Example of Journal of Occupational and Organizational Psychology format
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Example of Journal of Occupational and Organizational Psychology format Example of Journal of Occupational and Organizational Psychology format Example of Journal of Occupational and Organizational Psychology format Example of Journal of Occupational and Organizational Psychology format Example of Journal of Occupational and Organizational Psychology format Example of Journal of Occupational and Organizational Psychology format Example of Journal of Occupational and Organizational Psychology format Example of Journal of Occupational and Organizational Psychology format Example of Journal of Occupational and Organizational Psychology format Example of Journal of Occupational and Organizational Psychology format Example of Journal of Occupational and Organizational Psychology format Example of Journal of Occupational and Organizational Psychology format Example of Journal of Occupational and Organizational Psychology format Example of Journal of Occupational and Organizational Psychology format Example of Journal of Occupational and Organizational Psychology format
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Example of Journal of Occupational and Organizational Psychology format Example of Journal of Occupational and Organizational Psychology format Example of Journal of Occupational and Organizational Psychology format Example of Journal of Occupational and Organizational Psychology format Example of Journal of Occupational and Organizational Psychology format Example of Journal of Occupational and Organizational Psychology format Example of Journal of Occupational and Organizational Psychology format Example of Journal of Occupational and Organizational Psychology format Example of Journal of Occupational and Organizational Psychology format Example of Journal of Occupational and Organizational Psychology format Example of Journal of Occupational and Organizational Psychology format Example of Journal of Occupational and Organizational Psychology format Example of Journal of Occupational and Organizational Psychology format Example of Journal of Occupational and Organizational Psychology format Example of Journal of Occupational and Organizational Psychology format
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open access Open Access

Journal of Occupational and Organizational Psychology — Template for authors

Publisher: Wiley
Categories Rank Trend in last 3 yrs
Organizational Behavior and Human Resource Management #31 of 200 down down by 19 ranks
Applied Psychology #42 of 227 down down by 25 ranks
journal-quality-icon Journal quality:
High
calendar-icon Last 4 years overview: 145 Published Papers | 740 Citations
indexed-in-icon Indexed in: Scopus
last-updated-icon Last updated: 18/07/2020
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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.

2.652

14% from 2018

Impact factor for Journal of Occupational and Organizational Psychology from 2016 - 2019
Year Value
2019 2.652
2018 2.323
2017 2.892
2016 3.139
graph view Graph view
table view Table view

5.1

CiteRatio for Journal of Occupational and Organizational Psychology from 2016 - 2020
Year Value
2020 5.1
2019 5.1
2018 5.9
2017 6.3
2016 4.5
graph view Graph view
table view Table view

insights Insights

  • Impact factor of this journal has increased by 14% in last year.
  • This journal’s impact factor is in the top 10 percentile category.

insights Insights

  • 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.

2.257

27% from 2019

SJR for Journal of Occupational and Organizational Psychology from 2016 - 2020
Year Value
2020 2.257
2019 1.774
2018 1.852
2017 2.181
2016 1.713
graph view Graph view
table view Table view

1.607

23% from 2019

SNIP for Journal of Occupational and Organizational Psychology from 2016 - 2020
Year Value
2020 1.607
2019 2.092
2018 1.679
2017 1.977
2016 1.79
graph view Graph view
table view Table view

insights Insights

  • SJR of this journal has increased by 27% in last years.
  • This journal’s SJR is in the top 10 percentile category.

insights Insights

  • SNIP of this journal has decreased by 23% in last years.
  • This journal’s SNIP is in the top 10 percentile category.

