- Université de Montréal, École De Relations Industrielles, Faculty Memberadd
Although staff turnover is a troubling reality in many sectors, little is known about its consequences in social services. This study conducted within a youth center uses a correlational design to explore these relative to three... more
Although staff turnover is a troubling reality in many sectors, little is known about its consequences in social services. This study conducted within a youth center uses a correlational design to explore these relative to three service-quality variables: length of services, length of stay, and number of subsequent stays. The results suggest an association between staff turnover and an increase in the length of services and the number of subsequent stays and between staff turnover and a decrease in the length of stay. Other variables should be considered when interpreting these relationships.
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The authors tested the influence of thirteen human resource management practices on voluntary turnover rates the following year while controlling for workplace size, the presence of a separate human resources management unit, union... more
The authors tested the influence of thirteen human resource management practices on voluntary turnover rates the following year while controlling for workplace size, the presence of a separate human resources management unit, union density, industry, and region. Analysis of data from 4,160 workplaces representative of Canadian industries found that employer-provided training is associated with higher turnover, whereas internal labor markets and formal dispute resolution procedures are associated with lower turnover. The findings are consistent with predictions that some human resource management practices reduce workers' desire to leave and that training may actually make their leaving easier.
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Research Interests: Psychology, Psychometrics, Mental Health, Organizational Culture, Occupational Health, and 15 moreDepression, Medicine, Canada, Population, Humans, Burnout, Female, Male, Exploratory Factor Analysis, Middle Aged, Adult, Occupational burnout, Emotional exhaustion, Personality Inventory, and interprofessional relations
PurposeThe purpose of this paper is to address the theoretical ordering of the associations between work hours, psychological demands, decision latitude, and psychological distress.Design/methodology/approachA mediation model, predicting... more
PurposeThe purpose of this paper is to address the theoretical ordering of the associations between work hours, psychological demands, decision latitude, and psychological distress.Design/methodology/approachA mediation model, predicting that the association between long work hours and psychological distress is mediated by psychological demands and decision latitude, was tested with a representative sample of 7,802 individuals in full‐time paid employment surveyed by a government agency. Structural equation modeling was used and the full mediation model was replicated for subsamples of men and women. The analysis controlled for demographic variables, work characteristics and socioeconomic status.FindingsAs expected, decision latitude is associated with less and psychological demands with more psychological distress. Long work hours are associated with more decision latitude and psychological demands. The association between long work hours and psychological distress is mediated by psychological demands and decision latitude. The mediation process was supported in male and female sub‐samples.Research limitations/implicationsConsidering the weak associations between work hours and psychological strain reported in previous research, the findings of this study support new theorizing about this association. Accordingly, long work hours may be viewed as a distal variable influencing the duration of exposure to psychological demands. The study reported here also underscores the need to further investigate the positive consequences of long work hours within the context of psychological contracts.Originality/valueThis is one of the few studies that conceptualize work hours as something other than an occupational risk factor or as a job demand with a direct impact on psychological strain. It thus provides a new basis for thinking about the process through which long work hours may influence psychological strain.
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Research Interests: Business, Psychology, Transport Engineering, Structural Equation Modeling, Injury Prevention, and 12 moreSafety, Locus of Control, Occupational Safety and Health, Incentive, Structural Equation Model, Perceived organizational support, Health and Safety, Human Factors and Ergonomics, Public health systems and services research, Supervisor, Poison Control, and group cohesiveness
ABSTRACT: This study applies organizational justice principles to human re-source decisions made during a crisis situation. Three-hundred and sixty-six working individuals of ice storm affected households responded to a telephone survey... more
ABSTRACT: This study applies organizational justice principles to human re-source decisions made during a crisis situation. Three-hundred and sixty-six working individuals of ice storm affected households responded to a telephone survey that included measures of interactional, ...
