Archives - Page 2

• 

  GRH

  Vol. 114 No 01 (2019)

  DECOUPLING AND ESSENTIAL EFFECTS OF
  LEAN MANAGEMENT ON JOB SATISFACTION,
  HEALTH AND DEPRESSION. A MIXED
  METHODS APPROACH

  THE INFLUENCE OF INTERNAL CORPORATE
  COMMUNICATION ON EMPLOYEE
  ENGAGEMENT AT WORK: CONTRIBUTIONS
  FROM THE FRENCH 2011 REPONSE SURVEY

  ANTECEDENTS AND CONSEQUENCES
  OF JOB INSECURITY IN A CONTEXT OF
  INSTITUTIONAL REFORM: THE CASE OF THE
  FRENCH TRAINING MANAGERS

• 

  GRH

  Vol. 113 No 01 (2019)

  DO YOU REMEMBER? A STUDY OF THE
  RELATION BETWEEN RETROSPECTIVE WELLBEING
  AND CURRENT WELLBEING

  PSYCHOLOGICAL VIOLENCE, ORGANIZATIONAL
  COMMITMENT AND KNOWLEDGE TRANSFER:
  THE CASE OF THE SENIORS

  THE INFLUENCE OF THE GOVERNANCE
  SYSTEM ON THE INTEGRATION OF
  CORPORATE SOCIAL RESPONSIBILITY
  CRITERIA INTO THE VARIABLE
  COMPENSATION OF THE CEOS’ OF
  COMPANIES IN THE SBF 120 STOCK MARKET
  INDEX

• 

  GRH

  Vol. 112 No 01 (2019)

  NEW PUBLIC MANAGEMENT, ROLE TENSIONS
  AND STRESS IN NURSE MANAGERS

  THE MAKING OF LEADERSHIP:
  WHAT CONTRIBUTION OF INTERNAL
  MOBILITY

  PROPOSAL FOR A NEW MULTIDIMENSIONAL
  MEASUREMENT SCALE OF ROLE STRAINS
  AT WORK

• 

  GRH

  Vol. 111 No 01 (2019)

  ATTITUDES TOWARDS CAREER:
  AN EXPLICATIVE TYPOLOGY OF EVALUATIVE
  DISPOSITIONS FOR EMPLOYEE

  CONDUCTING A JOINT INTERORGANIZATIONAL
  DIAGNOSIS:
  THEORETICAL AND PRACTICAL INSIGHTS

  THE EFFECTS OF WORKLOAD AND CAREER
  CAPPING ON THE THREE-DIMENSIONAL
  ORGANIZATIONAL COMMITMENT AMONG
  MANAGERS

• 

  GRH

  Vol. 110 No 01 (2018)

  FEMALE SOCIAL NORMS AND PROFESSIONAL
  INEQUALITY: WHAT INFLUENCE DOES
  PARENTAL GUILT PLAY?

  SUSTAINABLE STAKEHOLDER ENGAGEMENT
  IN A TERRITORIAL HRM APPROACH:
  THE CASE OF SOPHIA ANTIPOLIS
  TECHNOLOGY CLUSTER

  WHAT ARE THE EFFECTS OF GENDER
  EQUALITY POLICIES, ACCORDING
  TO THEIR APPROPRIATION? A CASE STUDY

• 

  GRH

  Vol. 109 No 01 (2018)

  MANAGERS’ MOBILIZATION
  OF HR PROCESSES
  TO DEPLOY RESPONSIBLE MANAGEMENT:
  THE CASE OF GROUPE LA POSTE ?

