Florence Stinglhamber

Metadehumanisation (i.e., the perception of being considered as less than human by others) is proposed to be widespread in stigmatised populations, such as people with severe alcohol use disorder (SAUD). However, the relations between metadehumanisation, self‐dehumanisation (i.e., the self‐perception of being less than human), and stigmatisation (i.e., the negative taint applied to some groups) remain unexplored. The aim of this research is thus to investigate the relations between these processes. Metadehumanisation, self‐dehumanisation, self‐stigma (and its subdimensions) and environmental satisfaction were assessed in 120 inpatients with SAUD and analysed in a mediational model. Stigma awareness was positively associated with metadehumanisation, whereas environmental satisfaction was negatively associated with metadehumanisation. Stigma's application to the self was associated with increased self‐dehumanisation. Self‐stigma and self‐dehumanisation are closely intertwined phen...

This research investigates the extent to which employees facing unnecessary, ineffective, and burdensome rules (i.e., red tape) feel dehumanized by their organization, and examines the consequences of such a relationship for both employees and organizations. First, a cross-sectional study (N = 374) shows that red tape is positively related to organizational dehumanization which, in turn, negatively influences employees' well-being (decreased job satisfaction and increased psychosomatic strains) and attitudes (decreased affective commitment and increased turnover intentions). Going one step further, a second, experimental study manipulating red tape (N = 197) indicates that red tape has a positive causal effect on organizational dehumanization, hence decreasing job satisfaction and affective commitment, and increasing turnover intentions. Finally, a third, cross-sectional study (N = 479) replicates these findings and shows that these links do not differ across the public and private sectors. Directions for future research and practical implications are discussed.

Cette recherche menée dans le cadre de la Chaire laboRH répond à deux objectifs. D’une part, elle vise à caractériser les designs organisationnels inspirants pour le 21ème siècle. D’autre part, elle vise à identifier les évolutions inspirantes en matière de design organisationnel et de management humain. Le présent rapport est constitué de quatre parties reflétant la démarche suivie pour répondre à ces objectifs. Dans une première partie, nous appréhendons les caractéristiques suggérées par la littérature non scientifique sur base de la lecture de cinq ouvrages managériaux inspirants (qui ont fait l’objet de fiches de lecture et de présentations sous format vidéo). Ces caractéristiques ainsi identifiées ont fait l’objet d’une première grille diagnostique qui a été travaillée lors d’un workshop en janvier 2016, avec les membres du sous-groupe de l’axe de recherche, de manière à structurer et hiérarchiser les différentes dimensions des designs organisationnels inspirants. Dans une deuxième partie, une revue de la littérature scientifique permet, d’une part, de revenir sur le concept de design organisationnel et d’affiner les cinq dimensions précédemment retenue à savoir : (i) la culture, (ii) la structure, (iii) les processus, (iv) les capacités, et (v) les technologies. D’autre part, une revue de la littérature complémentaire a porté sur les transformations contextuelles contemporaines (i.e. transformations en termes économiques, culturels, etc.) afin de cerner comment ces transformations influençaient les différentes dimensions des designs organisationnels inspirants ainsi que les points de tension qui peuvent y être liés. La troisième partie de ce rapport de recherche revient sur la visite de l’entreprise Pocheco, organisée dans le cadre de la Chaire au cours du mois d’avril 2016. Les éléments de design organisationnel repérés lors de cette visite sont présentés dans le présent rapport à titre d’illustration de la grille diagnostique proposée. Enfin, la quatrième partie mobilise les contributions de Laurent Ledoux et Hélène Picard à propos de la faisabilité de la mise en oeuvre de modèles de management et d’organisation du travail alternatifs dans le cadre de ces designs inspirants. Nous concluons alors quant aux éléments critiques issus de cet axe de recherche de la Chaire laboRH.The objective of this research conducted within the Chaire laboRH is twofold. First, it intends to characterize inspiring organizational designs for modern organizations in the 21st century. Second, it aims at identifying recent developments and evolutions regarding organizational design and human management. The present research is composed of four different sections. In a first phase, we grasp the characteristics that are suggested by the non-scientific literature, based on the reading of five inspiring managerial books (that have been the subject of synopses and videos). These characteristics have been the subject of a first analysis grid designed during a workshop with partners of Chair laboRH in January 2016. This workshop aimed at structuring and hierarchizing the different dimensions of the inspiring organizational designs. In a second phase, a review of the scientific literature allowed, on one hand, to define the concept of organizational design and to precise the five dimensions previously retained: (i) the culture, (ii) the structure, (iii) the processes, (iv) the capabilities, and (v) the technologies. On the other hand, a literature review focused on the contemporary contextual transformations (i.e. transformations in terms of economy, culture, and so on) in order to understand how these transformations were affecting the different dimensions of the inspiring organizational designs, as well as the related issues. The third section of that report is about the visit of the company Pocheco, organized in April 2016 with the laboRH Chair. The organizational design elements noticed during that visit are presented as an illustration of the analysis grid. The fourth section calls up Laurent Ledoux and Hélène Picard’s contributions about the feasibility of the implementation of inspiring managerial and organizational models. Eventually, we conclude with critical thoughts resulting from the present research

