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OP is transdisciplinary using organizations to create greater good and noble purpose. This section will address leadership, coaching, emotional intelligence, interpersonal relationships, flourishing, and neuroscience with the usual range of scholarly papers as well as replication and change studies.
The objectives of the Organizational Psychology section is to encourage and allow for broader worldwide access to research and theoretical articles of rigor and relevance in the many fields which constitute organizational psychology. Organizational psychology is a large field, with some concepts being studied as old as leadership, which was a favorite of Plato and Chinese scholars in the first century BCE. Leadership and leadership development are hot topics in management and professional education in every field. Other topics in the field include emerging topics such as coaching, mindfulness, emotional intelligence, social capital, networking, positive psychology, followership, relational climate, flourishing and neuroscience studies. But we also address timeless concepts like individual differences, impact of personality traits, subjective well being, inter-organizational conflict versus cooperation, structure and systems, climate and culture, roles and style, HRM, HRD, competencies and competency development, complex systems, teams, cross-cultural management and the quality of relationships. As pointed out by Lyman Porter and Benjamin Schneider in their article, “What was, what is and what may be in OP/OB” in the Annual Review of Organizational Psychology (2014, 1:1-21), organizational psychology and organizational behavior appear to be two sides of the same field, with merging interests and methods. We welcome readers and authors to submit papers and propose Research Topics from fields such as Personnel Psychology, Positive Psychology, Organizational Development, Human Resource Development, Career Development, Professional Development and Management Development, and faculties of Universities with Schools, Faculty or Departments that deal with leadership, learning, teams, and organizations. This would include the traditional realm of organizational psychology being individual difference studies, but also studies with meso and macro focus, such as teams, organizations and even communities. This section will promote a balance of scholarship of relevance and rigor, not practice. In contrast to theory driven psychology and management journals, we welcome empirical replication studies with theoretical relevance, as well as change studies. We welcome manuscripts with the following methods: (a) theory building; (b) empirical research of the qualitative nature, with discovery of new relationships or phenomenon to model building, whether lab or field experiments, studies or survey studies; (c) empirical research that is quantitative hypothesis testing using multivariate statistics, not simple correlational or descriptive studies; (d) multi-method, multi-trait designs, especially those using some unobtrusive measures (not merely sole source studies); (e) change studies with appropriate rigor in design, measures and statistics (i.e., pre-test post-test without a comparison group is not useful for this section); (f) mathematical modeling; (g) meta-analyses; and a small number of opinion, but no reviews unless they are proposing new theory.
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PMCID: all published articles receive a PMCID
Organizational Psychology welcomes submissions of the following article types: Book Review, Brief Research Report, Conceptual Analysis, Correction, Data Report, Editorial, General Commentary, Hypothesis and Theory, Methods, Mini Review, Opinion, Original Research, Perspective, Policy and Practice Reviews, Registered Report, Review, Systematic Review and Technology and Code.
All manuscripts must be submitted directly to the section Organizational Psychology, where they are peer-reviewed by the Associate and Review Editors of the specialty section.
Articles published in the section Organizational Psychology will benefit from the Frontiers impact and tiering system after online publication. Authors of published original research with the highest impact, as judged democratically by the readers, will be invited by the Chief Editor to write a Frontiers Focused Review - a tier-climbing article. This is referred to as "democratic tiering". The author selection is based on article impact analytics of original research published in all Frontiers specialty journals and sections. Focused Reviews are centered on the original discovery, place it into a broader context, and aim to address the wider community across all of Psychology and Communication.
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