  THE INTERACTION EFFECT
  OF CONTINGENT REWARDS
  AND AUTONOMOUS MOTIVATION ON TASK,
  CONTEXTUAL, AND ADAPTATIVE
  PERFORMANCE

  PUTTING BACK PROFESSIONAL ACTIVITY
  INTO INDIVIDUAL PERFORMANCE
  APPRAISAL: AN OPPORTUNITY
  TO EXPLORE POWER TO ACT

• 

  GRH

  Vol. 108 No 01 (2018)

  THE ACTION OF THE COMPANY IN THE
  FIGHT AGAINST CLIMATE CHANGE: EFFECTS
  ON EMPLOYEES’ ORGANIZATIONAL
  IDENTIFICATION AND ORGANIZATIONAL
  ENGAGEMENT

  IS LEAN MANAGEMENT AN
  ORGANIZATIONAL LEARNING ENABLER:
  THE IMPACT OF CONTINUOUS IMPROVEMENT

  THE GIFT AS HIGHLIGHT OF THE BUILDING OF
  A SHARED HRM IN A SME

• 

  GRH

  Vol. 107 No 01 (2018)

  DOES “WORK DEBATE SPACES” ALLOW
  TO REGULATE THE PARADOXES OF NEW
  PUBLIC MANAGEMENT (NPM)?

  WORK-LIFE
  BALANCE, SOCIAL SUPPORT,
  WORK INVOLVEMENT AND JOB
  SATISFACTION: TESTING
  OF MEDIATOR EFFECTS

  UNDERSTANDING SOCIAL
  INTRAPRENEURSHIP ACCORDING
  TO PSYCHOLOGICAL CONTRACT:
  A CHALLENGE FOR CSR PRACTICES?

• 

  GRH

  Vol. 106 No 01 (2017)

  HOW TO DEVELOP THE FULL WELL-BEING
  PROFILE AMONG US EMPLOYEES?
  A PERSON-CENTERED APPROACH

  MANAGEMENT OF PEOPLES IN COMPLEX
  SITUATION: THE EXAMPLE OF ABSORPTIVE
  CAPACITY OF KNOWLEDGE

  THE INFLUENCE OF THE COMPENSATION
  ON AUTONOMOUS MOTIVATION THROUGH
  PERCEIVED ORGANIZATIONAL SUPPORT
  AND ITS CONSEQUENCES ON JOB
  ENGAGEMENT AND JOB SATISFACTION

• 

  GRH

  Vol. 105 No 01 (2017)

  THE ADJUSTMENT STRATEGIES
  IMPLEMENTED DURING A REDUNDANCY
  PLAN: THE CASE OF MIDDLE MANAGERS

  MANAGEMENT STYLES, SOCIAL CLIMATE
  AND ETHICAL CLIMATE: A CONTEXTUAL
  APPROACH

  THE EMERGENCE AND THE FUNCTIONING
  OF INTERSTITIAL PROFESSIONAL DIGITAL
  SPACES SPECIFIED IN THE HRM OF THE
  FRENCH PUBLIC TERRITORIAL SECTOR:
  A LUHMANNIAN PERSPECTIVE

  IMMERSION IN THE EMPLOYEE WORK
  EXPERIENCE: CONCEPTUALIZATION
  AND IMPLICATIONS

• 

  GRH

  Vol. 104 No 01 (2017)

  PROPOSAL OF A CONCEPTUAL MODEL
  OF VICARIOUS TRAUMA APPLIED TO HUMAN
  RESOURCES MANAGEMENT:
  THE CASE OF EMPLOYMENT COUNSELING

  CAREER PLATEAUING AND ORGANIZATIONAL
  COMMITMENT IN THE PUBLIC SECTOR
  IN CAMEROON: THE ROLE OF PERCEIVED
  ORGANIZATIONAL SUPPORT

  DO FRENCH SMES REALLY CARE ABOUT THEIR
  MANAGERS? MAIN MANAGERIAL AND HR
  DYSFUNCTIONS ORIGINATING DIFFICULTIES
  IN UNDERTAKING SUPERVISORY
  RESPONSIBILITIES

  IS ANONYMOUS RESUME EFFICIENT
  AGAINST HIRING DISCRIMINATION?
  AN EXPERIMENTAL STUDY
  ON HETEROGENEOUS APPLICATION FORMS

• 

  GRH

  Vol. 103 No 01 (2017)

  DIMENSIONS OF WORKING TIME
  AND HARDSHIP AT WORK: RISK
  DETECTION AND SUGGESTED ACTIONS

  FROM INSTRUMENTAL HRM TO PARTNERSHIP HRM: THE IMPACT OF TERRITORIAL STRATEGIES

  THE RELATIONSHIPS AMONG ORGANIZATIONAL JUSTICE,
  COMMITMENT AND INTENT TO STAY OF EMPLOYEES CONSIDERED AS TALENTS:
  DOES GENDER MATTER?

