Structure sociale et cultures organisationnelles : une application du modèle des représentations sociales

The theme of organizational culture has been subject of many studies, which postulates are divergent. Consensual, shared and transmitted by the direction for some persons, they follow from the articulation of professional identities models for other persons. Social representation theory can allow us to understand that co-existence of consensual and specific elements, depending on the social structure of the organization. A questionnaire, developed after 24 semi-directive interviews, has been submitted to 95 employees of a large distribution company. Results show that organizational culture is a representation organized on six themes, socially elaborated on the interaction of groups situated in different positions. Consensual elements pass through the various groups, and some elements, more specifics, show the differences between these groups, depending on their strategic links.     

The mediating role of affective commitment in the relation of the feedback environment to work outcomes

The Feedback Environment, as opposed to the formal performance appraisal process, is comprised of the daily interactions between members of an organization (Steelman, Levy, & Snell, in press). Relations between the feedback environment and work outcome variables such as Organizational Citizenship Behavior (OCB) were examined through the mediating effects of affective commitment. Results indicate that affective commitment mediates the relation between the feedback environment and organizational citizenship behavior, and this mediated relation is stronger for OCBs directed at individuals than directed at the organization as a whole. Conclusions and implications are discussed.     

Human reactions to technological failure: How accidents rooted in technology vs. human error influence judgments of organizational accountability

Two experiments examine how the identification of technology as a causal factor in an organizational accident influences judgments of organizational accountability. In study 1, organizations were found to be held less accountable for their actions when a misfortune was rooted in a computer error than when rooted in human error. The predicted mechanism for this effect, counterfactual thinking, was confirmed. Specifically, technologically induced accidents were found to generate fewer counterfactual thoughts of better possible outcomes than similar accidents resulting from human error. Study 2 replicated the findings of study 1 in a more natural setting and using a less intrusive measure for counterfactual thoughts.     

So what do you think of the organization? A contextual priming explanation for recruitment Web site characteristics as antecedents of job seekers’ organizational image perceptions

Although job seekers’ organizational image perceptions can influence attraction to recruiting organizations, little is known about how these perceptions are formed or modified. To address this research gap, the authors drew from research in social cognition theory and demonstrated that recruitment Web site characteristics influenced the development and modification of organizational image perceptions via a priming mechanism. Results of two studies showed that having technologically advanced Web site features and depicting racially diverse organizational members served as contextual primers and influenced participants’ organizational image perceptions. Results also revealed that participants’ familiarity with recruiting organizations moderated the effects of these Web site characteristics on several dimensions of organizational image such that effects were weaker for more familiar organizations. These findings suggest that organizations can manage job seekers’ organizational image perceptions through strategic recruitment Web site design; however, such attempts may be tempered by job seekers’ familiarity with the organization.     

Linking the fits, fitting the links: Connecting different types of PO fit to attitudinal outcomes

In this paper we explore the linkages among various types of person-organization (PO) fit and their effects on employee attitudinal outcomes. We propose and test a conceptual model which links various types of fits—objective fit, perceived fit and subjective fit—in a hierarchical order of cognitive information processing and relate them to employee organizational commitment and job satisfaction. By unveiling how the different types of fit relate to each other in influencing individual outcomes, we address some of the theoretical and methodological concerns in the use of different methods in measuring PO fit.     

The relationship between psychological contract breach and organizational commitment: Exchange imbalance as a moderator of the mediating role of violation

This study tested the mediating role of violation in the relationship between breach and both affective and continuance commitment and the extent to which this mediating role is moderated by exchange imbalance amongst a sample of 103 sales personnel. Results suggest that violation mediated the relationship between breach and commitment. Also, results suggest that perceived exchange imbalance moderates this mediating pathway: Low exchange imbalance increases the mediating role of violation in the case of affective commitment. On the other hand, exchange imbalance failed to moderate the mediating influence of violation in the case of continuance commitment. Results are discussed in view of the importance of a) including both measures of violation and breach in future studies and b) the role of social exchange in explaining psychological contract violation.     

Managing organizational commitment: Insights from longitudinal research

This article summarizes what is known about the active management of affective organizational commitment (AOC) through a review of 58 studies employing longitudinal research designs. The review yields six broad categories of antecedents that have empirically demonstrated effects on AOC: socialization practices, organizational changes, human resource practices, interpersonal relations, employee–organizational relations, and a residual “other” category. Insights from the review include (a) that perceptions of personal attachment to the organization are among the most substantiated (but tenuous) strategies for enhancing AOC, (b) that theorizing and research efforts have focused almost exclusively on achieving high levels of AOC, and (c) organizations have been reticent to address situations when AOC is low. Implications and recommendations for the theoretical, research and practical advancement of AOC are offered.     

State mood,task performance,and behavior at work: A within-persons approach

We examine the intra-individual relationships between state mood and the primary components of the individual-level criterion space (task performance, organizational citizenship behavior, and work withdrawal) as they vary within the stream of work. Using experience-sampling methods, 67 individuals in a call center responded to surveys on palmtop computers at random intervals 4–5 times each day for 3 weeks (total N = 2329). These data were matched to objective task performance obtained from organizational call records (total N = 1191). Within-persons, periods of positive mood were associated with periods of improved task performance (as evidenced by shorter call time) and engaging in work withdrawal. Trait meta-mood moderated these relationships. Specifically, individuals who attended to their moods had a stronger relationship between mood and speed of task performance (call time) and individuals able to repair their mood cognitively evidenced a weaker relationship between mood and withdrawal. Implications and the use of within-persons designs are discussed.     

企业社会责任表现与员工满意度对组织即兴效能的影响

以提升组织即兴效能为出发点,构建了企业社会责任、员工满意度与组织即兴效能三者关系的理论模型;在此基础上,通过对三者各自维度的划分,借助结构方程统计分析方法,重点讨论了企业社会责任表现与员工满意度对组织即兴效能的影响机理。     

心理契约、工作满意度与组织承诺关系

深入研究心理契约、工作满意度与组织承诺关系,将对组织变革中的人力资源管理具有重要理论和实践价值。本文首先回顾心理契约、工作满意度和组织承诺的概念,其次对心理契约、工作满意度和组织承诺之间的关系做一简单总结,最后提出对人力资源管理实践的启示。