Research Interests: Marketing, Psychology, Social Psychology, Industrial and Organizational Psychology, Organizational Commitment, and 12 moreJob Satisfaction, Organizational Justice, Distributive Justice, Procedural Justice, Human Resource, Business Psychology, Business and Management, Confirmatory factor analysis, Natural disaster, Multiple Regression, Interactional Justice, and Telephone Survey
PurposeThe purpose of this study is to address two gaps in the existing literature. The first is why some team members have peers depend on them for material, information, and support (referred to as initiated task interdependence) more... more
PurposeThe purpose of this study is to address two gaps in the existing literature. The first is why some team members have peers depend on them for material, information, and support (referred to as initiated task interdependence) more so than do others, ceteris paribus. The second is the appropriateness of initiated interdependence given a team's composition.Design/methodology/approachIn an ex post facto field study, task interdependence in 267 members of 18 intact teams were examined. The teams worked on complex and inherently interdependent tasks in a high‐technology manufacturing organization.FindingsWhether team members perceived initiated task interdependence was explained by the degree to which members themselves depend on their peers (received interdependence), team members' belief in the value of teamwork, and team members' self‐efficacy for teamwork. As predicted, both collectivism and past job performance were associated with self‐efficacy for teamwork. The relationship between initiated interdependence and individual effectiveness was moderated by the team's collectivist orientation, such that team members were considered relatively effective by their peers when they were high in initiated task interdependence and when their team was composed of collectivists; or when they were low in initiated interdependence and when their team was composed of individualists.Research limitations/implicationsAlthough a one‐factor test suggests that common method bias is not an overriding concern in interpreting our findings, the possibility of common method bias inflating the associates tested cannot be rules out. Also, we cannot say with certainty that exogenous variables “caused” changes in endogenous variables.Practical implicationsStudy findings suggest ways to resolve a lack of task interdependence and the importance of team composition when considering peer performance ratings.Originality/valueThis paper offers a significant contribution to the literature on task interdependence and person‐group fit.
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Research Interests: Psychology and Distress
Numéro de référence interne originel : a1.6 g 2
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PurposeBased on the conservation of resources (COR) theory (Hobfoll, 1989, 2002), this study first investigates the direct influence of core self-evaluations (CSEs) on work-to-family (W → F) and family-to-work (F → W) conflicts. Second,... more
PurposeBased on the conservation of resources (COR) theory (Hobfoll, 1989, 2002), this study first investigates the direct influence of core self-evaluations (CSEs) on work-to-family (W → F) and family-to-work (F → W) conflicts. Second, it tests the mediating impact of Social support from work and home domains in the associations between CSEs and both directions of work-family conflict. This study finally examines the moderating influence of CSEs in the associations between work and home domain social support and both directions of work-family conflict.Design/methodology/approachHuman resources professionals (629), and engineers (169) employed in Canada completed an online survey. Both directions of work-family conflict were measured as well as CSEs, and work and home domain social support.FindingsResults indicate that higher CSEs are associated with lower W → F and F → W conflicts. They also suggest an indirect association between CSEs and W → F conflict through supervisor support....
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Cette recherche repose sur un double constat : 1) la multiplication d'equilibre travail-famille dans les entreprises ( Christensen, 1989, Zedeck, 1992) et 2) la... more
Cette recherche repose sur un double constat : 1) la multiplication d'equilibre travail-famille dans les entreprises ( Christensen, 1989, Zedeck, 1992) et 2) la multiplication des consequences negatives (absenteisme, baisse de rendrement, roulement, diminution de la qualite des services, couts) d'une telle situation pour l'organisation (Paris 1989).
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Cette recherche , effectuee aupres de 301 organisations ayant des operations au Quebec, vise a repondre aux questions suivantes: 1)Quel est le degre... more
Cette recherche , effectuee aupres de 301 organisations ayant des operations au Quebec, vise a repondre aux questions suivantes: 1)Quel est le degre d'implantation au Quebec des diverses pratiques de l'equilibre emploi-famille (EEF) presentees dans la litterature specialisee? 2) Sous quelles formes ces pratiques sont-elles implantees? 3) Quelles sont les organisations qui les ont implantees? 4) Quelles sont leurs effets/
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Supplemental material, Appendix_A for Sex, Gender Dynamics, Differential Exposure, and Work–Family Conflict by Victor Y. Haines, Jaunathan Bilodeau, Andrée Demers, Alain Marchand, Nancy Beauregard, Pierre Durand and Marie-Eve Blanc in... more
Supplemental material, Appendix_A for Sex, Gender Dynamics, Differential Exposure, and Work–Family Conflict by Victor Y. Haines, Jaunathan Bilodeau, Andrée Demers, Alain Marchand, Nancy Beauregard, Pierre Durand and Marie-Eve Blanc in Journal of Family Issues
This mutlisample research delineates the context of the employee business awareness construct, applies scale development procedures, and provides construct and nomological validity evidence of the developed measure. The initial 40-item... more
This mutlisample research delineates the context of the employee business awareness construct, applies scale development procedures, and provides construct and nomological validity evidence of the developed measure. The initial 40-item scale was tested with a sample of 508 workers within a manufacturing company. Its content adequacy was then tested with 2 focus groups and 2 expert assessments. The construct and nomological validity of a modified 24-item scale was subsequently tested with front-line employees from 4 companies. The 4-dimensional structure was supported, scale and factor reliabilities were high, and hypotheses relating employee business awareness to work characteristics, supervisor-rated contextual performance, and affective commitment were substantiated. A 9-item short form measure was also examined and supported. Cette recherche reposant sur de multiples échantillons détermine le contexte du construit de sensibilité de l’employé envers l’entreprise, applique les proc...