. Organizational dehumanization (OD), defined as employees' perceptions of being treated as mere tools by their organization, has been shown to negatively affect employees and organizations. To explain such detrimental effects, scholars have argued that OD might thwart employees' fundamental psychological needs. Yet, evidence of this mechanism remains empirically nonexistent. Filling this gap, this research aims at investigating the mediating role of psychological need thwarting in the relationships between OD and employees' well-being and attitudes. Based on a cross-sectional study ( N = 340) and a two-wave study (3 months apart; N = 603), the results indicate that OD thwarts employees' psychological needs which are, in turn, negatively related to their well-being (psychological strains, absenteeism, and job satisfaction) and attitudes (turnover intentions and affective commitment).

PurposePrior research has conceptualized workplace justice as a stable variable over time changing from one individual to another. However, it can be assumed that perceptions of organizational justice fluctuate within the same person over the course of a few weeks or months due to different events at work. Specifically, the purpose of this paper is to suggest that transient overall team justice is predictive of employee’s transient thriving at work (i.e. the experience of vitality and learning at work). In addition, the authors examined transient self-efficacy as an underlying mechanism of this relationship.Design/methodology/approachA total of 395 individuals completed a first general questionnaire and then completed an online questionnaire over four waves of survey.FindingsResults of hierarchical linear models indicated that transient overall team justice positively predicts transient individual’s self-efficacy, which, in turn, positively predicts transient individual’s thriving a...

This research examined the relationships between work environment (i.e., workload and development opportunities), heavy work investment (i.e., work engagement and workaholism) and work-to-family conflict (WFC) over time. A three-wave longitudinal study was conducted among 464 employees from a Belgian public administration. Workload and opportunities for development at Time 1 were found to be respectively negatively and positively associated with work engagement at Time 2, which in turn was negatively associated with WFC at Time 3. Only workload at Time 1 was positively associated with workaholism at Time 2 which, in turn, was positively associated with WFC at Time 3. In the interests of both organizational effectiveness and employees’ well-being, it is important to identify the work-related variables that influence perceptions of WFC. Moreover, in order to manage human resources effectively in companies, it is important to understand the mechanisms by which the work environment infl...

This article examines the consequences of co‐workers' voice climate, defined as a shared perception regarding how individuals who work together within the same unit and who do not have formal authority over each other judge the ability to participate in decision making inside teams. We argue that co‐workers' voice climate may influence individuals' perception of quality of social exchange with the team, operationalised through team–member exchange. These high‐quality exchanges with the team should, in turn, promote higher individual affective commitment towards the team. Furthermore, we hypothesised that the social exchange with the supervisor, operationalised through leader–member exchange, buffers the effect of co‐workers' voice climate on team–member exchange. These hypotheses were tested using a sample of 183 employees belonging to 31 teams. Our findings supported the theoretical model that was proposed, attesting to the importance of considering co‐workers' ...

Abstract While prior research has examined the strategic role of social enterprise managers in the achievement of a double economic and social performance objective, a clear understanding of the supervisors’ role in fostering employees’ attitudes and behaviors is still lacking. To address this gap, our paper aims to examine the impact of supervisor interpersonal justice on supervisor-directed citizenship behaviors by developing a moderated mediation model. Survey data were collected from 196 supervisor-subordinate dyads employed in diverse French social enterprises. Our results show that psychological contract breach mediates the supervisor interpersonal justice – supervisor-directed citizenship behaviors relationship. Further, employees’ prosocial motivations moderate this indirect effect. Our research provides insight into the mechanisms of social exchange relationships in social enterprises. In a practical perspective, it also demonstrates that the development of an effective HRM in social enterprises requires the implementation of specific training and development programs for managers.

. Much effort has been expended in the past decade to examine the causal relationship between work–family conflict (WFC) and negative indicators of well-being. Comparatively little is known about the effects of work–family enrichment (WFE) on well-being. Even more importantly, very few studies have examined the concomitant effects of both WFC and WFE in terms of well-being. This study aims to fill these gaps by investigating the directionality of the causal relationships between WFC, WFE, and two well-being variables (i.e., job strain and job engagement). We examined these relationships using a two-wave cross-lagged panel design. Our sample was composed of 978 workers from a Belgian Federal Public Service. Reciprocal relationships were found between WFC–job strain, WFC–job engagement, and WFE–job engagement.

