Christian Vandenberghe
Dados Biográficos
| ID | 132783 |
|---|---|
| NOME | Christian Vandenberghe |
| PRENOMES | Christian |
| SOBRENOME | Vandenberghe |
| ASSINATURA | VANDENBERGHE C |
| AFILIAÇÕES | HEC Montréal |
| ORCID | 0000-0002-9707-3171 |
| VERIFICADO | Sim |
| TOTAL DE OBRAS | 32 |
| TOTAL DE CITAÇÕES | 83 |
| TOTAL COMO AUTOR | 32 |
| TOTAL COMO EDITOR | 0 |
| PRIMEIRO ANO DE PUBLICAÇÃO | 1999 |
| ANO MAIS RECENTE DE PUBLICAÇÃO | 2026 |
| ÍNDICE H | 7 |
Frontline Employee Creativity and Sales Performance
The current research investigates how frontline employee (FLE) creativity contributes to sales performance through value-based selling and how contextual conditions shape this process. Drawing on Amabile’s Componential Theory of Creativity and the Motivation-Opportunity-Ability framework, we test a multilevel moderated mediation model using data from 252 employee-manager dyads in a Canadian art supply retail chain. Findings reveal that creativity…
An expanded self-consistency perspective on the effects of perceived politics
This paper introduces the notion of perceived supervisor politics (PSP), suggests that it differs from perceived organizational politics (POP), and develops an expanded self-consistency perspective to explain the effects of POP and PSP. Based on cognitive dissonance theory and its self-consistency assumptions, we suggest that POP represents a threat to self-consistency for employees with high organization-based self-esteem (OBSE) but not those wi…
Moving to the next level
Social dominance orientation (SDO) reflects an individual's belief in and desire for hierarchical relations among social groups, including support for unequal treatment based on group status. Although widely studied at the individual level, research has rarely investigated SDO as a team‐level characteristic in organizational contexts or its implications for team outcomes. This study examines team SDO as a personality composition variable and eluc…
Employees' affective commitment to multiple work-related targets
This study uses a person-centered approach to investigate the structure, stability, antecedents, and outcomes of employees' affective commitment to multiple work-related targets. Following Perreira et al.'s (2018) hierarchical representation of commitment, profiles of affective commitment were estimated by considering both global levels of commitment to the work life and specific levels of commitment to organization, supervisor, coworkers, occupa…
Engagement organisationnel et envers la carrière
Affective commitment and proactive behavior
From employee socialization to co‐evolution
Various theories have highlighted how employees evolve in their organization and how organizations influence this process, but only portray part of the complex relations among these interacting social entities. We thus propose a meta‐theory to unify these multiple theories, including symbolic interactionism, employee/organizational socialization theory, human resource management (HRM) systems theory, cultural consensus theory, and self‐determinat…
Are wellbeing dimensions differentially related to employee proactive behavior? The joint moderating effects of knowledge job demands and empowering leadership
Social Exchange Relationships with Peer Leaders and Ethical Leadership
The present research explores the role of lateral exchange relationships among peer leaders (i.e., leader–leader exchange relationships; PLLX) as drivers of ethical leadership. Across two studies involving male subordinates and leaders pertaining to 150 teams (Study 1) and 158 leader–follower dyads (Study 2) in the Republic of Korea Army, PLLX was found to mediate a positive relation between peer leaders' ethical leadership and focal team leaders…
Supervisors' overtime hours, abusive supervision and leader–member exchange
The current research examines the consequences of supervisors' overtime hours on subordinates. Drawing upon the stressor‐emotion model of counterproductive behaviors, we argue that supervisors' overtime hours positively relate to abusive supervision behaviors through negative emotions, which in turn undermine leader–member exchange relationships. We further posit that this process is exacerbated among subordinates with a strong relational self‐co…
The Power of Negative Affect during the Covid-19 Pandemic
The COVID-19 pandemic has created unprecedented disruptions in organizations and people's lives by generating uncertainty, anxiety, and isolation for most employees around the globe. Such disruptive context may have prompted employees to reconsider their identification with their work role, defined as work centrality. As such reconsideration may have deep implications, we reasoned that individuals' affective dispositions would influence work cent…
Are They Created Equal? A Relative Weights Analysis of the Contributions of Job Demands and Resources to Well-Being and Turnover Intention
Building upon the Job Demands-Resources (JD-R) model (Demerouti et al., 2001) and the extensive research on employee turnover intention and well-being, we examined various demands and resources in relation to these outcomes. This study examined the differential relationship between job demands, and personal and job resources, and two organizational outcomes: turnover intention and emotional exhaustion. The job demands were role overload, role con…
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…
Is affective commitment always good? A look at within-person effects on needs satisfaction and emotional exhaustion
A latent transition analysis investigating the nature, stability, antecedents, and outcomes of occupational commitment profiles for school principals
Examining the inverted U-shaped relationship between workload and innovative work behavior
Is workload good or bad for employee innovation? Workload and innovative work behavior are widely studied research topics. However, the relationship between them is not well understood. As a result, there is a lack of evidence-based knowledge that could inform managers and organizations on how to boost workplace innovation in demanding work contexts. Building on the job demands–resources model, the present study posits that workload relates to in…
