caroline manville - Academia.edu (original) (raw)
Papers by caroline manville
Group & Organization Management
In a time when organizations must cope with an increasingly volatile and spatially dispersed work... more In a time when organizations must cope with an increasingly volatile and spatially dispersed workforce, understanding how to facilitate newcomers’ perceptions of insider status is of both theoretical and practical importance. However, knowledge regarding how and why these desirable perceptions unfold over time during the socialization period is limited. Drawing on affective event theory and feelings-as-information theory, this research derives predictions about the influence of change in newcomers’ perceptions of abusive supervision and change in newcomer negative affect toward their supervisors on change in newcomers’ perceived insider status. Furthermore, considering perceived insider status through the lens of COR theory, its change is expected to have an impact on newcomers’ well-being. To test our predictions, we used a latent growth modeling (LGM) approach to analyze longitudinal data collected from newcomers working in a variety of organizations at four times across a year af...
Relations industrielles, Oct 14, 2008
Perceptions de justice et implication Les salariés contingents et permanents seraient-ils différe... more Perceptions de justice et implication Les salariés contingents et permanents seraient-ils différents les uns des autres ? CAROLINE MANVILLE Cette recherche vise à aider à la compréhension de l'implication organisationnelle des salariés contingents grâce au cadre de la justice organisationnelle. Elle repose sur une étude empirique par questionnaire réalisée auprès de 183 salariés permanents et 71 contingents, embauchés pour une durée déterminée. Nos résultats démontrent le pouvoir explicatif des perceptions de justice sur l'implication. Ils soulignent la sensibilité des salariés contingents à la façon dont ils sont traités dans l'organisation et montrent que les entreprises n'ont pas intérêt à considérer les salariés contingents comme une main-d'oeuvre périphérique, peu encline à s'engager dans l'organisation. Sur la base des analyses effectuées, l'article propose une réflexion sur les effets du statut d'emploi et en tire des implications managériales.
Social Science Research Network, Sep 15, 2008
ABSTRACT The traditional work relationship performed on a full-time basis with a single employer ... more ABSTRACT The traditional work relationship performed on a full-time basis with a single employer is tending to lose its hegemony. Polivka and Nardone (1989) defined these new work arrangements as contingent in opposition to permanent work positions. According to these researchers, contingent work includes “any job in which an individual does not have an explicit or implicit contract for long-term employment and one in which the minimum hours can vary in a non-systematic way” (1989: 11). Traditionally, contingent work includes part-time work, temporary work, “in-house” temporary arrangements and independent work. Today, these forms of employment represent a significant and growing proportion of the workforce in western countries. This research is dedicated to “in-house” temporary workers in the French context. Indeed, little research has dealt with this subject (Connely and Gallagher, 2004). The behaviours of this type of workers are quite unknown. Moreover, Conway and Briner (2002) point out that research which focuses on contingent work does not often use an explicit theoretical framework which may be helpful in understanding the organizational behaviours of contingent workers. In line with their recommendations, this study aims to identify the role of organizational justice on contingent workers’ organizational commitment and to show if established relationships are similar according to employment status (i.e., contingent or permanent). On the one hand, organizational justice perceptions have significant effects on several attitudes and behaviours (Colquitt, 2001) but this effect has rarely been tested on contingent workers. On the other hand, the employment status is likely to have an influence upon the relationships between organizational justice and organizational attitudes and behaviours. Moreover, according to the fairness heuristic theory (Lind, 2001) which describes the shaping of justice judgments and their use, it seems that a fixed-term relationship with the organization may lead contingent workers to focus primarily on the interactional aspects of their organizational treatment. This research is based on an empirical study carried out with a sample of 181 permanent employees and 71 contingent employees in French private clinics. The moderator effect of work status was tested with hierarchical regression analysis. The results partially support the predictions. However, they show the significant effects of justice perceptions on commitment, in the case of permanent workers, as had been already demonstrated in previous research, but also in the case of contingent workers, which has been less shown, especially for “in-house” temporary workers and in the French context. Nevertheless, the results show a moderator effect for work status on the relationship between informational justice and commitment. Several observations are drawn from these results. First of all, the results demonstrate that contingent workers are sensitive to the treatment they experience within their organization and that it influences their commitment as well as is the case for permanent workers. Therefore, organizational commitment of the permanent and contingent workers is significantly and positively influenced by their distributive, procedural and interactional justice perceptions. Secondly, the effects of informational justice are different