Jean-Sébastien BoudriasUniversité de Montréal | UdeM · Department of Psychology
Jean-Sébastien Boudrias
Ph.D.
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Publications (142)
Many cross‐sectional studies have suggested that psychological empowerment ( PE ) – a higher‐order motivational construct – is related to employees' in‐role and extra‐role behavioural involvement ( BI ). The objective of this study was to assess the directionality of the longitudinal relationships between PE and employees' BI . Based on theories, t...
Understanding the antecedents of transformational leadership is an important issue, given the potential benefits of this leadership style. Based on the trait activation model (Tett & Burnett, 2003), this study aimed at testing the moderating role of the organizational context on the relationship between personality and transformational leadership....
The purpose of this study is to investigate the moderating role of affective and continuance goal commitment in the relationship between motivational intention to act on feedback and behavioural integration of feedback. In an individual psychological assessment
context, 74 candidates who received feedback were recruited. Moderation analyses using...
This study investigates how lack of perceived organizational integrity (POI) by managers negatively affects bottom-up improvement-oriented behaviors at lower hierarchical levels (supervisors, employees). It is expected that expressions of tyrannical leadership by the manager, a self-serving type of leadership, will mediate the relation between POI...
In the field of software engineering, there has been a shift towards utilizing various artificial intelligence techniques to address challenges and create innovative tools. These solutions are aimed at enhancing efficiency, automating tasks, and providing valuable support to developers. While the technical aspects are crucial, the well-being and ps...
Cette étude examine l’apport du leadership d’habilitation à la performance adaptative, en considérant trois facteurs de contingence (climat organisationnel, nature du travail, ancienneté des travailleurs). Une étude prospective par questionnaire (n = 571) indique, conformément à l’hypothèse formulée, que le leadership d’habilitation est lié positiv...
Adaptive performance (AP) represents the worker's ability to adapt their behaviours to changing job circumstances. An antecedent of AP would be the cognitive flexibility (CF) of employees. However, the strength of the relationship between these variables fluctuates empirically, suggesting the involvement of moderators such as knowledge work (KW). T...
Adaptive performance (AP) is crucial for individuals to respond to changes in their work role. Cognitive flexibility (CF) plays a role in AP, but the impact of the work environment on this relationship is not clear. Situational strength theory suggests that a strong situation, characterized by clarity, consistency, constraints, and consequences, we...
p>There are many forms of abuse in the workplace. These include incivility, discrimination, harassment (in general), sexual harassment, bullying, physical assault, abusive leadership, and an organizational climate that tolerates abuse. Based on the actions involved, some forms of abuse are classified as low (e.g., incivility), moderate (e.g., bully...
This research relies on bifactor models to help improve our understanding of the dimensionality of the psychological empowerment construct. We also examined the configurations, or profiles, taken by psychological empowerment dimensions, and documented their stability over time as well as the associations between these profiles and theoretically-rel...
We examine the relationship between transformational leadership and job improvement behaviors by considering the moderating effect of leader extraversion and the mediating role of employee vitality. Multi-level path analysis on data from 101 leaders and 619 subordinates provided support to the moderating effect of leader extraversion, such that the...
The aim of this article was to investigate the conditions under which the dimensions of work-related wellbeing (i.e., serenity, social harmony, and involvement) can be beneficial for employee proactive behavior (PB). Based on theories of activation and theorization about the influence of wellbeing on performance, we proposed that the contribution o...
Résumé
L’auto-efficacité émotionnelle (AEÉ) est un construit clé pour comprendre l’humain dans des contextes empreints d’émotions, comme lorsqu’il s’agit de transmettre un feedback de performance. Or, les échelles existantes à ce jour optent pour une vision générale du construit. Cette étude vise donc à valider une échelle spécifique d’AEÉ à transm...
