Alexandra Panaccio

Alexandra Panaccio
John Molson School of Business, Concordia University · Department of Management

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37
Publications
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1,469
Citations

Publications

Publications (37)
Article
Full-text available
Employees often demonstrate various regulatory intentions toward multiple responsibilities they must fulfill on the job. Therefore, it is possible that employees’ motivation changes during the workday because of the various situations they have experienced and that these motivational fluctuations affect their subjective well-being across different...
Article
Full-text available
Drawing on samples from Canada, Pakistan, China, the US, and Brazil comprising over 800 employees, we examined whether servant leaders (SL) - characterized as putting the needs of others above their own - promote employees’ well-being via autonomous motivation, accounting for employees’ power distance and collectivism values as moderating variables...
Conference Paper
Work scheduling is a challenge to manage under the perceptions that employees dislike unconventional working hours for sociocultural and economic reasons. This research used a complete temporal approach (Shipp & Cole, 2015) to answer the research question of how time (subjective and objective time of the workday, day of the workweek) predicts emplo...
Article
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Drawing on self-determination theory (SDT; E.L. Deci & R.M. Ryan, 1985, 2000) and using corporate samples (N = 284; 63% Male; Mean Age = 34, SD = 6.09) from high-tech firms in China, this empirical study explored the path model from satisfaction of the basic psychological needs for autonomy, competence, and relatedness, through autonomous motivatio...
Article
Full-text available
This paper introduces the construct of commitment to organizational career (COC). Conceptualized as a specific form of goal commitment, COC reflects an individual's commitment to the goal of pursuing a long and successful career in an organization. We developed a 5‐item measure of COC and examined its validity and reliability in four studies involv...
Article
Building on the broaden‐and‐build theory and research on the negativity bias, this study examines how trait affectivity, as a stable predisposition predicting the pattern of emotional responding, shapes newcomers' perceptions of supervisor support and experience of organizational commitment. Using latent growth modeling and data collected at four p...
Article
Purpose The purpose of this paper is to investigate the impact of various commuting modes on stress and mood upon arrival at work. Design/methodology/approach Data on stress and mood were collected after 123 employees arrived at work by bike, car, or public transit. In order to account for the natural fluctuation of stress and mood throughout the...
Article
Drawing from implicit leadership theories we advance servant leadership theory by examining moderating mechanisms that explain under what conditions servant leader behaviours impact followers in organizations. Specifically, we focused on the moderating role of subordinates’ motivational orientations—prosocial values or impression management motives...
Article
Full-text available
Purpose This research aims to contribute to servant leadership theory by applying social exchange theory to examine why and under what conditions servant leadership is related to employee extra-role behaviors. Specifically, we examined the psychological contract (PC) as a mediating mechanism between servant leader behaviors and two forms of employ...
Article
Drawing from role theory and structural functionalism, we examined the temporal relationship between employees’ affective commitment to the organization (ACO) and affective commitment to the supervisor (ACS) and how these commitments affect turnover. We further examined perceived supervisor-organization value congruence as a moderator. In Study 1,...
Article
Full-text available
This study examines the mediating role of affective and continuance commitment in the relationship between pay satisfaction and voluntary turnover, and the moderating role of negative affectivity. Drawing from data collected at two points in time from a sample of human resource management professionals (N = 509), we found that affective and continu...
Article
Drawing from previous research bridging the commitment and motivation literatures, we examined the role of locus of control and empowerment, two motivationally relevant constructs, in the prediction of continuance commitment's subdimensions of perceived sacrifice and few alternatives. In Study 1 (N=217), which aimed to examine locus of control as a...
Article
Using work on self-concepts and Conservation of Resources theory, the present research examined the motivational underpinnings of continuance commitment's subcomponents of perceived sacrifice and few alternatives. Study 1 (N = 208) found job scope to be positively related to perceived sacrifice commitment, and negatively related to few alternatives...
Article
Using a one-year longitudinal study of four components of organizational commitment (affective, normative, continuance–sacrifices, and continuance–alternatives) on a sample of employees from multiple organizations (N = 220), we examined the relationships of employee Big-Five personality traits to employee commitment components, and the mediating ro...
Conference Paper
Full-text available