according to job status. Indeed, the effect of informational justice is weaker in the case of contingent workers than in the case of permanent workers. These results present theoretical and practical interest. Firstly, they support and extend the predictive power of organizational justice upon commitment, mainly established in the context of traditional work. Thus, the organizational justice framework seems to be useful for the analysis of a non standard employment relationship. Moreover, this kind of employment arrangement may not be seen as an economic one as long as contingent workers seem to value the social aspects of their relationships with their organization. Secondly, our results show that according to the type of employment relation, the effects of justice perceptions may be different, even if this difference is marginal. For this reason, organizations could have an interest in implementing differentiated management of their workforce according to work status. We believe that the nature of the detected moderator effect does not decrease the importance of informational justice perceptions. It rather underlines the inappropriateness of the information given to contingent workers. Trombetta and Rogers (1998) have put the emphasis on this information and its appropriateness upon the organizational commitment of nurses and nursing auxiliaries. Thus, it seems of great importance to make sure that the explanations and information delivered to contingent workers are accurate and relevant. We also believe that our results reinforce the role of the direct supervisor. Because the direct…
RePEc: Research Papers in Economics, 2017
Drawing on the social identity literature, this study offers theoretical arguments and empirical ... more Drawing on the social identity literature, this study offers theoretical arguments and empirical evidence to understand reactions to divergent perceptions of organizational external prestige (PEP) and organizational support (POS)-two crucial bases of employees' social worth. Across three studies, using both experimental and field data, we find that PEP-POS discrepancy contributes to employees' perceptions of organizational cynicism and silence behavior, especially when PEP is high and POS is low (rather than the reverse). Consistent with our social identity perspective, we find that ambivalent identification, that is, the simultaneous identification and disidentification of an individual with an organization, is a key mediating mechanism that transfers the interactive relationship of PEP and POS to cynicism and silence. These findings contribute to a more comprehensive understanding of the dynamics of individuals' social worth at work.
RePEc: Research Papers in Economics, May 1, 2015
Normative commitment, or employees’ loyalty to their organization based on a sense of obligation,... more Normative commitment, or employees’ loyalty to their organization based on a sense of obligation, has received less attention than affective and continuance commitment. Building on recent work suggesting that normative commitment’s meaning is influenced by the within-person context provided by the other components of commitment, we theorized that normative commitment would be experienced as externally driven, hence detrimental to well-being and performance, when few alternatives commitment, a sub-component of continuance commitment, is high. Based on two independent samples (Ns = 366 and 100), Study 1 found normative commitment to be more positively related to emotional exhaustion and psychological distress at high levels of few alternatives commitment. Study 2 (N = 187) found normative commitment to be less positively related to job performance when few alternatives commitment was high. Implications of these findings for our understanding of normative commitment’s workings are highlighted.
Proceedings - Academy of Management, Jul 1, 2012
This study relies on the demand - control - support model (DC/S) to explore the association betwe... more This study relies on the demand - control - support model (DC/S) to explore the association between job characteristics (job demands, control and social support) and overweight/obesity, and the mediating role of perceived work stress. Respondents were 4873 men and 1676 women, apparently healthy employees of a French industrial company. Obesity was assessed by the Body Mass Index (BMI). The effects of age, gender, chronic diseases and active lifestyle were controlled in all analyses. Our main finding is that employees' BMI was linked to high job demands and that this relationship is even stronger for those employees who have little control over their work. On the other hand, and contrary to our expectations, the relationship between BMI and job demands was not reduced when employees were supported by their supervisor. This study has theoretical, managerial and public health implications
Articles, 2008
Cette recherche vise à aider à la compréhension de l’implication organisationnelle des salariés c... more Cette recherche vise à aider à la compréhension de l’implication organisationnelle des salariés contingents grâce au cadre de la justice organisationnelle. Elle repose sur une étude empirique par questionnaire réalisée auprès de 183 salariés permanents et 71 contingents, embauchés pour une durée déterminée. Nos résultats démontrent le pouvoir explicatif des perceptions de justice sur l’implication. Ils soulignent la sensibilité des salariés contingents à la façon dont ils sont traités dans l’organisation et montrent que les entreprises n’ont pas intérêt à considérer les salariés contingents comme une main-d’oeuvre périphérique, peu encline à s’engager dans l’organisation. Sur la base des analyses effectuées, l’article propose une réflexion sur les effets du statut d’emploi et en tire des implications managériales.
