March 2026 IOP Issue Now Available

The latest issue of Industrial and Organizational Psychology (IOP) is now available. Volume 19 Issue 1 March 2026 includes two focal articles, one with six commentaries and the other with 13.

The first focal, Developmental reviewing: Is it really good for science?, by Tammy D. Allen, Kimberly A. French, Derek R. Avery, Eden B. King, and Brenton M. Wiernik, critiques the developmental approach to peer review and contrasts it with the constructive approach, which focuses on improvement of the research.

This focal is followed by six commentaries:

• Is the problem developmental review, or the development of peer review? by William G. Obenauer and Yannick Griep
• The case for integrated reviewing and reviewer conflict of interest management by In-Sue Oh
• Where is my theoretical framework? When developmental reviewing turns into theorizing after results are known (TARKing) by Mona Weiss, Wiebke Doden, Mirko Antino, Jan B. Schmutz, and Dana Unger
• The peril of requesting additional studies by Greg L. Stewart
• ReviewGPT: Reducing subjectivity in the review process using AI by Melissa Robertson and Thamengie Richard
• Developing reviewer competence across the career span by Meghan K. Davenport, Natalie Wilde, Emily S. Redler, and Cydnei Meredith

Focal 2, Human me-sources or human we-sources? Exploring the capacity for human resource practices to stimulate or suppress leader narcissism, by Tyree D. Mitchell, S. Alexander Haslam, Vanessa Burke, and Niklas K. Steffens, calls on organizational scholars and practitioners to consider more carefully how HR practices—often designed with the goal of cultivating leadership potential—may unintentionally reinforce leader narcissism.

The 13 commentaries are:

• Narcissism is not one thing: Designing HR practices to channel admiration, not rivalry by P. D. Harms and Tyler N.A. Fezzey
• Leader narcissism and HR practices: Considering nonlinearity, narcissism’s facets, and gender by Leo Alexander III, Daniel A. Newman, and Emily Grijalva
• Should HR redesign practices to suppress narcissism or develop humility instead? By Meagan E. Brock Baskin, Jennifer G. Manegold, and Ashley M. Mandeville
• Leveling up: A multilevel view of leader narcissism and HR practices by Daniel S. Whitman and Suzette Caleo
• Oops “we” did it again: Analyzing how HR practice can go beyond leader narcissism by stimulating or suppressing collective narcissism in teams by Janet C. Okoroji
• Including followers in the leadership “equation” may help limit leader narcissism by Ronald E. Riggio and Toby P. Newstead
• Empowered followers: An antidote to leader narcissism by Iris Khan
• Proactive development of ethical leader identity by Chia-hao Hsu and Bradley Brummel
• The heavy crown, shared throne: How coleadership tempers ego and sustains leader well-being by Sam Hunter, Ares Boira-Lopez, and Alexis d’Amato
• Confidence is good: Will reducing narcissism increase leader impostorism? by Satoris S. Howes
• Feedback of flattery: How AI may worsen narcissism in leadership training by Cody B. Cox and Aaron J. Tay
• Higher education, lower ego: Reframing the classroom mindset to minimize leader narcissism by Julie V. Dinh, Christina N. Lacerenza, Jennifer M. Miles, and Matthew P. Crayne
• Reinventing the “we”? Collectivistic leadership and human resource practices by Hannes Zacher

Access this new issue as well as all back issues by going to the IOP Journal page and logging in at the top right. Once you are logged in, click on “Read IOP Journal.”