Olivier Roques
Biographic Data
| ID | 6814499 |
|---|---|
| NAME | Olivier Roques |
| GIVEN NAMES | Olivier |
| FAMILY NAME | Roques |
| SIGNATURE | ROQUES O |
| AFFILIATIONS | Aix-Marseille Université |
| ORCID | 0000-0001-8674-4040 |
| VERIFIED | Yes |
| TOTAL WORKS | 6 |
| TOTAL CITATIONS | 0 |
| AUTHOR COUNT | 6 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 2014 |
| LATEST PUBLICATION YEAR | 2026 |
| H-INDEX | 0 |
Perceived Nepotism and Job Satisfaction: A Moderated Mediated Model of Supervisory Trust, Procedural, and Distributive Injustice
This research provides an in-depth look at perceived nepotism and organization through a quantitative survey that collects data from 434 employees from public organizations. The results stated that perceived nepotism negatively affects employee satisfaction levels. In addition, the moderating effect of supervisory trust indicated that supervisory trust helps to mitigate the negative impact of perceived nepotism on job satisfaction. The index of m…
Me, my work and AI: How radiologists craft their work and identity
This study investigates the introduction of AI in the field of radiology through a multi-level analysis (individuals, organization, and profession). Drawing on in-depth interviews with 54 participants (radiologists, radiological technologists, managers, hospital directors, and engineers), we examined how radiologists perceive AI and respond through job crafting behaviors and identity work. The findings reveal three categories of job crafting: app…
Unfairness and Stress—An Examination of Two Alternative Models: Organizational-Justice and Effort–Reward Imbalance
An extensive empirical research has found that unfairness at work can have deleterious effects on employees’ work outcomes. Our study seeks to advance this perspective by using two alternative approaches of unfairness at work–organizational (in)justice (OJ) and effort–reward imbalance (ERI) and its consequences on two separate samples of employees. A total of 583 Pakistani and 241 French employees participated in two samples, which provided cross…
Investigating the impact of sensitivity to terrorism on employee psychological well-being: The mediating role of psychological resilience
Purpose The purpose of this study is to investigate the relationship between employee sensitivity to terrorism (STT), employee psychological well-being (EPW) and the mediating role of employee psychological resilience (EPR) for both male and female employees in an environment characterized by discontinuous terrorist incidents. Design/methodology/approach The study uses data collected from a sample of 432 university employees working in geographic…
Fear of terror and employees’ behaviour in terrorist-ridden areas
Purpose This study aims to investigate the impact of fear of terror (FOT) on employee organizational commitment (OC) working in terror-induced areas through examining the role of rumination as a mediator and perceived organization support (POS) as a moderator. Design/methodology/approach The authors develop a model in which the mediating role of rumination in the FOT relationship is conditional to the values of OC. Using a sample size of 268 resp…
Impact of Islamic Work Ethics on Organizational Citizenship Behaviors and Knowledge-Sharing Behaviors
No prominent works on this page.
Impact of Islamic Work Ethics on Organizational Citizenship Behaviors and Knowledge-Sharing Behaviors
Fear of terror and employees’ behaviour in terrorist-ridden areas
Purpose This study aims to investigate the impact of fear of terror (FOT) on employee organizational commitment (OC) working in terror-induced areas through examining the role of rumination as a mediator and perceived organization support (POS) as a moderator. Design/methodology/approach The authors develop a model in which the mediating role of rumination in the FOT relationship is conditional to the values of OC. Using a sample size of 268 resp…
Unfairness and Stress—An Examination of Two Alternative Models: Organizational-Justice and Effort–Reward Imbalance
An extensive empirical research has found that unfairness at work can have deleterious effects on employees’ work outcomes. Our study seeks to advance this perspective by using two alternative approaches of unfairness at work–organizational (in)justice (OJ) and effort–reward imbalance (ERI) and its consequences on two separate samples of employees. A total of 583 Pakistani and 241 French employees participated in two samples, which provided cross…
Investigating the impact of sensitivity to terrorism on employee psychological well-being: The mediating role of psychological resilience
Purpose The purpose of this study is to investigate the relationship between employee sensitivity to terrorism (STT), employee psychological well-being (EPW) and the mediating role of employee psychological resilience (EPR) for both male and female employees in an environment characterized by discontinuous terrorist incidents. Design/methodology/approach The study uses data collected from a sample of 432 university employees working in geographic…
Me, my work and AI: How radiologists craft their work and identity
This study investigates the introduction of AI in the field of radiology through a multi-level analysis (individuals, organization, and profession). Drawing on in-depth interviews with 54 participants (radiologists, radiological technologists, managers, hospital directors, and engineers), we examined how radiologists perceive AI and respond through job crafting behaviors and identity work. The findings reveal three categories of job crafting: app…
Perceived Nepotism and Job Satisfaction: A Moderated Mediated Model of Supervisory Trust, Procedural, and Distributive Injustice
This research provides an in-depth look at perceived nepotism and organization through a quantitative survey that collects data from 434 employees from public organizations. The results stated that perceived nepotism negatively affects employee satisfaction levels. In addition, the moderating effect of supervisory trust indicated that supervisory trust helps to mitigate the negative impact of perceived nepotism on job satisfaction. The index of m…
Psychology (6 works) · Social Psychology (6 works) · Political science (5 works) · Business (2 works) · Economic Justice (2 works) · Economics (2 works) · Employment and Welfare Studies (2 works) · Engineering (2 works) · Job Satisfaction and Organizational Behavior (2 works) · Microeconomics (2 works)