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Revue Internationale de Psychosociologie et de Gestion des Comportements Organisationnels (RIPCO)
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The fifth RIPCO research day, focused on "well-being/malaise at work," brought together 93 participants and featured 35 presentations from 63 international contributors at the ICN campus in Paris-La Défense on June 6, 2024, and the editorial committee is considering transforming this annual event into a two-day academic congress. SUBMIT
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The “Revue Internationale de Psychosociologie et de gestion des Comportements Organisationnels” (RIPCO), International Journal of Psychosociology and Management of Organizational Behaviors, was created in 1994 by Gilles Amado and Eugène Enriquez who were appointed the firsts Editors-in-Chief, and by Serge Kebabtchieff, CEO of Eska Editions. It used to be called “Revue Internationale de Psychosociologie”, International Journal of Psychosociology.

RIPCO is the first French academic journal dedicated to the fields of psychosociology and organizational behavior. Since its creation, it has published more than 1100 articles. In 2008, it won the ADVANCIA CCIP Award (Paris). The journal is currently referenced in the following academic rankings: HARZING (since 2010), FNEGE (since 2011), AERES (2012), and confirmed by HCERES (2015) and CNRS (2019). RIPCO is also referenced in the following databases: CAIRN, CAIRN International, Google Scholar, ProQuest Social Science Database, ProQuest Sociology Database, and ProQuest Social Science Premium Collection.

In 2005, a new editorial team oriented the journal primarily on organizational behavior, to include the study of behaviors relating to the individual, the dyad and the group. In this respect, in 2011, the name of the journal was changed to Revue Internationale de Psychosociologie et de gestion des Comportements Organisationnels (International Journal of Psychosociology and Management of Organizational Behaviors).

Since 2019, the new editorial team has made major changes to enhance the journal’s scientific quality, internationalize it and make all operating procedures fully transparent. From the outset, the editorial team’s work of the has been guided by the observations made by Section 37 of the CNRS during its evaluations. It was recommended to make the submission process more open, to ensure greater rigor and transparency in the evaluation of submitted articles, to reduce thematic issues and to establish clear ethical rules. In keeping with these recommendations, the team has succeeded in modernizing RIPCO and turning it into an academic journal of high scientific quality, open, fully transparent and with a strong international outlook.

 
 
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Calls for contributions
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). ...
 
 
   
 
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