References of "Hansez, Isabelle"
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See detailNeeds-Supplies Fit and Behavioral Outcomes: The Mediating Role of Organizational Identification
Travaglianti, Fabrice ULg; Babic, Audrey ULg; Pepermans, Roland et al

in Journal of Management & Organization (in press)

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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 detailSafety and well-being: an integrated model predicting safety behaviors
Laurent, Julie ULg; Chmiel, Nik; Hansez, Isabelle ULg

Conference (2016, April)

Since Hofmann, Jacobs and Landy (1995) emphasized the need to consider the influences of socio-organizational factors on safety, several studies have invoked psychological processes in order to interpret ... [more ▼]

Since Hofmann, Jacobs and Landy (1995) emphasized the need to consider the influences of socio-organizational factors on safety, several studies have invoked psychological processes in order to interpret the relationships they identified between such organizational factors and safety outcomes. However, studies measuring effectively such psychological processes are quite scarce. Four distinct psychological processes have been identified as fundamental to predict safety behaviors: cognitive, motivational, instrumental and social exchange processes. Hansez and Chmiel (2010) have applied the job demands resources model (Bakker & Demerouti, 2007) to the safety domain, identifying 3 different safety specific (instrumental) and non-safety specific (cognitive and motivational) psychological processes explaining safety violations. Our main aim is to integrate the four psychological processes, but also in-role and extra-role safety behaviors to the same model. More specifically, we aim at replicating Hansez and Chmiel’s (2010) results on a different sample and integrating safety-specific social process to the model. 1,922 workers (71% response rate) returned a questionnaire including validated scales measuring job demands (work overload and role ambiguity), job resources (job quality, decision latitude and work support), job strain, job engagement, perceived management commitment to safety, routine and situational violations, safety participation and safety citizenship role definitions (SCRDs). Data were analyzed using structural equation modelling and bootstrapping. Results showed that, as expected, our model followed the same patterns as Hansez and Chmiel’s (2010) model, confirming the importance of cognitive-energetical, motivational and instrumental processes in the prediction of safety violations. Moreover, perceiving management as committed to safety leads workers to define discretionary safety behaviours as part of the job, which is linked to corresponding discretionary behaviours. Participating in such discretionary activities, in turn, leads to (1) lower situational violations, but also to (2) lower routine violations. These results confirm the importance of safety-specific social exchange processes in the prediction of safety violations. Thus, it appears that different processes of reaction to working conditions can impact employee’ safety behaviors. On the one hand, situational violations are impacted by motivational process, as job resources encourage employees to be stimulated by their job, by instrumental process, as perceiving management as committed to safety is directly associated with lower situational violations, and by social process stemming from job resources (i.e. job resources allow employees to perceive their management as committed to safety, and they reciprocate this interest by defining safety as a part of their role, what encourage them to participate to discretionary safety activities). On the other hand, routine violations are impacted by the same social exchange (although to a lesser extent) and motivational processes, but also by cognitive process, as demanding working conditions may provoke job strain, associated with more “corner-cutting”. A practical implication for companies who want to reduce safety violations is to consider safety-specific and non-safety specific processes together. That is, they can try to improve working conditions considered as job resources, but need to keep in mind that these resources determine more complex safety-specific social exchange processes, through the crucial influence of management. [less ▲]

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See detailJugement Situationnel
Lothe, Benoit ULg; Hansez, Isabelle ULg

in Brangier, Eric; Dubois, Michel; Valléry, Gérard (Eds.) et al Psychologie du Travail et des Organisations : 110 notions clés (2016)

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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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