References of "Marique, Géraldine"
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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 ▲]

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Peer Reviewed
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 ▲]

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See detailThe Relationship Between Perceived Organizational Support and Affective Commitment: A Social Identity Perspective
Marique, Géraldine; Stinglhamber, Florence; Desmette, Donatienne et al

in Group and Organization Management (2013), 38

The present research examines how the social identity perspective contributes to a better understanding of the relationships between perceived organizational support, affective commitment, and employees’ ... [more ▼]

The present research examines how the social identity perspective contributes to a better understanding of the relationships between perceived organizational support, affective commitment, and employees’ performance at work. Using a sample of 253 employees from an engineering company, Study 1 found that organizational identification partially mediates the relationship between perceived organizational support and affective commitment. The results of Study 1 also indicated that the relationship between perceived organizational support and organizational identification is moderated by organizational prestige. In Study 2, using a sample of 179 postal employees, the authors replicated the mediating role of organizational identification in the relationship between perceived organizational support and affective commitment and found that affective commitment mediates the relationship between organizational identification and supervisor’s ratings of extra-role performance. [less ▲]

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See detailOrganizational identification and commitment: The impact of POS and prestige
Marique, Géraldine; Stinglhamber, Florence; Desmette, Donatienne et al

Poster (2012, April)

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See detailhe influence of transformational leadership on commitment: New underlying processes
Marique, Géraldine; Stinglhamber, Florence; Hanin, Dorothée et al

Poster (2012, April)

Detailed reference viewed: 107 (4 ULg)
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See detailOrganizational identification and affective commitment: An integrative approach.
Marique, Géraldine; Stinglhamber, Florence; Hansez, Isabelle ULg et al

Conference (2011, May 25)

Detailed reference viewed: 38 (2 ULg)