Personnel Psychology

Cover image for Vol. 71 Issue 1

Edited By: Maria L. Kraimer

Impact Factor: 4.362

ISI Journal Citation Reports © Ranking: 2016: 5/80 (Psychology Applied); 20/194 (Management)

Online ISSN: 1744-6570

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Ppsych in the News!

PPsych article "Worked to Death: The Relationships of Job Demands and Job Control With Mortality" by Erik Gonzalez-Mulé has been featured in numerous media outlets around the globe! Highlights include: Chicago Tribune, Fortune, Herald Times, Money, NH1 Japan, Daily Telegraph, Economic Times India, Refinery29 UK, Pressetext Germany, The Cable Africa, and many more!

Jessica Methot appeared on NPR's "Morning Edition" to discuss her and her colleagues' research on workplace friendships. Listen to the interview, and read the article here!

Brian Holtz's PPsych article "From First Impression to Fairness Perception: Investigating the Impact of Initial Trustworthiness Beliefs" has been picked up by several news outlets: New York Magazine, Daily Mail, and British Psychological Society blog.

The One Question You Should Ask About Every New Job by the New York Times covers PPsych article "Consequences of Individuals' Fit at Work: A Meta-Analysis of Person-Job, Person-Organization, Person-Group, and Person-Supervisor Fit" by Amy L. Kristof-Brown, Ryan D. Zimmerman, and Erin C. Johnson.

PPsych Associate Editor Wendy R. Boswell's study on the links between employee perceptions of job insecurity and the work-nonwork interface, and stress-related outcomes is featured in the New York Times! Read the PPsych article here.

"The Best and the Rest: Revisiting Norm of Normality of Individual Performance" by Herman Aguinis and Ernest O'Boyle Jr. is in the news, covered by Forbes and Government Executive!


Personnel Psychology Awards

2018 William A. Owens Scholarly Achievement Award

PPsych authors Gang Wang, R. Michael Holmes Jr., In-Sue Oh and Weichun Zhu receive 2018 William A. Owens Scholarly Achievement Award by the Society for Industrial and Organizational Psychology for their article "Do CEOs Matter to Firm Strategic Actions and Firm Performance? A Meta-Analytic Investigation Based on Upper Echelons Theory" published in volume 69 issue 4.

The Award is presented for peer-reviewed publications based on the criteria, 1) The degree to which the research addresses a phenomenon that is of significance to the field of I-O psychology; 2) The potential impact or significance of the publication to the field of I-O psychology; and 3) The degree to which the research displays technical adequacy, including issues of internal validity, external validity, appropriate methodology, appropriate statistical analysis, comprehensiveness of review (if the publication is a literature review), and so forth.

Best Article Award for 2015

Personnel Psychology published 22 articles in 2015. Four of the associate editors identified three of these articles that best aligns with the journal’s mission to publish research that makes significant theoretical, empirical, and practical contributions to the study of people at work. The three nominated articles were then forwarded to the Best Article Awards committee, consisting of Marie Mitchell (University of Georgia), Allison Gabriel (University of Arizona), Christopher Rosen (University of Arkansas), and Chad Van Iddeking (Florida State University). The committee was asked to evaluate the three nominated articles to select one winner.

The winner of the Personnel Psychology Best Article Award for 2015 is:

2015 Best Article
When Accomplishments Come Back to Haunt You: The Negative Effect of Competence Signals on Women’s Performance Evaluations
M. Ena Inese (London Business School) and Daniel M. Cable (London Business School)

In this article, the authors explore the possibility that the very accomplishments that are critical to success during the hiring process (e.g., educational attainment, promotion history) can lead to a drop in future performance evaluations for women. In 3 studies, they found that evaluators may see such competence signals in women as a threat to the traditional gender hierarchy, which leads to a negative bias when evaluating women’s on-the-job performance. This effect was most pronounced when the evaluator was male and high social-dominance oriented and when the female subordinate’s objective on-the-job performance was high. The effect can be mitigated by using objective (rather than subjective) performance evaluations. This article exemplifies Personnel Psychology’s emphasis on publishing rigorous research that has high levels of organizational relevance.

The other two finalists similarly represent outstanding contributions to the study of people at work, combing strong theory and rigorous empirical methodology to examine questions of practical importance. They include, in alphabetical order by first author:

Best Article Finalist
Narcissism and Leadership: A Meta-analytic Review of Linear and Nonlinear Relationships

Emily Grijalva (University of Illinois at Urbana-Champaign), Peter D. Harms (University of Nebraska-Lincoln), Daniel A. Newman (University of Illinois at Urbana-Champaign), Blaine H. Gaddis (Hogan Assessment Systems), and R. Chris Fraley (University of Illinois at Urbana-Champaign)

Best Article Finalist
Honest and deceptive impression management in the employment interview: Can it be detected and how does it impact evaluations?

Nicolas Roulin (University of Manitoba), Adrian Bangerter (University of Neuchatel), and Julia Levashina (Kent State University)

The Personnel Psychology editorial team extends our congratulations to the 2015 Best Article Award winners and finalists!

Best Reviewer Awards for 2017

The Best Reviewer Award recognizes two individuals who completed high quality reviews in a timely manner, while taking on a large number of review requests over the past two years. The winners of these awards are chosen by the editor and four associate editors. The winners for 2017 are (listed in alphabetical order):

Best Reviewer
Traci Sitzmann, University of Colorado Denver
Zhen Zhang, Arizona State University

The editorial team expresses our sincere gratitude for their extraordinary contributions to Personnel Psychology!