1,720,996 research outputs found
Le rôle de l'expertise émotionnelle des employés face à une supervision abusive
No full textDans un paysage organisationnel en pleine évolution désormais, il est indispensable de comprendre la relation complexe entre l’expertise émotionnelle et la supervision abusive. Caractérisée par de fréquentes agressions verbales et non verbales, des humiliations et un manque de respect envers les employés, la supervision abusive est devenue une préoccupation importante sur les lieux de travail contemporains. Ce phénomène a été associé à toute une série de conséquences néfastes pour les individus et les organisations. Adoptant une approche Spinoziste des affects et de l'éthique, et intégrant des connaissances neuroscientifiques et socio-psychologiques récentes, cette thèse de doctorat représente une exploration originale de l’expertise émotionnelle en contexte de supervision abusive. En synthétisant et en élargissant les perspectives historiques, théoriques et empiriques, cette thèse met en lumière le rôle modérateur de l’expertise émotionnelle face à l’impact négatif de la supervision abusive sur la dynamique organisationnelle et les comportements liés au travail.La recherche commence par une revue narrative historique complète au chapitre 2, retraçant l’évolution non encore explorée de l’intelligence émotionnelle. Ce voyage rétrospectif met en lumière l'importance durable, et l'évolution dynamique, de l'intelligence émotionnelle utilisée pour la première fois dans un ouvrage théologique de John Harris en 1849. En revisitant les fondements historiques de l’intelligence émotionnelle et en explorant ses manifestations multiformes dans divers contextes, ce chapitre jette les bases d’une conceptualisation plus affinée de l’expertise émotionnelle. S’appuyant sur des idées philosophiques et des perspectives psychosociologiques contemporaines, il relie les conceptions historiques aux compréhensions plus récentes, offrant une nouvelle perspective sur les émotions dans le domaine du comportement organisationnel. Les chapitres 3 et 4 présentent des études empiriques qui approfondissent le rôle central de l’expertise emotionnelle dans la modération de la relation complexe entre la supervision abusive et les comportements des employés. Ces études affirment l’importance de l’expertise émotionnelle et élucident les mécanismes sous-jacents à l’origine de cette interaction décisive. Dans le chapitre 3, la recherche étudie comment l’intelligence émotionnelle modère la relation complexe entre les expériences de supervision abusive et les tendances des employés à la vengeance et au pardon. Il examine les aspects plus précis de l’affect central, en particulier la valence et l’activation, et leur contribution à l’élaboration de cette association complexe. Étonnamment, l’étude révèle que les personnes ayant une intelligence émotionnelle plus élevée peuvent être moins enclines à pardonner, remettant en question certaines hypothèses conventionnelles et pointant vers une possible « arme à double tranchant », ou des effets retardés dans le temps. Le chapitre 4 approfondit l’influence de l’expertise émotionnelle des employés sur la dynamique entre la supervision abusive et les comportements éthiques liés au travail et les expériences émotionnelles des employés. Une étude de terrain en trois vagues explore l’interaction entre la régulation émotionnelle et les motivations de régulation affective, tels les facteurs sociaux, hédoniques et axés sur les tâches Les résultats soulignent le rôle essentiel de l’expertise émotionnelle dans l’atténuation des effets néfastes d'une supervision abusive et confirment le pardon comme un mécanisme important pour atténuer ces effets.Les contributions théoriques de cette thèse s’étendent au-delà de la supervision abusive, de l’intelligence émotionnelle et du comportement organisationnel. Cette dissertation relate le développement historique de l’expertise émotionnelle et fournit des preuves empiriques de sa pertinence dans des lieux de travail modernes. [...]In today’s evolving organizational landscape, apprehending the intricate relationship between emotional expertise and abusive supervision is paramount. Abusive supervision, characterized by frequent verbal and nonverbal aggression, humiliation, and disrespect toward employees, has become a pressing concern in contemporary workplaces. This phenomenon has been associated with a range of deleterious outcomes for both individuals and organizations. Taking a Spinozist stance on affect and ethics and incorporating contemporary insights from sociopsychology and neuroscience, this Ph.D. thesis represents an original exploration ofemotional expertise within abusive supervision. By synthesizing and expanding historical,theoretical, and empirical perspectives, this dissertation sheds light on emotional expertise’s role in dampening abusive supervision’s negative impact on organizational dynamics and work-related behaviors.The exploration initiates with a comprehensive historical narrative review in Chapter 2, tracing the often-overlooked evolution of emotional intelligence. This retrospective journey illuminates emotional intelligence’s enduring significance and dynamic evolution, first utilized in John Harris’ theological work in 1849. By revisiting the historical foundations of emotional intelligence and exploring its multifaceted manifestations across diverse contexts, this chapter lays the groundwork for a refined conceptualization of emotional expertise. Drawing from philosophical insights and contemporary psycho-sociological perspectives, it bridges historical conceptions with contemporary understandings, offering a fresh perspective on emotions in the organizational behavior field.Chapters 3 and 4 present empirical studies that delve into the pivotal role of emotional expertise in moderating the complex relationship between abusive supervision and employee outcomes. These studies affirm the significance of emotional expertise and elucidate the underlying mechanisms driving this critical interplay. In Chapter 3, the research investigates how emotional intelligence moderates the intricate relationship between abusive supervision experiences and employees’ tendencies regarding revenge and forgiveness. It examines nuanced aspects of core affect, specifically valence and arousal, and their contribution to shaping this intricate association. Surprisingly, the study uncovers that individuals with higher emotional intelligence may be less inclined to forgive, challenging conventional assumptions and pointing towards a potential “double-edged sword” or delayed effect. Chapter 4 delves deeper into the influence of employee emotional expertise on the dynamics between abusive supervision and employees’ ethical work-related behaviors and emotional experiences. A three-wave field study explores the interplay of emotional regulation and affect regulation motives, including dimensions of social, hedonic, and task-oriented factors. The findings underscore the vital role of emotional expertise in mitigating the adverse effects of abusive supervision and corroborate forgiveness as a significant mechanism for mitigating these effectsThe theoretical contributions of this dissertation extend beyond abusive supervision, emotional intelligence, and organizational behavior. It chronicles the historical development of emotional expertise and provides empirical evidence of its relevance in modern workplaces. [...
