how helpful they are and how inexpensive they are compared to other options, Especially for Personnel Psychology.

5. Can I use a manuscript in Personnel Psychology that I have written in MS Word?

Yes. You can choose the right template, copy-paste the contents from the word document, and click on auto-format. Once you're done, you'll have a publish-ready paper Personnel Psychology that you can download at the end.

6. How long does it usually take you to format my papers in Personnel Psychology?

It only takes a matter of seconds to edit your manuscript. Besides that, our intuitive editor saves you from writing and formatting it in Personnel Psychology.

7. Where can I find the template for the Personnel Psychology?

It is possible to find the Word template for any journal on Google. However, why use a template when you can write your entire manuscript on SciSpace , auto format it as per Personnel Psychology's guidelines and download the same in Word, PDF and LaTeX formats? Give us a try!.

8. Can I reformat my paper to fit the Personnel Psychology's guidelines?

Of course! You can do this using our intuitive editor. It's very easy. If you need help, our support team is always ready to assist you.

9. Personnel Psychology an online tool or is there a desktop version?

SciSpace's Personnel Psychology is currently available as an online tool. We're developing a desktop version, too. You can request (or upvote) any features that you think would be helpful for you and other researchers in the "feature request" section of your account once you've signed up with us.

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Sure. You can request any template and we'll have it setup within a few days. You can find the request box in Journal Gallery on the right side bar under the heading, "Couldn't find the format you were looking for like Personnel Psychology?”

11. What is the output that I would get after using Personnel Psychology?

After writing your paper autoformatting in Personnel Psychology, you can download it in multiple formats, viz., PDF, Docx, and LaTeX.

12. Is Personnel Psychology's impact factor high enough that I should try publishing my article there?

To be honest, the answer is no. The impact factor is one of the many elements that determine the quality of a journal. Few of these factors include review board, rejection rates, frequency of inclusion in indexes, and Eigenfactor. You need to assess all these factors before you make your final call.

13. What is Sherpa RoMEO Archiving Policy for Personnel Psychology?

SHERPA/RoMEO Database

We extracted this data from Sherpa Romeo to help researchers understand the access level of this journal in accordance with the Sherpa Romeo Archiving Policy for Personnel Psychology. The table below indicates the level of access a journal has as per Sherpa Romeo's archiving policy.

RoMEO Colour Archiving policy
Green Can archive pre-print and post-print or publisher's version/PDF
Blue Can archive post-print (ie final draft post-refereeing) or publisher's version/PDF
Yellow Can archive pre-print (ie pre-refereeing)
White Archiving not formally supported
FYI:
  1. Pre-prints as being the version of the paper before peer review and
  2. Post-prints as being the version of the paper after peer-review, with revisions having been made.

14. What are the most common citation types In Personnel Psychology?

The 5 most common citation types in order of usage for Personnel Psychology are:.

S. No. Citation Style Type
1. Author Year
2. Numbered
3. Numbered (Superscripted)
4. Author Year (Cited Pages)
5. Footnote

15. How do I submit my article to the Personnel Psychology?

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16. Can I download Personnel Psychology in Endnote format?

Yes, SciSpace provides this functionality. After signing up, you would need to import your existing references from Word or Bib file to SciSpace. Then SciSpace would allow you to download your references in Personnel Psychology Endnote style according to Elsevier guidelines.

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