References of "Hansez, Isabelle"
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See detailA French Translation of the Revised Childhood Anxiety Sensitivity Index (CASI-R): Its Factor Structure, Reliability, and Validity in a Nonclinical Sample of Children Aged 12 and 13 Years Old.
Stassart, Céline ULg; Hansez, Isabelle ULg; Delvaux, Muriel ULg et al

in Psychologica Belgica (2013), 53(1), 57-74

This study (n = 237 Belgian children; mean age = 12.3 years; SD = 0.41) examined the factor structure, reliability, and validity of the French translation of the Revised Childhood Anxiety Sensitivity ... [more ▼]

This study (n = 237 Belgian children; mean age = 12.3 years; SD = 0.41) examined the factor structure, reliability, and validity of the French translation of the Revised Childhood Anxiety Sensitivity Index (CASI-R). We obtained a hierarchical factor structure with four lower-order factors – “fear of cognitive dyscontrol,” “fear of publicly observable anxiety reactions,” “fear of respiratory symptoms,” and “fear of cardiovascular symptoms” – loading on a single higher-order factor (“anxiety sensitivity”). The French translation revealed acceptable internal consistency and a good interitem structure. Anxiety sensitivity was connected with the anxiety and depression scales but the correlation between the CASI-R and the depression score was more modest than that between the CASI-R and the trait anxiety score, indicating that the CASI-R is an anxiety scale. Girls reported more fear of anxious feelings than boys. This revised version allows for a more fine-grained assessment of the anxiety sensitivity concept. [less ▲]

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See detailImpact du travail sur la santé.
Hansez, Isabelle ULg

Conference (2012, September 18)

Detailed reference viewed: 9 (5 ULg)
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See detailStress et santé des dirigeants de PME
Angenot, Arnaud ULg; Schippers, Nathalie ULg; Eubelen, Isabelle et al

Conference (2012, July 12)

Comme l’atteste l’Institut National de la Santé et de la Recherche Médicale ([INSERM], 2011), il est aujourd’hui devenu nécessaire de pouvoir mieux identifier les sources de stress chez les travailleurs ... [more ▼]

Comme l’atteste l’Institut National de la Santé et de la Recherche Médicale ([INSERM], 2011), il est aujourd’hui devenu nécessaire de pouvoir mieux identifier les sources de stress chez les travailleurs indépendants. Parmi ceux-ci, les dirigeants de Petites et Moyennes Entreprises (PME) sont fréquemment victimes de problèmes de santé liés à une charge physique et mentale élevées (Bournois, Duval-Hamel, Scarengella & Roussillon, 2007 ; Gunnarsson, Vingard & Josephson, 2007). S’appuyant sur ces constats, cette étude a eu pour objectif d’évaluer leur sentiment d’épuisement professionnel et de déterminer les causes de stress spécifiques au milieu entrepreneurial. Pour ce faire, une enquête par questionnaire écrit a été menée à la demande de différentes organisations patronales belges du secteur de la construction et de la vente. [less ▲]

Detailed reference viewed: 59 (15 ULg)
See detailStress et stimulation au sein des centres de contact: Etude sur le bien-être au travail.
DE CIA, Julie ULg; Naedenoen, Frédéric ULg; Pepermans, Roland et al

Conference (2012, July)

Problématique: De nombreux travaux tendent à considérer l’organisation du travail dans les centres de contact sous les traits d’un taylorisme moderne (Buscatto, 2002; Zapf, Isic, Bechtoldt & Blau, 2003 ... [more ▼]

Problématique: De nombreux travaux tendent à considérer l’organisation du travail dans les centres de contact sous les traits d’un taylorisme moderne (Buscatto, 2002; Zapf, Isic, Bechtoldt & Blau, 2003). L'usage de technologies permettant de produire un flux constant d'activités couplé à des dispositifs visant à un contrôle précis des activités a fortement contribué à l'image de nouvelles "télé-usines du tertiaire" et a attiré nombre de critiques. L’objectif de cette étude est d’identifier les risques psychosociaux spécifiques au secteur des centres de contact en Belgique, en déclinant ces risques en fonction de diverses variables liées au contexte (type de centres de contact, type d’activité, etc.) et de proposer des pistes d’amélioration concrètes des conditions de travail vécues par ces opérateurs. Méthodologie: Un questionnaire d’évaluation des risques psychosociaux a été construit sur base d’une revue de la littérature sur le secteur et d’un modèle théorique expliquant le bien-être au travail : le Job Demands-Resources Model (Demoureti, Bakker, Nachreiner & Schaufeli, 2001). Ce questionnaire visait à évaluer les demandes auxquelles les travailleurs sont confrontés ainsi que les ressources disponibles dans ce contexte de travail particulier. L’impact de cet équilibre demandes-ressources sur différentes mesures du vécu au travail a également été évalué par des échelles validées mesurant le stress, la stimulation et des conséquences en termes de bien-être comme l’implication, la satisfaction au travail et l’intention de quitter, notamment. Les données ont été récoltées auprès de 393 opérateurs de centres de contact représentant la diversité de ce secteur (centres de contact externes et internes, couvrant diverses activités et traitant différents types d’appels). Résultats: Les résultats montrent que le stress est important dans les centres de contact mais ils soulignent surtout le faible niveau de stimulation dans ce secteur. Certaines ressources permettent de prédire la stimulation des travailleurs comme les possibilités de développement personnel en termes d’épanouissement dans l’activité et de perspective d’évolution de carrière. Une mauvaise gestion de la relation client et la routine perçue dans le travail sont des contraintes qui par contre, diminuent la stimulation et augmentent le stress perçu. Des différences entre les différents types de centres de contact ont également été mises en évidence. Les opérateurs des centres de contact «outsourcés», réalisant plutôt de la gestion des plaintes et du support technique, rapportent une mauvaise perception de leurs conditions de travail et un mal-être plus important au travail. Le secteur des télécommunications semblent être le secteur d’activité le plus problématique en Belgique. Implications: Cette étude permet de suggérer une série d’actions d’amélioration des conditions de travail qui seront détaillées lors de la conférence. [less ▲]