Cet article présente une identification, une classification et l’élaboration d’un questionnaire mesurant les interventions de rétroaction utilisées après l’évaluation de potentiel. Étant donné le manque d’études sur les interventions de rétroaction dans ce contexte, la recherche s’appuie sur la littérature en rétroaction dans des domaines connexes...
The present study investigates the role of perceived social support and development-focused feedback techniques on behavioral integration of feedback in the context of individual psychological assessment. We hypothesized that development-focused techniques would predict participants’ motivational intention to act on feedback and tested whether perc...
Empowering leadership (EL) engages employees to act autonomously and to take responsibility for bringing improvements to the workplace. Therefore, EL is positively related to proactive performance (PP). However, recent meta-analysis found some variability in the relationships between EL and performance outcomes (Kim et al., Journal of Leadership &...
Employees can develop multiple commitments at work. These commitments can combine in different ways, with implications for organizations and employees themselves. In this study we conducted latent profile analyses (LPA) to identify different configurations of commitment to the organization, supervisor, work group, and citizens among a sample of emp...
This study investigates the within-domain exacerbation phenomenon in relation to employees’ perception of their supervisors’ leadership behaviors. This phenomenon proposes that exposure to supervisors relying on a combination of destructive leadership behaviors (DLB; operationalized as petty tyranny) and constructive leadership behaviors (CLB; oper...
Are psychologically healthy employees more proactive at work? Surprisingly, responses to this question are lacking as empirical research has overlooked the wellbeing–proactive performance relationship. Drawing insights from the conservation of resources theory and the motivational fit perspective, this study proposes that leader-member exchange and...
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...
Le lien entre le bien-être psychologique (BEP) au travail et l’engagement organisationnel n’est plus à prouver. Cependant, la plupart des études ont appréhendé le BEP en utilisant des variables proches, mais différentes (p. ex., la satisfaction et ses affects positifs), ou en n’utilisant pas de mesure adaptée au contexte organisationnel et ont trai...
Des études récentes en contexte de feedback en évaluation du potentiel (ÉP) ont démontré que les perceptions de de la source du message et de sa façon de communiquer le message sont fortement liées à l’appropriation du feedback par le récepteur (Boudrias et al., 2014). Les quatre types de techniques de feedback, constituent les interventions utilis...
La contribution de la santé psychologique à la performance au travail a fait l'objet de nombreuses études. Bien que la majorité d'entre elles confirment la relation positive entre ces variables, notre compréhension des mécanismes médiateurs et modérateurs sous-jacents demeure embryonnaire. Les fondements théoriques et empiriques du lien existant en...
La performance proactive, soit la propension à adopter des comportements d’initiative et orientés vers le futur, est nécessaire à la performance des organisations. Le bien-être est associé avec certains éléments de la performance proactive, tels que la créativité, mais a été peu étudié. En outre, un modérateur entre les déterminants individuels et...
Characterized by feelings of apathy and self-deprecation, psychological disengagement at work (PDW) is associated with decreased levels of task performance amongst employees (Demerouti & Cropanzano, 2010). In parallel, empowering leadership (EL) is known to encourage psychological engagement in the workplace (Tuckey et al., 2012). The aim of this s...
Le travail du savoir se caractérise par la nécessité de créer, distribuer et appliquer des connaissances innovantes en collaboration avec autrui (Davenport, 2005). Aucun instrument ne permettant d'évaluer directement et uniformément le travail du savoir, cette étude a pour but la validation du Questionnaire du Travail du Savoir (QTS) qui mesure à q...
Introduction : Goal orientations are a characteristic of the personality explaining different reactions in achievement and learning situations. So far, no French instrument exists to measure this variable in a professional context.
Objective : The purpose of this article is to validate a French translation of the VandeWalle instrument (1997) measur...
Abstract
This exploratory study aims to better understand the development of competencies following feedback in a competency assessment context. The aim is to test the hypothesis that the interaction between the developmental difficulty of the competencies to improve and their number predicts the intention to act on feedback and behavioural integra...