Using a moderated mediation approach with multiple mediators, we examined the moderating role of negative affectivity and the mediating role of organizational commitment mindsets in the relationship between pay satisfaction and voluntary turnover. Results suggest this relationship is mediated by different commitment mindsets, depending on employees...
Article
We examined the relationship of four commitment dimensions (affective, normative, continuance-perceived sacrifices and continuance-lack of alternatives) to emotional exhaustion over time under the lens of conservation of resources theory. Using data from 260 employees, Time 1 lack of alternatives and normative commitment contributed positively to T...
Article
We examined the relationships of role clarity and organization-based self-esteem with 4 dimensions of commitment to supervisors and organizations (affective, normative, perceived high sacrifice, perceived lack of alternatives) and turnover intentions. Confirmatory factor analyses supported the hypothesized 8-factor model of commitment. Structural e...
Article
Using a latent growth modeling (LGM) approach, this paper examines the trajectories of change in role stressors (ambiguity, conflict, and overload), job attitudes (affective commitment and job satisfaction), and turnover intention and psychological well-being among neophyte newcomers, as well as the relationships among these changes. Based on a sam...
Article
This paper examines the moderating role of negative affectivity and risk aversion in the relationships of two bases of continuance organizational commitment (continuance–sacrifices and continuance–alternatives) to turnover, within a stress–coping perspective. More specifically, we propose that (a) the perspective of leaving is a source of stress fo...
Article
Research on the 3-component model of organizational commitment— affective, normative, and continuance—has suggested that continuance commitment comprises 2 subcomponents, perceived lack of alternatives and sacrifice (e.g., S. J. Jaros, 199740. Jaros , S. J. 1997. An assessment of Meyer and Allen's (1991) three-component model of organizational com...
Article
Full-text available
Case Description: This case focuses on the illustration and application of HRM workplace diversity management concepts. First, students will have to discuss the advantages of a diverse workforce and the steps involved in diversity management. Next, they must critique the HRM director's diversity plan. They will then be required to design and implem...
Chapter
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En cet après-midi du 27 février 2003, Françoise Roy avait des raisons de se réjouir: la Commission des droits de la personne avait enfin approuvé son plan d'action en matière d'équité en emploi. Elle occupait le poste de Directrice RH à la Banque Populaire du Québec (BPQ) depuis à peine plus d'un an, mais elle voulait faire bouger les choses. Elle...
Article
Using longitudinal data (N = 220), we examined the contribution of perceived organizational support and four mindsets of organizational commitment (affective, normative, perceived sacrifice associated with leaving and perceived lack of alternatives) to employee psychological well-being. In order to assess the contribution of support and commitment...
Article
We examined the contribution of perceived organizational support and four mindsets of organizational commitment to employee psychological well-being, controlling for the effects of role stressors. Affective commitment mediated a positive relationship between support and wellbeing, and support negatively related to perceived lack of employment alter...
Article
We examined the relationships between role clarity, work locus of control and organization-based self-esteem, and four dimensions of commitment to supervisors (AC, NC, HiSac, LoAlt). Analyses revealed that role clarity was positively related to AC and HiSac, work locus of control was positively related to NC and negatively to LoAlt, and that organi...
Article
Full-text available
Purpose – The paper examines what are the effects of the different types of cross-cultural training (CCT) on expatriates' adjustment and whether prior international experience (IE) and cultural distance (CD) have a moderator effect on the effectiveness of CCT. Design/methodology/approach – In a quantitative approach the paper examines the effect of...
Article
Full-text available
Le Canada étant le pays qui accepte le plus d'immigrants, les entreprises canadiennes et québécoises doivent nécessairement apprendre à composer avec la diversité. Il est essentiel que les effectifs des organisations, tant privées que publiques, soient représentatifs de la société québécoise actuelle et que les organisations puissent tirer parti de...
Conference Paper
Full-text available
Le Canada étant le pays qui accepte le plus d'immigrants, les entreprises canadiennes et québécoises doivent nécessairement apprendre à composer avec la diversité. Il est essentiel que les effectifs des organisations, tant privées que publiques, soient représentatifs de la société québécoise actuelle et que les organisations puissent tirer parti de...
Article
Full-text available
Le Canada étant le pays qui accepte le plus d’immigrants, les entreprises canadiennes et québécoises doivent nécessairement apprendre à composer avec la diversité. Il est essentiel que les effectifs des organisations, tant privées que publiques, soient représentatifs de la société québécoise actuelle et que les organisations puissent tirer parti de...

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