Greetings from the New Editor: Directions for Group & Organization Management

Abstract

In the April of 2022, I got the news – I had been appointed Editor-in-Chief of Group & Organization Management (GOM), together with a new Editorial Team. I was honored and humbled by this wonderful news. With this came further good news: Thomas Zagenczyk, the outgoing Editor-in-Chief, left me a healthy line of manuscripts (close to 100) which were in different stages of the submission system. Moreover, in my short time as incoming Editor-inChief, manuscripts continued to pour in, just north of 100 in just under five months. This continues stream of submissions manifests a strong confidence in GOM and the rigorousness we strive and stand for. So, no time for contemplation, it was hammer time! But before I delve into the future directions for GOM, let’s take a stroll down memory lane, shall we? As a junior academic, working on psychological contracts and negative workplace behaviors, I got intrigued by the stellar quantitative, qualitative, and conceptual work published in GOM on these topics—by leading scholars in the field whom I admired (and still do, in case you are wondering)—such as the work by Sherman and Morley (2015) on the formation of the psychological contract using a schema theory perspective; Cropanzano and colleagues’ (2002) work on Social Exchange Theory and justice principles; O’Boyle and colleagues’ (2011) work on bad apples or bad barrels in relation to groupand organizational-level effects of counterproductive work behavior; or Laulié and Tekleab (2016) multi-level theory of psychological contract fulfillment. Through reading these papers, through publishing (and getting rejected) my own research in the journal (Griep, Germeys, & Kraak, 2021), and through being a reviewer, editorial board member, and Senior Associate Editor on Tom Zagenczyk’s team, I came to identify quite strongly with GOM and noticed that our community of GOMmers (that is right, it is