Sanjay Kumar Singh, University of Dundee

Sateesh V. Shet, Northumbria University

Dorothea Roumpi, The Pennsylvania State University

Aizhan Tursunbayeva, University of Naples Parthenope

Sachiko Yamao, Keio University

Digital natives, who have grown up immersed in technology, bring distinct cognitive styles and behavioral tendencies to the workplace that challenge traditional organizational assumptions. Their integration into the workforce requires new psychological understanding of how they experience motivation, construct identity, manage stress, and interact with others in technology-saturated environments. The special issue addresses how digital natives' expectations for flexibility, continuous feedback, and purpose-driven work reshape fundamental aspects of organizational life across individual, team, and organizational levels.

Appel publié par Applied Psychology. Lire l'appel complet sur le site de l'éditeur. Fiche de l'appel sur kerostig.

Potential topics

• Psychological mechanisms of digital natives as change agents in organizations
• Digital natives' engagement and motivation in tech-enabled work environments
• Real-time feedback mechanisms and their impact on intrinsic motivation and competence
• Gamified work systems and their effects on goal setting and job satisfaction
• Workplace culture, inclusion, and leadership preferences for digital natives
• Psychological safety and inclusion in digital contexts
• Leadership styles preferred by digital natives and follower outcomes
• Work flexibility, learning preferences, and work-life integration in remote and hybrid settings
• Microlearning and gamified learning preferences among digital natives
• Algorithmic management and psychological well-being
• Algorithmic monitoring, data-driven performance evaluation, and psychological safety
• Surveillance stress and identity coherence in digitally mediated workplaces
• Team dynamics and communication in digitally mediated contexts
• Trust formation and psychological safety in virtual teams
• Non-human actors and team psychological dynamics
• Distributed cognition in digitally native teams

Timeline

• November 30, 2027: Submission deadline

Tara S. Behrend, Michigan State University

Michael T. Braun, DePaul University

Nick Turner, University of Calgary

Chia-Huei Wu, King's College London

This special issue seeks empirical research demonstrating how evidence from industrial-organizational psychology translates into actionable improvements for individuals, organizations, and society. Submissions must provide clear pathways showing how findings inform decisions, policies, or interventions that stakeholders can implement, rather than simply identifying important workplace phenomena.

The issue prioritizes use-inspired research emerging from organizational challenges or practitioner collaborations, employing rigorous methods and articulating tangible impacts. Manuscripts should be contextualized within specific occupations or sectors, include applied deliverables such as implementation frameworks, and demonstrate broader societal contributions such as improvements in wellbeing, equity, or workforce development.

Submissions must articulate the problem addressed, research-based solution, and observed outcomes from implementation. Conceptual papers, reviews, and meta-analyses are unsuitable. Well-executed field-based work that meets the translational aims is welcome.

Appel publié par Personnel Psychology. Voir l'appel sur le site de l'éditeur. Fiche de l'appel sur kerostig.

Potential topics

• Culture and Behavior Change
• Employee Well-Being and Societal Outcomes
• Resilience and Recovery at Work
• Psychological Recovery and Sustainable Performance
• Work and Non-Work Integration
• Evaluation of Advanced Testing Technologies
• Algorithmic Decision-Making in HR
• Human-Automation Teaming
• AI and Work
• Economic and Employment Transitions
• Sustainable Work and Environmental Psychology

Timeline

• October 1, 2026: Submission window opens
• October 31, 2026: Submission deadline (8:00 p.m. U.S. Eastern Time)

Louis Tay, Purdue University

Sarah Bankins, Macquarie University

Markus Langer, University of Freiburg

This special issue examines how generative AI is reshaping the subjective experience of work across individuals, teams, and organizations. Rather than focusing on technical capabilities, it centers on what it feels like to work with AI systems like ChatGPT and Claude—how these tools influence engagement, relationships, identity, and organizational norms as adoption rapidly increases among knowledge workers worldwide.

The issue seeks empirically rigorous, theory-grounded research that closely observes generative AI in actual workplace settings. Priority is given to field research within organizations, implementation studies tracking deployment experiences, longitudinal designs, and rigorous qualitative research. Vignette studies, cross-sectional surveys of convenience samples, and conceptual papers without data are out of scope.