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Burnout is a pervasive mental health problem in the workforce, with mounting evidence suggesting ties with occupational and safety outcomes such as work injuries, critical events and musculoskeletal disorders. While environmental [work... more
Burnout is a pervasive mental health problem in the workforce, with mounting evidence suggesting ties with occupational and safety outcomes such as work injuries, critical events and musculoskeletal disorders. While environmental [work and non-work, work-to-family conflict (WFC)] and individual (personality) pathways to burnout are well documented, little is known about how gender comes to influence such associative patterns. The aim of the study consisted in examining gendered pathways to burnout. Data were derived from the SALVEO study, a cross-sectional study of 2026 workers from 63 workplaces from the province of Québec (Canada). Data were analyzed using multilevel path analysis. Direct effects of gendered pathways were evidenced for work (e.g. decision latitude) and non-work (e.g. child-related strains) environmental pathways, as well as for individual pathways (i.e. internal locus of control). Indirect effects of gendered pathways were also evidenced, with women reporting high...
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This study investigates skill-based pay systems. Under such systems, pay levels are determined according to the nature, variety or specialized knowledge or skills that employees acquire, demonstrate or apply in the workplace. The aim of... more
This study investigates skill-based pay systems. Under such systems, pay levels are determined according to the nature, variety or specialized knowledge or skills that employees acquire, demonstrate or apply in the workplace. The aim of this study is to answer the following questions: (1) Which organizational characteristics are associated with the adoption of skill-based pay? and (2) Which outcomes of interest are associated with the adoption of skill-based pay in terms of perceived organizational performance and performance management system effectiveness? Drawing from the contingency perspective, several authors suggest that leaders and organizations that pursue certain specific business strategies (e.g., quality emphasis, prospector, cost reduction, people-based strategies) are more likely to adopt skill-based pay schemes (e.g., American Compensation Association 1996; Donnadieu and Denimal 1993; Gomez-Mejia and Balkin 1992; Heneman and Dixon 2001; Heneman and Gresham 1998; Lawle...
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As telecommuting gradually becomes a mainstream work option, more information is needed about the conditions for its successful implementation. Unfortunately, most information on the individual characteristics or situations best suited... more
As telecommuting gradually becomes a mainstream work option, more information is needed about the conditions for its successful implementation. Unfortunately, most information on the individual characteristics or situations best suited for telecommuting are based upon anecdotal evidence. Following a person-environment fit theoretical framework, this study investigated the influence of supervisor support, technical support, family support, commute time, self-management, and affiliation motivation on telecommuting outcomes. Interactions between environmental conditions and person characteristics were examined. The results indicate that support variables are important predictors of telecommuting success. In addition, positive performance outcomes were reported from telecommuters with stronger self-management orientations and lower affiliation motivation. The results provide some evidence of an interaction effect between person characteristics and supervisor support and family support.
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PurposeThe purpose of this paper is to address the theoretical ordering of the associations between work hours, psychological demands, decision latitude, and psychological distress.Design/methodology/approachA mediation model, predicting... more
PurposeThe purpose of this paper is to address the theoretical ordering of the associations between work hours, psychological demands, decision latitude, and psychological distress.Design/methodology/approachA mediation model, predicting that the association between long work hours and psychological distress is mediated by psychological demands and decision latitude, was tested with a representative sample of 7,802 individuals in full‐time paid employment surveyed by a government agency. Structural equation modeling was used and the full mediation model was replicated for subsamples of men and women. The analysis controlled for demographic variables, work characteristics and socioeconomic status.FindingsAs expected, decision latitude is associated with less and psychological demands with more psychological distress. Long work hours are associated with more decision latitude and psychological demands. The association between long work hours and psychological distress is mediated by p...