Detailed reference viewed: 61 (20 ULg)
See detailDu diagnostic à l'intervention en entreprise: quelle réalité, quelles limites?
Hansez, Isabelle ULg

Conference (2012, April 17)

Detailed reference viewed: 23 (1 ULg)
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See detailThat's not my job! Job control, safety citizenship and safety violations.
Chmiel, Nik; Hansez, Isabelle ULg

Conference (2012, January 12)

Detailed reference viewed: 10 (2 ULg)
See detailImpact of work on health
Hansez, Isabelle ULg

in Vandenbrande, T; Vandekerckhove, S; Vendramin, P (Eds.) et al Quality of work and employment in Belgium (2012)

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See detailLearning and motivation to transfer after an e-learning programme: Impact of trainees’ motivation to train, personal interaction and satisfaction
Peters, Stéphanie ULg; Barbier, Marie ULg; Faulx, Daniel ULg et al

in Innovations in Education & Teaching International (2012), 49(4), 375-387

While e-learning appears to be increasingly present in training and education, the systematic evaluation of its effectiveness remains understudied. In this paper, we determine the mediating role of ... [more ▼]

While e-learning appears to be increasingly present in training and education, the systematic evaluation of its effectiveness remains understudied. In this paper, we determine the mediating role of satisfaction between motivation to train and personal interaction on the one hand, and learning and motivation to transfer, on the other hand. A particularity of this study is that we distinguish between different dimensions of satisfaction - enjoyment, utility, difficulty, and take into account lack of personal interaction as a variable influencing satisfaction. Results of structural equation modelling analyses show an impact of the enjoyment dimension on learning, and of the utility and difficulty dimensions on motivation to transfer. The results also stress the importance of interaction opportunities, as these have an indirect effect on learning and motivation to transfer. [less ▲]

Detailed reference viewed: 127 (28 ULg)
See detailRetour d'expérience sur les enquêtes sur les risques psychosociaux en entreprise.
Hansez, Isabelle ULg

Scientific conference (2011, November 23)

Detailed reference viewed: 7 (1 ULg)
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See detailEtude de prévalence du burnout dans la population des travailleurs belges
Schippers, Nathalie ULg; DE CIA, Julie ULg; Barbier, Marie ULg et al

Conference (2011, November 04)

Detailed reference viewed: 76 (19 ULg)
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See detailDevelopment and validation of situational judgment tests for evaluating Organizational Citizenship Behavior and Contextual Performance Behavior in a professional context : methodological issues.
Lothe, Benoit ULg; Hansez, Isabelle ULg

Conference (2011, June 22)

Strategic Human Resource Management typically raises appraisal issues (Analoui, 2007; Jackson, Schuler & Werner, 2009 ; Teo & Crawford, 2005) mostly related to the HRM relationship with organizational ... [more ▼]

