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.

An ICR prospectus can be submitted anytime via the Journal of Applied Psychology submission portal. A prospectus will be evaluated by the editorial team. Following review, the action editor will decide whether to invite a full submission, which will need to be responsive to issues raised during the initial prospectus review. Full papers should be submitted within 6 months of the invitation. The action editor and reviewers involved at inception will constitute the review team for full papers.

The prospectus should consist of: title and abstract (indicate Integrative Conceptual Review Prospectus at the top line of this page), with a transparency and openness statement as an author note on the title page that the TOP guidelines are not applicable to ICR proposals; summary (10 pages maximum, double spaced) that describes the contribution, structure, and coverage of the proposed paper; selected references (2 pages maximum); and tables or figures (2 pages maximum). The prospectus should provide a concise summary of the proposed paper that is sufficiently detailed to allow evaluation and should be prepared for blind review.

Evaluation criteria include: Relevance of the topic (topics should be meaningful and important); Coverage of the synthesis and review (reviews that are broadly integrative vs. narrow are more useful); Theoretical contribution (conceptual advances for building and extending theory are critical); and Research extension and novelty (the paper should clearly outline new lines of inquiry).

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

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

We are honored to have Professor Russell Cropanzano serve as Honorary Guest Editor for this special issue. Professor Cropanzano is one of the original authors of Affective Events Theory (AET) and a leading figure in the study of emotions, justice, and well-being at work. His involvement in this special issue represents a unique opportunity to both honor the theory's intellectual origins and advance its development in light of contemporary work contexts. The participation of Professor Cropanzano underscores the special issue's commitment to theoretical rigor, historical continuity, and forward-looking innovation in affective science.

This special issue seeks to articulate the next generation of Affective Events Theory (AET, Weiss and Cropanzano, 1996) by revisiting its core propositions and extending them to the realities of contemporary work—characterized by knowledge intensity, datafication, digital interdependence, and AI-mediated experiences. Thirty years after its formulation, AET is uniquely positioned to explain how employees interpret, experience, and act upon the constant flow of affective micro-events that define modern work.

The AET highlights how discrete affective events at work generate emotional reactions that mediate the relationship between the work environment and employee attitudes and behaviors (Weiss & Beal, 2005). This approach enables a more refined understanding of a wide range of attitudinal and behavioral outcomes by incorporating the fluctuating and context-dependent nature of affective experiences within organizational settings, a consideration increasingly critical in today's evolving work environments. Research on AET has evolved significantly over the past three decades to reflect the changing contexts and eras in which it has been applied.

Initially formulated in the mid-1990s, AET focused on understanding how discrete workplace events evoke emotional reactions that influence job satisfaction and behavior, emphasizing stable job characteristics and global attitudes prevalent at the time. As organizational environments transformed with technological advances, globalization, and shifts toward knowledge-intensive work, AET research expanded to incorporate these new realities. Contemporary studies have extended the theory to digital, hybrid, and AI-augmented work contexts, recognizing novel affective triggers such as virtual collaboration, human–animal interactions or algorithmic feedback, among others. Methodological advancements, including intensive longitudinal studies and multimodal emotion sensing, have allowed dynamic and multilevel modeling of affective experiences over time and across organizational levels. Furthermore, research has increasingly integrated cross-cultural and individual differences and has linked AET with adjacent theories like emotional contagion and job crafting to capture the complex interplay of affect, cognition, and behavior in modern organizations. This evolution underscores AET's adaptability and continued relevance in explaining affective processes across distinct eras of work. These developments reflect the evolving nature of affective experiences in contemporary organizational settings and underscore the need to revisit and expand AET to better capture the complexities of affect in knowledge-driven, digitally interconnected workplaces.

We encourage scholars to engage boldly with AET—to challenge its assumptions, extend its mechanisms, and situate affective events within the complex socio-technical landscapes that define contemporary work. Submissions should offer novel theoretical insights, robust methodologies, and clear implications for both theory and practice. Interdisciplinary approaches and international perspectives are highly encouraged to reflect the diverse and evolving nature of contemporary work environments.

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