High performance work system of supplier and exchange performance in the aeronautical and spatial industry : the role of buyer-supplier
No full textCe travail doctoral s’intéresse aux effets du système RH performant d’un sous-traitant sur la performance de l’échange avec le donneur d’ordre. Les théories des ressources et de l’échange social sont mobilisées conjointement afin d’étudier la combinaison complexe entre le système RH performant du sous-traitant, la qualité de la relation entre donneur d’ordre et sous-traitant et la performance de leur échange. Pour tester ce modèle, une étude quantitative multi-sources a été réalisée auprès de cinq grands donneurs d’ordre des secteurs aéronautique et spatial et de leurs principaux sous-traitants. Les résultats issus des analyses de modération montrent que le système RH performant améliore la performance de la relation uniquement lorsque certains aspects de la qualité de la relation avec le donneur d’ordre sont défavorables. En particulier, nos résultats montrent que l’effet du système RH performant est significatif dans trois situations : une justice inter-organisationnelle faible, un pouvoir du donneur d’ordre élevé et une dépendance conjointe faible. Les résultats de cette étude et ses limites sont discutées et des implications managériales à l’intention des donneurs d’ordre et des sous-traitants sont proposées.This doctoral work focuses on the effects of a high performance work system of a supplier on the exchange performance with the buyer. Drawing on resources and social exchange theories, we study the complex combination of a supplier’s high performance work system, buyer-supplier relationship quality and their exchange performance. To test this model, a quantitative multi-source study was conducted with five major buyers in the aeronautical and spatial industry and their main suppliers. Results from interaction analysis indicate that a high performance work system improves relationship performance only when some aspects of the relationship with the buyer are negative. In particular, our results show that the effect of a high performance work system is significant in three situations: low interorganizational justice, high buyer power and low interdependence. These findings and their limitations are discussed and managerial implications for buyers and suppliers are proposed
Understanding Willingness to Relocate Domestically : The Example of French Managers
No full textInternational audienc
Que mesure-t-on lorsque l'on invoque le concept de satisfaction au travail ?
No full textNational audienc
Evènements affectifs et attitudes au travail : une étude exploratoire auprès d'une population de cadres
No full textNational audienc
The role of change in the relationships among decent work, political cynicism and voter turnout
No full textThreats to decent working conditions and cynical views of politicians are increasingly prevalent in contemporary societies. The present study examines the potential relationship between these two trends and the mediating role that anger-related emotions may play in this relationship. Using latent growth modeling analyses and data from a panel survey of French employees collected during the 2021–2022 French electoral cycle, I found that within-person decreases in employees' perceptions of decent work were associated with within-person increases in anger and hostility toward the employing organization; increases in anger and hostility, in turn, were associated with within-person increases in political cynicism. Moreover, both initial levels and increases in political cynicism were associated with a lower likelihood of electoral participation. Overall, this research highlights how longitudinal change in workplace experiences may drive the dynamics of political cynicism and indirectly affect the vitality of democracy
Going Beyond Counting First Authors in Author Co-citation Analysis
Full text linkThe present study examines one of the fundamental aspects of author co-citation analysis (ACA) - the way co-citation
counts are defined. Co-citation counting provides the data on which all subsequent statistical analyses and mappings
are based, and we compare ACA results based on two different types of co-citation counting - the traditional type that
only counts the first one among a cited work's authors on the one hand and a non-traditional type that takes into
account the first 5 authors of a cited work on the other hand. Results indicate that the picture produced through this non-traditional author co-citation counting contains more coherent author groups and is therefore considerably clearer. However, this picture represents fewer specialties in the research field being studied than that produced through the traditional first-author co-citation counting when the same number of top-ranked authors is selected and analyzed. Reasons for these effects are discussed
Variations on the Author
Full text link“Variations on the Author” discusses two of Eduardo Coutinho’s recent films (Um Dia na Vida, from 2010, and Últimas Conversas, posthumously released in 2015) and their contribution to the general question of documentary authorship. The director’s filmography is characterized by a consistent yet self-effacing form of authorial self-inscription: Coutinho often features as an interviewer that rather than express opinions propels discourses; an interviewer that is good at listening. This mode of self-inscription characterizes him as an author who is not expressive but who is nonetheless markedly present on the screen. In Um Dia na Vida, however, Coutinho is completely absent form the image, while Últimas Conversas, on the contrary, includes a confessional prologue that moves the director from the margins to the center of his films. This article examines the ways in which these works stand out in the filmography of a director who offers new insights into the notion of cinematic authorship
Appropriate Similarity Measures for Author Cocitation Analysis
Full text linkWe provide a number of new insights into the methodological discussion about author cocitation analysis. We first argue that the use of the Pearson correlation for measuring the similarity between authors’ cocitation profiles is not very satisfactory. We then discuss what kind of similarity measures may be used as an alternative to the Pearson correlation. We consider three similarity measures in particular. One is the well-known cosine. The other two similarity measures have not been used before in the bibliometric literature. Finally, we show by means of an example that our findings have a high practical relevance.information science;Pearson correlation;cosine;similarity measure;author cocitation analysis
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