The traditional work relationship performed on a full-time basis with a single employer is tendin... more The traditional work relationship performed on a full-time basis with a single employer is tending to lose its hegemony. Polivka and Nardone (1989) defined these new work arrangements as contingent in opposition to permanent work positions. According to these researchers, contingent work includes “any job in which an individual does not have an explicit or implicit contract for long-term employment and one in which the minimum hours can vary in a non-systematic way” (1989: 11). Traditionally, contingent work includes part-time work, temporary work, “in-house” temporary arrangements and independent work. Today, these forms of employment represent a significant and growing proportion of the workforce in western countries. This research is dedicated to “in-house” temporary workers in the French context. Indeed, little research has dealt with this subject (Connely and Gallagher, 2004). The behaviours of this type of workers are quite unknown. Moreover, Conway and Briner (2002) point out...
Academy of Management Proceedings
HAL (Le Centre pour la Communication Scientifique Directe), 2010
Archives Des Maladies Professionnelles Et De L Environnement, 2018
Objectifs Tester l’hypothese de l’existence d’un lien entre le sentiment de justice organisationn... more Objectifs Tester l’hypothese de l’existence d’un lien entre le sentiment de justice organisationnelle et les troubles musculosquelettiques du membre superieur (TMS MS) medie par les troubles du sommeil et l’epuisement emotionnel. Methodes Notre travail repose sur 2 etudes transversales. La premiere a porte sur 266 salaries employes dans des secteurs d’activite varies choisis au hasard parmi les consultants d’un service de sante au travail et la deuxieme sur 223 salaries volontaires d’une chaine d’Ehpad. Le recueil des donnees a ete realise en 2013. Dans les 2 etudes, la perception de justice organisationnelle a ete evaluee globalement par une version abregee en 15 items du questionnaire de Colquitt. Les troubles du sommeil, par le questionnaire en 5 items de Marquie et les TMS MS, par le questionnaire nordique puis par un examen standardise sur la base du consensus Saltsa realise par un professionnel de sante forme. Dans la 2e etude, l’epuisement professionnel a ete evalue par une v...
Journal of Management Studies, 2018
Drawing on the social identity literature, this study offers theoretical arguments and empirical ... more Drawing on the social identity literature, this study offers theoretical arguments and empirical evidence to understand reactions to divergent perceptions of organizational external prestige (PEP) and organizational support (POS) – two crucial bases of employees’ social worth. Across three studies, using both experimental and field data, we find that PEP‐POS discrepancy contributes to employees’ perceptions of organizational cynicism and silence behaviour, especially when PEP is high and POS is low (rather than the reverse). Consistent with our social identity perspective, we find that ambivalent identification, that is, the simultaneous identification and disidentification of an individual with an organization, is a key mediating mechanism that transfers the interactive relationship of PEP and POS to cynicism and silence. These findings contribute to a more comprehensive understanding of the dynamics of individuals’ social worth at work.
Journal of Business Ethics, 2017
This study examines the conditions under which apologies help to elicit forgiveness and restore t... more This study examines the conditions under which apologies help to elicit forgiveness and restore trust following trust violations between leaders and followers. The intentionality and severity of violations are examined in a critical incident study and a laboratory study. The results support a model in which forgiveness mediates the relation of apology quality and trust. More importantly, the moderation-mediation model shows that apology quality influenced forgiveness and subsequent trust following violations that were moderate in severity-intentionality combination. The effect of apologizing affects trust directly without forgiveness when the severity-intentionality combination held minor or extreme intensity. The results suggest a range in which apologies are effective and enrich understanding of the conditions under which trust can be recovered through an apology-forgiveness process in leader-follower relationships. The contribution of the study lies in elucidating that the combination of severity and intentionality of leaders' trust violations has greater importance than either one separately.
