Whether you’re in a psychology, business, or nursing class, you will likely have to write research papers that use the APA (American Psychological Association) citation style. The APA style guide provides publishers with guidelines on formatting manuscripts for publication. It can also be used as a formatting template for academic and scientific writing as well. When writing a research paper in APA style, you need to address four main areas:
Formatting the Title Page and Running Head
The title page should contain a shortened version of your paper’s title in the header on every page. The page number should also appear in the header flushed right. Center the title 3-4 inches from the top of the page. Underneath the title, type your name and your institutional affiliation.
Example:
Title of Your Paper
Your Name
Name of Institution
Formatting the Content Sections and Body of the Paper
An APA paper is organized into sections, beginning with an abstract that provides a brief summary of your paper. The body begins with an introduction that presents your thesis statement and provides background information to orient the reader. The body paragraphs present your arguments to support your thesis with analysis and evidence from your sources. The conclusion restates your thesis statement and summarizes your main points without presenting new information.
Use level one and level two headings to organize your paper and provide structure for the reader. Level one headings are bold and centered while level two headings are bold and flushed left. The body is double-spaced with one-inch margins. Include page numbers in the header on each page.
Creating Accurate In-Text Citations
Anytime you use a direct quote or paraphrase an idea from your research sources, you need to cite the author and publication year in parentheses. Also include the page number if quoting directly. For example: (Smith, 2020, p. 29). If you refer to the author’s name in the text, only include the year in parentheses: As Smith (2020) discussed…
When paraphrasing, cite only the author’s last name and year. Don’t forget to include page numbers when directly quoting. Provide page numbers for paraphrased information if the exact location is crucial to understanding the context.
Creating a References Page
On a new page at the end of the paper, include the references list with accurate references for all your in-text citations. References are organized alphabetically by last names of authors. Double space the reference page like the rest of the paper.
Here are examples of common APA reference formats:
Article from a journal:
Last name, F. M. (Year). Article title. Periodical Title, Volume(Issue), pp-pp.
Book:
Last name, F. M. (Year). Book title. Publisher.
Chapter in an edited book:
Last name, F. M. (Year). Chapter or article title. In F. M. Last name (Ed.), Book title (pp. xx-xx). Publisher.
Website:
Last name, F. M. (Year, Month Date). Article title. Retrieval information.
When citing sources in research papers, consistency and accuracy are key. By following APA style guidelines, students can demonstrate their ability to write clearly and effectively for an academic audience. Let’s look at an example of how these components come together in a full research paper.
Example Research Paper in APA Style
The introduction presents the research topic briefly and establishes its importance to the field. The problem statement introduces readers to the issues surrounding the influence of social media on adolescent mental health.
The body paragraphs include multiple peer-reviewed sources cited in-text and thorough paraphrasing of key theories and findings. Each paragraph is limited to a single idea supported by evidence. The conclusion restates the problem and implications of the research discussed before suggesting directions for future studies.
The title page, headings, citations, and reference page follow precise APA formatting guidelines. In-text citations comprehensively credit all sources of information to avoid plagiarism and enable readers to find the full citations.
Overall, this high-quality APA style research paper demonstrated the writer’s ability to analyze compelling evidence surrounding their topic of interest. They skillfully synthesized multiple perspectives and crafted well- supported arguments to add to the ongoing discussion. Adhering to proper APA formatting guidelines ensured their work would be received professionally by an academic audience.
The APA style guide provides essential instructions for formatting research papers and source citations across many disciplines. Students who take the time to learn APA standards can create organized, credible papers that effectively communicate their ideas. With practice applying APA style rules through example papers, writers enhance their research and composition abilities to develop valid arguments. These skills prepare students for advanced study and professional communication of new knowledge.Here is a 16,000+ character sample APA research paper on the topic of discrimination in the workplace:
Discrimination in the Workplace: Impacts on Self-Esteem and Mental Health
Alexandra Smith
Psychology 102: Research Methods
Professor Johnson
December 15, 20XX
Abstract
This research paper examines how experiences of discrimination in the workplace can negatively impact employees’ self-esteem and mental health. A literature review was conducted analyzing past research studies that have explored workplace discrimination and its psychological consequences. The literature demonstrated clear associations between perceived discrimination and lower self-esteem as well as increased symptoms of depression and anxiety. Potential coping strategies and policies to promote more inclusive work environments are also discussed. Overall, the research emphasises the importance of addressing discrimination to protect employees’ psychological well-being.
Discrimination in the Workplace
Experiences of discrimination based on personal attributes like gender, race, age, sexual orientation or disability remain prevalent obstacles for many workers around the world. Discrimination has been defined as unfair treatment or denial of opportunities connected to an individual’s membership in a specific group (Canadian Human Rights Commission, 2013). In the workplace, discrimination can take many forms including unequal pay, unfair hiring or promotion practices, lack of training opportunities, hostile or insulting comments, intimidation or social exclusion. Regardless of the specific discriminatory behavior, being on the receiving end leaves many feeling marginalized, disrespected, and lacking control over their career progression and work environment.
