References of "Stinglhamber, Florence"
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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)

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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 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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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)

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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)

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See detailValidation of a measure of leader behavioral adequacy
De Zanet, Fabrice ULg; Stinglhamber, Florence; Dujardin, Jean-Marie ULg

Poster (2009, May)

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See detailInterférence négative du travail sur la famille et stress au travail : impact du support organisationnel perçu
Hansez, Isabelle ULg; Stinglhamber, Florence; Hanin, Dorothée

in Pettersen, N.; Boudrias, J. S.; Savoie, A. (Eds.) Entre tradition et innovation, comment transformons-nous l'univers de travail? Actes du 15ème congrès de Psychologie du Travail et des Organisations de Langue Française (2008)

Le modèle de Karasek (1979) est l’un des modèles le plus utilisé dans les recherches sur le lien travail-famille et sur le stress professionnel. Parmi les variables qu’il inclut, figurent le support ... [more ▼]

Le modèle de Karasek (1979) est l’un des modèles le plus utilisé dans les recherches sur le lien travail-famille et sur le stress professionnel. Parmi les variables qu’il inclut, figurent le support social du supérieur et des collègues. À notre connaissance, peu d’études ont essayé d’analyser le lien entre l’interférence travail-famille, le stress négatif et d’autres sources de support social tel que le support perçu de l’organisation. Or, en accord avec la méta-analyse de Rhoades & Eisenberger en 2002, nous faisons l’hypothèse que le support organisationnel perçu joue un rôle central dans le lien entre les caractéristiques du travail, l’interférence négative travail-famille et le stress négatif qui en découle. Notre étude s’est réalisée dans un hôpital belge auprès de 266 membres du personnel soignant. Le questionnaire utilisé comprend : le Job Content Questionnaire de Karasek; l’échelle de support organisationnel perçu de Eisenberger (1986), l’échelle d’interférence négative du travail sur la famille (SWING, Geurts, 2004) et le stress négatif (SPPN, Hansez et al., 2004). Il en résulte que le support organisationnel perçu joue un rôle central dans les relations entre certaines caractéristiques du travail, l’interférence négative travail-famille et le stress par le biais d’une double médiation. En outre, l’effet négatif des exigences de travail sur le support organisationnel perçu est modéré par la latitude de décision que les employés peuvent avoir dans leur travail. Les résultats suggèrent qu’introduire le support organisationnel perçu dans des modèles liés aux relations travail-famille enrichirait les deux courants de recherche envisagés dans cette étude. En outre, le type de modèle utilisé dans cette recherche pourrait aussi être appliqué à d’autres types de variables dépendantes (e.g. la performance au travail). [less ▲]

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See detailVers la validation d'un modèle de la compétence managériale
De Zanet, Fabrice ULg; Dujardin, Jean-Marie ULg; Stinglhamber, Florence et al

in Personnel & Gestion (2007), 10

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See detailWork environment changes and stress. The role of work to family conflict
De Zanet, Fabrice ULg; Stinglhamber, Florence; Vandenberghe, Christian et al

Conference (2003, March)

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