A5069389346- Job Satisfaction and Organizational Behavior
- Customer Service Quality and Loyalty
- Emotional Labor in Professions
- Social Sciences and Governance
- Employment and Welfare Studies
- Psychological Well-being and Life Satisfaction
- Education, sociology, and vocational training
- Work-Family Balance Challenges
- Gender Diversity and Inequality
- Workplace Spirituality and Leadership
- Workplace Violence and Bullying
- Workplace Health and Well-being
- Occupational Health and Safety Research
- Motivation and Self-Concept in Sports
- Workaholism, burnout, and well-being
- Social and Intergroup Psychology
- Supply Chain Resilience and Risk Management
- International Student and Expatriate Challenges
- Social Policies and Family
- Social Capital and Networks
- Organizational Downsizing and Restructuring
- Healthcare Systems and Practices
- Nonprofit Sector and Volunteering
- Resilience and Mental Health
- Management and Organizational Studies
Université du Québec à Montréal
2015-2024
UCLouvain
2002-2003
KU Leuven
2001
Through the use of affective, normative, and continuance commitment in a multivariate 2nd-order factor latent growth modeling approach, authors observed linear negative trajectories that characterized changes individuals across time both affective normative commitment. In turn, an individual's intention to quit organization was by positive trajectory. A significant association also found between change such steeper decline commitments time, greater rate increase quit, and, further,...
The authors examined the relationships between perceived organizational support, commitment, commitment to customers, and service quality in a fast-food firm. research design matched customer responses with individual employees' attitudes, making this study true test of provider-customer encounter. On basis sample employee-customer data (N = 133), hierarchical linear modeling analyses revealed that support had both unit-level an employee-level effect on 1 dimension quality: helping behavior....
We examined the relationships of affective organizational commitment and to supervisors with turnover intentions actual turnover, using three independent samples employees. In Sample 1 ( N =172) 2 =186), were found exert negative effects on intentions. Moreover, in both samples, was more strongly related when low. 3 =431), single significant predictor interacted such that its effect stronger The implications these findings for understanding commitment–turnover relationship are discussed.
Abstract Using a latent growth modeling (LGM) approach, this paper examines the trajectories of change in role stressors (ambiguity, conflict, and overload), job attitudes (affective commitment satisfaction), turnover intention psychological well‐being among neophyte newcomers, as well relationships these changes. Based on sample 170 university alumni surveyed three times during first months employment, we found that conflict overload increased, affective satisfaction declined, increased...
Drawing from role theory and structural functionalism, we examined the temporal relationship between employees’ affective commitment to organization (ACO) supervisor (ACS) how these commitments affect turnover. We further perceived supervisor-organization value congruence as a moderator. In Study 1, three-wave panel study (N = 317), found longitudinal change in ACO result ACS, suggesting precedes ACS. 2 272) extended this by looking at relationships of turnover ACS mediated negative...
We tested the generalizability of Meyer and Allen's (1991) three-component model commitment to five foci, using a sample university alumni (N = 478) hospital nurses 186). First, measures affective, continuance, normative organization, occupation, supervisor, work group, customers were developed confirmatory factor analysis. Results provided strong support for both within across foci. They also showed that high sacrifice low alternatives distinguishable subcomponents continuance...
Summary: We tested the generalizability of Meyer and Allen's (1991) three-component model commitment to five foci, using a sample university alumni (N = 478) hospital nurses 186). First, measures affective, continuance, normative organization, occupation, supervisor, work group, customers were developed confirmatory factor analysis. Results provided strong support for both within across foci. They also showed that “high sacrifice” “low alternatives” distinguishable subcomponents continuance...
This position paper presents the state-of-the art of field workplace commitment. Yet, for commitment to stay relevant, it is necessary look beyond current practice and extrapolate trends envision what will be needed in future research. Therefore, aim this twofold, first, consolidate our understanding contemporary work settings and, second, into by identifying discussing avenues Representative changing nature work, we explicitly conceptualize reference (A) "Temporary work", (B)...