Academy of Management Proceedings, 2015
This paper examines why followers engage in the trust recovery process, or not, when leaders have... more This paper examines why followers engage in the trust recovery process, or not, when leaders have violated that trust. The trust literature has focused primarily on a victim experience to explain why people accept trust repair efforts or not, and in comparison, leadership research suggests that followers behaviors in leadership relationships depends on character attributions about the leader. We compare these two approaches, testing the proposition that moral character attributions explain trust repair more completely compared to the victim experience. A lab and a field study find that the intentions of the leader are more important to the trust recovery process than the severity of harm done to the follower.
Academy of Management Proceedings, 2015
Objective: To investigate the effect of supervisory destructive behaviors on knowledge sharing co... more Objective: To investigate the effect of supervisory destructive behaviors on knowledge sharing concerning the mediating role of emotional exhaustion and the moderating role of organizational justice among the employees of the power company in Mashhad. Methods: The following research is a descriptive-survey methodologically and applied research in terms of purpose. The statistical population of this research was the 150 employees of the Mashhad city power company who were selected by simple random sampling method. To collect the data, a questionnaire was used and SPSS and Smart-PLS were used to analyze the information for testing hypotheses. Results: Supervisory destructive behaviors have a positive effect on emotional exhaustion (t=10.357) and negative effect on knowledge sharing (t=4.164) and emotional exhaustion on knowledge sharing (t=3.202). It has also been found that emotional exhaustion mediates the effect of supervisory destructive behaviors on knowledge sharing (z=3.059) and organizational justice moderates the effect of supervisory destructive behaviors on knowledge sharing (T=2.231). Conclusion: The results of this research emphasize that although many companies always have policies and procedures to inspire employees to share knowledge, for example, through developing a knowledge-sharing culture or knowledge management tools, all of these procedures and policies will fail as long as supervisory behavior is destructive and inaccurate. Therefore, organizations should be aware of the importance and consequences of destructive The Effect of Destructive Supervisory Behaviors on Knowledge… supervisory behaviors that can prevent employees from establishing quality relationships with supervisors and sharing knowledge.
Human Relations, 2014
Normative commitment, or employees’ loyalty to their organization based on a sense of obligation,... more Normative commitment, or employees’ loyalty to their organization based on a sense of obligation, has received less attention than affective and continuance commitment. Building on recent work suggesting that normative commitment’s meaning is influenced by the within-person context provided by the other components of commitment, we theorized that normative commitment would be experienced as externally driven, hence detrimental to well-being and performance, when few alternatives commitment, a sub-component of continuance commitment, is high. Based on two independent samples ( Ns = 366 and 100), Study 1 found normative commitment to be more positively related to emotional exhaustion and psychological distress at high levels of few alternatives commitment. Study 2 ( N = 187) found normative commitment to be less positively related to job performance when few alternatives commitment was high. Implications of these findings for our understanding of normative commitment’s workings are hi...
Academy of Management Proceedings, 2015
Existing research generally believes that supervisory mistreatment leads to negative employee att... more Existing research generally believes that supervisory mistreatment leads to negative employee attitudes and behaviors. Drawing on the social learning theory, present study extends the content domain of supervisory mistreatment research by examining the conditional effect of power distance orientation on the relationship between intensity of supervisory mistreatment and employee attitudes.
Revue de gestion des ressources humaines, 2014
que je le vaux bien » : les relations entre caractéristiques du travail, estime de soi et engagem... more que je le vaux bien » : les relations entre caractéristiques du travail, estime de soi et engagement affectif envers l'organisation », Revue de gestion des ressources humaines 2014/2 (N° 92), p. 52-68.
Revue de gestion des ressources humaines, 2014
Caroline Manville et al., « L'effet modérateur des perceptions de justice sur la relation entre p... more Caroline Manville et al., « L'effet modérateur des perceptions de justice sur la relation entre pénibilité perçue du travail et troubles du sommeil », Revue de gestion des ressources humaines 2014/1 (N° 91), p. 3-12.
