Example of Journal of Managerial Psychology format
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Example of Journal of Managerial Psychology format Example of Journal of Managerial Psychology format Example of Journal of Managerial Psychology format Example of Journal of Managerial Psychology format Example of Journal of Managerial Psychology format Example of Journal of Managerial Psychology format Example of Journal of Managerial Psychology format Example of Journal of Managerial Psychology format Example of Journal of Managerial Psychology format Example of Journal of Managerial Psychology format Example of Journal of Managerial Psychology format Example of Journal of Managerial Psychology format Example of Journal of Managerial Psychology format Example of Journal of Managerial Psychology format Example of Journal of Managerial Psychology format Example of Journal of Managerial Psychology format Example of Journal of Managerial Psychology format Example of Journal of Managerial Psychology format
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Example of Journal of Managerial Psychology format Example of Journal of Managerial Psychology format Example of Journal of Managerial Psychology format Example of Journal of Managerial Psychology format Example of Journal of Managerial Psychology format Example of Journal of Managerial Psychology format Example of Journal of Managerial Psychology format Example of Journal of Managerial Psychology format Example of Journal of Managerial Psychology format Example of Journal of Managerial Psychology format Example of Journal of Managerial Psychology format Example of Journal of Managerial Psychology format Example of Journal of Managerial Psychology format Example of Journal of Managerial Psychology format Example of Journal of Managerial Psychology format Example of Journal of Managerial Psychology format Example of Journal of Managerial Psychology format Example of Journal of Managerial Psychology format
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This content is only for preview purposes. The original open access content can be found here.
open access Open Access

Journal of Managerial Psychology — Template for authors

Publisher: Emerald Publishing
Categories Rank Trend in last 3 yrs
Social Psychology #89 of 289 down down by 15 ranks
Organizational Behavior and Human Resource Management #66 of 200 down down by 29 ranks
Applied Psychology #91 of 227 down down by 14 ranks
Management Science and Operations Research #68 of 166 down down by 29 ranks
journal-quality-icon Journal quality:
Good
calendar-icon Last 4 years overview: 156 Published Papers | 485 Citations
indexed-in-icon Indexed in: Scopus
last-updated-icon Last updated: 06/07/2020
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SJR: 2.464
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CiteRatio: 5.3
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Quality:  
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Journal Performance & Insights

CiteRatio

SCImago Journal Rank (SJR)

Source Normalized Impact per Paper (SNIP)

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

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.

3.1

21% from 2019

CiteRatio for Journal of Managerial Psychology from 2016 - 2020
Year Value
2020 3.1
2019 3.9
2018 3.4
2017 3.1
2016 2.5
graph view Graph view
table view Table view

0.878

16% from 2019

SJR for Journal of Managerial Psychology from 2016 - 2020
Year Value
2020 0.878
2019 1.046
2018 0.662
2017 0.941
2016 0.767
graph view Graph view
table view Table view

1.069

31% from 2019

SNIP for Journal of Managerial Psychology from 2016 - 2020
Year Value
2020 1.069
2019 1.542
2018 0.869
2017 1.072
2016 1.118
graph view Graph view
table view Table view

insights Insights

  • CiteRatio of this journal has decreased by 21% in last years.
  • This journal’s CiteRatio is in the top 10 percentile category.

insights Insights

  • SJR of this journal has decreased by 16% in last years.
  • This journal’s SJR is in the top 10 percentile category.

insights Insights

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

Journal of Managerial Psychology

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Emerald Publishing

Journal of Managerial Psychology

Approved by publishing and review experts on SciSpace, this template is built as per for Journal of Managerial Psychology formatting guidelines as mentioned in Emerald Publishing author instructions. The current version was created on 06 Jul 2020 and has been used by 825 authors to write and format their manuscripts to this journal.

