Annotated bibliographies in APA are formatted a lot like a reference page, except there are paragraphs (the annotation) placed below the reference that you would write. Check out the example below.
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"An annotated bibliography is a list of citations to books, articles, and documents. Each citation is followed by a brief (usually about 150 words) descriptive and evaluative paragraph, the annotation. The purpose of the annotation is to inform the reader of the relevance, accuracy, and quality of the sources cited" (Engle, n.d.). APA defines an annotated bibliography as, "a type of student paper in which reference list entries are followed by short descriptions of the work called annotations. Annotated bibliographies can also constitute one element of a research paper in fields that require bibliographies rather than reference lists." The APA Publication Manual further notes that, "it is not necessary to cite the work being annotated in the annotation because the origin of the information is clear through context. However, do include in-text citations (see Chapter 8) if you refer to multiple works within an annotation to clarify the source" (APA, 2020, p.307).
This page describes what an annotated bibliography is and how to write one. There are also examples of annotations.
This guide from the Cornell University Library explains how to summarize, evaluate, and cite the sources for your annotated bibliography.
This handout walks you through the steps to writing an annotated bibliography for NURS 334.Example from APA Publication Manual, p.308
Workplace Stress: Annotated Bibliography
Barber, L. K., Grawitch, M. J., & Maloney, P. W. (2016). Work-life balance: Contemporary perspectives. In M. J. Grawitch & D. W. Ballard (Eds.), The psychologically healthy workplace: Building a win-win environment for organizations and employees (pp. 111-113). American Psychological Association. https://doi.org/10.1037/14731-006
This book chapter provides an overview of the psychosociological concept of work-life balance. The authors discuss findings from studies showing harmful effects of work-life conflict on psychological and behavioral health as well as beneficial effects of work-life facilitation, wherein one role makes a positive contribution to the other. The chapter concludes with a description of work-life balance initiatives that organizations have adopted to help employees manage their dual work and nonwork obligations and some of the key factors influencing their effectiveness.
Carlson, D. S., Thompson, M. J., & Kacmar, K. M. (2019). Double crossed: The spillover and crossover effects of work demands on work outcomes through the family. Journal of Applied Psychology, 104(2). 214-228. https://doi.org/10.1037/apl0000348
Carlson et al. (2019) conducted an empirical study to examine the multiple paths through which work and family variables can affect work outcomes. Whereas Barber et al. (2016) explored how work obligations can increase stress or enhance fulfillment at home, Carlson et al. viewed work demands as raising family stress, with potential negative consequences on work performance. Results supported a model in which direct effects of work demands and spillover effects of work demands to work-to-family conflict led to lower job satisfaction and affective commitment, as well as crossover effects of work-to-family conflict, spousal stress transmission, and later family-to-work conflict on organizational citizenship and absenteeism. Overall, the study demonstrated a link from work demands to work outcomes when considering the family, but those paths differed depending on whether attitudinal or behavioral work outcomes were examined.
American Psychological Association. (2020). Publication manual of the American Psychological Association. (7th ed.).