Group & Organization Management
In a time when organizations must cope with an increasingly volatile and spatially dispersed work... more In a time when organizations must cope with an increasingly volatile and spatially dispersed workforce, understanding how to facilitate newcomers’ perceptions of insider status is of both theoretical and practical importance. However, knowledge regarding how and why these desirable perceptions unfold over time during the socialization period is limited. Drawing on affective event theory and feelings-as-information theory, this research derives predictions about the influence of change in newcomers’ perceptions of abusive supervision and change in newcomer negative affect toward their supervisors on change in newcomers’ perceived insider status. Furthermore, considering perceived insider status through the lens of COR theory, its change is expected to have an impact on newcomers’ well-being. To test our predictions, we used a latent growth modeling (LGM) approach to analyze longitudinal data collected from newcomers working in a variety of organizations at four times across a year af...
Relations industrielles, Oct 14, 2008
Perceptions de justice et implication Les salariés contingents et permanents seraient-ils différe... more Perceptions de justice et implication Les salariés contingents et permanents seraient-ils différents les uns des autres ? CAROLINE MANVILLE Cette recherche vise à aider à la compréhension de l'implication organisationnelle des salariés contingents grâce au cadre de la justice organisationnelle. Elle repose sur une étude empirique par questionnaire réalisée auprès de 183 salariés permanents et 71 contingents, embauchés pour une durée déterminée. Nos résultats démontrent le pouvoir explicatif des perceptions de justice sur l'implication. Ils soulignent la sensibilité des salariés contingents à la façon dont ils sont traités dans l'organisation et montrent que les entreprises n'ont pas intérêt à considérer les salariés contingents comme une main-d'oeuvre périphérique, peu encline à s'engager dans l'organisation. Sur la base des analyses effectuées, l'article propose une réflexion sur les effets du statut d'emploi et en tire des implications managériales.
Social Science Research Network, Sep 15, 2008
ABSTRACT The traditional work relationship performed on a full-time basis with a single employer ... more ABSTRACT The traditional work relationship performed on a full-time basis with a single employer is tending to lose its hegemony. Polivka and Nardone (1989) defined these new work arrangements as contingent in opposition to permanent work positions. According to these researchers, contingent work includes “any job in which an individual does not have an explicit or implicit contract for long-term employment and one in which the minimum hours can vary in a non-systematic way” (1989: 11). Traditionally, contingent work includes part-time work, temporary work, “in-house” temporary arrangements and independent work. Today, these forms of employment represent a significant and growing proportion of the workforce in western countries. This research is dedicated to “in-house” temporary workers in the French context. Indeed, little research has dealt with this subject (Connely and Gallagher, 2004). The behaviours of this type of workers are quite unknown. Moreover, Conway and Briner (2002) point out that research which focuses on contingent work does not often use an explicit theoretical framework which may be helpful in understanding the organizational behaviours of contingent workers. In line with their recommendations, this study aims to identify the role of organizational justice on contingent workers’ organizational commitment and to show if established relationships are similar according to employment status (i.e., contingent or permanent). On the one hand, organizational justice perceptions have significant effects on several attitudes and behaviours (Colquitt, 2001) but this effect has rarely been tested on contingent workers. On the other hand, the employment status is likely to have an influence upon the relationships between organizational justice and organizational attitudes and behaviours. Moreover, according to the fairness heuristic theory (Lind, 2001) which describes the shaping of justice judgments and their use, it seems that a fixed-term relationship with the organization may lead contingent workers to focus primarily on the interactional aspects of their organizational treatment. This research is based on an empirical study carried out with a sample of 181 permanent employees and 71 contingent employees in French private clinics. The moderator effect of work status was tested with hierarchical regression analysis. The results partially support the predictions. However, they show the significant effects of justice perceptions on commitment, in the case of permanent workers, as had been already demonstrated in previous research, but also in the case of contingent workers, which has been less shown, especially for “in-house” temporary workers and in the French context. Nevertheless, the results show a moderator effect for work status on the relationship between informational justice and commitment. Several observations are drawn from these results. First of all, the results demonstrate that contingent workers are sensitive to the treatment they experience within their organization and that it influences their commitment as well as is the case for permanent workers. Therefore, organizational commitment of the permanent and contingent workers is significantly and positively influenced by their distributive, procedural and interactional justice perceptions. Secondly, the effects of informational justice are different according to job status. Indeed, the effect