Kathleen Bentein

University of Quebec in Montreal | UQAM · Department of Organization and Human Resources

In a time when organizations must cope with an increasingly volatile and spatially dispersed workforce, understanding how to facilitate newcomers’ perceptions of insider status is of both theoretical and practical importance. However, knowledge regarding how and why these desirable perceptions unfold over time during the socialization period is lim...

Purpose The current study, which is based on social learning theory and social cognitive theory, intends to investigate the impact of entrepreneurial leadership on employee creativity at both the individual and team levels. In particular, the authors predict a mediating mechanism at both levels: employees’ entrepreneurial self-efficacy. Further, th...

Purpose This study sought to test two competing sets of hypotheses derived from two different theoretical perspectives regarding (1) the effects of leader–follower similarity and dissimilarity in psychological resilience on the follower's absenteeism in times of organizational crisis and (2) the moderating effect of relational demography (gender an...

Although public service employees are regularly exposed to uncivil behavior by citizens, we still know little about the effects of these incivilities. This study aims to examine the reactions of public employees who work in a climate of citizen incivility. Using a multilevel multisource design, we examine the indirect effects of citizen incivility...

Managers today are constantly exposed to leadership discourses that ask them to be leaders. But what does it mean to be a leader? More than ever, the very notion of a leader is ambiguous. As the complexity of organizational environments grows, so too does the multiple interpretations of the concept of leader. In response to this ambiguity, a growin...

In a context where protean careers become more the norm than the exception, requesting and obtaining development i-deals represent an interesting tactic that individuals can use to shape their careers. This chapter builds bridges between the literatures on careers and i-deals to identify a set of considerations about why employees request and obtai...

Servant leadership, a leadership style that focuses on leading by serving, is well suited to supporting front-line employees' service-oriented behaviors in the public sector. However, we still know little about how servant leaders shape these behaviors in this specific context. Drawing on social learning theory, relational identity, and service lin...

The aim of this study was to investigate the effects of optimism similarity and dissimilarity between supervisors and subordinates on subordinates’ outcomes. Drawing on optimism literature and the expectancy-value theory, we tested hypotheses regarding the indirect effects of optimism dyadic (dis)similarity on subordinates’ objective job performanc...

Background Providing care to cancer patients is associated with a substantial psychological and emotional load on oncology workers. The purpose of this project is to co-construct, implement and assess multidimensional intervention continuums that contribute to developing the resilience of interdisciplinary cancer care teams and thereby reduce the b...

Using conservation of resources theory, this study conceptualizes occupational stigma as a threat to an individual’s resource—self-esteem—that is associated with a resource loss spiral. Accordingly, we postulate that perceptions of occupational stigma are positively linked to emotional exhaustion and absences. We also identify a job resource—namely...

Alors que les emplois d’aide à domicile auprès des personnes âgées sont, avec le vieillissement de la population, considérés comme des gisements d’emplois, ils souffrent d’un déficit d’image nuisant à l’attractivité et à la fidélisation des salariés. S’appuyant sur la littérature consacrée aux « sales boulots », cette étude propose de comprendre le...

This study aims to examine how similarity and dissimilarity of positive psychological capital (PsyCap) between leaders and followers predicts followers’ outcomes. Drawing upon the similarity-attraction theory, it is hypothesized that similarity in psychological capital will increase the quality of the leader-member exchange (LMX) as well as the ado...

Theory and conventional wisdom suggest that progressive reduction of feedback-seeking behavior (FSB) during entry is indicative of work adjustment. We argue that a downside of this process is that newcomers’ social integration and acculturation may be weakened. This suggests declining levels of FSB may result in decreased organizational commitment...

L’essor de la technologie dans les organisations rend désormais possible la collecte et l’accès à des quantités massives d’informations de diverses natures et provenant de différentes sources (c.-à-d. des mégadonnées ou « Big Data »), permettant ainsi de mesurer et de comprendre sous un nouvel angle la complexité du vécu des employés en milieu de t...

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...

Cet article, en mobilisant la théorie de l’auto-détermination, a pour objectif d’évaluer les effets modérateurs des primes contingentes individuelles sur la relation entre la motivation autonome et la performance au travail. Les résultats de l’étude, sur un échantillon de salariés d’une coopérative vinicole (N=135), montrent que la motivation auton...

This position paper presents the state of the art of the field of workplace commitment. Yet, for workplace commitment to stay relevant, it is necessary to look beyond current practice and to extrapolate trends to envision what will be needed in future research. Therefore, the aim of this paper is twofold, first, to consolidate our current understan...

The present study looks at the interaction between daily experiences in the workplace – daily workload and daily coworker support – and examines its influence on negative affect and its subsequent impact on same-day work–family conflict (WFC). It proposes two competing moderation hypotheses (buffering vs. intensifying). According to the COR theory,...

Purpose The purpose of this paper is to explore the concept of occupational disidentification through the lens of conservation of resources (COR) theory (Hobfoll, 1989, 1998). Occupational disidentification is conceptualized as a coping strategy, or an investment of resources to cope with poor perceived prestige of the occupation, which represents...

Purpose This research investigates the consequences of experiencing social isolation in a context of dirty work. Relying on an integration of the job demands-resources model (Schaufeli and Bakker, 2004) with the social identity approach (Ashforth and Kreiner, 1999), the article posits that perceived social isolation prevents the development of def...

Cet article, en mobilisant la théorie de l’auto-détermination, a pour objectif d’une part de comprendre comment le niveau de rémunération fixe peut influencer la motivation autonome et d’autre part d’examiner les conséquences de la motivation autonome sur l’engagement puis la satisfaction au travail. Les mécanismes qui interviennent dans la relatio...

