Marie‐Claude Gaudet
Biographic Data
| ID | 6757511 |
|---|---|
| NAME | Marie‐Claude Gaudet |
| GIVEN NAMES | Marie‐Claude |
| FAMILY NAME | Gaudet |
| SIGNATURE | GAUDET M C |
| AFFILIATIONS | HEC Montréal Montréal Québec Canada |
| ORCID | 0000-0001-7789-3845 |
| VERIFIED | Yes |
| TOTAL WORKS | 4 |
| TOTAL CITATIONS | 0 |
| WORKS AS AUTHOR | 4 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 2017 |
| LATEST PUBLICATION YEAR | 2023 |
| H-INDEX | 0 |
Understanding the effects of empowering leadership on positive and negative performance behaviors
For several years, the North American manufacturing sector has been facing several labour issues that undermine productivity. To address these issues and remain competitive, manufacturing firms must implement measures to promote overall worker performance. This study presents an integrative to understand the differentiated impact of empowering leadership (EL) on four dimensions of performance (task, citizenship, innovation, deviance) through two …
Comprendre les effets du leadership d’habilitation sur les comportements positifs et négatifs de performance
For several years, the North American manufacturing sector has been facing several labour issues that undermine productivity. To address these issues and remain competitive, manufacturing firms must implement measures to promote overall worker performance. This study presents an integrative to understand the differentiated impact of empowering leadership (EL) on four dimensions of performance (task, citizenship, innovation, deviance) through two …
How and When Relative Leader–Member Exchange (RLMX) Invigorates Attendance at Work Within a Context of LMX Differentiation
This study examines how, why and when relative leader–member exchange (RLMX) influences absenteeism through the mediating effect of feelings of vigor, and the moderating role of unit-level leader–member exchange differentiation (LMX differentiation). Data collected from a Swiss retailer sample of 486 employees within 52 stores shows that RLMX is positively related to feelings of vigor, whereas feelings of vigor are negatively related to absenteei…
Good Things Are Not Eternal
The objective of this study was to test the linear and curvilinear influence of initiating structure (IS) and consideration leadership on the variability of extra-role behaviors over time, through the mediating effect of within-store level of distributive (DJ) and procedural justice (PJ). Data from 1,857 employees in 116 business units of a Canadian retailer collected over four waves were analyzed using random coefficient modeling. Our results sh…
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Good Things Are Not Eternal
The objective of this study was to test the linear and curvilinear influence of initiating structure (IS) and consideration leadership on the variability of extra-role behaviors over time, through the mediating effect of within-store level of distributive (DJ) and procedural justice (PJ). Data from 1,857 employees in 116 business units of a Canadian retailer collected over four waves were analyzed using random coefficient modeling. Our results sh…
How and When Relative Leader–Member Exchange (RLMX) Invigorates Attendance at Work Within a Context of LMX Differentiation
This study examines how, why and when relative leader–member exchange (RLMX) influences absenteeism through the mediating effect of feelings of vigor, and the moderating role of unit-level leader–member exchange differentiation (LMX differentiation). Data collected from a Swiss retailer sample of 486 employees within 52 stores shows that RLMX is positively related to feelings of vigor, whereas feelings of vigor are negatively related to absenteei…
Understanding the effects of empowering leadership on positive and negative performance behaviors
For several years, the North American manufacturing sector has been facing several labour issues that undermine productivity. To address these issues and remain competitive, manufacturing firms must implement measures to promote overall worker performance. This study presents an integrative to understand the differentiated impact of empowering leadership (EL) on four dimensions of performance (task, citizenship, innovation, deviance) through two …
Comprendre les effets du leadership d’habilitation sur les comportements positifs et négatifs de performance
For several years, the North American manufacturing sector has been facing several labour issues that undermine productivity. To address these issues and remain competitive, manufacturing firms must implement measures to promote overall worker performance. This study presents an integrative to understand the differentiated impact of empowering leadership (EL) on four dimensions of performance (task, citizenship, innovation, deviance) through two …
Job Satisfaction and Organizational Behavior (4 works) · Psychology (4 works) · Social Psychology (4 works) · Economics (3 works) · Management and Organizational Studies (3 works) · Political science (3 works) · Business (2 works) · Citizenship (2 works) · Labour economics (2 works) · Management (2 works)