References of "Hansez, Isabelle"
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See detailOutplacement adequacy and benefits: The mediating role of overall justice.
Marzucco, Laurence ULg; Hansez, Isabelle ULg

in Journal of Employment Counseling (in press)

Despite a rapid growth and an ongoing need for outplacement services, little is yet known about the perceived adequacy and benefits of these services for redundant employees using them. We surveyed 360 ... [more ▼]

Despite a rapid growth and an ongoing need for outplacement services, little is yet known about the perceived adequacy and benefits of these services for redundant employees using them. We surveyed 360 Belgian redundant employees (i.e., clients) using outplacement services provided by a public employment agency. The results indicate that an outplacement experience perceived as adequate for clients fosters their overall impressions of justice towards the dismissing organization; this leads in turn to benefits for them: reduction of negative emotions, enhancement of their perceived well-being, future perspectives, and job-seeking activities - confirming the mediating role of overall justice. [less ▲]

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See detailAssessing employees propensity to engage in OCB: incremental validity of SJT beyond personality.
Lothe, Benoit ULg; Hansez, Isabelle ULg; Scius, Anthony et al

Conference (2015, May 21)

This study presents the validation results of a SJT developed in collaboration with a Belgian french speaking mutual insurance company for the assessment of employees OCB. The purpose is to provide ... [more ▼]

This study presents the validation results of a SJT developed in collaboration with a Belgian french speaking mutual insurance company for the assessment of employees OCB. The purpose is to provide empirical evidence concerning the validity of using the SJT by examining the issues of OCB criterion validity, incremental validity beyond a personality inventory, applicant perception and SJT transparency level. The SJT was developed in-house and following relevant literature recommendations (Weekley, Ployhart & Holtz, 2006). Data were collected on 117 white-collar employees. Three other measurements were concurrently collected: OCB using Williams & Anderson (1991) self-reported scales, personality using the Gosling, Rentfrow & Swann (2003) ten item inventory (TIPI) and applicant perception using SPJS (Bauer, & al., 2001). An open-ended question was used to access the extent to which applicants are able to identify the SJT criteria. Results indicated that the SJT is a relevant predictor of OCB (r = .42; p<.001). The SJT also provides incremental explanation of the OCB criteria beyond the personality inventory (∆R² = .11; p<.001). There was in average an agreement about the acceptability of the SJT in terms of perceived procedural justice. No relationships were found between applicant ability to correctly identify the SJT criteria and SJT score or OCB self-rating. This study is to our knowledge among the first attempt to develop and validate a tool to fill the gap on how to predict employees OCB (Organ, Podsakoff & Podsakoff, 2010). Implications for the personnel selection and current limitations will be discussed. [less ▲]

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See detailQuestionnaire d’analyse de la charge psychosociale de la population des Titres-Services : Analyse de la validité psychométrique
Babic, Audrey ULg; Lothe, Benoit ULg; Hansez, Isabelle ULg

Report (2015)

L’objet de ce rapport est de vérifier la qualité des items des différents questionnaires qui composent l’outil élaboré par Trace dans la perspective de mise en place d’une démarche d’analyse des risques ... [more ▼]

L’objet de ce rapport est de vérifier la qualité des items des différents questionnaires qui composent l’outil élaboré par Trace dans la perspective de mise en place d’une démarche d’analyse des risques psychosociaux au moyen d’une méthode valide. Pour ce faire, une analyse psychométrique approfondie de l’outil développé par Trace a été réalisée. Après avoir étudié la fiabilité des différentes composantes, des analyses factorielles exploratoires ont été effectuées afin d’examiner la possibilité d’une structure sous-jacente à un ensemble d’items corrélés. Il s’agissait donc de faire émerger des facteurs sur base des items. Ces analyses ont été effectuées sur base des données fournies par Trace relatives à la passation de cet outil auprès d’une population d’Aide-Ménagère travaillant en Titres-Services en Wallonie (729 répondants). Suite à ces analyses, des suggestions de modifications ont été proposées afin d’améliorer la validité psychométrique des questionnaires utilisés dans l’outil élaboré par Trace (i.e., suppression de certains items). Afin de permettre à Trace une exploitation cohérente des données récoltées tout en respectant les considérations des analyses, une adaptation des formules de scoring des sous-échelles concernées par les suggestions de modifications a été proposée. [less ▲]

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See detailSelecting job candidates who have a propensity to exhibit change-oriented organizational citizenship behaviour.
Lothe, Benoit ULg; Hansez, Isabelle ULg