This research was conducted in a context of potential assessment and feedback on the assessment. It aims to investigate the mediating effect of the anticipated benefits in the relationship between the personal disposition of a client and its intention to act upon feedback. The Vroom’s (1964) theory is used as theoretical background. 129 clients had...
Recent studies in context of individual psychological assessment suggest that feedback acceptance, awareness gained from the feedback and motivational intention are the three cognitive processes that brings the candidate to make behavioral change efforts. This study aims to verify if advisors are able to perceive correctly these cognitive processes...
Researchers are constantly trying to improve the prediction of leadership behaviors. Accordingly, the present study focuses on the Great Eight model proposed by Bartram (2005) and aims to verify theoretical hypotheses linking personality composites to transformational leadership and contingent reward behaviors. Conducted with 113 managers, the stud...
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...
Purpose
Behavioural outcomes of empowerment are not often studied comprehensively and in a specific manner in the literature. The purpose of this paper is to test a research model that specifies how two empowering conditions (empowering leadership and job autonomy) influence specific behavioural outcomes expected from empowered subordinates (discre...
Purpose
This study illustrates complementary variable- and person-centered approaches allowing for a more complete investigation of the dimensionality of psychometric constructs. Psychometric measures often assess conceptually related facets of global overarching constructs based on the implicit or explicit assumption that these overarching constru...
This study aims to verify Lawler's (1992, 2008) theoretical proposition that the complementariness and coherence of leadership empowerment practices (LEB) need to be jointly considered in order to adequately understand their relation with employees’ levels of behavioral empowerment. Patterns of relations among three LEB (Delegation, Coaching, and R...
Purpose
Using the substitute for leadership framework, the purpose of this paper is to verify whether employees’ perceived value congruence with their organization can act as a moderator of the relationship between transformational leadership and empowered behaviors. A triple moderation hypothesis, wherein value congruence could both enhance or sub...
This study examines how and under what conditions recognition practices are related to employee behavioural involvement at work. Combining social cognitive theory, social information processing theory and self-concordance theory, we develop and test a moderated mediation model in which (a) manager recognition promotes behavioural involvement both d...
L’habilitation au travail désigne, selon le cas, l’action d’aménager des conditions de travail conférant un pouvoir élevé aux travailleurs dans l’organisation (habilitation structurelle), l’état d’esprit du travailleur qui ressent une capacité d’agir au travail (habilitation psychologique), ainsi que des actions qui dénotent une implication effecti...
Morin and Marsh (2015) proposed a methodological framework to disentangle shape and level effects in latent profile analyses. We discuss limitations of this framework (based on a logic similar to that of higher-order measurement models), and suggest that these limitations are easily solved by a more thorough examination of the variable-centered mea...
La santé psychologique au travail (SPT) serait composée de deux axes (bien-être et détresse), chacun constitué de dimensions liées à la vie émotive, sociale et productive. Or, ces composantes sont habituellement étudiées dans une approche centrée sur les variables plutôt que centrée sur les individus, de sorte qu’il manque de connaissances sur la p...
La présente étude a pour objectif de vérifier le rôle modérateur de la congruence des valeurs des employés avec le supérieur immédiat et avec l’organisation dans la relation qui unit le leadership transformationnel et l’habilitation comportementale au travail. Cette étude a été conduite auprès de 381 travailleurs provenant de divers milieux organis...
Cette étude vise à examiner le rôle des valeurs personnelles et organisationnelles ainsi que de leur congruence en regard de l’émergence du leadership transformationnel. À partir d’un échantillon de 119 gestionnaires et de 698 employés, les résultats de régressions polynomiales et hiérarchiques suggèrent que la congruence des valeurs à l’étude ne p...
Cette étude a pour objectif d’explorer la présence de liens entre les traits de personnalité des gestionnaires et les dimensions du leadership tyrannique. Un échantillon de 139 gestionnaires et de 851 employés a été recruté dans une organisation québécoise. Des analyses corrélationnelles bivariées ont été effectuées afin d’examiner les relations en...