  IN SEARCH OF AN IDEAL-TYPE
  TO CHARACTERIZE HRM IN A HIGH-TECH START-UP

• 

  GRH

  Vol. 102 No 01 (2016)

  THE EVOLUTION OF HUMAN RESOURCE
  MANAGEMENT IN CHINA: EMANCIPATION
  AND INNOVATION

  THE INFLUENCE OF THE RELATIONSHIP
  WITH THE SUPERIOR ON NEWCOMERS’
  ORGANIZATIONAL IDENTIFICATION AND
  AFFECTIVE COMMITMENT

  HOW DIGITAL TECHNOLOGIES ARE
  REVOLUTIONISING THE TRAINING FUNCTION
  IN COMPANIES: AN EXPLORATORY STUDY
  OF A POPULATION OF MANAGERS
  ATTENDING A MOOC

  BUILDING MULTI-TARGET COMMITMENT
  THROUGH WORK-INTEGRATED LEARNING:
  THE ROLES OF PROACTIVE SOCIALIZATION
  BEHAVIOURS AND ORGANIZATIONAL
  SOCIALIZATION DOMAINS

  ONE GENERATION MAY HIDE ANOTHER:
  GENERATION Y OR NEW SOCIALIZATION
  TACTICS? PAST AND PRESENT AT ERDF

   

• 

  GRH

  Vol. 101 No 01 (2016)

  SUPERVISOR’S POSITIONAL POWER
  INFLUENCE ON TRUST DEVELOPMENT
  STRATEGIES EFFECTIVENESS

  THE ROLE OF HEALTH AND SAFETY
  COMMITTEES IN INFLUENCING EMPLOYEES’
  WELL-BEING AND WORK ACCIDENTS.
  AN EXPLORATORY STUDY

  THE INFLUENCE OF PROACTIVE PERSONALITY
  ON ADAPTIVE PERFORMANCE : THE ROLE
  OF SELF-EFFICACY AND ORGANIZATIONAL
  JUSTICE

  INFLUENCE OF EX-ANTE AND EX-POST
  BONUSES ON AUTONOMOUS WORK
  MOTIVATION : THE MEDIATING ROLE OF
  BASIC NEEDS SATISFACTION AND PERCEIVED
  ORGANIZATIONAL JUSTICE

• 

  GRH

  Vol. 100 No 01 (2016)

  RELATIONSHIPS BETWEEN PERCEPTIONS OF
  WORK-FAMILY CONFLICT AND ENRICHMENT
  AND EMPLOYEES’ WELL-BEING

  THE INNOVATION AS HIGHLIGHT OF THE
  DYNAMICS OF OCCUPATIONS: APPLICATION
  TO THE JOBS BY MEDICAL CARE

  AN INVESTIGATION OF THE EFFECTS OF
  SELF-EFFICACY ON THE RELATIONSHIP
  BETWEEN WORK-FAMILY BALANCE AND JOB
  SATISFACTION

  CORPORATISM ANALYZED BY PROFESSION.
  THE CASE OF CIVIL ENGINEERING (ROAD
  CONSTRUCTION, WATER AND FORESTRY) IN
  FRANCE: A RESILIENT PROFESSION?