Conference (2014, September)

Purpose An abundant literature indicates that Organizational Citizenship Behaviours (OCBs) positively influence a number of important organizational outcomes. Furthermore, research is needed on the topic ... [more ▼]

Purpose An abundant literature indicates that Organizational Citizenship Behaviours (OCBs) positively influence a number of important organizational outcomes. Furthermore, research is needed on the topic of assessing and selecting applicants who have a propensity to exhibit OCB (Organ & al., 2010). Some of these behaviours are truly important to enable organization to adapt and “to make constructive changes in the work and task environment” (Choi, 2007, p.468). Examples include Voice, a challenging dimension of OCB (Dominguez & al., 2013), and Sportsmanship, that facilitate the change by reducing the diversion of resources in trivial matters (Organ & al., 2006). This exploratory study provides empirical evidence about using Situational Judgment Tests (SJTs) for identifying applicants who have a propensity to exhibit change oriented OCB. Method Two SJTs were developed to comply with OCBs assessment. The OCBs framework includes behaviours relating to organizational adaptation (sportsmanship) and change (voice). OCBs were concurrently collected using self-reported measurement scales. Data were collected from 220 white collars and 139 university students through an online survey. Results Significant correlations were found between the SJT scores and overall OCB ratings. More specifics findings provided substantial evidence for the concurrent validity of the SJTs to measure change-oriented sub-dimensions of OCBs. Conclusions Researches on techniques to predict OCBs are scarce and this study is the first to address the development and validation of a SJT for the assessment of affiliative and challenging dimensions of OCBs. [less ▲]

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See detailDeveloping situational judgment tests to assess organizational citizenship behaviours
Lothe, Benoit ULg; Hansez, Isabelle ULg

Conference (2014, August)

a) Purpose As Organizational Citizenship Behaviours (OCBs) positively influence a number of important outcomes (e.g. job performance, unit productivity, organizational efficiency, etc.) and are valued by ... [more ▼]

a) Purpose As Organizational Citizenship Behaviours (OCBs) positively influence a number of important outcomes (e.g. job performance, unit productivity, organizational efficiency, etc.) and are valued by managers as well, Organ, Podsakoff and Podsakoff (2010) assert the need “to try to identify and select those job candidates who have a propensity to exhibit these behaviours” (p.314). This study provides some empirical evidence about using Situational Judgment Tests (SJTs) for this specific target and allows us to discuss the main methodological issues in the development of such SJTs. b) Method Based on relevant best practices and recommendations from the literature (e.g. Weekley, Ployhart & Holtz, 2006), two distinct SJTs were especially developed to comply with OCBs assessment. The two SJTs differ on their job specificity degree (project manager in the industrial sector vs transversal function in the services sector), both propose ten different work related situations and, for each stem, five action proposals are available. Data were collected through online survey on two different samples (220 white collars professionals and 291 university students). Professionals were allowed to choose which SJT they wanted to participate, students were randomized within the two SJTS. An experimental manipulation of the response instructions (ipsative vs normative) was added within the student sample. OCBs were concurrently collected using self-reported measurement scales. c) Results In both samples (respectively professionals and students), the internal consistency was higher for the “job specific” SJT (α = .79 & .81) than for the “transversal job” SJT (α = .49 & 64). Notwithstanding, significant relations were found between the SJT scores and overall OCB ratings for both of the SJT forms in each of the two samples (r ranged from .30 to .57). Other specifics findings also provided substantial evidence for the concurrent validity of the SJTs to measure sub-dimensions of OCBs (altruism, courtesy, civic virtue, sportsmanship, loyalty and voice). d) Conclusions This study is, to our knowledge, the first to address the development and validation of a SJT for the assessment of OCBs. Review of the literature indicates that researches on techniques to predict OCBs are scarce and the present findings appear to surpass the average personality traits validity coefficients (r= .20) according to Organ & al. (2010)’s meta-analysis. There are two main practical implications. The first is the opportunity to use OCBs-SJTs as an alternative to assess applicants OCBs for job-specific or generic personnel selection issue. The second is to provide methodological development advices (e.g. the choice of response instruction) to ensure the SJT match the OCBs assessment requirement. Principal current limitations call for further research development that will be discussed: using different sources of OCBs rating, testing the incremental validity on personality tests, determining whether OCBs-SJTs are correlated with cognitive ability and establishing criterion validity with job performance. [less ▲]