Résumé
La présente étude vise à poursuivre la validation du construit d’habilitation comportementale, en examinant non seulement sa structure factorielle, mais en examinant les différences conceptuelles et empiriques entre ce type de comportements et trois autres types de comportements organisationnels, à savoir les comportements de citoyenneté org...
Organizational changes are costly ventures that too often fail to deliver the expected outcomes. Psychological empowerment and affective commitment to change are proposed as especially important in turbulent contexts characterized by multiple and ongoing changes requiring employees’ continuing contributions. In such a context, employees’ beliefs th...
Alors que l’évaluation du potentiel connaît une forte popularité chez les psychologues du travail, peu d’efforts de recherche sont consentis pour expliquer les facteurs influençant l’intention des candidats d’agir dans le sens du feed-back reçu suite à l’évaluation. La présente étude, menée auprès de 111 candidats, s’intéresse à la question en s’ap...
Un leader transformationnel aurait tout d'abord un caractère très sociable. Démonstratif, ce
dirigeant serait à l'aise socialement et plutôt enclin à solliciter l'avis des autres pour s'
informer et décider. À l'opposé, un esprit plus analytique et consciencieux serait défavorable
au leadership transformationnel. Il est aussi intéressant de ment...
Purpose
– The purpose of this paper is to propose and test a theoretical model linking individual perceptions of participative leadership style and managerial practices (i.e. teamwork and information sharing) to individual innovative behavior through the mediating mechanisms of: perceptions of team support for innovation and team vision; and psycho...
Abstract Introduction Psychological health at work, a multidimensional concept grasped by the absence of negative states and by the presence of positive states, is here approximated in terms of distress and well-being. Objective This study was aimed at examining the extent to which job demands, individual resources (optimism), and organizational re...
This research aims at defining a taxonomy of people’s career profile during their career counseling sessions. Some 323 clients were consequently submitted to a test protocol assessing their level of psychological resources, social support, depression, self-esteem, indecision, but also their feeling of self-efficacy and their abilities required to b...
Très peu d’études ont porté sur les antécédents potentiels du leadership transformationnel, un type de leadership où le gestionnaire considère, stimule et inspire ses collaborateurs afin de catalyser leurs efforts dans la poursuite d’objectifs organisationnels. Cet article présente les résultats d’une étude qui a été réalisée auprès de 157 gestionn...
La documentation scientifique traite abondamment du leadership idéal, mais qu’en est-il du leadership destructeur, un vocable qui regroupe les leaderships tyrannique, machiavélique, narcissique et laisser-faire. Ce type de leadership est susceptible d’avoir des effets, entre autres, sur la santé psychologique, le climat de travail et la performance...
Le leadership d’habilitation (empowerment) correspond à déléguer des responsabilités et à fournir des ressources (e.g., coaching, reconnaissance) à ses employés afin de favoriser leur autonomie et leur implication au travail. Considérant l’idée que l’habilitation puisse ne pas avoir le même attrait pour tous, la présente étude cherche à vérifier si...
The present study aims to further validate the construct of behavioral empowerment, examining not only its factorial structure, but also the conceptual and empirical differences between this construct and three other types of organizational behavior, namely organizational citizenship behaviors, innovation and self-management. Confirmatory factor an...
Psychological health and performance at work: bidirectional longitudinal associations?
Despite a strong interest for understanding the link between attitudes, affect and performance at work, not many studies have investigated these relationships longitudinally. Longitudinal designs are highly relevant, because they allow inferring the direction of...
Authentic leadership has been purported to influence psychological well-being through its impact on work climate. Using a sample of 406 nurses, a time-lagged study design was employed to determine the mediational role of work climate in explaining the impact of authentic leadership. Two self-reported questionnaires were completed to ascertain: (1)...