of informational justice is weaker in the case of contingent workers than in the case of permanent workers. These results present theoretical and practical interest. Firstly, they support and extend the predictive power of organizational justice upon commitment, mainly established in the context of traditional work. Thus, the organizational justice framework seems to be useful for the analysis of a non standard employment relationship. Moreover, this kind of employment arrangement may not be seen as an economic one as long as contingent workers seem to value the social aspects of their relationships with their organization. Secondly, our results show that according to the type of employment relation, the effects of justice perceptions may be different, even if this difference is marginal. For this reason, organizations could have an interest in implementing differentiated management of their workforce according to work status. We believe that the nature of the detected moderator effect does not decrease the importance of informational justice perceptions. It rather underlines the inappropriateness of the information given to contingent workers. Trombetta and Rogers (1998) have put the emphasis on this information and its appropriateness upon the organizational commitment of nurses and nursing auxiliaries. Thus, it seems of great importance to make sure that the explanations and information delivered to contingent workers are accurate and relevant. We also believe that our results reinforce the role of the direct supervisor. Because the direct…
RePEc: Research Papers in Economics, 2017
Drawing on the social identity literature, this study offers theoretical arguments and empirical ... more Drawing on the social identity literature, this study offers theoretical arguments and empirical evidence to understand reactions to divergent perceptions of organizational external prestige (PEP) and organizational support (POS)-two crucial bases of employees' social worth. Across three studies, using both experimental and field data, we find that PEP-POS discrepancy contributes to employees' perceptions of organizational cynicism and silence behavior, especially when PEP is high and POS is low (rather than the reverse). Consistent with our social identity perspective, we find that ambivalent identification, that is, the simultaneous identification and disidentification of an individual with an organization, is a key mediating mechanism that transfers the interactive relationship of PEP and POS to cynicism and silence. These findings contribute to a more comprehensive understanding of the dynamics of individuals' social worth at work.
RePEc: Research Papers in Economics, May 1, 2015
Normative commitment, or employees’ loyalty to their organization based on a sense of obligation,... more Normative commitment, or employees’ loyalty to their organization based on a sense of obligation, has received less attention than affective and continuance commitment. Building on recent work suggesting that normative commitment’s meaning is influenced by the within-person context provided by the other components of commitment, we theorized that normative commitment would be experienced as externally driven, hence detrimental to well-being and performance, when few alternatives commitment, a sub-component of continuance commitment, is high. Based on two independent samples (Ns = 366 and 100), Study 1 found normative commitment to be more positively related to emotional exhaustion and psychological distress at high levels of few alternatives commitment. Study 2 (N = 187) found normative commitment to be less positively related to job performance when few alternatives commitment was high. Implications of these findings for our understanding of normative commitment’s workings are highlighted.
Proceedings - Academy of Management, Jul 1, 2012
This study relies on the demand - control - support model (DC/S) to explore the association betwe... more This study relies on the demand - control - support model (DC/S) to explore the association between job characteristics (job demands, control and social support) and overweight/obesity, and the mediating role of perceived work stress. Respondents were 4873 men and 1676 women, apparently healthy employees of a French industrial company. Obesity was assessed by the Body Mass Index (BMI). The effects of age, gender, chronic diseases and active lifestyle were controlled in all analyses. Our main finding is that employees' BMI was linked to high job demands and that this relationship is even stronger for those employees who have little control over their work. On the other hand, and contrary to our expectations, the relationship between BMI and job demands was not reduced when employees were supported by their supervisor. This study has theoretical, managerial and public health implications
Articles, 2008
Cette recherche vise à aider à la compréhension de l’implication organisationnelle des salariés c... more Cette recherche vise à aider à la compréhension de l’implication organisationnelle des salariés contingents grâce au cadre de la justice organisationnelle. Elle repose sur une étude empirique par questionnaire réalisée auprès de 183 salariés permanents et 71 contingents, embauchés pour une durée déterminée. Nos résultats démontrent le pouvoir explicatif des perceptions de justice sur l’implication. Ils soulignent la sensibilité des salariés contingents à la façon dont ils sont traités dans l’organisation et montrent que les entreprises n’ont pas intérêt à considérer les salariés contingents comme une main-d’oeuvre périphérique, peu encline à s’engager dans l’organisation. Sur la base des analyses effectuées, l’article propose une réflexion sur les effets du statut d’emploi et en tire des implications managériales.
