A5043583629- Job Satisfaction and Organizational Behavior
- Employer Branding and e-HRM
- Social and Intergroup Psychology
- Gender Diversity and Inequality
- Education, sociology, and vocational training
- Social Sciences and Governance
- Employment and Welfare Studies
- Ethics in Business and Education
- Cultural Differences and Values
- Emotional Labor in Professions
- Organizational Learning and Leadership
- Retirement, Disability, and Employment
- Occupational and Professional Licensing Regulation
- Management and Organizational Studies
- Social Policies and Family
- Emotional Intelligence and Performance
- Workplace Health and Well-being
- Customer Service Quality and Loyalty
- Social Representations and Identity
- Conflict Management and Negotiation
- Personality Traits and Psychology
- Medical Education and Admissions
- Community Health and Development
- Psychology of Social Influence
- Motivation and Self-Concept in Sports
Université Côte d'Azur
2011-2024
Laboratoire d'Anthropologie et de Psychologie Cognitives et Sociales
2010-2024
Laboratoire Motricité Humaine Éducation Sport Santé
2021
Centre Hospitalier Universitaire de Nice
2021
Observatoire de la Côte d’Azur
2010-2020
Portland State University
2004
University of Arizona
2004
Ministère du travail, de l'emploi et de l'insertion
2002
Coventry University
2000
Louisiana State University
1986-1996
Suppressing and faking emotional expressions depletes personal resources predicts job strain for customer-contact employees. The authors argue that control over behavior, in the within national culture, provides compensatory reduce this strain. With a survey study of 196 employees from United States France, supported high autonomy buffered relationship emotion regulation with exhaustion and, to lesser extent, dissatisfaction. dissatisfaction also depended on culture; was weaker French who...
The authors examined the bases for fairness reactions to different selection practices and considered cross-cultural differences in these by comparing respondents from 2 cultures. College students (Ar = 259) France United States rated favorability of 10 procedures then indicated on 7 procedural dimensions. Selection decisions based interviews, work-sample tests, resumes were perceived favorably both Graphology was more than States, but even French toward graphology somewhat negative. face...
We review the literature on relationship between job satisfaction and life its theoretical, empirical, methodological bases. Our indicates that recent theoretical work is too often characterized by repeatedly confirming spillover hypothesis to exclusion of advancing further developments. The greater sophistication statistical analyses cited as one few advances. focuses developments needed in future research. areas multiple links satisfactions, stages, a disposition are described potential...
The present research employed a correlational-design laboratory study to examine the initial-interaction component of developmental model Graen's leader-member exchange theory leadership proposed by Dienesch and Liden (1986). influence ability, liking, three upward-influence tactics ingratiation, assertiveness, rationality on quality was examined both from perspective group leaders members. 188 subjects were assigned groups 4 (a leader 3 members). From leader's perspective, liking for...
Purpose The purpose of this paper is to illustrate how emotion display rules are influenced by relational, occupational, and cultural expectations. Design/methodology/approach authors compare these influences assessing anger happiness toward customers, coworkers, supervisors across four cultures. Findings Overall, the findings suggest that can be expressed with slightly leaked supervisors, but must almost completely suppressed customers. In contrast, expression most acceptable coworkers....
The purpose of this paper is to examine the usefulness organizational justice approach applicant reactions. We begin with an overview research relating fairness selection procedures (“selection fairness”) individual and outcomes. Next we propose boundary conditions defining when should matter, appropriate outcomes in reactions research, methodological issues limiting contribution much current literature. then consider a range questions that remain be addressed new such as high‐tech testing....
Abstract The present study investigated the discrepancies, or conflict, between attributions of leaders and members as a function LMX quality explored relation attributional conflict subordinate job satisfaction, perceptions equity, turnover intentions. Data for were provided by 141 supervisor‐subordinate dyads from managerial ranks large manufacturing organization. Both parties dyad made loyalty, affect, contributions, member behaviors identified critical in previous research. Limited...
This article considers the relationships between culture and reactions to personnel selection procedures. The limited international research that has examined perceptions of procedural justice different techniques is reviewed. consistency in underlying dimensions associated with those noteworthy across countries have been studied. We also propose a model cross‐cultural influences on by identifying cultural are most likely influence salience distributive rules. discussion addresses whether...
Serial position of a single poor or good performance was manipulated in series average performances to examine its effect on ratings. In Study 1, 333 undergraduate Ss viewed four videotaped lectures one session. Overall ratings showed recency when perfor
Perspectives from 22 countries on aspects of the legal environment for selection are presented in this article. Issues addressed include (a) whether there racial/ethnic/religious subgroups viewed as “disadvantaged,” (b) research documents mean differences between groups individual difference measures relevant to job performance, (c) laws prohibiting discrimination against specific groups, (d) evidence required make and refute a claim discrimination, (e) consequences violation laws, (f)...
Abstract Bringing together 150+ scholars and practitioners from 50+ countries, funded by the European Commission, COST Action LeverAge (https://www.cost.eu/actions/CA22120/) is first network-building project of its kind in work organizational psychology human resource management (WOP/HRM) aspects aging. Focused on aging workforce, aims to foster interdisciplinary multinational scientific excellence translation science practical societal impact across 4 years. Based a research synthesis, we...
This paper provided construct validity evidence for polychronicity in two related studies. Study 1 assessed the relationship between individuals’ stated preferences and peer ratings of a multitrait‐multimethod design, which indicated that different raters were able to agree about an individual’s polychronicity. Additional was by linking several potentially constructs such as achievement striving, impatience/irritability, stress, performance. In study 2, hypothesized relationships both time...
This study examined differential comparison standards (i.e., comparative bases for performance evaluation) and their effects on agreement between supervisory raters selfraters within the context of a appraisal system. The purpose research was to examine as an underlying mechanism in traditionally poor correlation self supervisor ratings. Supervisor subordinate rater dyads (N = 106 dyads) evaluated job across 3 dimensions, using 5 different (ambiguous, internal, absolute, relative, multiple)....
This study sought to test the disaggregation hypothesis of relationship between life satisfaction and job (Rice, Near & Hunt, 1980) which proposes that is stronger for individuals who value work in their lives. To date, tests have been inadequate due insufficient measures satisfaction. found support using improved a more appropriate analytic technique. Principal component regression was technique detect moderating effect data with linear dependencies.