References of "Hansez, Isabelle"
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See detailHigh-Performance Work Systems and Well-Being: Mediating role of Work-Home Interference
Babic, Audrey ULg; STINGLHAMBER, Florence; Hansez, Isabelle ULg

Conference (2013, May 28)

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See detailStructural confirmation of the French version of the Oldenburg Burnout Inventory (OLBI)
Angenot, Arnaud ULg; Hansez, Isabelle ULg

Conference (2013, May 23)

This study refers to the validation of the Oldenburg Burnout Inventory (OLBI) in a Belgian population. Data gathered from nine samples were used. This represented nearly 4000 participants from different ... [more ▼]

This study refers to the validation of the Oldenburg Burnout Inventory (OLBI) in a Belgian population. Data gathered from nine samples were used. This represented nearly 4000 participants from different activity sectors. First, the traditional two-factor structure of the instrument, an alternative two-factor model and a one-factor structure were tested. Stability and generalizability of these models were then investigated using replications across various samples. The final objective was to determine relations between OLBI’s two dimensions and constructs such as positive and negative occupational states, intention to quit, job satisfaction, supervisor’s support and routinization. Confirmatory factor analysis showed that the traditional two-factor model as well as the alternative two-factor structure fits the data better than a one-factor model. Moreover, convergent and discriminant validity assumptions are confirmed. [less ▲]

Detailed reference viewed: 108 (6 ULg)
See detailContact center as new forms of work organization: the triangular relationship between worker, contact center and contractors and well-being at work
DE CIA, Julie ULg; Naedenoen, Frédéric ULg; Pichault, François ULg et al

Conference (2013, May)

Colloque - Purpose The new forms of work organization are characterized by different evolutions: multiple workers status, fragmentation of collective work, etc. Among these evolutions, the triangular ... [more ▼]

Colloque - Purpose The new forms of work organization are characterized by different evolutions: multiple workers status, fragmentation of collective work, etc. Among these evolutions, the triangular relationship between worker, employer and contractors and the intervention of contractors in work organization (Marchington et al., 2004) may be particularly affecting the well-being of workers. This research focus on contact center as a new form of work organization to investigate the influence of the triangular employment relationship on well-being at work. Methodology A quantitative and qualitative approach was used. A survey based on Job Demand-Resources Model (Bakker, Demerouti & Schaufeli, 2003) was conducted among 400 operators from Belgian contact centers to compare internal, outsourced and external contact centers. Three case studies allowed exploring more deeply the influence of triangular employment relationship on well-being. Finally, focus-groups with unions and management representatives helped us to design some practical recommendations. Results Quantitative results indicate that operators from outsourced and external contact centers have a poorer perception of demands and resources at work. They are consequently more likely to report high levels of perceived stress and burnout and low satisfaction with their work. The case studies give us more information about the role of the strategy and the management style of contact centers in coping with triangular employment relationships. Limitations Beyond this explorative research, quantitative data can be further used in multi-sample modeling approach. Research/Practical Implications Recommendations for well-being at work regarding the triangular employment relationship, on which both employers and unions converge, will be highlighted at the conference. Originality This research combines organizational psychology and management theory. [less ▲]

Detailed reference viewed: 45 (9 ULg)
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See detailJustice and employees’ attitudes during organizational change: The mediating role of overall justice.
Marzucco, Laurence ULg; Marique, Géraldine; Stinglhamber, Florence et al

Conference (2013, May)

Purpose This study aimed to examine, through two contexts of organizational change, the mediating role of overall justice between three specific justice dimensions (procedural, interpersonal and ... [more ▼]

Purpose This study aimed to examine, through two contexts of organizational change, the mediating role of overall justice between three specific justice dimensions (procedural, interpersonal and informational justice) and employees ‘attitudes at work (job satisfaction, turnover intentions and organizational commitment). Methodology Two studies were presented. We surveyed employees experiencing a reorganization (N=537) or a merger (N=188). Results Bootstrap results indicated that overall justice mediated the effects of procedural, interpersonal, and informational justice on job satisfaction and turnover intentions (in both Studies), and on affective, normative and continuance commitment (in Study 2). Furthermore, SEM results indicated in both Studies that each justice dimension had a significant impact on overall justice, which, in turn, was a strong predictor of all employees’ attitudes. This research supports Ambrose and Schminke’s conceptualization suggesting that overall justice is a mediator in the relationships between specific justice dimensions and employees’ attitudes. Limitations The cross-sectional nature of our research design did not allow us to make causal inferences. Besides, data were self-reported which may conduct to same-source bias. Implications Employees’ attitudes are clearly predicted by OJ perceptions. To propose a fair treatment of employees during times of change is more than ever crucial for managers. Originality This research examined the mediating role of overall justice in relation to organizational change, which has been largely ignored in the literature. Keywords: Organizational justice, overall justice, organizational change [less ▲]

Detailed reference viewed: 7 (0 ULg)
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See detailJustice and employee reactions during organizational change: The mediating role of overall justice.
Marzucco, Laurence ULg; Marique, Géraldine; Stinglhamber, Florence et al

Conference (2013, May)

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, i.e. a situation of uncertainty, as suggested in Fairness Heuristic Theory (FHT) and Uncertainty Management Theory (UMT). Objective. Building on FHT and UMT, this study examines, 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. OJ is a central element to manage a situation of uncertainty. Treating employees fairly during times of change is therefore more crucial than ever for managers. [less ▲]