The traditional work relationship performed on a full-time basis with a single employer is tendin... more The traditional work relationship performed on a full-time basis with a single employer is tending to lose its hegemony. Polivka and Nardone (1989) defined these new work arrangements as contingent in opposition to permanent work positions. According to these researchers, contingent work includes “any job in which an individual does not have an explicit or implicit contract for long-term employment and one in which the minimum hours can vary in a non-systematic way” (1989: 11). Traditionally, contingent work includes part-time work, temporary work, “in-house” temporary arrangements and independent work. Today, these forms of employment represent a significant and growing proportion of the workforce in western countries. This research is dedicated to “in-house” temporary workers in the French context. Indeed, little research has dealt with this subject (Connely and Gallagher, 2004). The behaviours of this type of workers are quite unknown. Moreover, Conway and Briner (2002) point out...
Academy of Management Proceedings
HAL (Le Centre pour la Communication Scientifique Directe), 2010
Archives Des Maladies Professionnelles Et De L Environnement, 2018
Objectifs Tester l’hypothese de l’existence d’un lien entre le sentiment de justice organisationn... more Objectifs Tester l’hypothese de l’existence d’un lien entre le sentiment de justice organisationnelle et les troubles musculosquelettiques du membre superieur (TMS MS) medie par les troubles du sommeil et l’epuisement emotionnel. Methodes Notre travail repose sur 2 etudes transversales. La premiere a porte sur 266 salaries employes dans des secteurs d’activite varies choisis au hasard parmi les consultants d’un service de sante au travail et la deuxieme sur 223 salaries volontaires d’une chaine d’Ehpad. Le recueil des donnees a ete realise en 2013. Dans les 2 etudes, la perception de justice organisationnelle a ete evaluee globalement par une version abregee en 15 items du questionnaire de Colquitt. Les troubles du sommeil, par le questionnaire en 5 items de Marquie et les TMS MS, par le questionnaire nordique puis par un examen standardise sur la base du consensus Saltsa realise par un professionnel de sante forme. Dans la 2e etude, l’epuisement professionnel a ete evalue par une v...
Journal of Management Studies, 2018
Drawing on the social identity literature, this study offers theoretical arguments and empirical ... more Drawing on the social identity literature, this study offers theoretical arguments and empirical evidence to understand reactions to divergent perceptions of organizational external prestige (PEP) and organizational support (POS) – two crucial bases of employees’ social worth. Across three studies, using both experimental and field data, we find that PEP‐POS discrepancy contributes to employees’ perceptions of organizational cynicism and silence behaviour, especially when PEP is high and POS is low (rather than the reverse). Consistent with our social identity perspective, we find that ambivalent identification, that is, the simultaneous identification and disidentification of an individual with an organization, is a key mediating mechanism that transfers the interactive relationship of PEP and POS to cynicism and silence. These findings contribute to a more comprehensive understanding of the dynamics of individuals’ social worth at work.
Journal of Business Ethics, 2017
This study examines the conditions under which apologies help to elicit forgiveness and restore t... more This study examines the conditions under which apologies help to elicit forgiveness and restore trust following trust violations between leaders and followers. The intentionality and severity of violations are examined in a critical incident study and a laboratory study. The results support a model in which forgiveness mediates the relation of apology quality and trust. More importantly, the moderation-mediation model shows that apology quality influenced forgiveness and subsequent trust following violations that were moderate in severity-intentionality combination. The effect of apologizing affects trust directly without forgiveness when the severity-intentionality combination held minor or extreme intensity. The results suggest a range in which apologies are effective and enrich understanding of the conditions under which trust can be recovered through an apology-forgiveness process in leader-follower relationships. The contribution of the study lies in elucidating that the combination of severity and intentionality of leaders' trust violations has greater importance than either one separately.