Organizational Behavior and Human Resource Management

Social Psychology

Management Science and Operations Research

Applied Psychology

Business, Management and Accounting

i
Last updated on
06 Jul 2020
i
ISSN
0268-3946
i
Impact Factor
High - 1.021
i
Open Access
No
i
Sherpa RoMEO Archiving Policy
Green faq
i
Plagiarism Check
Available via Turnitin
i
Endnote Style
Download Available
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Bibliography Name
Emerald Bib Citation
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Citation Type
Author Year
(Blonder et al., 1982)
i
Bibliography Example
Blonder, G.E., Tinkham, M. and Klapwijk, T.M. (1982), “Transition from metallic totunneling regimes in superconducting microconstrictions: Excess current, charge im-balance, and supercurrent conversion”, Phys. Rev. B, Vol. 25 No. 7, pp. 4515–4532, URL 10.1103/PhysRevB.25.4515.

Top papers written in this journal

Journal Article DOI: 10.1108/02683940710733115
The job demands-resources model : state of the art
Arnold B. Bakker1, Evangelia Demerouti2

Abstract:

Purpose – The purpose of this paper is to give a state‐of‐the art overview of the Job Demands‐Resources (JD‐R) modelDesign/methodology/approach – The strengths and weaknesses of the demand‐control model and the effort‐reward imbalance model regarding their predictive value for employee well being are discussed. The paper then... Purpose – The purpose of this paper is to give a state‐of‐the art overview of the Job Demands‐Resources (JD‐R) modelDesign/methodology/approach – The strengths and weaknesses of the demand‐control model and the effort‐reward imbalance model regarding their predictive value for employee well being are discussed. The paper then introduces the more flexible JD‐R model and discusses its basic premises.Findings – The paper provides an overview of the studies that have been conducted with the JD‐R model. It discusses evidence for each of the model's main propositions. The JD‐R model can be used as a tool for human resource management. A two‐stage approach can highlight the strengths and weaknesses of individuals, work groups, departments, and organizations at large.Originality/value – This paper challenges existing stress models, and focuses on both negative and positive indicators of employee well being. In addition, it outlines how the JD‐R model can be applied to a wide range of occupations, and be used to i... read more read less

Topics:

Job demands-resources model (61%)61% related to the paper, Strengths and weaknesses (57%)57% related to the paper, Job performance (52%)52% related to the paper, Human resource management (52%)52% related to the paper
6,187 Citations
Journal Article DOI: 10.1108/02683940610690169
Antecedents and consequences of employee engagement
Alan M. Saks1

Abstract:

Purpose – Employee engagement has become a hot topic in recent years among consulting firms and in the popular business press. However, employee engagement has rarely been studied in the academic literature and relatively little is known about its antecedents and consequences. The purpose of this study was to test a model of ... Purpose – Employee engagement has become a hot topic in recent years among consulting firms and in the popular business press. However, employee engagement has rarely been studied in the academic literature and relatively little is known about its antecedents and consequences. The purpose of this study was to test a model of the antecedents and consequences of job and organization engagements based on social exchange theory.Design/methodology/approach – A survey was completed by 102 employees working in a variety of jobs and organizations. The average age was 34 and 60 percent were female. Participants had been in their current job for an average of four years, in their organization an average of five years, and had on average 12 years of work experience. The survey included measures of job and organization engagement as well as the antecedents and consequences of engagement.Findings – Results indicate that there is a meaningful difference between job and organization engagements and that perceived organi... read more read less

Topics:

Employee engagement (65%)65% related to the paper, Job attitude (61%)61% related to the paper, Job satisfaction (59%)59% related to the paper, Organisation climate (59%)59% related to the paper, Job design (57%)57% related to the paper
3,665 Citations
Journal Article DOI: 10.1108/02683940310511881
The relationship between emotional intelligence and work attitudes, behavior and outcomes: An examination among senior managers
Abraham Carmeli1

Abstract:

The literature suggests that managerial skills in general, and emotional intelligence in particular, play a significant role in the success of senior managers in the workplace. This argument, despite its popularity, remains elusive. This can be attributed to the fact that although a few studies have provided evidence to suppo... The literature suggests that managerial skills in general, and emotional intelligence in particular, play a significant role in the success of senior managers in the workplace. This argument, despite its popularity, remains elusive. This can be attributed to the fact that although a few studies have provided evidence to support this argument, it has not received an appropriate empirical investigation. This study attempts to narrow this gap by empirically examining the extent to which senior managers with a high emotional intelligence employed in public sector organizations develop positive work attitudes, behavior and outcomes. The results indicate that emotional intelligence augments positive work attitudes, altruistic behavior and work outcomes, and moderates the effect of work‐family conflict on career commitment but not the effect on job satisfaction. read more read less

Topics:

Emotional intelligence (61%)61% related to the paper, Job performance (54%)54% related to the paper, Job satisfaction (54%)54% related to the paper, Organizational behavior (52%)52% related to the paper, Prosocial behavior (51%)51% related to the paper
839 Citations
open accessOpen access Journal Article DOI: 10.1108/02683940410526127
How can managers reduce employee intention to quit
Lucy Firth1, David Mellor2, Kathleen A. Moore2, Claude Loquet2

Abstract:

This paper reports on an investigation of the variables that may be predictive of intentions to leave a job, and tests a model that includes mediating variables. A total of 173 retail salespeople completed questionnaires measuring commitment to the organization for which they worked, job satisfaction, stress, supervisor suppo... This paper reports on an investigation of the variables that may be predictive of intentions to leave a job, and tests a model that includes mediating variables. A total of 173 retail salespeople completed questionnaires measuring commitment to the organization for which they worked, job satisfaction, stress, supervisor support, locus of control, self‐esteem, the perceived stressors in the job and their intention to quit. Path analysis was used to test the relationships hypothesized in the model. The majority of hypotheses were supported, with the variables included accounting for 52 per cent of the variance in intention to quit. Emotional support from supervisors and self‐esteem mediated the impact of stressors on stress reactions, job satisfaction, commitment to the organization and intention to quit. It is suggested that to ameliorate intention to quit and in turn reduce turnover, managers need to actively monitor workloads, and the relationships between supervisors and subordinates in order to reduce and manage stress. Managers also need to monitor both the extrinsic and intrinsic sources of job satisfaction available to employees. These activities could assist in maintaining and increasing job satisfaction and commitment to the organization. read more read less

Topics:

Job satisfaction (64%)64% related to the paper, Job attitude (64%)64% related to the paper, Occupational stress (56%)56% related to the paper
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734 Citations
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Frequently asked questions

1. Can I write Journal of Managerial Psychology in LaTeX?

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2. Do you follow the Journal of Managerial Psychology guidelines?

Yes, the template is compliant with the Journal of Managerial 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 Journal of Managerial 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 Journal of Managerial Psychology citation style.

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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 Journal of Managerial Psychology.

5. Can I use a manuscript in Journal of Managerial 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 Journal of Managerial Psychology that you can download at the end.

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7. Where can I find the template for the Journal of Managerial Psychology?

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8. Can I reformat my paper to fit the Journal of Managerial 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. Journal of Managerial Psychology an online tool or is there a desktop version?

SciSpace's Journal of Managerial 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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After writing your paper autoformatting in Journal of Managerial Psychology, you can download it in multiple formats, viz., PDF, Docx, and LaTeX.

12. Is Journal of Managerial 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 Journal of Managerial 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 Journal of Managerial 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 Journal of Managerial Psychology?

The 5 most common citation types in order of usage for Journal of Managerial 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 Journal of Managerial 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 Journal of Managerial Psychology's guidelines and download the same in Word, PDF and LaTeX formats? Give us a try!.

16. Can I download Journal of Managerial 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 Journal of Managerial Psychology Endnote style according to Elsevier guidelines.

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