This study examined the validity of a multidimensional model employee commitment in Europe. The was conducted using sample employees working for translation department European Commission, located Brussels. survey questionnaire included measures affective and normative to organization, occupation, work group, Europe; continuance organization occupation; intent quit. Participants ( N = 580) pertained 12 nationalities responded French or an English version questionnaire. Results showed that...
The purpose of this study was to test two competing theoretical models explaining the relationships between affective commitment organization, supervisor, and workgroup, organizational citizenship behaviours (OCB) specifically directed toward these foci. Drawing on cohesion theory, first model stated that organization is a key mediating variable intervening “local” commitments OCB (Hunt & Morgan, 1994). Building Lewin's (1943) field theory notion psychological proximity, second proposed most...
In recent years, successive work reorganization initiatives have been implemented in many healthcare settings. The failure of these change efforts has often attributed the prominent management discourse to resistance. Few studies paid attention temporal process workers’ resource depletion/accumulation over time and its links with psychological states reactions change. Drawing upon conservation resources theory, this study examines associations between perceptions loss resources, burnout,...
Purpose The purpose of this paper is to investigate the consequences experiencing social isolation in a context dirty work. Relying on an integration job demands-resources model (Schaufeli and Bakker, 2004) with identity approach (Ashforth Kreiner, 1999), posits that perceived prevents development defense mechanisms could counter occupational stigma, thus tends increase perceptions stigmatization, decrease prosocial impact their Through these two perceptions, indirectly affects emotional...
Theory and conventional wisdom suggest that progressive reduction of feedback-seeking behavior (FSB) during entry is indicative work adjustment. We argue a downside this process newcomers’ social integration acculturation may be weakened. This suggests declining levels FSB result in decreased organizational commitment across time ultimately greater turnover likelihood. These predictions were examined two longitudinal studies (Study 1, N = 158; Study 2, 170) among newcomers. In both studies,...
Purpose The current study, which is based on social learning theory and cognitive theory, intends to investigate the impact of entrepreneurial leadership employee creativity at both individual team levels. In particular, authors predict a mediating mechanism levels: employees’ self-efficacy. Further, consider whether climate support for innovation contextual element affecting relationship between perceptions their own Design/methodology/approach research hypotheses were tested using...
Cette recherche présente un double objectif. Premièrement, nous avons souhaité analyser le rôle médiateur de la satisfaction et frustration des besoins psychologiques d’autonomie, compétence d’affiliation dans les relations entre d’une part, variété tâches professionnelles, conflit rôles soutien du superviseur perçu, d’autre l’attachement affectif. Deuxièmement, étudié effets affectif salariés sur leurs émotions positives, leur cynisme, intentions départ. Cent vingt-neuf étudiants inscrits...
Summary Building on the broaden‐and‐build theory and research negativity bias, this study examines how trait affectivity, as a stable predisposition predicting pattern of emotional responding, shapes newcomers' perceptions supervisor support experience organizational commitment. Using latent growth modeling data collected at four points in time from newcomers ( N = 158), we found initial level perceived to mediate negative relationship between affectivity Moreover, although experienced...
Abstract Servant leadership, a leadership style that focuses on leading by serving, is well suited to supporting frontline employees’ service‐oriented behaviors in the public sector. However, we still know little about how servant leaders shape these this specific context. Drawing social learning theory, relational identity, and service linkage research, article addresses gap tests model which related through customer orientation at individual level climate group level. The research...
Purpose The purpose of this paper is to explore the concept occupational disidentification through lens conservation resources (COR) theory (Hobfoll, 1989, 1998). Occupational conceptualized as a coping strategy, or an investment cope with poor perceived prestige occupation, which represents threat individual’s resource: one’s self-esteem. However, disidentification, avoidance generates loss cognitive and emotional leading exhaustion and, in turn, departure from organization....
Abstract This study examines the relationship of perceived organizational values to employee mobilization behaviours as mediated by support (POS) and affective commitment. Firstly, a scale comprising three types (interpersonal values, formal individual well‐being‐centered values) was developed validated using sample 580 employees. Secondly, relationships among variables were examined structural equations modeling on an independent 260 POS between employees' perceptions that their...