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 …
How do callings relate to job performance? The role of organizational commitment and ideological contract fulfillment
Do individuals with callings perform better than those without? Why or why not? There are not clear answers to these questions in the literature. Using a social exchange framework, we posit an intervening process between callings and job performance, focusing on the role of organizational commitment and ideological contract fulfillment – the degree to which organizations live up to their ideological promises. Specifically, individuals with callin…
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…
The role of negative affectivity in the relationships between pay satisfaction, affective and continuance commitment and voluntary turnover
This study examines the mediating role of affective and continuance commitment in the relationship between pay satisfaction and voluntary turnover, and the moderating role of negative affectivity. Drawing from data collected at two points in time from a sample of human resource management professionals ( N = 509), we found that affective and continuance commitment mediated the negative relationship of pay satisfaction to turnover. Moreover, pay s…
Organizational commitment, organization-based self-esteem, emotional exhaustion and turnover
We examined the relationship of four commitment dimensions (affective, normative, continuance-perceived sacrifices and continuance-lack of alternatives) to emotional exhaustion over time under the lens of conservation of resources theory. Using data from 260 employees, Time 1 lack of alternatives and normative commitment contributed positively to Time 2 emotional exhaustion, controlling for Time 1 emotional exhaustion. Organization-based self-est…
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 justice and social exchange relationships in workplace deviance
Using data collected on two occasions spaced apart by three months ( N = 602), we examined the relationships between a) distributive, procedural, informational, and interpersonal justice (measured at Time 1) and b) perceived organizational support (POS), leader—member exchange (LMX), and organization- and supervisor-directed deviance (measured at Time 2). We found that POS fully mediated the relationship of procedural justice but not distributive…
The Role of Change in the Relationship Between Commitment and Turnover
Through the use of affective, normative, and continuance commitment in a multivariate 2nd-order factor latent growth modeling approach, the authors observed linear negative trajectories that characterized the changes in individuals across time in both affective and normative commitment. In turn, an individual's intention to quit the organization was characterized by a positive trajectory. A significant association was also found between the chang…
Employee Commitment and Motivation
Theorists and researchers interested in employee commitment and motivation have not made optimal use of each other's work. Commitment researchers seldom address the motivational processes through which commitment affects behavior, and motivation researchers have not recognized important distinctions in the forms, foci, and bases of commitment. To encourage greater cross-fertilization, the authors present an integrative framework in which commitme…
Organizations and supervisors as sources of support and targets of commitment
The main objective of this study was to examine the relationship between perceived support and affective commitment, and the linkages between these constructs and some of their common antecedents and consequences. More precisely, using a sample of 238 employees, we conducted a longitudinal study to examine the linkages between the favorableness of intrinsically and extrinsically satisfying job conditions, perceived organizational support, perceiv…
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…
How do callings relate to job performance? The role of organizational commitment and ideological contract fulfillment
Do individuals with callings perform better than those without? Why or why not? There are not clear answers to these questions in the literature. Using a social exchange framework, we posit an intervening process between callings and job performance, focusing on the role of organizational commitment and ideological contract fulfillment – the degree to which organizations live up to their ideological promises. Specifically, individuals with callin…
Organizational commitment, organization-based self-esteem, emotional exhaustion and turnover
We examined the relationship of four commitment dimensions (affective, normative, continuance-perceived sacrifices and continuance-lack of alternatives) to emotional exhaustion over time under the lens of conservation of resources theory. Using data from 260 employees, Time 1 lack of alternatives and normative commitment contributed positively to Time 2 emotional exhaustion, controlling for Time 1 emotional exhaustion. Organization-based self-est…
Examining the inverted U-shaped relationship between workload and innovative work behavior
Is workload good or bad for employee innovation? Workload and innovative work behavior are widely studied research topics. However, the relationship between them is not well understood. As a result, there is a lack of evidence-based knowledge that could inform managers and organizations on how to boost workplace innovation in demanding work contexts. Building on the job demands–resources model, the present study posits that workload relates to in…
The role of justice and social exchange relationships in workplace deviance
