Jean‐Sébastien Boudrias
Biographic Data
| ID | 5812404 |
|---|---|
| NAME | Jean‐Sébastien Boudrias |
| GIVEN NAMES | Jean‐Sébastien |
| FAMILY NAME | Boudrias |
| SIGNATURE | BOUDRIAS J S |
| AFFILIATIONS | Université de Montréal |
| ORCID | 0000-0001-7973-0935 |
| VERIFIED | Yes |
| TOTAL WORKS | 10 |
| TOTAL CITATIONS | 7 |
| WORKS AS AUTHOR | 10 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 2004 |
| LATEST PUBLICATION YEAR | 2024 |
| H-INDEX | 1 |
Cognitive flexibility and adaptive performance among workers
Adaptive performance (AP) is crucial for individuals to respond to changes in their work role. Cognitive flexibility (CF) plays a role in AP, but the impact of the work environment on this relationship is not clear. Situational strength theory suggests that a strong situation, characterized by clarity, consistency, constraints, and consequences, weakens the effect of individual characteristics on behavior. This study aimed to examine if situation…
Are wellbeing dimensions differentially related to employee proactive behavior? The joint moderating effects of knowledge job demands and empowering leadership
How Lack of Integrity and Tyrannical Leadership of Managers Influence Employee Improvement-Oriented Behaviors
Profiles of global and target-specific work commitments
How and When Does Psychological Wellbeing Contribute to Proactive Performance? The Role of Social Resources and Job Characteristics
Are psychologically healthy employees more proactive at work? Surprisingly, responses to this question are lacking as empirical research has overlooked the wellbeing-proactive performance relationship. Drawing insights from the conservation of resources theory and the motivational fit perspective, this study proposes that leader-member exchange and team-member exchange act as social resources that convey the benefits of psychological wellbeing to…
Complementary Variable- and Person-Centered Approaches to the Dimensionality of Psychometric Constructs
Further Reflections on Disentangling Shape and Level Effects in Person-Centered Analyses
Morin and Marsh (2015) proposed a methodological framework to disentangle shape and level effects in latent profile analyses. We discuss limitations of this framework (based on a logic similar to that of higher-order measurement models), and suggest that these limitations are easily solved by a more thorough examination of the variable-centered measurement models underlying profile indicators. This study presents complementary variable- and perso…
Longitudinal associations between employees’ beliefs about the quality of the change management process, affective commitment to change and psychological empowerment
Organizational changes are costly ventures that too often fail to deliver the expected outcomes. Psychological empowerment and affective commitment to change are proposed as especially important in turbulent contexts characterized by multiple and ongoing changes requiring employees’ continuing contributions. In such a context, employees’ beliefs that the changes are necessary, legitimate and will be supported, are presumed to increase psychologic…
A Multifoci Person-Centered Perspective on Workplace Affective Commitment
The current study aims to explore the usefulness of a person-centered perspective to the study of workplace affective commitment (WAC). Five distinct profiles of employees were hypothesized based on their levels of WAC directed toward seven foci (organization, workgroup, supervisor, customers, job, work, and career). This study applied latent profile analyses and factor mixture analyses to a sample of 404 Canadian workers. The construct validity …
Testing the Structure of Psychological Empowerment
Psychological empowerment (PE) is presumed to be a second-order latent construct composed of four dimensions: meaning, competence, self-determination, and impact. Based on the results of two validation studies, it has been hypothesized that loadings of the four dimensions on PE could vary across gender groups. A multiple-group second-order confirmatory factor analysis was performed to verify if the factor structure of Spreitzer’s PE questionnaire…
Longitudinal associations between employees’ beliefs about the quality of the change management process, affective commitment to change and psychological empowerment
Organizational changes are costly ventures that too often fail to deliver the expected outcomes. Psychological empowerment and affective commitment to change are proposed as especially important in turbulent contexts characterized by multiple and ongoing changes requiring employees’ continuing contributions. In such a context, employees’ beliefs that the changes are necessary, legitimate and will be supported, are presumed to increase psychologic…
Testing the Structure of Psychological Empowerment
Psychological empowerment (PE) is presumed to be a second-order latent construct composed of four dimensions: meaning, competence, self-determination, and impact. Based on the results of two validation studies, it has been hypothesized that loadings of the four dimensions on PE could vary across gender groups. A multiple-group second-order confirmatory factor analysis was performed to verify if the factor structure of Spreitzer’s PE questionnaire…
A Multifoci Person-Centered Perspective on Workplace Affective Commitment
The current study aims to explore the usefulness of a person-centered perspective to the study of workplace affective commitment (WAC). Five distinct profiles of employees were hypothesized based on their levels of WAC directed toward seven foci (organization, workgroup, supervisor, customers, job, work, and career). This study applied latent profile analyses and factor mixture analyses to a sample of 404 Canadian workers. The construct validity …
Further Reflections on Disentangling Shape and Level Effects in Person-Centered Analyses
Morin and Marsh (2015) proposed a methodological framework to disentangle shape and level effects in latent profile analyses. We discuss limitations of this framework (based on a logic similar to that of higher-order measurement models), and suggest that these limitations are easily solved by a more thorough examination of the variable-centered measurement models underlying profile indicators. This study presents complementary variable- and perso…
Longitudinal associations between employees’ beliefs about the quality of the change management process, affective commitment to change and psychological empowerment
Organizational changes are costly ventures that too often fail to deliver the expected outcomes. Psychological empowerment and affective commitment to change are proposed as especially important in turbulent contexts characterized by multiple and ongoing changes requiring employees’ continuing contributions. In such a context, employees’ beliefs that the changes are necessary, legitimate and will be supported, are presumed to increase psychologic…
Complementary Variable- and Person-Centered Approaches to the Dimensionality of Psychometric Constructs
How Lack of Integrity and Tyrannical Leadership of Managers Influence Employee Improvement-Oriented Behaviors
Profiles of global and target-specific work commitments
How and When Does Psychological Wellbeing Contribute to Proactive Performance? The Role of Social Resources and Job Characteristics
Are psychologically healthy employees more proactive at work? Surprisingly, responses to this question are lacking as empirical research has overlooked the wellbeing-proactive performance relationship. Drawing insights from the conservation of resources theory and the motivational fit perspective, this study proposes that leader-member exchange and team-member exchange act as social resources that convey the benefits of psychological wellbeing to…
Are wellbeing dimensions differentially related to employee proactive behavior? The joint moderating effects of knowledge job demands and empowering leadership
Cognitive flexibility and adaptive performance among workers
Adaptive performance (AP) is crucial for individuals to respond to changes in their work role. Cognitive flexibility (CF) plays a role in AP, but the impact of the work environment on this relationship is not clear. Situational strength theory suggests that a strong situation, characterized by clarity, consistency, constraints, and consequences, weakens the effect of individual characteristics on behavior. This study aimed to examine if situation…
Psychology (10 works) · Social Psychology (10 works) · Job Satisfaction and Organizational Behavior (8 works) · Applied Psychology (5 works) · Psychological Well-being and Life Satisfaction (4 works) · Computer Science (3 works) · Artificial Intelligence (2 works) · Business (2 works) · Confirmatory factor analysis (2 works) · Construct validity (2 works)