References of "Marzucco, Laurence"
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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 ▲]

Detailed reference viewed: 51 (0 ULg)
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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 ▲]

Detailed reference viewed: 30 (2 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: 43 (2 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: 94 (12 ULg)
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See detailThe link between psychosocial load at work and occupational injuries in Belgium.
Marzucco, Laurence ULg; Van Risseghem, Marleen; Braeckman, Lutgart et al

Conference (2011, May)

Detailed reference viewed: 17 (3 ULg)