Karim Mignonac
Biographic Data
| ID | 4394721 |
|---|---|
| NAME | Karim Mignonac |
| GIVEN NAMES | Karim |
| FAMILY NAME | Mignonac |
| SIGNATURE | MIGNONAC K |
| AFFILIATIONS | University of Toulouse 1 Capitole, France, |
| ORCID | 0000-0002-5562-7463 |
| VERIFIED | Yes |
| TOTAL WORKS | 7 |
| TOTAL CITATIONS | 32 |
| WORKS AS AUTHOR | 7 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 2005 |
| LATEST PUBLICATION YEAR | 2025 |
| H-INDEX | 2 |
The Ethical Downside of Giving Employees the Trust They Want
The role of change in the relationships among decent work, political cynicism and voter turnout
Threats 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‐per…
Time‐based differences in the effects of positive and negative affectivity on perceived supervisor support and organizational commitment among newcomers
Building on the broaden‐and‐build theory and research on the negativity bias, this study examines how trait affectivity, as a stable predisposition predicting the pattern of emotional responding, shapes newcomers' perceptions of supervisor support and experience of organizational commitment. Using latent growth modeling and data collected at four points in time from newcomers ( N = 158), we found the initial level of perceived supervisor support …
Injustice hurts, literally
The physical health consequences of perceived injustice at work are an important yet underexplored area of research. Using the job-stress recovery literature as an overarching framework, we argued that incomplete recovery because of sleep disorders and subsequent emotional exhaustion is a possible underlying mechanism through which organizational justice relates to employee musculoskeletal disorders (MSD). Using both self-administered questionnai…
When normative commitment leads to lower well-being and reduced performance
Normative commitment, or employees’ loyalty to their organization based on a sense of obligation, has received less attention than affective and continuance commitment. Building on recent work suggesting that normative commitment’s meaning is influenced by the within-person context provided by the other components of commitment, we theorized that normative commitment would be experienced as externally driven, hence detrimental to well-being and p…
Assessing longitudinal change of and dynamic relationships among role stressors, job attitudes, turnover intention, and well‐being in neophyte newcomers
Using a latent growth modeling (LGM) approach, this paper examines the trajectories of change in role stressors (ambiguity, conflict, and overload), job attitudes (affective commitment and job satisfaction), and turnover intention and psychological well‐being among neophyte newcomers, as well as the relationships among these changes. Based on a sample of 170 university alumni surveyed three times during the first months of employment, we found th…
Relocation decision-making and couple relationships
We present the results of two empirical studies of the relocation decision-making process of dual-earner couples. The first study is a quantitative survey of 155 management-level employees and focuses on the variables likely to moderate the influence of the spouse (partner) on the probability of accepting or turning down geographical mobility. The second complementary study is qualitative, consisting of 11 in-depth interviews of dual-earner coupl…
Relocation decision-making and couple relationships
We present the results of two empirical studies of the relocation decision-making process of dual-earner couples. The first study is a quantitative survey of 155 management-level employees and focuses on the variables likely to moderate the influence of the spouse (partner) on the probability of accepting or turning down geographical mobility. The second complementary study is qualitative, consisting of 11 in-depth interviews of dual-earner coupl…
Assessing longitudinal change of and dynamic relationships among role stressors, job attitudes, turnover intention, and well‐being in neophyte newcomers
Using a latent growth modeling (LGM) approach, this paper examines the trajectories of change in role stressors (ambiguity, conflict, and overload), job attitudes (affective commitment and job satisfaction), and turnover intention and psychological well‐being among neophyte newcomers, as well as the relationships among these changes. Based on a sample of 170 university alumni surveyed three times during the first months of employment, we found th…
The role of change in the relationships among decent work, political cynicism and voter turnout
Threats 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‐per…
Injustice hurts, literally
The physical health consequences of perceived injustice at work are an important yet underexplored area of research. Using the job-stress recovery literature as an overarching framework, we argued that incomplete recovery because of sleep disorders and subsequent emotional exhaustion is a possible underlying mechanism through which organizational justice relates to employee musculoskeletal disorders (MSD). Using both self-administered questionnai…
When normative commitment leads to lower well-being and reduced performance
Normative commitment, or employees’ loyalty to their organization based on a sense of obligation, has received less attention than affective and continuance commitment. Building on recent work suggesting that normative commitment’s meaning is influenced by the within-person context provided by the other components of commitment, we theorized that normative commitment would be experienced as externally driven, hence detrimental to well-being and p…
Relocation decision-making and couple relationships
We present the results of two empirical studies of the relocation decision-making process of dual-earner couples. The first study is a quantitative survey of 155 management-level employees and focuses on the variables likely to moderate the influence of the spouse (partner) on the probability of accepting or turning down geographical mobility. The second complementary study is qualitative, consisting of 11 in-depth interviews of dual-earner coupl…
Assessing longitudinal change of and dynamic relationships among role stressors, job attitudes, turnover intention, and well‐being in neophyte newcomers
Using a latent growth modeling (LGM) approach, this paper examines the trajectories of change in role stressors (ambiguity, conflict, and overload), job attitudes (affective commitment and job satisfaction), and turnover intention and psychological well‐being among neophyte newcomers, as well as the relationships among these changes. Based on a sample of 170 university alumni surveyed three times during the first months of employment, we found th…
When normative commitment leads to lower well-being and reduced performance
Normative commitment, or employees’ loyalty to their organization based on a sense of obligation, has received less attention than affective and continuance commitment. Building on recent work suggesting that normative commitment’s meaning is influenced by the within-person context provided by the other components of commitment, we theorized that normative commitment would be experienced as externally driven, hence detrimental to well-being and p…
Injustice hurts, literally
The physical health consequences of perceived injustice at work are an important yet underexplored area of research. Using the job-stress recovery literature as an overarching framework, we argued that incomplete recovery because of sleep disorders and subsequent emotional exhaustion is a possible underlying mechanism through which organizational justice relates to employee musculoskeletal disorders (MSD). Using both self-administered questionnai…
Time‐based differences in the effects of positive and negative affectivity on perceived supervisor support and organizational commitment among newcomers
Building on the broaden‐and‐build theory and research on the negativity bias, this study examines how trait affectivity, as a stable predisposition predicting the pattern of emotional responding, shapes newcomers' perceptions of supervisor support and experience of organizational commitment. Using latent growth modeling and data collected at four points in time from newcomers ( N = 158), we found the initial level of perceived supervisor support …
The Ethical Downside of Giving Employees the Trust They Want
The role of change in the relationships among decent work, political cynicism and voter turnout
Threats 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‐per…
Psychology (7 works) · Social Psychology (7 works) · Social Psychology (6 works) · Job Satisfaction and Organizational Behavior (4 works) · Organizational commitment (4 works) · Work-Family Balance Challenges (4 works) · Management (3 works) · Political science (3 works) · Business (2 works) · Clinical Psychology (2 works)