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PurposeThis study aims to explore how the motivational construct of intrinsic motivation for an international assignment relates to variables of interest in international expatriation research.Design/methodology/approachQuestionnaire data... more
PurposeThis study aims to explore how the motivational construct of intrinsic motivation for an international assignment relates to variables of interest in international expatriation research.Design/methodology/approachQuestionnaire data from 331 employed business school alumni of a high‐ranking Canadian MBA program was analyzed. The sample consisted of respondents from a wide variety of industries and occupations, with more than half of them in marketing, administration or engineering.FindingsHigher intrinsic motivation for an international assignment was associated with greater willingness to accept an international assignment and to communicate in a foreign language. Externally driven motivation for an international assignment was associated with perceiving more difficulties associated with an international assignment. Intrinsic and extrinsic motivations for an international assignment were, however, associated with comparable reactions to organizational support.Originality/valu...
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Cette étude s’intéresse aux déterminants et aux incidences de la rémunération basée sur les compétences. Les données ont été colligées par questionnaire auprès de 189 responsables de la gestion des ressources humaines à l’emploi... more
Cette étude s’intéresse aux déterminants et aux incidences de la rémunération basée sur les compétences. Les données ont été colligées par questionnaire auprès de 189 responsables de la gestion des ressources humaines à l’emploi d’entreprises du secteur privé comptant plus de 200 employés. Les résultats confirment que l’adoption de la rémunération basée sur les compétences est positivement reliée à la culture de gestion participative. Après avoir contrôlé pour la taille de l’entreprise et la présence syndicale, les résultats montrent que, comparés aux autres, les répondants qui sont à l’emploi des organisations où l’on adopte la rémunération des compétences sont statistiquement plus portés à estimer (a) que leur organisation est plus performante tant sur le plan de la finance que des ressources humaines et (b) que leur processus de gestion du rendement est plus efficace tant pour réaliser la stratégie d’affaires que pour traiter équitablement le personnel.
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La présente étude longitudinale, dans le prolongement de celle réalisée précédemment par Haines et Arcand (1997), vise à retracer et à analyser l’évolution de la profession ressources humaines sur une période de trois décennies, tout en... more
La présente étude longitudinale, dans le prolongement de celle réalisée précédemment par Haines et Arcand (1997), vise à retracer et à analyser l’évolution de la profession ressources humaines sur une période de trois décennies, tout en situant cette évolution dans la perspective théorique de la professionnalisation (Wilensky, 1964). Pour ce faire, les chercheurs ont eu recours à l’analyse de contenu d’annonces de recrutement portant sur les emplois en gestion des ressources humaines parues dans le quotidien La Presse du samedi dans la section « carrières et professions » en 1975, 1985, 1995 et 2005. Les auteurs ont ensuite émis cinq hypothèses relatives à l’évolution des rôles et sept hypothèses relatives à l’évolution des compétences des professionnels en ressources humaines. Ces hypothèses sont, pour la plupart, confirmées. Ainsi, les résultats de l’étude tendent à démontrer une évolution marquée des exigences auxquelles doivent répondre les professionnels, notamment en termes de...
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La problématique de l'équilibre emploi-famille (ÉEF) est de plus en plus au cœur des préoccupations organisationnelles, à tel point que se développe l'idée qu’il faut gérer cet équilibre, c'est-à-dire plus explicitement... more
La problématique de l'équilibre emploi-famille (ÉEF) est de plus en plus au cœur des préoccupations organisationnelles, à tel point que se développe l'idée qu’il faut gérer cet équilibre, c'est-à-dire plus explicitement qu'il faut implanter ou modifier certaines pratiques de gestion pour aider les employés à surmonter leurs problèmes d'ÉEF. Cette recherche, effectuée auprès de 301 organisations ayant des opérations au Québec, vise à répondre aux questions suivantes : (1) Quel est le degré d'implantation au Québec des diverses pratiques présentées dans la littérature spécialisée ? (2) Sous quelles formes ces pratiques sont-elles implantées ? (3) Quelles sont les organisations qui les ont implantées ? (4) Quels sont leurs effets ? et finalement (5) Existe-t-il à proprement parler des programmes d'aide à l'équilibre emploi-famille dans les organisations québécoises ?
