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Work and Organizational psychologist (Ph.D.). I am specialized in the study of organizational behaviors (deviant, extra-role, proactive, innovative and pro-social) and their relationships. My current work focuses on the analysis of these behaviors in an organizational context related to 4.0 industries, through the study of new technologies and their effects on work characteristics.
December 2020 - present
- Professor (Associate)
- Maître de Conférence de Psychologie du Travail et des Organisations dans le laboratoire EA4139. Associate Professor of Work and Organizational Psychology in the laboratory EA4139.
September 2018 - September 2020
- Creation of a human resources management model applied to the reality of industry 4.0 through the study of organizational, collective, individual innovation processes in relation to the new logic of the market. (ORBETEC)
This paper explores how proactive behavior and constructive deviance relate to affective organizational commitment and turnover intention through idea championing. Based on a two-wave study (N = 310), structural equation model analyses revealed that constructive deviance had an inhibitory effect and proactive behavior a facilitatory effect on idea...
Based on proactivity literature, feedback seeking behavior is generally used throughout an individual’s career to enable better adaptation to the work environment. However, it has recently been shown that declining levels of feedback seeking behavior may result in decreased psychological attachment over time. This study aims to explore whether indi...
This article examines the factorial structure and nomological network of constructive deviant behavior, relying notably on Galperin (2012) scale. In a series of two studies, we investigate the construct internal structure and its relationships with theoretically related constructs to deepen our understanding of the nature of this construct. Data we...
De nombreuses recherches ont mis en évidence l’aspect positif des comportements d’innovation au travail sur la performance et le bien-être (Janssen, Van de Vliert, & West, 2004 ; Niesen, De Witte, & Battistelli, 2014). En tenant compte du développement permanent de la technologie et de son extension à l’ensemble des sphères de vie des individus, no...
The present study sought to translate and adapt the Learning Potential of the Workplace Scale (LPW) into the Italian language and assess its psychometric properties. A sample of 729 workers was recruited from 3 different organizations located in Italy. Three studies tested the psychometric validity of the Italian version. The first tested the LPW’s...
La prise de parole est un comportement essentiel susceptible d’inhiber ou de générer des processus d’innovation et de changement organisationnel. À ce jour, peu d’échelles de mesure adaptées au contexte français et permettant d’analyser ce comportement existent. Cet article propose de traduire l’échelle de prise de parole en 4 facteurs de Maynes et...
Deviance theory introduces a behavioural view on constructive and destructive deviance to explain how an individual’s intent can harm or improve organisational well-being. However, to our knowledge, no scale exists that evaluates the personal orientation aspect of deviance and normativity. This article discusses the creation of the Norm and Devianc...
Cette étude porte sur l'analyse des propriétés psychométriques et l'adaptation d'une échelle de mesure à une population française évaluant la déviance constructive. Les données ont été recueillies auprès de 350 travailleurs français de différents milieux professionnels. Les résultats obtenus corroborent partiellement ceux de la version originale de...
The aim of this research was to examine the relation between constructive deviance (Galperin, 2012; Warren, 2003; Vadera, Pratt, & Mishra, 2013), proactivity (Grant & Ashford, 2008; Parker & Collins, 2010) and their role in change and innovation (CI) processes in organizational context (Potočnik & Anderson, 2016). After we examined the deviance and...
Research related to the fourth Industrial Revolution is growing up and are a major asset for prosperity and European economic growth. However, the effect of human resources management in relation to industry 4.0 remains few investigated in the field of Work and Organizational Psychology. In view of the constantly evolving dynamics favouring the implementation of new technologies in organizations (autonomous robots, virtual reality, big data, and so on), it is now essential to define a model adapted to industry 4.0. The objective of ORBETEC project is to generate a model of human resources management, targeting four essential areas (organizational development, professional development, competence development, and compensation/reward), applied to the reality of industry 4.0.