Strategic Human Resource Management typically raises appraisal issues (Analoui, 2007; Jackson, Schuler & Werner, 2009 ; Teo & Crawford, 2005) mostly related to the HRM relationship with organizational performance (Bowen & Ostroff, 2004 ; Cascio, 1996 ; Wright, Gardner, Moynihan & Allen, 2005). Hence workforce assessment remains a key success factor for many organizations. Thus this paper takes place in the early beginning of a PhD Thesis which aims to the development and validation of an assessment test of Organizational Citizenship Behavior (OCB) and Contextual Performance (CP) in a professional selection context. The managerial concept of OCB refers to “individual behavior that is discretionary, not directly or explicitly recognized by the formal reward system, and in the aggregate promotes the efficient and effective functioning of the organization” (Organ, Podsakoff & MacKenzie, 2006, p. 3). CP is a closely related construct, distinct of task performance, that encompasses behaviors supporting the psychological and social context in which task activities are performed (Stone-Romero, Alvarez, & Thompson, 2009). If these two frameworks look much alike, they contrast on several points: conceptual dimensions, discretional characteristics of behavior, etc. Therefore, it seems interesting to apprehend both commonly. Situational Judgment Tests (SJTs) show a good validity concerning prediction of job performance in employment settings (Lievens, Peeters, Schollaert, 2008 ; Whetzel & McDaniel, 2009). Furthermore, they are a multidimentional measurement method suited to assess different construct like job knowlege and skills, applied social skills, and some basic personality tendencies (Christian, Edwards, & Bradley, 2010). Taking into account its characteristics, SJTs seem to be an appropriate method to enable OCB & CP evaluation. This communication pursues three goals. The first is a theoretical issue: we need a straightforward vision of OCB & CP concepts. Accordingly, after a consistent review on the vast amount of work that have been written on these two concepts, we have to specify what we seek to appraise and make the inventory of existing measurement tools related to these focus. We have already worked out a structured methodology to develop and validate SJTs in selection and career management context (Lothe, Hansez & Bertrand, Submitted). So the second issue is a methodological one. How to improve and/or to adapt this methodology in order to create a new SJT measuring OCB & CP ? Thirdly, some research related issues conclude this paper. Through this PhD project, we should be able to examine several main issues that will shape the thesis. Are SJTs being able to provide a valid assessment of OCB & CP in a personnel selection context ? Does the discretionary nature of one behavior impact the quality of its measurement ? What is the effect of response instructions on OCB/CP situational judgment test performance ? Each issue will be illustrated and discussed in connection with the development and validation opportunities and constraints. [less ▲]

Detailed reference viewed: 44 (10 ULg)
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See detailPrevalence and screening of burnout among Belgian population
DE CIA, Julie ULg; Mairiaux, Philippe ULg; Schippers, Nathalie ULg et al

Poster (2011, May 26)

The aim of the study was to estimate the prevalence of burnout among Belgian workers through the identification of burnout cases within the practices of general practitioners (GP) and the health ... [more ▼]

The aim of the study was to estimate the prevalence of burnout among Belgian workers through the identification of burnout cases within the practices of general practitioners (GP) and the health surveillance carried out by occupational health physicians (OP) .The prevalence may be estimated at about 0,8 % of the Belgian population; this figure is similar among workers consulting GP and OP. [less ▲]

Detailed reference viewed: 70 (18 ULg)
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See detailCompetency Model validation process : an illustration in public administration sector
Lothe, Benoit ULg; Hansez, Isabelle ULg; Bertrand, Françoise ULg

Poster (2011, May 26)

Background: Nowadays Human Resource Management issues are highly related to the strategic approach (Analoui, 2007; Daft, 2008; Becker, Huselid & Beatty, 2009 ; Jackson, Schuler & Werner, 2009). Workforce ... [more ▼]

Background: Nowadays Human Resource Management issues are highly related to the strategic approach (Analoui, 2007; Daft, 2008; Becker, Huselid & Beatty, 2009 ; Jackson, Schuler & Werner, 2009). Workforce is considered as an asset and HRM is required to match human capital with organization strategic purposes. HRM practices have accordingly evolved to better fulfil this requirement through for instance Competency Modelling (CM) (Werbel & De Marie, 2005). Diagnosis: This communication illustrates a specific CM validation process in a wide Public Administration. Through a “one-size-fits-all” competency model approach (Mansfield, 1996), the HRM department of this Public Administration has developed a set of 29 transverse competencies broken down across 290 behavioural indicators. After several in-house pre-validation steps (workshops and test cases), Human Resources Development Unit of University of Liege was invited to collaborate to the final validation process. Solution: Based on Van Beirendonck (2006) CM validation criteria, a two steps validation method was jointly developed. Four main criteria were used, therefore each behavioural indicator ought to : (1) meet various organizational departments needs; (2) be clearly understood within the organization (Bowen & Ostroff, 2004); (3) have a straight link with its belonging competency and (4) be observable. A questionnaire survey (n=252) was drawn up to appraise the first three criteria and quantitative analysis results provided the CM improvement framework. The concluding validation stage assessed the three last criteria by measuring Subject Matter Experts (HR managers responsible for staff evaluation) interrater agreement in order to improve CM content validity (Sanchez & Levine, 2009). Finding: Results comfortably confirm CM content validation under the four criteria. One of the project’s more relevant elements is developing a scientifically based method adapted to wide administration organizational features and constraints. In contrast, this CM validation project presents some limitations in relation to the CM theoretical concept (ambiguous concept in its validation perspective) and to organizational constraints (lack of strategic project concerning the use of the CM). Method and outcomes will be discussed in connection with the customer’s requirements and the constraints from the organizational context. [less ▲]

Detailed reference viewed: 100 (3 ULg)
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See detailFrom job strain to burnout: The role of job demands and workaholism in a longitudinal perspective.
Hansez, Isabelle ULg; Barbier, Marie; Demerouti, Eva

Conference (2011, May 25)

Detailed reference viewed: 45 (3 ULg)