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Because the low participation rate of women in international management is problematic, this study seeks to identify which international mobility policies and practices appear to be most responsive to the needs of women. Based upon 337... more
Because the low participation rate of women in international management is problematic, this study seeks to identify which international mobility policies and practices appear to be most responsive to the needs of women. Based upon 337 responses to a questionnaire survey, the results show significant gender differences on five career‐related international mobility policies and practices. While career support has been recognized as an important condition of expatriate success, the study results suggest that this form of support is critical for encouraging women to accept international assignments. No significant gender differences were found on family‐supportive international mobility policies and practices. Financial support received generally high importance ratings by both women and men.
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PurposeThis study seeks to examine the identity‐relevant stress proposition according to which events occurring in highly‐salient identity domains have a greater impact on psychological well‐being than events occurring in less salient... more
PurposeThis study seeks to examine the identity‐relevant stress proposition according to which events occurring in highly‐salient identity domains have a greater impact on psychological well‐being than events occurring in less salient identity domains. The aim of the study is to integrate identity theory into occupational stress research by investigating the proposition that the lack of verification of a salient role identity will be associated with higher levels of emotional exhaustion.Design/methodology/approachUsing a questionnaire methodology, data were obtained from full‐time, permanent, human resource professionals from multiple organizations.FindingsAs predicted, the lack of verification that occurs when an employer denies a professional the opportunity to engage in the responsibilities associated with a salient role was associated with more emotional exhaustion. Moreover, in a way consistent with identity theory, both role prestige and affective commitment to the profession ...
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ABSTRACT RésuméLa présente recherche porte sur les effets de l'horaire flexible sur le roulement et l'absentéisme d'employés ayant des responsabilités parentales. Un devis comparatif avec pairage des sujets selon... more
ABSTRACT RésuméLa présente recherche porte sur les effets de l'horaire flexible sur le roulement et l'absentéisme d'employés ayant des responsabilités parentales. Un devis comparatif avec pairage des sujets selon leur catégorie d'emploi, leur âge et leur sexe a été retenu. Les résultats indiquent que l'horaire flexible n'a pas un effet significatif sur le roulement des employés ayant des responsabilités parentales. Par ailleurs, cet aménagement ne s'avère pas avoir d'effets réducteurs réels sur les congés de maladie de courte durée, congés de maladie pour conjoints et enfants ou sur les absences non rémunérées de courte durée. Les analyses réalisées n'indiquent pas un effet réducteur plus important de l'horaire flexible sur l'absentéisme des femmes que sur celui des hommes. La discussion porte sur l'efficacité de l'horaire flexible comme soutien à l'équilibre emploi-famille.AbstractThe present research study examines the effects of flexible work schedules on the rate of turnover and absenteeism among employees who have family responsibilities. A comparative research design with pairing of subjects according to their job category, age, and gender was used. Results show that a flexible work schedule does not have a significant effect on the rate of turnover among employees who have family responsibilities. Moreover, this arrangement does not prove to be really effective in reducing short-term sick leave, sick leave to care for a spouse and children, or short-term unpaid leave. Women's absenteeism is not reduced more than men's by flexible work schedules. The discussion focuses on flexible work schedules as an effective support for balancing work and the family.
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ABSTRACT Performance management practices, such as performance appraisals, are often considered incompatible with the principles of quality management. If designed appropriately, however, performance management systems could support... more
ABSTRACT Performance management practices, such as performance appraisals, are often considered incompatible with the principles of quality management. If designed appropriately, however, performance management systems could support rather than hinder quality. This study investigates the alignments of performance management system components to a strategic emphasis on quality. Findings from a sample of 312 organizations generally support the idea that organizations are adapting their performance management systems in ways that are compatible with a quality emphasis. In addition, the study shows that a greater alignment of quality and performance management is associated with greater perceived effectiveness of the performance management system.RésuméLes pratiques de gestion du rendement, comme les évaluations du rendement, sont souvent considérées incompatibles avec les principes de la gestion de la qualité. Cependant, si elles sont développées correctement, les systèmes de gestion du rendement peuvent soutenir plutôt que nuire à la qualité. La présente étude s'intéresse aux alignements entre les composantes des systèmes de gestion du rendement et l'emphase stratégique sur la qualité. Les analyses réalisées avec un échantillon de 312 organisations indiquent une certaine cohérence entre les systèmes de gestion du rendement et l'emphase stratégique sur la qualité. Les organisations semblent donc adapter leurs systèmes de gestion du rendement aux exigences de la qualité. De plus, une plus grande cohérence entre la stratégie qualité et la gestion du rendement est associée avec des perceptions positives à l'égard de l'efficacité du système de gestion du rendement.