Personnel Psychology – Recruitment Internal Journal Guide for Researchers

Why Researchers Choose Personnel Psychology for High-Impact Publications

Personnel Psychology stands as a cornerstone in the field of industrial and organizational psychology, particularly for studies on recruitment and internal talent management. Established in 1948, this Wiley-published journal has built a reputation for disseminating rigorous, evidence-based research that bridges theory and practice in human resource management. With a focus on personnel selection, training, performance appraisal, and organizational behavior, it attracts scholars seeking to influence both academia and industry. The journal's commitment to empirical studies ensures that articles contribute meaningfully to understanding how organizations can optimize their workforce through scientific insights.

Researchers value Personnel Psychology for its high standards and global reach. Its impact factor of 9.7 (2022 Clarivate JCR) reflects the caliber of work published, making it a prime venue for advancing knowledge in recruitment strategies and employee development. Whether exploring predictive validity of selection tools or the dynamics of internal mobility, the journal provides a platform where innovative methodologies meet real-world applications. This prestige is evident in its consistent ranking among top psychology journals, drawing submissions from leading institutions worldwide.

The editorial process emphasizes clarity, replicability, and practical implications, fostering articles that resonate with HR professionals and policymakers. For those in recruitment internal domains, Personnel Psychology offers unparalleled visibility, with articles often cited in consulting reports and corporate training programs. As the field evolves with remote work and diversity initiatives, the journal adapts by prioritizing timely topics like AI in hiring and inclusive talent pipelines.

To elevate your research profile, consider submitting to Personnel Psychology. Explore opportunities in higher education by checking psychology jobs or business jobs to connect with potential collaborators.

Overview & History

Personnel Psychology was founded in 1948 by the Personnel Psychology Foundation, initially focusing on applied psychology in organizational settings. Over decades, it has evolved into a flagship publication for industrial-organizational (I-O) psychology, emphasizing recruitment, selection, and personnel management. Published quarterly by Wiley, it maintains a tradition of peer-reviewed scholarship that informs HR practices globally. Key milestones include its early adoption of psychometric advancements and recent expansions into cross-cultural recruitment studies. Today, it serves as an essential resource for academics and practitioners navigating the complexities of talent acquisition and retention.

Scope and Disciplines Covered

Personnel Psychology covers a broad spectrum within I-O psychology, with a strong emphasis on recruitment and internal HR processes. Topics include employee selection methods, validity of assessment tools, training effectiveness, and organizational climate. It welcomes quantitative and qualitative research that advances theory while offering actionable insights.

Key Journal Metrics

Indexing and Abstracting

Personnel Psychology is indexed in major databases, ensuring wide accessibility. It appears in Web of Science, Scopus, PsycINFO, and ABI/INFORM, facilitating high citation rates. This coverage supports researchers in tracking influences across psychology, business, and management fields. For open access options, check Sherpa/RoMEO for self-archiving policies.

Publication Model and Fees

The journal operates on a hybrid model, offering both subscription and open access options. Article Processing Charges (APCs) for gold open access are $3,600, with waivers available for corresponding authors from low-income countries. No fees for traditional subscription publication. All articles undergo double-anonymized peer review, promoting fairness and quality.

Submission Process and Guidelines

Submissions are handled via ScholarOne Manuscripts on the Wiley platform. Authors must adhere to APA style, with manuscripts limited to 8,000 words. Prepare a structured abstract, keywords, and ensure ethical compliance (e.g., IRB approval). The process includes initial screening, peer review, and revisions, typically spanning 3-6 months. Detailed guidelines are available on the official site.

Editorial Board Highlights

The editorial team comprises distinguished scholars in I-O psychology. Editor-in-Chief Zhen Zhang (University of Minnesota) leads with expertise in leadership and teams. Associate Editors include Ann Marie Ryan (Michigan State University) for selection methods and Paul Sackett (University of Minnesota) for psychometrics. This diverse board ensures comprehensive coverage of recruitment and personnel topics.

Why Publish in Personnel Psychology?

Publishing here amplifies your work's impact through Wiley's global distribution and high visibility. With a strong emphasis on recruitment internal research, it connects scholars to industry leaders. Benefits include rapid dissemination, networking opportunities, and enhanced career prospects. Articles often influence HR policies, making your contributions practically significant.

Comparison with Similar Journals

Researcher Tips for Successful Submission

To succeed, align your manuscript with the journal's emphasis on empirical rigor and practical relevance. Use advanced statistics, clear implications for recruitment, and address reviewer concerns thoroughly. Collaborate with diverse co-authors and leverage Rate My Professor for mentorship insights. Track deadlines via the academic calendar. For job opportunities post-publication, visit psychology jobs.