   

• 

  GRH

  Vol. 99 No 01 (2016)

  COMMON LANGUAGE: A KEY COMPETENCE
  IN INTERNATIONAL COMPANIES

  VALUE CONFLICTS IN DUAL ORGANIZATIONS
  SEEN FROM AN IDENDITY MODELS
  PERSPECTIVE

  EUROPEAN TALENT MANAGEMENT: BEYOND
  EXISTING TYPOLOGIES

  HOW ARE YOU DOING? COMMENT ALLEZVOUS?
  как поживаешь? STRETCHING
  THE VALIDITY OF THE WELLBEING AT WORK
  SCALE (EPBET)

• 

  GRH

  Vol. 98 No 01 (2015)

  IS EMPLOYABILITY DETRIMENTAL
  TO UNIONS? AN EMPIRICAL ASSESSMENT
  OF THE RELATION BETWEEN SELF-PERCEIVED
  EMPLOYABILITY AND VOICE BEHAVIOURS

  THE MANAGEMENT DEVICE IN THE BLIND
  SPOT TO RESISTANCE TO CHANGE

  CEO COMPENSATION AND BOARD DIVERSITY:
  EVIDENCE FROM FRENCH LISTED COMPANIES

  THE CONTRIBUTION OF EMPLOYER BRAND
  TO ATTRACTIVENESS: THE LIMITS
  OF ANALYTIC COGNITIVE APPROACHES

  PILOTING THE PAYROLL SYSTEM THROUGH
  THE HR FUNCTION IN THE PUBLIC HEALTH
  ESTABLISHMENTS: EVIDENCE FROM
  A COLLABORATIVE RESEARCH

• 

  GRH

  Vol. 97 No 01 (2015)

  MANAGER: A CHANGING PROFESSION?
  ATTEMPT OF RETRO-PROSPECTIVE READING
  TO DRAW THE OUTLINES OF THE
  PROFESSION OF MANAGER AND THE
  NECESSARY ACCOMPANYING MEASURES
  BY THE HUMAN RESOURCES DEPARTEMENT

  TOWARDS A RECONCILIATION
  OF EMPLOYABILITY AND COMPETENCE
  MANAGEMENT: THEORETICAL FRAMEWORK
  AND EMPIRICAL ILLUSTRATIONS

  UNDERSTANDING THE CHARACTERISTICS
  OF AN ELECTRONIC PERFORMANCE
  MONITORING ACCEPTED BY EMPLOYEES,
  CONSIDERING ORGANIZATIONAL JUSTICE
  THEORIES

  THE INTENTION TO LEAVE: AN APPROACH
  THROUGH EMPLOYEE CAREER STAGE

• 

  GRH

  Vol. 96 No 01 (2015)

  CORPORATE SOCIAL RESPONSIBILITY
  ENGAGEMENT AND ORGANIZATIONAL
  ATTRACTIVENESS: DOES COMMUNICATION
  PROTECT WHEN COPING WITH CRISIS?

  PROJECT TEAM MANAGEMENT :
  THE IMPACT OF CONFLICT MANAGEMENT
  AND ORGANIZATIONAL IMPROVISATION
  ON PERFORMANCE

  WHAT DOES INTERNAL MOBILITY MEAN
  FOR EXECUTIVES? A FOUR-FACED TYPOLOGY
  OF INTRA ORGANIZATIONAL MOBILITY

  LINKING HR PRACTICES WITH INNOVATION
  STRATEGIES : A TEST OF FRAMEWORK

• 

  GRH

  Vol. 95 No 01 (2015)

  DOES WORK-FAMILY CONFLICT MEDIATE
  THE EFFECTS OF WORKING CONDITIONS
  ON JOB STRESS? A STUDY CARRIED
  OUT AMONG CUSTOMER CONTACT
  EMPLOYEES IN THE HOSPITALITY INDUSTRY

  CAREER PROACTIVITY: A PROCESS
  OF EVENTS ANTICIPATING OR PLANNING?

  FIGHT AGAINST HIRING DISCIMINATION
  IN FRANCE : DOES VIDEO RESUMES
  HAVE AN IMPACT ?