Group representative selection in negotiation is a topic that has only recently attracted researchers’ attention. This article focuses on workplace negotiations and examines how employees’ selection of representatives depends on their level of perceived organizational support (POS). We predict and show that employees who experience high levels of POS send to the negotiation table ingroup representatives who are perceived as close to (rather than distant from) the management team. The first study establishes the effect. The second study replicates the findings and investigates the underlying mechanisms. Results show that POS impacts endorsement of pro‐management representatives through an increased perception that these deviant members are typical of the employee's group. Change in perceived typicality is triggered by POS directly and via an increase in employees’ organizational identification. We discuss of the positive and negative consequences for groups who send to the negoti...

L’acces a l’emploi constitue, pour des jeunes recemment sortis de l’ecole, une epreuve de taille, en particulier dans les regions ou le taux de chomage atteint un niveau eleve. Toutefois, tous les jeunes ne semblent pas eprouver les memes difficultes : certains decrochent assez rapidement un contrat de travail alors que d’autres peinent pendant des semaines, voire des mois. Ce chapitre a pour objectif, d’une part, l’analyse des variables qui peuvent expliquer ces disparites et, d’autre part, la mise en evidence de processus susceptibles de faciliter l’acces a l’emploi. La revue de la litterature qui est proposee montre le role que jouent tant differents facteurs SOCIOdemographiques que certaines caracteristiques psychologiques liees aux personnes elles-memes. Mais au-dela de ces constatations, nous avons voulu verifier si les representations qu’un jeune se construit a propos de la place qu’il occupe dans le monde du travail ou qu’il pense lui etre reservee intervient dans l’insertion professionnelle. Au travers d’une etude longitudinale realisee en Wallonie (Belgique) aupres de 341 jeunes sans emploi, nous avons pu observer que la maniere dont ils se definissent et dont ils percoivent l’accessibilite du monde du travail predit leur statut de travailleur six mois plus tard. Par contre, la facon dont ils evaluent le soutien que leur apporte un organisme d’insertion socioprofessionnelle s’est trouvee sans effet. Une discussion portant sur les dynamiques psychosociales qui caracterisent l’acces a l’emploi acheve ce chapitre.

ABSTRACT Résumé Bien que son impact soit fondamentalement délétère (voir le chapitre 2), le chômage n'agit pas de la même manière sur tous les individus : certains semblent mieux préservés – ou plus atteints – que d'autres sur le plan de la santé mentale. Ce chapitre étudie les stratégies que les chômeurs mettent en place pour faire face à la situation. Deux stratégies ont été prises en considération dans le cadre d'une étude portant sur 420 jeunes sans emploi, récemment sortis de l'enseignement secondaire et habitant dans un territoire fortement marqué par un repli économique. La première est relative à l'identité sociale que le jeune se forge de lui-même, sachant que, s'il n'est plus étudiant, il n'est pas encore travailleur, mais plutôt chômeur. La deuxième stratégie concerne le soutien dont il peut bénéficier, en particulier celui apporté par l'organisme d'insertion socioprofessionnelle dont il dépend. Les résultats montrent que si se sentir membre du groupe de chômeurs a un impact négatif, par contre le fait de l'apprécier (ou du moins, de ne pas le mépriser), de même que le fait de ressentir une aide de la part du conseiller en accompagnement professionnel a un effet positif sur la santé mentale et sur les attitudes au regard du travail. Une brève conclusion est proposée, qui avance quelques pistes de réflexion destinées aux organismes d'insertion socioprofessionnelle.. (2007). Résister au chômage : Rôle du soutien social et de l'identité. In. G. Herman (Ed). Travail, chômage et stigmatisation : Une analyse psychosociale. Bruxelles, Belgique: De Boeck.

Purpose Organizational identification (OI) and affective commitment (AC) are distinct, although strongly related, constructs. Despite the attention OI and AC have received, there is still disagreement regarding how they are related. Indeed, little attention has been given to the direction of causality between these two constructs, the role of one concept in the development of the other, or the behavioral consequences of the OI–AC relationship. This research was designed to fill these gaps. Design/Methodology We conducted three studies in order to investigate (a) the cross-lagged relationship between OI and AC, (b) the role of OI in the relationship between AC and three of its antecedents, and (c) how OI and AC relate to actual turnover. Data were gathered through questionnaires composed of widely-validated scales administered to samples of 695, 4739, and 1012 employees, respectively. Results Results of Study 1 indicated that OI is an antecedent of AC, and not the reverse. In Study 2, OI was found to partially mediate the influence of perceived organizational support, leader-member exchange, and job autonomy on AC. Finally, Study 3 indicated that AC totally mediates the relationship between OI and turnover. Limitations This research was conducted in Belgium and should be replicated in other countries. Practical Implications These results suggest that strongly identified employees are more strongly attached to their organization, and consequently less willing to quit the organization. Originality/Value This research is the first to investigate the causality of the OI-AC relationship and to examine simultaneously how OI and AC relate to some of their common antecedents and consequences.