Detailed reference viewed: 38 (1 ULg)
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See detailJob characteristics and work engagement: multiple-group analyses of flexibility practices
Travaglianti, Fabrice ULg; De Zanet, Fabrice ULg; Vandenberghe, Christian et al

Poster (2014, May 16)

Detailed reference viewed: 58 (28 ULg)
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See detailOutplacement adequacy and benefits: The mediating role of retrospective justice
Marzucco, Laurence ULg; Hansez, Isabelle ULg

Poster (2014, May)

ABSTRACT We examined the relationships between perceived outplacement adequacy, retrospective justice and outplacement benefits for redundant employees using outplacement services. Based on an ... [more ▼]

ABSTRACT We examined the relationships between perceived outplacement adequacy, retrospective justice and outplacement benefits for redundant employees using outplacement services. Based on an outplacement experience perceived as adequate, victims formed retrospective justice perceptions about their former organization that in turn, impacted their negative emotions, well-being, future perspectives and job search. PRESS PARAGRAPH The increasing prevalence of organizational downsizing has been matched by growth in the provision of outplacement services over the last decade. Despite this rapid growth and ongoing need for outplacement services, little is yet known about the perceived adequacy and the benefits of these services for redundant employees using them. Our results indicated that an outplacement experience perceived as adequate for redundant employees retrospectively fosters their impressions of justice about the dismissing organization; this leads in turn to satisfactory benefits for them: reduction of negative emotions, enhancement of their perceived well-being, future perspectives, and job-seeking activities. [less ▲]

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See detailEvent justice and social entity justice: A cross-lagged analysis
Marzucco, Laurence ULg; Hansez, Isabelle ULg

Poster (2014, May)

ABSTRACT This study aimed to examine the directionality of the relationship between event justice and social entity justice. Using two samples and a cross-lagged panel analysis with two measurement times ... [more ▼]

ABSTRACT This study aimed to examine the directionality of the relationship between event justice and social entity justice. Using two samples and a cross-lagged panel analysis with two measurement times, social entity justice was found to predict event justice (procedural, distributive, interpersonal and informational justice event), supporting the top-down process. PRESS PARAGRAPH The life of organizations is punctuated by a wide range of managerial decisions (e.g., hiring, performance appraisal or organizational change). Facing such events, employees evaluate the fairness of the situation experienced. However, little is known about how employees develop justice judgments. This study shows that employees’ fairness perceptions about their organization influence their interpretation of the fairness of subsequent events involving the organization. Building and fostering a climate of justice is therefore of primary importance for organizations, since global fairness perceptions about the organization may help employees to perceive a specific event, such as a managerial decision, as being fair. [less ▲]

Detailed reference viewed: 39 (2 ULg)
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See detailWork-home interference and well-being: A cross-lagged analysis.
Babic, Audrey ULg; Stinglhamber, Florence; Barbier, Marie ULg et al

Poster (2014, May)

Detailed reference viewed: 41 (14 ULg)
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See detailJustice and employee attitudes during organizational change: The mediating role of overall justice
Marzucco, Laurence ULg; Marique, Géraldine; Stinglhamber, Florence et al

in European Review of Applied Psychology = Revue Européenne de Psychologie Appliquée (2014), 64(6), 289-298

Introduction. Several studies have investigated the mediating role of overall justice (OJ) in the relationships between specific dimensions of justice and employee attitudes. However, prior research has ... [more ▼]

Introduction. Several studies have investigated the mediating role of overall justice (OJ) in the relationships between specific dimensions of justice and employee attitudes. However, prior research has neglected to examine OJ during the process of organizational change, as suggested in Fairness Heuristic Theory (FHT). Objective. This study aims to replicate the results of previous studies and expand them by examining, in two contexts of organizational change implementation, the mediating role of OJ in the relationships between procedural, interpersonal, and informational justice (PJ, ITJ, and IFJ, respectively) and employee attitudes (job satisfaction, turnover intentions, and organizational commitment). Methodology. We surveyed 537 employees experiencing a company reorganization (Study 1) and 188 employees experiencing a merger (Study 2). Results. Each dimension of justice is related to OJ, which in turn is associated to employee attitudes. Furthermore, bootstrap results indicated that OJ mediates the effects of PJ, ITJ, and IFJ on job satisfaction and turnover intentions (in both studies), and on affective, normative, and continuance commitment (in Study 2). Conclusion. Our findings show the importance of fairness during organizational change. Treating employees fairly in times of change is crucial for managers. [less ▲]

Detailed reference viewed: 17 (3 ULg)