Submissions should articulate theoretical mechanisms for how generative AI changes work experiences, provide evidence credible for practitioners, and explicitly discuss practical impact for employees, managers, HR leaders, and policymakers.

Appel publié par Personnel Psychology. Voir l'appel sur le site de l'éditeur. Fiche de l'appel sur kerostig.

Potential topics

• Experience of work: Cognitive offloading and changes in effort, flow, and engagement; experiences of autonomy, competence, and ownership over AI-generated or AI-assisted output; changes to the meaning of work; skill development versus skill atrophy; work intensification versus work-life balance; changing nature of expertise; calibration of trust and over- or under-reliance; professional identity as roles shift
• Workplace relationships: Generative AI as a team member and its impact on social and working dynamics; emerging disclosure norms; trust, attribution, and competence judgments when AI is involved; migration of help-seeking and sensemaking from colleagues to AI tools; effects on collaboration, collegiality, reciprocity, informal mentorship, and organizational cohesion
• Training and development: Use and experience of AI as a trainer, coach, and mentor; development and declines in knowledge, skills, and abilities with AI use; lasting effects of AI-based training; comparisons of human trainers versus AI trainers; design of AI-based training and transfer to job performance
• Leadership: Leaders' use of generative AI for communication and the authenticity dilemma of machine-mediated empathy, vision, and feedback; leader decision processes with AI input; generative AI systems operating autonomously or in hybrid arrangements; what it feels like to be managed by generative AI
• Organizational culture: Emergent norms of acceptable generative AI use; psychological safety around disclosing versus concealing use; experience of monitoring and surveillance of workers' AI use or non-use; equity and felt divide between users and non-users; implications for inclusive workplaces

Timeline

• August 1, 2027: Submission window opens
• August 27, 2027: Submission deadline
• August 31, 2027: Submission window closes

The Journal of Applied Psychology editorial team invites prospectus submissions that describe a proposed integrative conceptual review (ICR) manuscript on topic areas relevant to human resource management, industrial and organizational psychology, and organizational behavior.

An ICR article should be designed to synthesize relevant literature, identify significant knowledge gaps, highlight potential synergies between disconnected lines of research, extend theoretical development, and propose new directions for research.

Examples of the type of papers that are of interest include articles published in the Annual Review of Psychology, Psychological Science in the Public Interest, the Journal of Management review issue, the Academy of Management Annals, and top-tier handbooks.

Appel publié par Journal of Applied Psychology. Lire l'appel complet sur le site de l'éditeur. Fiche de l'appel sur kerostig.

Potential topics

• Human resource management
• Industrial and organizational psychology
• Organizational behavior
• Literature synthesis and knowledge gap identification
• Theoretical development and extension
• New research directions

Timeline

• Invalid DateTime: ICR prospectus submission deadline
• February 18, 2027: Full paper submission deadline

Muhammad Imran Rasheed, University of Surrey

Barbara Rita Barricelli, Università degli Studi di Brescia

Waseem Ul Hameed, Universiti Utara Malaysia

This special issue examines how artificial intelligence systems are transforming workplace interactions, employee behavior, and organizational dynamics. While prior research has focused on AI adoption and performance outcomes, this collection addresses the human-centered dimensions of AI at work, including how employees develop trust in intelligent systems, experience AI-mediated processes, adapt their behaviors, and navigate issues such as technostress, autonomy, and cognitive load.

The special issue prioritizes behavioral, cognitive, and psychological perspectives on human-AI interaction in organizational settings. It seeks contributions that explore employee experiences with intelligent technologies, design of user-centered AI systems, transparency mechanisms, and the creation of psychologically sustainable digital work environments. The collection welcomes empirical, theoretical, and design-oriented research across quantitative, qualitative, and mixed-method approaches.

Appel publié par Behaviour & Information Technology. Lire l'appel complet sur le site de l'éditeur. Fiche de l'appel sur kerostig.

