François Grima

Citizenship and Withdrawal in the Workplace: Relationship Between Organizational Citizenship Behavior, Intention to Leave Current Job and Intention to Leave the Organization

ABSTRACT This study investigates the relationship between organizational citizenship behavior (OCB) and employee intention to leave the organization and current job using a sample of French employees. A survey was sent to 1,200 alumni of a business school in France. Participation in the study was voluntary. The participants were 355 working adults with French citizenship. This paper provides several interesting findings. While no relationship was found between altruism and intention to leave both the organization and the current job, sportsmanship, civic virtue and helping others emerged as the strongest predictors of intention to leave the organization and intention to leave the current job. Results are discussed.

Mediation in professional relationships in France: tactics and outcomes

This study has two goals. First, it attempts to update the various tactics used by mediators in the context of professional relationships in France. Second, the study analyses the outcomes of the different aspects of mediator action. Tying together semi‐structured interviews with mediators and social negotiators involved in mediation and non‐participatory observation, the results show the existence of a range of diversified tactics that a mediator can mobilise based on his or her perception of the existence of dynamics for agreement. In contrast to existing Anglo‐Saxon research, the mediator in the French context feels entitled to become a genuine third party and have an impact on key issues during debates. Highlighting three contingent variables (level of conflictuality, mediators mediating experience, negotiators mediating experience) puts the mediators intrusion into perspective.

The impact of implementing continuous improvement upon stress within a Lean production framework

The purpose of this research is to understand the impact of implementing continuous improvement upon the occupational stress of employees within the framework of Lean management. The outcomes of empirical research mobilising a mixed methodology prove that continuous improvement can help attenuate stress levels, whilst achieving or surpassing economic performance objectives, if its implementation means an effective and satisfactory participation by both employees as well as by management. Conversely, when there is no continuous improvement or it is ill-suited, Lean results in greater stress. These findings confirm the interest in furthering insight into Lean management by moving from a global approach to an approach integrating the effects of its various pillars, especially continuous improvement.