How does servant leaders' unique ability to place each follower's needs above their own influence relationships between followers and impact their collective performance? In a study that integrates principles of servant leadership with the social comparison theoretical framework, we tested a group-level model to examine how servant leadership induc...

Le climat de travail (aussi appelé climat organisationnel) peut être défini comme un ensemble de représentations partagées par les membres d’une entité (ex. : l’organisation, le département, l’équipe de travail) concernant les politiques, les pratiques et les procédures que cette entité récompense, soutient et attend.

Nombreuses sont les etudes ayant repertorie les facteurs susceptibles de favoriser l’engagement affectif des employes envers leur organisation. Toutefois, davantage de recherches sont requises afin de comprendre les mecanismes par lesquels ces facteurs agissent sur le niveau d’engagement organisationnel affectif (EOA), et de cerner dans quel contex...

How can a servant leader focusing primarily on followers' growth and well-being influence the achievement of organizational outcomes? Despite a growing stream of academic studies exploring positive outcomes of servant leadership practice, little is known empirically about the underlying psychological processes that are activated to enhance individu...

The purpose of the present research was twofold: 1) examine the mediating role of need satisfaction and need thwarting in the relationships of task variety, role conflict, and perceived leader support on affective commitment; and 2) examine whether affective commitment leads to positive affect, cynicism, and turnover intentions. We tested a model i...

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,...

Purpose We argue that idiosyncratic deals (or i-deals), as objective conditions in employment arrangements that employees negotiate with their employer to meet particular individual needs, attenuate the indirect negative effect of a psychological contract breach on affective commitment via trust. Design/methodology/approach The study was conducted...

In recent years, successive work reorganization initiatives have been implemented in many healthcare settings. The failure of many of these change efforts has often been attributed in the prominent management discourse to change resistance. Few studies have paid attention to the temporal process of workers' resource depletion/accumulation over time...

Résumé Une revue de la documentation montre que la gestion des employés à haut potentiel pose des défis aux organisations, notamment l’absence de définition universelle des hauts potentiels, l’identification des employés à haut potentiel privilégiant la performance et les résultats passés, des programmes officiels risquant de susciter trop d’attent...

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...

The purpose of this study was to test two competing theoretical models explaining the relationships between affective commitment to the organization, the supervisor, and the workgroup, and organizational citizenship behaviours (OCB) specifically directed toward these foci. Drawing on cohesion theory, the first model stated that commitment to the or...

This study examines the relationship of perceived organizational values to employee mobilization behaviours as mediated by perceived organizational support (POS) and affective organizational commitment. Firstly, a scale comprising three types of perceived organizational values (interpersonal values, formal values, and individual well-being-centered...

This study examines the relationship of perceived organizational values to employee mobilization behaviours as mediated by perceived organizational support (POS) and affective organizational commitment. Firstly, a scale comprising three types of perceived organizational values (interpersonal values, formal values, and individual well-being-centered...

We examined the relationships of affective organizational commitment and affective commitment to supervisors with turnover intentions and actual turnover, using three independent samples of employees. In Sample 1 (N = 172) and Sample 2 (N = 186), affective organizational commitment and affective commitment to supervisors were found to exert indepen...

1 Cette introduction présente les cinq articles sélectionnés dans ce numéro spécial. Elle montre dans un premier temps comment chaque contribution a un lien avec la théorie de l'échange social, qui sert de fondement à l'ensemble du numéro spécial. Ce faisant, l'apport des cinq articles est souligné et les principaux résultats sont mis en perspectiv...

Résumé Cet article examine l’influence de la perception de certaines pratiques de gestion des ressources humaines sur les comportements de mobilisation des employés, au travers de deux processus d’échange sociaux distincts, employé-organisation et employé-supérieur. Les comportements de mobilisation étaient évalués par les supérieurs et toutes les...

This article presents the results of a study highlighting the role of perceived support and affective commitment in the relationship between the perception of three human resource management practices and two types of employee mobilization behaviours, as assessed by their supervisor. This study sought to explore the relationship between skills deve...

1 This introduction presents the five articles selected for this special issue. First, it illustrates how each contribution relates to the social exchange theory, on which this entire special issue is based. The contributions of the five articles are highlighted and their main results are compared with those of previous work conducted on social exc...

The authors examined the relationships between perceived organizational support, organizational commitment, commitment to customers, and service quality in a fast-food firm. The research design matched customer responses with individual employees' attitudes, making this study a true test of the service provider-customer encounter. On the basis of a...

Through the use of affective, normative, and continuance commitment in a multivariate 2nd-order factor latent growth modeling approach, the authors observed linear negative trajectories that characterized the changes in individuals across time in both affective and normative commitment. In turn, an individual's intention to quit the organization wa...

The purpose of this study was to determine whether individual, organizational and work group values, as well as value congruence were related to employee commitment to the organization and to the work group. A survey questionnaire measuring the relevant variables was sent to 225 employees from 10 organizations including in total 39 work groups. On...

Three longitudinal studies investigated the usefulness of distinguishing among employees’ affective commitments to the organization, the supervisor, and the work group. Study 1, with 199 employees from various organizations, found that affective commitments to these entities were factorially distinct and related differentially to their theorized an...

Tested the generalizability of J. P. Meyer and N. J. Allen's (1991) three-component model of commitment to five foci, using a sample of university alumni (N=478; mean age 29.7 yrs; 66.3% male) and a sample of hospital nurses (N=186; mean age 33.2 yrs; 79.6% female). First, measures of affective, continuance, and normative commitment to the organiza...

This study examined the validity of a multidimensional model of employee commitment in Europe. The study was conducted using a sample of employees working for the translation department of the European Commission, located in Brussels. The survey questionnaire included measures of affective and normative commitment to the organization, the occupatio...