This study examines two routes through which organizational socialization tactics influence newcomers' adjustment: (1) through reducing job‐related uncertainty and (2) through the development of social‐exchange relationships with the supervisor and co‐workers. Consistent with predictions, our 3‐wave study of a sample of 224 newcomers found Time 2 r...
Purpose
– The purpose of this paper is to empirically verify a theoretical model of candidates' feedback integration in the context of individual psychological assessment (IPA).
Design/methodology/approach
– Structural equation modeling analyses were conducted in a two-wave longitudinal study. A total of 97 candidates completed questionnaires imme...
Stress, suicide au travail, harcèlement, mal-être, épuisement professionnel… Les mots pour dire les maux du travail ont envahi le discours médiatique et politique, mais aussi la vie quotidienne des organisations publiques et privées. Pourtant, derrière chacun de ces mots d’allure parfois simple se cachent des partis pris théoriques qui gênent la bo...
The purpose of this study was to test the invariance of a predictive model of psychological health at work (PHW) in Canada and France. The model a) defines PHW as an integrative second-order variable (low distress, high well-being) and b) includes three categories of PHW inductors (job demands, personal resources and social-organizational resources...
Cette étude explore les différences entre des échantillons de 391 enseignants français (EF) et 537 enseignants québécois (EQ) qui ont complété une batterie de questionnaires mesurant les variables du modèle prédictif de la santé psychologique au travail (SPT, Brunet & al., 2009 ; Boudrias & al., 20 organisationnels (demandes et ressources), psychos...
L’étude vise à examiner les effets d’interaction entre les différentes pratiques managériales d’habilitation (délégation, coaching et reconnaissance) dans la prédiction de l’habilitation comportementale des employés. Des régressions hiérarchiques, réalisées auprès d’un échantillon de 230 travailleurs provenant de milieux variés, confirment la prése...
Cette étude vise premièrement à examiner les liens entre des traits de personnalité et l’habilitation comportementale et deuxièmement à vérifier si ces traits de personnalité modèrent la relation entre les pratiques de gestion habilitantes et l’habilitation comportementale. Des analyses de régressions multiples réalisées sur un échantillon de 254 e...
Les pratiques organisationnelles d’habilitation ont généralement un succès limité s’ils ne sont soutenus que par les hauts dirigeants. La présente étude, menée auprès de 418 salariés québécois, examine le rôle de deux acteurs de l’environnement social proximal, le supérieur et les collègues, dans l’habilitation du personnel. Des indicateurs psychol...
This study examines the relationship of psychological contract breach to newcomer adjustment outcomes using affective commitments to organizations and supervisors as mediators and also looks at the moderating role of affective commitment to supervisors. Drawing from data collected at three points in time among a sample of newcomers (N = 224), we fo...
Many cross-sectional studies have suggested that psychological empowerment – an active motivational orientation – is related to employees’ behavioral involvement at work. The objective of the present study is to assess the directionality of the longitudinal relationships between psychological empowerment and employees’ behaviors in order to verify...
La présente étude teste l’effet médiateur de la motivation autodéterminée sur la relation entre les facteurs organisationnels et le bien-être psychologique au travail auprès de 391 enseignants. Elle se base sur la théorie de l’autodétermination traitant des types de motivation pouvant avoir un impact sur la santé de l’individu. Ainsi, la motivation...
IntroductionLimited instruments are available to measure candidate's cognitive integration of the feedback in the context of individual psychological assessment related to the work context.Objective
The objective of this article is to validate a questionnaire measuring two dimensions of feedback integration: feedback acceptance and awareness gained...
L’objectif de cet article consiste à tester l’équivalence de la structure factorielle des
versions québécoise et française de l’Inventaire de personnalité-révisé (NEO PI-R). Cet outil,
fortement utilisé par les professionnels qui font de la sélection du personnel au Québec a fait
l’objet de modifications importantes en 2005. Aucune étude attestant...