Using data collected on two occasions spaced apart by three months ( N = 602), we examined the relationships between a) distributive, procedural, informational, and interpersonal justice (measured at Time 1) and b) perceived organizational support (POS), leader—member exchange (LMX), and organization- and supervisor-directed deviance (measured at Time 2). We found that POS fully mediated the relationship of procedural justice but not distributive…
An Examination of the Cross-Cultural Validity of a Multidimensional Model of Commitment in Europe
This study examined the validity of a multidimensional model of employee commitment in Europe. The study was conducted using a sample of employees working for the translation department of the European Commission, located in Brussels. The survey questionnaire included measures of affective and normative commitment to the organization, the occupation, the work group, and Europe; continuance commitment to the organization and the occupation; and in…
The role of negative affectivity in the relationships between pay satisfaction, affective and continuance commitment and voluntary turnover
This study examines the mediating role of affective and continuance commitment in the relationship between pay satisfaction and voluntary turnover, and the moderating role of negative affectivity. Drawing from data collected at two points in time from a sample of human resource management professionals ( N = 509), we found that affective and continuance commitment mediated the negative relationship of pay satisfaction to turnover. Moreover, pay s…
La formation en entreprise comme dispositif de socialisation organisationnelle
This study examined the respective contribution of four training devices, namely formal courses, mentoring, self-learning devices and job rotation in different departments, to the newcomers' socialization process. Both objective indicators of training intensity (for instance, number of days of formal courses) and newcomers' subjective appraisal of training were considered. The socialization outcomes measured in this study were (a) attitudinal var…
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…
Analyse du discours de travailleurs confrontés à des changements organisationnels
peer reviewed
Organizational culture, person–culture fit, and turnover
This study replicates an earlier study of O'Reilly, Chatman and Caldwell (1991) demonstrating that the level of congruence between an organization's culture and its new employees' value preferences is a predictor of turnover. This replication research was conducted in the health care industry in Belgium. As expected, the congruence between the values of the hospital and nursing recruits' preferred values was predictive of nurses staying with thei…
Organizational culture, person-culture fit, and turnover
This study replicates an earlier study of O'Reilly, Chatman and Caldwell (1991) demonstrating that the level of congruence between an organization's culture and its new employees' value preferences is a predictor of turnover. This replication research was conducted in the health care industry in Belgium. As expected, the congruence between the values of the hospital and nursing recruits' preferred values was predictive of nurses staying with thei…
An Examination of the Cross-Cultural Validity of a Multidimensional Model of Commitment in Europe
This study examined the validity of a multidimensional model of employee commitment in Europe. The study was conducted using a sample of employees working for the translation department of the European Commission, located in Brussels. The survey questionnaire included measures of affective and normative commitment to the organization, the occupation, the work group, and Europe; continuance commitment to the organization and the occupation; and in…
La formation en entreprise comme dispositif de socialisation organisationnelle
This study examined the respective contribution of four training devices, namely formal courses, mentoring, self-learning devices and job rotation in different departments, to the newcomers' socialization process. Both objective indicators of training intensity (for instance, number of days of formal courses) and newcomers' subjective appraisal of training were considered. The socialization outcomes measured in this study were (a) attitudinal var…
Perceived supervisor support
Three studies investigated the relationships among employees' perception of supervisor support (PSS), perceived organizational support (POS), and employee turnover. Study 1 found, with 314 employees drawn from a variety of organizations, that PSS was positively related to temporal change in POS, suggesting that PSS leads to POS. Study 2 established, with 300 retail sales employees, that the PSS-POS relationship increased with perceived supervisor…
Organizations and supervisors as sources of support and targets of commitment
The main objective of this study was to examine the relationship between perceived support and affective commitment, and the linkages between these constructs and some of their common antecedents and consequences. More precisely, using a sample of 238 employees, we conducted a longitudinal study to examine the linkages between the favorableness of intrinsically and extrinsically satisfying job conditions, perceived organizational support, perceiv…
Employee Commitment and Motivation
Theorists and researchers interested in employee commitment and motivation have not made optimal use of each other's work. Commitment researchers seldom address the motivational processes through which commitment affects behavior, and motivation researchers have not recognized important distinctions in the forms, foci, and bases of commitment. To encourage greater cross-fertilization, the authors present an integrative framework in which commitme…
Analyse du discours de travailleurs confrontés à des changements organisationnels
peer reviewed
The Role of Change in the Relationship Between Commitment and Turnover
Through the use of affective, normative, and continuance commitment in a multivariate 2nd-order factor latent growth modeling approach, the authors observed linear negative trajectories that characterized the changes in individuals across time in both affective and normative commitment. In turn, an individual's intention to quit the organization was characterized by a positive trajectory. A significant association was also found between the chang…
