References of "Hansez, Isabelle"
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See detailInfluence of the Transfer Climate and Job Attitudes on the Transfer Process: Modelling the Direct and Indirect Effects
Peters, Stéphanie ULg; Cossette, Michel; Bates, Reid et al

in Journal of Personnel Psychology (in press)

This study investigates the impact job satisfaction, job involvement, organizational commitment and transfer climate on the training transfer process. Training transfer refers to the application of the ... [more ▼]

This study investigates the impact job satisfaction, job involvement, organizational commitment and transfer climate on the training transfer process. Training transfer refers to the application of the new learning and to performance at work. A two-time data collection was implemented among employees of a public health insurance company who attended professional training programs (N=118). Data analysis revealed that (1) job involvement negatively influenced transfer; (2) peer support positively influenced transfer; (3) openness to change had a negative relationship with transfer; and (4) these three predictors have an indirect effect on performance at work. [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 ▲]

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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)

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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 ▲]

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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: 34 (11 ULg)
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See detailStress et santé des dirigeants de PME
Angenot, Arnaud ULg; Schippers, Nathalie ULg; Eubelen, Isabelle et al

in Sarnin, Philippe; Kouabenan, Dongo Rémi; Bobillier-Chaumont, Marc-Eric (Eds.) et al Santé et bien-être au travail : Des méthodes d'analyse aux actions de prévention (2014)

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 detailLes critères diagnostiques de l’épuisement professionnel en vue d’un dépistage réalisé par des professionnels de la santé
DE CIA, Julie ULg; SCHIPPERS, Nathalie; BRAECKMAN, Lutgart et al

in Zawieja, Philippe; Guarnieri, Frank (Eds.) Epuisement Professionnel : approches innovantes et pluridisciplinaires (2013)

Detailed reference viewed: 133 (38 ULg)
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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)

Detailed reference viewed: 25 (10 ULg)
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 ▲]

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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: 39 (8 ULg)