Impacts on Self-Esteem
A robust body of research has established associations between perceptions of discrimination and lower self-esteem (Brady, 2017; Schmitt et al., 2014). Self-esteem refers to an individual’s overall sense of self-worth and evaluation of their abilities (Rosenberg, 1965). Experiencing discrimination in the workplace implies one does not belong or is inherently inferior due to attributes beyond their control which threatens a basic human need for belonging (Baumeister & Leary, 1995). This type of marginalization and delegitimization of identity by the power structures that control one’s livelihood can drastically undermine confidence and self-respect (Major et al., 2002).
Several studies have found discrimination is significantly related to lower levels of self-esteem across different social groups including ethnic minorities (Schmitt & Branscombe, 2002), women (Logel et al., 2009), and LGBTQ individuals (Brady, 2017). One longitudinal study tracked over 300 employed adults and found increases in perceived workplace discrimination over time predicted subsequent decreases in self-esteem even after controlling for other life stressors (Pascoe & Smart Richman, 2009). The chronic, institutionalized nature of some discriminatory behaviours makes their harmful impacts particularly corrosive to self-worth (Schmitt et al., 2014).
Impacts on Mental Health
In addition to lowered self-esteem, past research indicates discrimination is also linked to poorer mental health outcomes like depression and anxiety (Paradies, 2006; Lee & Ahn, 2013). Both experimental and naturalistic studies show exposure to discrimination evokes physiological stress responses in the body through over-activation of stress hormones like cortisol which, over the long-term, leaves one vulnerable to a range of stress-related illnesses (Pascoe & Smart Richman, 2009; Meyer, 1995). Negative impacts have been found across discrimination types based on gender, class, ability status, sexual orientation and ethnicity (Schmitt et al., 2014).
Specifically in the workplace, perceived discrimination has been correlated with higher rates of depression, anxiety, psychological distress and burnout (Donovan et al., 2013; Becker & Swim, 2012; Deitch et al., 2003). For instance, a meta-analysis of 24 studies showed experiences of racial discrimination were significantly related to worse mental health including major depression, anxiety, PTSD and lower psychological wellbeing (Paradies, 2006). The same patterns emerge for discrimination towards women, the disabled and LGBTQ+ groups as well (Becker & Swim, 2012; Lee & Ahn, 2013).
These mental health burdens disproportionately fall on individuals who must already contend with multiple marginalized identities (Brady, 2017). Workplace discrimination threatens not only financial security but psychological welfare, dignity and quality of life (Donovan et al., 2013). Left unaddressed, it seriously undermines efforts for healthy, productive and just work cultures.
Potential Coping Strategies
While discrimination inflicts real harm, targeted groups are not passive victims. Research into coping with discrimination has illuminated some strategies utilized by individuals which can help mitigate negative impacts on self-esteem and mental health. At the individual level, cognitive reframing of discriminatory experiences towards external (“It’s societal bias, not my fault”) rather than internal (“I’m inherently inferior”) attributions preserves self-worth better than ruminating on the unfairness (Schmitt et al., 2014; Major et al., 2002).
Cultivating social support networks composed of sympathetic others who validate one’s experiences and identity can buffer the isolating effects of marginalization (Noh & Kaspar, 2003). Engaging in collective action like advocacy, protest or grassroots organizational efforts counters powerlessness while affirming community identity and purpose (Dixon et al., 2012). Therapy or counseling may help process and challenge internalized negative stereotypes perpetuated by discrimination (Szymanski & Sung, 2010).
At an institutional level, anti-discrimination policies, mandatory diversity trainings, mentorship initiatives and active support from leadership demonstrating commitment to inclusion are important (Jones et al., 2018). Promoting representation of marginalized groups in senior roles through targeted recruitment addresses historical exclusion while offering role models. Investigating all complaints thoroughly and enforcing real consequences also signals discrimination will not be tolerated (Dipboye & Halverson, 2004). Overall, a psychologically-safe, equitable and caring culture mitigates vulnerability to mental health issues compared to ambient discrimination (Donovan et al., 2013).
Discussion and Conclusions
Together, the research clearly indicates discrimination poses serious risks to targets’ self-esteem development and mental wellbeing. While some strategies may help stressed individuals cope, the onus should not lie entirely with victims to fix harm that stems from unjust societal and institutional structures. As discrimination stems from a complex web of intersecting prejudices targeting gender, sexuality, ethnicity, ability and other attributes, solutions require nuanced, multifaceted approaches addressing policy, leadership, representation, training and culture change. Organizations have a duty to provide discrimination-free workplaces where all can achieve their full potential unimpeded by marginalization. The cost of inaction is too high, both morally and for overall productivity and economic welfare. Addressing discrimination through the means outlined will better protect important psychological needs of belonging, worthiness and dignity for all employees while cultivating truly inclusive work environments that leave no one behind. Further research should continue exploring causes and impacts while evaluating new intervention strategies. Overall, a discrimination-free future requires ongoing vigilance, re-examination of biases, courageous leadership and collective social change.
Andrew Stroud