  BREACH OF THE PSYCHOLOGICAL CONTRACT
  AND PSYCHOSOCIAL RISKS : CONSERVATION
  OF RESOURCE THEORY IN INTERVENTIONRESEARCH

• 

  GRH

  Vol. 94 No 01 (2014)

  ORGANIZATIONAL COMMITMENT:
  IN SICKNESS AND IN HEALTH? THE RESULTS
  OF A QUALITATIVE STUDY

  MANAGERS IN THE PROCESS OF CHANGE:
  HOW TO DEAL WITH EMOTIONS?

  WORKING CONDITIONS, SATISFACTION
  OF FRONT-LINE AGENTS AND THEIR INTENT
  TO QUIT OR STAY IN FRENCH AND JAPANESE
  CALL CENTERS

  CORPORATE COMPETITIVE ADVANTAGE:
  FROM ORGANIZATIONAL LEARNING
  (ABSORPTIVE CAPACITY) TO INNOVATION

  EXHAUSTION OF EMPLOYEES IN SMES: THE
  ROLE OF EMPLOYABILITY

• 

  GRH

  Vol. 93 No 01 (2014)

  INFLUENCE OF EMPLOYER BRAND
  DISCREPANCY BEFORE AND AFTER
  RECRUITMENT ON AFFECTIVE INVOLVEMENT
  AND INTENTION TO LEAVE
  THE ORGANIZATION

  RETENTION OF TALENT FOR MANAGERS
  CONCERNEF WITH THEIR COMPANY CAREER

  PROMOTE THE DEVELOPMENT
  OF EMPLOYABILITY: A CHALLENGE
  FOR INDIVIDUALS AND FOR ORGANIZATIONS

• 

  GRH

  Vol. 92 No 01 (2014)

  PROFIT-SHARING SCHEMES
  AND THEIR DETERMINANTS

  BULLYING AT WORK: AMBIGUOUS
  BEHAVIORS OR CLEAR INTENTIONS?

  THE INTERMEDIATE MANAGERS, "ACTORS
  OF THE INTERNAL MOBILITIES "? REVEALING
  DO-IT-YOURSELF OF TENSIONS

  “AM I WORTH IT?”:RELATIONSHIPS OF JOB
  CHARACTERISTICS AND SELF-ESTEEM WITH
  ORGANIZATIONAL AFFECTIVE COMMITMENT

• 

  GRH

  Vol. 91 No 01 (2014)

  PERCEIVED JOB STRENUOUSNESS
  AND SLEEP PROBLEMS : THE MODERATING
  ROLE OF ORGANIZATIONAL JUSTICE

  EMAIL AS A FACTOR OF STRESS
  IN MANAGERIAL RELATIONSHIPS

  A STUDY OF APPRENTICESHIPS THROUGH
  THE LENS OF MENTORSHIP: MENTORING
  FUNCTIONS AND THE MEDIATING INFLUENCE
  OF COMMITMENT ON INTENTION TO LEAVE

  THE RELATIONSHIPS BETWEEN
  COMMITMENT AND ORGANIZATIONAL
  SUBORDINATION BEHAVIORS:
  A COMPARATIVE ANALYSIS OF THE THREE
  AND FOUR FACTORS MODELS USING LINEAR
  REGRESSIONS AND ARTIFICIAL NEURAL
  NETWORKS

• 

  GRH

  Vol. 89 No 01 (2013)

  PROPOSITION D’UNE MESURE
  DE LA RECONNAISSANCE :
  UNE APPROCHE PAR LA JUSTICE PERÇUE

  DIACHRONIC STUDY OF THE VARIABILITY
  AND SICKNESS ABSENTEEISM
  AND PRESENTEEISM FACTORS :
  THE CASE OF THE PRODUCTION UNIT
  OF LUXURY SECTOR COMPANY’S

  RETENTION OF PROFESSIONAL STAFF
  IN THE ORGANIZATION: THE MEDIATING
  ROLE OF CITIZENSHIP BEHAVIOR

  STRATEGIC MANAGEMENT
  OF COMPETENCIES IN AN INNOVATION
  PROCESS: THE CASE OF A VERY SMALL
  TOURIST ENTERPRISE