Journal of Occupational and Organizational Psychology

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Wiley

Journal of Occupational and Organizational Psychology

The Journal of Occupational and Organizational Psychology aims to increase understanding of people and organisations at work including industrial, organizational, work, vocational and personnel psychology; behavioural and cognitive aspects of industrial relations; and ergonomi...... Read More

Organizational Behavior and Human Resource Management

Applied Psychology

Business, Management and Accounting

i
Last updated on
17 Jul 2020
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ISSN
0963-1798
i
Impact Factor
High - 1.844
i
Open Access
Yes
i
Sherpa RoMEO Archiving Policy
Yellow faq
i
Plagiarism Check
Available via Turnitin
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Endnote Style
Download Available
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Bibliography Name
apa
i
Citation Type
Numbered
[25]
i
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

open accessOpen access Journal Article DOI: 10.1348/096317999166789
Re‐examining the components of transformational and transactional leadership using the Multifactor Leadership
Bruce J. Avolio1, Bernard M. Bass1, Dong I. Jung2

Abstract:

A total of 3786 respondents in 14 independent samples, ranging in size from 45 to 549 in US and foreign firms and agencies, completed the latest version of the Multifactor Leadership Questionnaire (MLQ Form 5X), each describing their respective leader Based on prior literature, nine models representing different factor struct... A total of 3786 respondents in 14 independent samples, ranging in size from 45 to 549 in US and foreign firms and agencies, completed the latest version of the Multifactor Leadership Questionnaire (MLQ Form 5X), each describing their respective leader Based on prior literature, nine models representing different factor structures were compared to determine the best fit for the MLQ survey The models were tested in an original set of nine samples, and then in a second replication set comprised of five samples Results indicated the factor structure for the MLQ survey was best represented by six lower order factors and three correlated higher-order factors read more read less

Topics:

Transactional leadership (54%)54% related to the paper, Transformational leadership (52%)52% related to the paper, Leadership style (51%)51% related to the paper
2,892 Citations
Journal Article DOI: 10.1348/096317900167038
Job demands, perceptions of effort-reward fairness and innovative work behaviour
Onne Janssen1

Abstract:

Building on person-environment fit theory and social exchange theory, the relationship between job demands and innovative work behaviour was assumed to be moderated by fairness perceptions of the ratio between effort spent and reward received at work. This interaction of job demands with perceptions of effort-reward fairness ... Building on person-environment fit theory and social exchange theory, the relationship between job demands and innovative work behaviour was assumed to be moderated by fairness perceptions of the ratio between effort spent and reward received at work. This interaction of job demands with perceptions of effort-reward fairness was tested among 170 non-management employees from a Dutch industrial organization in the food sector. Results demonstrated a positive relationship between job demands and innovative work behaviour when employees perceived effort-reward fairness rather than under-reward unfairness. read more read less

Topics:

Job analysis (60%)60% related to the paper, Job satisfaction (58%)58% related to the paper, Person–environment fit (52%)52% related to the paper, Work behavior (52%)52% related to the paper, Social exchange theory (51%)51% related to the paper
1,814 Citations
open accessOpen access Journal Article DOI: 10.1348/096317908X285633
Work engagement and financial returns: A diary study on the role of job and personal resources
Despoina Xanthopoulou1, Arnold B. Bakker1, Evangelia Demerouti2, Wilmar B. Schaufeli2

Abstract:

This study investigates how daily fluctuations in job resources (autonomy, coaching, and team climate) are related to employees' levels of personal resources (self-efficacy, self-esteem, and optimism), work engagement, and financial returns Forty-two employees working in three branches of a fast-food company completed a quest... This study investigates how daily fluctuations in job resources (autonomy, coaching, and team climate) are related to employees' levels of personal resources (self-efficacy, self-esteem, and optimism), work engagement, and financial returns Forty-two employees working in three branches of a fast-food company completed a questionnaire and a diary booklet over 5 consecutive workdays Consistent with hypotheses, multi-level analyses revealed that day-level job resources had an effect on work engagement through day-level personal resources, after controlling for general levels of personal resources and engagement Day-level coaching had a direct positive relationship with day-level work engagement, which, in-turn, predicted daily financial returns Additionally, previous days' coaching had a positive, lagged effect on next days' work engagement (through next days' optimism), and on next days' financial returns read more read less

Topics:

