| Discipline name | Position | Best Scientists | Publications | D-Index |
|---|---|---|---|---|
| Psychology | 263 | 69 | 72 | 22 |
Personnel Psychology primarily focuses on research topics in Social psychology, Applied psychology, Job performance, Job satisfaction and Test (assessment). Personnel Psychology explores issues in Social psychology which can be linked to other research areas like Sample (statistics), Perception and Personnel selection. It holds forums on Personnel selection that merges themes from other disciplines such as Test validity and Selection (genetic algorithm).
The studies tackled, which mainly focus on Job performance, apply to Job analysis as well. The majority of Personality studies are focused on the issues of Big Five personality traits.
The published articles mainly deal with areas of study such as Social psychology, Job performance, Applied psychology, Job satisfaction and Personnel selection. The published articles feature Social psychology research that overlaps with concepts in Perception. While work presented in the journal articles provide substantial information on Applied psychology, it also covers topics in Test (assessment) and Cognition.
Personnel Psychology tackles a plethora of topics, such as Social psychology, Applied psychology, Group (mathematics), Perception and Personality. The Social psychology study featured in the journal draws parallels with the field of Dynamics (music). The research on Applied psychology tackled can also make contributions to studies in the areas of Autonomy, Help-seeking, Construct validity and Team effectiveness.
Topics in Perception were tackled in line with various other fields like Work systems and Pay for performance. Job performance, Well-being and Autocracy are some topics wherein Personality research discussed in Personnel Psychology have an impact. The journal facilitates discussions on Job performance that incorporate concepts from other fields like Vocational education, Tokenism, Multilevel model and Character (mathematics).
A key indicator for each journal is its effectiveness in reaching other researchers with the papers published at that venue.
The chart below presents the interquartile range (first quartile 25%, median 50% and third quartile 75%) of the number of citations of articles over time.
The top authors publishing in Personnel Psychology (based on the number of publications) are:
The overall trend for top authors publishing in this journal is outlined below. The chart shows the number of publications at each edition of the journal for top authors.
Only papers with recognized affiliations are considered
The top affiliations publishing in Personnel Psychology (based on the number of publications) are:
The overall trend for top affiliations publishing in this journal is outlined below. The chart shows the number of publications at each edition of the journal for top affiliations.
The publication chance index shows the ratio of articles published by the best research institutions in the journal edition to all articles published within that journal. The best research institutions were selected based on the largest number of articles published during all editions of the journal.
The chart below presents the percentage ratio of articles from top institutions (based on their ranking of total papers).Top affiliations were grouped by their rank into the following tiers: top 1-10, top 11-20, top 21-50, and top 51+. Only articles with a recognized affiliation are considered.
During the most recent 2021 edition, 3.51% of publications had an unrecognized affiliation. Out of the publications with recognized affiliations, 27.27% were posted by at least one author from the top 10 institutions publishing in the journal. Another 25.45% included authors affiliated with research institutions from the top 11-20 affiliations. Institutions from the 21-50 range included 16.36% of all publications and 30.91% were from other institutions.
A very common phenomenon observed among researchers publishing scientific articles is the intentional selection of journals they have already attended in the past. In particular, it is worth analyzing the case when the authors participate in the same journal from year to year.
The Returning Authors Index presented below illustrates the ratio of authors who participated in both a given as well as the previous edition of the journal in relation to all participants in a given year.
The graph below shows the Returning Institution Index, illustrating the ratio of institutions that participated in both a given and the previous edition of the conference in relation to all affiliations present in a given year.
Our experience to innovation index was created to show a cross-section of the experience level of authors publishing in a journal. The index includes the authors publishing at the last edition of a journal, grouped by total number of publications throughout their academic career (P) and the total number of citations of these publications ever received (C).
The group intervals were selected empirically to best show the diversity of the authors' experiences, their labels were selected as a convenience, not as judgment. The authors were divided into the following groups:
The chart below illustrates experience levels of first authors in cases of publications with multiple authors.
When conducting research in Personnel Psychology, maintaining ethical standards is an essential aspect. Ethical guidelines provide a roadmap for researchers and ensure the protection of research participants, the publication of trustworthy results, and the foremost achievement of scientific integrity.
For instance, researchers are tasked with obtaining informed consent from all participants involved in the studies. They must also treat these participants with respect and dignity, protecting their personal data and any information disclosed during the research. Furthermore, ethically, researchers should avoid any form of bias during participant selection and data analysis, thereby ensuring the results derived are unbiased and valid.
Researchers need to acknowledge the work of other research and give proper credit for any findings or facts used that were not derived from their analysis. Each study should be conducted with the highest level of transparency, and researchers should be open about any possible conflicts of interest.
In the realm of Personnel Psychology, high ethical standards define the distinction between an appropriate exploration of the human psyche in a professional setting and malpractice. For instance, researchers exploring topics such as job performance should be aware of the sensitive nature of data such as performance assessments and should handle this information with caution.
Aspiring researchers or practicing behaviour analysts may find it helpful to understand the educational and career requirements that emphasise ethical conduct and practice within the field. For instance, understanding how to become a bcba in north dakota may give a deep insight into the educational route involved in becoming a board certified behavior analyst, beyond the understanding of basic principles and concepts in Personnel Psychology.
Maribeth Kuenzi;David M. Mayer;Rebecca L. Greenbaum
(2020)Joel Koopman;Christopher C. Rosen;Allison S. Gabriel;Harshad Puranik
(2020)Ulrike Fasbender;Anne Burmeister;Mo Wang
(2020)Pok Man Tang;Kai Chi Yam;Joel Koopman;Remus Ilies
(2021)Natalia M. Lorinkova;Natalia M. Lorinkova;Kathryn M. Bartol
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