Potential topics

• Employee interaction with AI-enabled systems
• Human reliance, overreliance, and resistance toward AI
• Behavioral adaptation to intelligent technologies
• Human-AI collaboration and hybrid decision-making
• Trust formation in intelligent systems
• Algorithmic transparency and explainable AI
• Employee perceptions of AI fairness and accountability
• Behavioral responses to opaque decision systems
• Technostress, digital exhaustion, and AI fatigue
• Cognitive overload and information processing under AI systems
• AI dependency and employee wellbeing
• Digital distraction and attention fragmentation
• AI-supported autonomy and employee empowerment
• Algorithmic management and behavioral control
• Digital surveillance and monitoring technologies
• Behavioral consequences of automated performance systems
• Ethical design of workplace AI systems
• Human-centered intelligent systems
• Responsible AI implementation in organizations
• Designing psychologically sustainable digital work environments
• AI-enabled learning systems and digital upskilling
• Employee agility and adaptability in AI-enabled workplaces
• Behavioral implications of reskilling and task transformation
• Human learning behavior in technology-mediated contexts
• AI-supported teamwork and collaboration
• Virtual collaboration and intelligent communication systems
• Social interaction patterns in AI-mediated environments
• Team trust and coordination under intelligent systems
• AI in healthcare, hospitality, education, finance, and public services
• Gig work, platform labor, and digital employment systems
• Cross-cultural and cross-national comparisons
• Remote and hybrid work environments
• User experience (UX) of workplace AI systems
• Human-centered design of intelligent workplace technologies
• Conversational AI and intelligent assistants at work
• Adaptive and personalized workplace interfaces
• AI usability and user acceptance in organizational settings
• Interaction design for human-AI collaboration
• Human oversight and human-in-the-loop systems
• Trust calibration in intelligent systems
• Employee engagement with AI-enabled technologies
• Interface design for responsible and ethical AI use
• User perceptions of agency, control, and autonomy in AI-mediated work environments

Timeline

• July 31, 2027: Manuscript deadline

Rita Rueff-Lopes, Esade, Universitat Ramon Llull

Russell Cropanzano, Leeds School of Business, University of Colorado

José Navarro, Universitat de Barcelona

Ana Junça-Silva, ISCTE—Lisbon University Institute

This special issue revisits Affective Events Theory three decades after its original formulation, examining how it applies to contemporary work environments characterized by digitalization, datafication, and AI-mediated interactions. The issue seeks to extend AET's core propositions to explain how employees experience and respond to affective micro-events in modern organizational contexts, incorporating theoretical advancements and methodological innovations developed over the past 30 years.

The special issue welcomes original empirical research, theoretical contributions, and review articles that advance AET's boundaries across diverse contexts. Contributions should engage with emerging themes such as digital and hybrid work, multilevel dynamics of emotions, knowledge-intensive work environments, cross-cultural perspectives, and novel methodological approaches including experience sampling and emotion sensing technologies. Scholars are encouraged to challenge AET's assumptions, extend its mechanisms, and explore how affective processes operate within complex socio-technical work landscapes.

Appel publié par European Journal of Work and Organizational Psychology. Voir l'appel sur le site de l'éditeur. Fiche de l'appel sur kerostig.

Potential topics

• Revisiting the structure and boundaries of AET in digital, hybrid, and AI-augmented work contexts
• Temporal, multilevel, and dynamic modeling of affective events in teams and organizations
• Affective events in knowledge-intensive work, professional services, and virtual collaboration
• Cross-cultural and individual differences in affective experience
• Methodological advances such as experience sampling, multimodal emotion sensing, and computational text or voice analysis
• Links between affective events and creativity, performance, well-being, and sustainability
• Integrations with adjacent theories including emotion regulation, relational energy, job crafting, and affective climate

Timeline

• May 31, 2026: Abstract submission deadline
• June 30, 2026: Decision on abstracts
• October 31, 2026: Full paper submission deadline
• January 31, 2027: Review Round 1 completed
• February 15, 2027: First decision communicated
• May 31, 2027: First revision due
• July 31, 2027: Review Round 2 completed
• September 15, 2027: Second decision communicated
• November 30, 2027: Second revision due
• December 31, 2027: Final decision communicated
• February 1, 2028: Publication of special issue