Can emotional bonding be a liability? Status striving as an intervening mechanism in affective commitment and negative work behaviors relationship

IntroductionThe dark side of affective commitment has been ignored in the past literature on organizational commitment.ObjectivesUsing the tenants of moral self-licensing theory, we examined how affective commitment can cause negative outcomes. We hypothesized that affective commitment leads to unethical pro-organizational behaviors, careerism and counter-productive work behaviors through increased urge for status striving.Methods and resultsA multi-wave and two-source data was obtained (n = 306) from employees and their peers working in the service sector of Pakistan. Employing structural equation modelling (SEM) analysis our results indicate that high levels of affective commitment might unleash status striving which further creates unethical pro-organizational behaviors, careerism and CWBs.ConclusionThe current study opens up a new side in the affective commitment literature by examining status striving as an underlying mechanism through which affective commitment reveals its deleterious consequences for employees.     

Professional isolation and pandemic teleworkers’ satisfaction and commitment: The role of perceived organizational and supervisor support

BackgroundThe COVID-19 pandemic has abruptly and profoundly changed the way people interact with their organization, their colleagues and their supervisor.ObjectiveThis study assesses the effects of telework-induced professional isolation due to the pandemic. Drawing on organizational support theory, this study examines the relationship between professional isolation and satisfaction with the telework experience and affective organizational commitment during mandatory teleworking caused by the COVID-19 crisis. It does so by focusing on the moderating role of perceived organizational and supervisor support in these relations.MethodsData was collected via self-reported survey questionnaires from 728 pandemic teleworkers from various industry sectors in Quebec during the COVID-19 crisis. The study's hypotheses were tested using structural equation modeling (SEM), and moderation effects were probed with the Johnson-Neyman technique.ResultsThe results reveal that professional isolation negatively affects satisfaction with the telework experience, but does not affect affective organizational commitment. The relationship between satisfaction with telework and professional isolation was moderated by perceived organizational support, and the relationship between affective organizational commitment and professional isolation was moderated by perceived supervisor support.ConclusionThis study expands the organizational support theory by examining perceived organizational and supervisor support during a crisis as a counterbalance to a challenging social and organizational climate that has led to professional isolation. The implications of the findings as well as future directions for research on professional isolation and telework are discussed.     

Équité, Solidarité et Justice Perçue des Décisions de Recrutement Professionnel : Effets du Point de Vue de l'Observateur,de la Valence de la Décision et du Caractère contrôlable de la Cause du Besoin

The experience tested the effects of the observer’s point of view, of the valence of the decision, and of the controllable causality of the need on the consideration of the contributions and of the needs in the fairness perceptions from a decision of recruitment. Some recruiters and job- seekers judged the fairness of decisions of the recruitment of applicants which were described by their performance during a work sample test and by their professional position. The results showed that both variables had an effect on the judgments. Nevertheless the recruiters attached more importance to the performance and less to the professional position and to the hiring decision than the job seekers. Some implications in terms of affirmative action policies and communication were discussed.     

Juger la recrutabilité des candidats : quels effets de l’apparence et des aptitudes en fonction des types de postes ?

Scientific research has shown the influence of norms and of gender and beauty stereotypes on evaluations and hiring decisions. Recent studies (Desrumaux, 2005; Jawahar & Mattson, 2005) have shown an evolution of the lack of Fit model (Heilman, 1983). The objective of this research is to test the effects of physical appearance, GMA and normative pieces of information (internality/externality) related to the candidate on the candidates’ recrutabilty. This study has also taken into account hierarchy level and sexual connotation of the job. We have tested its effects on medical jobs, of higher level (surgeon, doctor nutritionist) or subordinate (ambulance man and dental assistant). The results indicate that an attractive candidate is judged more recrutable for a subordinate job than a superior one. Moreover, for a subordinate job, the effect of the attractiveness was more important for male target than for feminine target. Results show also that men are judged less hirable than the women for female type jobs. Moreover, the effect of the aptitude is more discriminating for the external ones than for the internals. Results were discussed on the line of the lack of fit correspondence model.     

Analyse des abandons prématurés lors d’un accompagnement a la validation des acquis de l’expérience (V.A.E.): une recherche empirique

If the VAE’s counseling (validation of knowledge and experience) know a certain success, a lot of candidates have the tendency to termine prematurely the procedure without one can know the precise reasons of it. The present research is based on a sample of 162 subjects that entered to different stages into VAE’s counseling. The comparison between people having quit and those having pursued their VAE carries on self-efficacy, professional and personal social support, self-determination and difficulties met during counseling. A discriminant analysis led between the pursuers and those that don’t pursue as well as the propositions of the participants permit to identify the key variables and to do some recommendations to improve the VAE’counseling.     

Fidélité inter juge d’une mesure du stress par échelle visuelle analogique

The use of a visual analogue scale (VAS) for the assessment of stress during occupational health examination could be an useful tool. However, psychometrics features of the VAS have to be assessed. The aim of this study is to test the inter judge reliability of the VAS in a psychological dimension assessment. Two occupational physician have used the VAS in a worker group. There is no significant difference in the distribution of VAS values. This result supports the hypothesis of a satisfactory inter judge reliability of the VAS in stress measurement.