The contribution is open to all those who already know RIPCO and to all those newly discovering the journal to cooperate directly or indirectly to this new, reinvigorated stage in the journal’s development.
For this, we invite you to:
Make RIPCO's evolution and development known by sharing this announcement;
Submit your own manuscripts and encourage researchers in your networks to submit theirs;
Become a reviewer for the journal and suggest other experienced reviewers and;
Propose experienced researchers to develop special issues as guest editors.
Special Issue: Vol.XXXI, Num. CFP_SI_NORMS ( 2026)
Norms and organisationnal behaviour
Guest editors: Pierre-Antoine Sprimont et Arnaud Eve
Deadline : 31/12/2026
In a context where confusion between standards and legal regulations is common, it is essential to clarify that standards are voluntarily adopted management tools, co-constructed through consensus, designed to simplify organisational processes. Unlike laws, which are mandatory, standards offer flexibility in implementation. Some are obligatory, such as ISO 17021 for certifications, while others, like ISO 26000, provide non-certifiable guidelines. Recent research shows that the adoption of standards is influenced by cultural and organisational factors, with tensions sometimes arising, as seen in France's critical reception of ISO 45001. The proliferation of standards, referred to as "Tétranormalisation," also creates challenges by generating conflicts between different norms. This special i ...
Special Issue: Vol.XXXI, Num. CFP_SI_WELLBEING ( 2025)
Well-being / Ill-being at Work
Guest editors: Nathalie Bernard et Virginie MOISSON
Deadline : 31/12/2026
The study of well-being at work truly emerged at the turn of the 2000s when positive psychology encouraged the scientific community to study optimal human functioning (Seligman 1999) and when well-being at work measurement scales appeared (Abord de Chatillon and Richard 2015; Bietry and Creusier 2013; Dagenais-Desmarais 2010). Today, well-being at work has become a significant managerial and societal issue. As employee expectations have shifted towards finding more meaning in work (Commeiras et al. 2022), greater work-life balance, and more human-oriented management, companies are being pushed to reinvent themselves to remain attractive and to enhance their employer brand, without this becoming an implicit injunction to well-being at work (Genoud 2023; Le Garrec 2021). ...