Work engagement (59%)59% related to the paper, Employee engagement (57%)57% related to the paper, Job performance (55%)55% related to the paper, Coaching (54%)54% related to the paper
View PDF
1,121 Citations
Journal Article DOI: 10.1348/096317901167505
Schema, promise and mutuality: The building blocks of the psychological contract
Denise M. Rousseau1

Abstract:

Understanding the dynamics of the psychological contract in employment is difficult without research into its formation. Unfortunately, far less research exists on the antecedents and formation of the psychological contract than on the consequences associated with it. Three concepts frequently studied in psychology are partic... Understanding the dynamics of the psychological contract in employment is difficult without research into its formation. Unfortunately, far less research exists on the antecedents and formation of the psychological contract than on the consequences associated with it. Three concepts frequently studied in psychology are particularly important to advancing research on psychological contract formation: schemas, promises, and mutuality (i.e. objective and perceptual agreement). This article develops the implications these three concepts have for future research on psychological contract formation. read more read less

Topics:

Psychological contract (66%)66% related to the paper
1,072 Citations
open accessOpen access Journal Article DOI: 10.1111/J.2044-8325.1996.TB00600.X
Is job satisfaction U-shaped in age?
Andrew E. Clark, Andrew J. Oswald1, Peter Warr2

Abstract:

It is generally believed that job satisfaction increases linearly with age. However, there are persuasive arguments, and some empirical evidence, that the relationship is Ushaped, declining from a moderate level in the early years of employment and then increasing steadily up to retirement. This paper investigates that relati... It is generally believed that job satisfaction increases linearly with age. However, there are persuasive arguments, and some empirical evidence, that the relationship is Ushaped, declining from a moderate level in the early years of employment and then increasing steadily up to retirement. This paper investigates that relationship, using survey responses from a large sample of British employees. For overall job satisfaction, satisfaction with pay, and satisfaction with the work itself, a strongly significant U-shape is observed. Ordered probit techniques, which take account of the ordinality of satisfaction data, are used to analyse the relationship between these forms of satisfaction and a large set of individual and job characteristics. Despite the inclusion of 80 control variables, significant coefficients persist for the age and age-squared variables (the latter representing the non-linear component). The paper thus provides strong evidence for a U-shaped relationship between age and job satisfaction. Furthermore, it is shown that a similar age pattern occurs for employees' context-free mental health, suggesting that both job satisfaction and context-free mental health are affected by non-job factors of life-stage and personal circumstances. The importance of changes in expectations with increasing age is emphasized. There have been many investigations into the relationship between age and different forms of job satisfaction. Significant variations across age are commonly found, with older employees tending to report higher satisfaction than younger ones (e.g. Doering, Rhodes & Schuster, 1983; Glenn, Taylor & Weaver, 1977; Warr, 1992), Observed age differences in overall job satisfaction are greater than those associated with gender, education, ethnic background or income (Clark, 1993;. Weaver, 1980). However, two questions remain unanswered. First, given that there is a positive relationship between age and job satisfaction, is it simply linear or does it contain a nonlinear component? And, second, what underlying variables can account for the pattern of job satisfaction differences between age groups? read more read less

Topics:

Job satisfaction (71%)71% related to the paper, Job attitude (68%)68% related to the paper, Core self-evaluations (61%)61% related to the paper
View PDF
1,027 Citations
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Journal of Occupational and Organizational Psychology format uses apa citation style.

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Frequently asked questions

1. Can I write Journal of Occupational and Organizational 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 Journal of Occupational and Organizational Psychology guidelines and auto format it.

2. Do you follow the Journal of Occupational and Organizational Psychology guidelines?

Yes, the template is compliant with the Journal of Occupational and Organizational 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 Occupational and Organizational 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 Occupational and Organizational Psychology citation style.

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

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

12. Is Journal of Occupational and Organizational 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 Occupational and Organizational 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 Occupational and Organizational 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 Occupational and Organizational Psychology?

The 5 most common citation types in order of usage for Journal of Occupational and Organizational Psychology are:.

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

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16. Can I download Journal of Occupational and Organizational 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 Occupational and Organizational Psychology Endnote style according to Elsevier guidelines.

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