Academy of Management Proceedings, 2015
This paper examines why followers engage in the trust recovery process, or not, when leaders have... more This paper examines why followers engage in the trust recovery process, or not, when leaders have violated that trust. The trust literature has focused primarily on a victim experience to explain why people accept trust repair efforts or not, and in comparison, leadership research suggests that followers behaviors in leadership relationships depends on character attributions about the leader. We compare these two approaches, testing the proposition that moral character attributions explain trust repair more completely compared to the victim experience. A lab and a field study find that the intentions of the leader are more important to the trust recovery process than the severity of harm done to the follower.
Academy of Management Proceedings, 2015
Objective: To investigate the effect of supervisory destructive behaviors on knowledge sharing co... more Objective: To investigate the effect of supervisory destructive behaviors on knowledge sharing concerning the mediating role of emotional exhaustion and the moderating role of organizational justice among the employees of the power company in Mashhad. Methods: The following research is a descriptive-survey methodologically and applied research in terms of purpose. The statistical population of this research was the 150 employees of the Mashhad city power company who were selected by simple random sampling method. To collect the data, a questionnaire was used and SPSS and Smart-PLS were used to analyze the information for testing hypotheses. Results: Supervisory destructive behaviors have a positive effect on emotional exhaustion (t=10.357) and negative effect on knowledge sharing (t=4.164) and emotional exhaustion on knowledge sharing (t=3.202). It has also been found that emotional exhaustion mediates the effect of supervisory destructive behaviors on knowledge sharing (z=3.059) and organizational justice moderates the effect of supervisory destructive behaviors on knowledge sharing (T=2.231). Conclusion: The results of this research emphasize that although many companies always have policies and procedures to inspire employees to share knowledge, for example, through developing a knowledge-sharing culture or knowledge management tools, all of these procedures and policies will fail as long as supervisory behavior is destructive and inaccurate. Therefore, organizations should be aware of the importance and consequences of destructive The Effect of Destructive Supervisory Behaviors on Knowledge… supervisory behaviors that can prevent employees from establishing quality relationships with supervisors and sharing knowledge.
Human Relations, 2014
Normative commitment, or employees’ loyalty to their organization based on a sense of obligation,... more Normative commitment, or employees’ loyalty to their organization based on a sense of obligation, has received less attention than affective and continuance commitment. Building on recent work suggesting that normative commitment’s meaning is influenced by the within-person context provided by the other components of commitment, we theorized that normative commitment would be experienced as externally driven, hence detrimental to well-being and performance, when few alternatives commitment, a sub-component of continuance commitment, is high. Based on two independent samples ( Ns = 366 and 100), Study 1 found normative commitment to be more positively related to emotional exhaustion and psychological distress at high levels of few alternatives commitment. Study 2 ( N = 187) found normative commitment to be less positively related to job performance when few alternatives commitment was high. Implications of these findings for our understanding of normative commitment’s workings are hi...
Academy of Management Proceedings, 2015
Existing research generally believes that supervisory mistreatment leads to negative employee att... more Existing research generally believes that supervisory mistreatment leads to negative employee attitudes and behaviors. Drawing on the social learning theory, present study extends the content domain of supervisory mistreatment research by examining the conditional effect of power distance orientation on the relationship between intensity of supervisory mistreatment and employee attitudes.
Revue de gestion des ressources humaines, 2014
que je le vaux bien » : les relations entre caractéristiques du travail, estime de soi et engagem... more que je le vaux bien » : les relations entre caractéristiques du travail, estime de soi et engagement affectif envers l'organisation », Revue de gestion des ressources humaines 2014/2 (N° 92), p. 52-68.
Revue de gestion des ressources humaines, 2014
Caroline Manville et al., « L'effet modérateur des perceptions de justice sur la relation entre p... more Caroline Manville et al., « L'effet modérateur des perceptions de justice sur la relation entre pénibilité perçue du travail et troubles du sommeil », Revue de gestion des ressources humaines 2014/1 (N° 91), p. 3-12.