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 justice and social exchange relationships in workplace deviance
Using data collected on two occasions spaced apart by three months ( N = 602), we examined the relationships between a) distributive, procedural, informational, and interpersonal justice (measured at Time 1) and b) perceived organizational support (POS), leader—member exchange (LMX), and organization- and supervisor-directed deviance (measured at Time 2). We found that POS fully mediated the relationship of procedural justice but not distributive…
Organizational commitment, organization-based self-esteem, emotional exhaustion and turnover
We examined the relationship of four commitment dimensions (affective, normative, continuance-perceived sacrifices and continuance-lack of alternatives) to emotional exhaustion over time under the lens of conservation of resources theory. Using data from 260 employees, Time 1 lack of alternatives and normative commitment contributed positively to Time 2 emotional exhaustion, controlling for Time 1 emotional exhaustion. Organization-based self-est…
The role of negative affectivity in the relationships between pay satisfaction, affective and continuance commitment and voluntary turnover
This study examines the mediating role of affective and continuance commitment in the relationship between pay satisfaction and voluntary turnover, and the moderating role of negative affectivity. Drawing from data collected at two points in time from a sample of human resource management professionals ( N = 509), we found that affective and continuance commitment mediated the negative relationship of pay satisfaction to turnover. Moreover, pay s…
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…
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 …
How do callings relate to job performance? The role of organizational commitment and ideological contract fulfillment
Do individuals with callings perform better than those without? Why or why not? There are not clear answers to these questions in the literature. Using a social exchange framework, we posit an intervening process between callings and job performance, focusing on the role of organizational commitment and ideological contract fulfillment – the degree to which organizations live up to their ideological promises. Specifically, individuals with callin…
Is affective commitment always good? A look at within-person effects on needs satisfaction and emotional exhaustion
A latent transition analysis investigating the nature, stability, antecedents, and outcomes of occupational commitment profiles for school principals
Examining the inverted U-shaped relationship between workload and innovative work behavior
Is workload good or bad for employee innovation? Workload and innovative work behavior are widely studied research topics. However, the relationship between them is not well understood. As a result, there is a lack of evidence-based knowledge that could inform managers and organizations on how to boost workplace innovation in demanding work contexts. Building on the job demands–resources model, the present study posits that workload relates to in…
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 They Created Equal? A Relative Weights Analysis of the Contributions of Job Demands and Resources to Well-Being and Turnover Intention
Building upon the Job Demands-Resources (JD-R) model (Demerouti et al., 2001) and the extensive research on employee turnover intention and well-being, we examined various demands and resources in relation to these outcomes. This study examined the differential relationship between job demands, and personal and job resources, and two organizational outcomes: turnover intention and emotional exhaustion. The job demands were role overload, role con…
Are wellbeing dimensions differentially related to employee proactive behavior? The joint moderating effects of knowledge job demands and empowering leadership
Social Exchange Relationships with Peer Leaders and Ethical Leadership
The present research explores the role of lateral exchange relationships among peer leaders (i.e., leader–leader exchange relationships; PLLX) as drivers of ethical leadership. Across two studies involving male subordinates and leaders pertaining to 150 teams (Study 1) and 158 leader–follower dyads (Study 2) in the Republic of Korea Army, PLLX was found to mediate a positive relation between peer leaders' ethical leadership and focal team leaders…
Supervisors' overtime hours, abusive supervision and leader–member exchange
The current research examines the consequences of supervisors' overtime hours on subordinates. Drawing upon the stressor‐emotion model of counterproductive behaviors, we argue that supervisors' overtime hours positively relate to abusive supervision behaviors through negative emotions, which in turn undermine leader–member exchange relationships. We further posit that this process is exacerbated among subordinates with a strong relational self‐co…
The Power of Negative Affect during the Covid-19 Pandemic
The COVID-19 pandemic has created unprecedented disruptions in organizations and people's lives by generating uncertainty, anxiety, and isolation for most employees around the globe. Such disruptive context may have prompted employees to reconsider their identification with their work role, defined as work centrality. As such reconsideration may have deep implications, we reasoned that individuals' affective dispositions would influence work cent…
Job Satisfaction and Organizational Behavior (30 obras) · Psychology (26 obras) · Social Psychology (24 obras) · Organizational commitment (18 obras) · Social Psychology (16 obras) · Job satisfaction (12 obras) · Management (10 obras) · Political science (10 obras) · Turnover (9 obras) · Job performance (8 obras)