Detailed reference viewed: 45 (2 ULg)
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See detailThe contribution of Multidimensional IRT for modeling applicants performance on a SJT.
Lothe, Benoit ULg; Monseur, Christian ULg; Hansez, Isabelle ULg

Poster (2013, May)

Situational judgment tests (SJTs) are testing methods often used in Personnel Selection to appraise different constructs (Whetzel & McDaniel, 2009). In the framework of an overall career progression ... [more ▼]

Situational judgment tests (SJTs) are testing methods often used in Personnel Selection to appraise different constructs (Whetzel & McDaniel, 2009). In the framework of an overall career progression program in a Public Administration, SJTs were developed to assess several competencies relevant to both task (e.g. planning, managing, etc.) and contextual performance (e.g. helping behaviour, organizational loyalty, etc.). Each competency is a combination of KSAOs needed to perform efficiently in a specific context (Campion & al., 2012; Le Boterf 2008). Given the lack of internal consistency of SJT and the dichotomous nature of the data, we decide to use Multidimensional Item Response Theory (MIRT) model to examine the issue of construct validity. Based on Hartig & Höhler (2009), we use MIRT compensatory model to estimate the latent covariance structures of the SJT. Different model are tested and compared depending on the number of dimension involved, the nature of the items and latent variables relation (between or within-item multidimensionality) and the number of model parameter (one or two parameter model). The results and findings lead us to discuss some implications (gaining accuracy, modeling performance in complex task, etc.) and limitations (dealing with complex loading structure, etc.) of using IRT, over and above classical test theory, in the specific case of SJTs applicants performance. The originality of this communication also lies in the way we addressed SJTs reliability and construct validity issues with a measurement based model that differs from the one usually used in the field. [less ▲]

Detailed reference viewed: 108 (6 ULg)
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See detailPerformance expectations, personal resources and job resources: How to they predict work engagement?
Barbier, Marie; Hansez, Isabelle ULg; Chmiel, Nik et al

in European Journal of Work and Organizational Psychology (2013), 22(6), 750-762

Detailed reference viewed: 51 (10 ULg)
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See detailA longitudinal test of the Job Demands-Resources model using perveived stigma and social identity
Barbier, Marie; Dardenne, Benoît ULg; Hansez, Isabelle ULg

in European Journal of Work and Organizational Psychology (2013), 22(5), 532-546

Detailed reference viewed: 63 (29 ULg)
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See detailEtude des perceptions d’équité des candidats dans une situation de sélection: influence de la justice procédurale et distributive.
Marzucco, Laurence ULg; Hansez, Isabelle ULg

in Psychologie du Travail et des Organisations (2013), 19(1), 45-70

Which are the applicants fairness perceptions with regard to a situation of selection in which they are involved? The study has been carried out with 97 applicants through promotion and selection ... [more ▼]

Which are the applicants fairness perceptions with regard to a situation of selection in which they are involved? The study has been carried out with 97 applicants through promotion and selection examinations set up by the Walloon Public Service (Belgium). Based on the model of reactions of the applicants (Gilliland, 1993), their perceptions of equity have been assessed. To this end, a questionnaire has been set up based on the SPJS scale (Bauer & al., 2001). The results indicate that applicants in a promotional process (based on a situational interview) perceive higher equity than applicants in a selection process (based on a classical structured interview). Recruited applicants also perceive higher equity than the other applicants. Equity perceptions are more favourable after publication of the results than at the end of the examination. [less ▲]

Detailed reference viewed: 101 (14 ULg)
See detailRecherche sur le burn-out en Belgique
Hansez, Isabelle ULg; DE CIA, Julie ULg; Angenot, Arnaud ULg et al

Report (2013)

Le burn-out représente un réel problème avec des conséquences lourdes pour la santé des travailleurs, les entreprises et la société. C’est pourquoi le Service Public Fédéral Emploi, Travail et ... [more ▼]

Le burn-out représente un réel problème avec des conséquences lourdes pour la santé des travailleurs, les entreprises et la société. C’est pourquoi le Service Public Fédéral Emploi, Travail et Concertation sociale ainsi que le Fonds social européen ont décidé de soutenir un programme de recherche sur le burn-out (l’épuisement professionnel) en Belgique. La méthodologie du projet se déclinait en deux objectifs : - mettre au point un outil de détection précoce du burn-out permettant d’en détecter les signes avant-coureurs ; - mettre en évidence des pistes de recommandation pour la prévention primaire, secondaire et tertiaire : répertorier les mesures de prévention existantes (‘bonnes pratiques’) pour pouvoir agir sur l’organisation du travail et éviter le burn-out et enfin, fournir des conseils pour le retour au travail d’une personne qui a eu une incapacité de travail en raison d’un burn-out. Ce travail s’appuyait bien évidemment sur la précédente recherche commanditée par le SPF Emploi en 2009-2010 mais aussi sur d’autres travaux, tels que la recherche sur la prévention et la prise en charge du burn-out chez les médecins généralistes (KCE, 2011). [less ▲]

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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: 19 (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 ▲]

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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: 100 (21 ULg)
See detailDu diagnostic à l'intervention en entreprise: quelle réalité, quelles limites?
Hansez, Isabelle ULg

Conference (2012, April 17)

Detailed reference viewed: 27 (3 ULg)