L’acces a l’emploi constitue, pour des jeunes recemment sortis de l’ecole, une epreuve de taille, en particulier dans les regions ou le taux de chomage atteint un niveau eleve. Toutefois, tous les jeunes ne semblent pas eprouver les memes difficultes : certains decrochent assez rapidement un contrat de travail alors que d’autres peinent pendant des semaines, voire des mois. Ce chapitre a pour objectif, d’une part, l’analyse des variables qui peuvent expliquer ces disparites et, d’autre part, la mise en evidence de processus susceptibles de faciliter l’acces a l’emploi. La revue de la litterature qui est proposee montre le role que jouent tant differents facteurs SOCIOdemographiques que certaines caracteristiques psychologiques liees aux personnes elles-memes. Mais au-dela de ces constatations, nous avons voulu verifier si les representations qu’un jeune se construit a propos de la place qu’il occupe dans le monde du travail ou qu’il pense lui etre reservee intervient dans l’insertion professionnelle. Au travers d’une etude longitudinale realisee en Wallonie (Belgique) aupres de 341 jeunes sans emploi, nous avons pu observer que la maniere dont ils se definissent et dont ils percoivent l’accessibilite du monde du travail predit leur statut de travailleur six mois plus tard. Par contre, la facon dont ils evaluent le soutien que leur apporte un organisme d’insertion socioprofessionnelle s’est trouvee sans effet. Une discussion portant sur les dynamiques psychosociales qui caracterisent l’acces a l’emploi acheve ce chapitre.

Bien que son impact soit fondamentalement deletere (voir le chapitre 2), le chomage n’agit pas de la meme maniere sur tous les individus : certains semblent mieux preserves – ou plus atteints – que d’autres sur le plan de la sante mentale. Ce chapitre etudie les strategies que les chomeurs mettent en place pour faire face a la situation. Deux strategies ont ete prises en consideration dans le cadre d’une etude longitudinale portant sur 420 jeunes sans emploi, recemment sortis de l’enseignement secondaire et habitant dans un territoire fortement marque par un repli economique. La premiere est relative a l’identite sociale que le jeune se forge de lui-meme, sachant que, s’il n’est plus etudiant, il n’est pas encore travailleur, mais plutot chomeur. La deuxieme strategie concerne le soutien dont il peut beneficier, en particulier celui apporte par l’organisme d’insertion socioprofessionnelle dont il depend. Les resultats montrent que si se sentir membre du groupe de chomeurs a un impact negatif, par contre le fait de l’apprecier (ou du moins, de ne pas le mepriser), de meme que le fait de ressentir une aide de la part du conseiller en accompagnement professionnel a un effet positif sur la sante mentale et sur les attitudes au regard du travail. Une breve conclusion est proposee, qui avance quelques pistes de reflexion destinees aux organismes d’insertion socioprofessionnelle.

The present research examines how the social identity perspective contributes to a better understanding of the relationships between perceived organizational support, affective commitment, and employees’ performance at work. Using a sample of 253 employees from an engineering company, Study 1 found that organizational identification partially mediates the relationship between perceived organizational support and affective commitment. The results of Study 1 also indicated that the relationship between perceived organizational support and organizational identification is moderated by organizational prestige. In Study 2, using a sample of 179 postal employees, the authors replicated the mediating role of organizational identification in the relationship between perceived organizational support and affective commitment and found that affective commitment mediates the relationship between organizational identification and supervisor’s ratings of extra-role performance.

Supplemental material, Mikolajczak_Open_Practices_Disclosure for Is Parental Burnout Distinct From Job Burnout and Depressive Symptoms? by Moïra Mikolajczak, James J. Gross, Florence Stinglhamber, Annika Lindahl Norberg and Isabelle Roskam in Clinical Psychological Science

Supplemental material, Mikolajczak_Supplemental_Material for Is Parental Burnout Distinct From Job Burnout and Depressive Symptoms? by Moïra Mikolajczak, James J. Gross, Florence Stinglhamber, Annika Lindahl Norberg and Isabelle Roskam in Clinical Psychological Science

Le soutien organisationnel percu refere aux croyances generales des travailleurs quant a la mesure dans laquelle leur organisation valorise leurs contributions et se soucie de leur bien-etre. Introduit dans la litterature scientifique en 1986 par Eisenberger et ses collegues, le concept a depuis lors suscite de nombreux travaux qui ont notamment identifie ses antecedents et ses consequences.