Jean-Sébastien Boudrias

A Multifoci Person-Centered Perspective on Workplace Affective Commitment: A Latent Profile/Factor Mixture Analysis

The current study aims to explore the usefulness of a person-centered perspective to the study of workplace affective commitment (WAC). Five distinct profiles of employees were hypothesized based on their levels of WAC directed toward seven foci (organization, workgroup, supervisor, customers, job, work, and career). This study applied latent profile analyses and factor mixture analyses to a sample of 404 Canadian workers. The construct validity of the extracted latent profiles was verified by their associations with multiple predictors (gender, age, tenure, social relationships at work, workplace satisfaction, and organizational justice perceptions) and outcomes (in-role performance, organizational citizenship behaviors, and intent to quit). The analyses confirmed that a model with five latent profiles adequately represented the data: (a) highly committed toward all foci; (b) weakly committed toward all foci; (c) committed to their supervisor and moderately committed to the other foci; and (d) committed to their career and moderately uncommitted to the other foci; (e) committed mostly to their proximal work environment. These latent profiles present theoretically coherent patterns of associations with the predictors and outcomes, which suggests their adequate construct validity.

The Basic Psychological Needs at Work Scale: Measurement Invariance between Canada and France

The purpose of this study is to develop and validate the Basic Psychological Needs at Work Scale (BPNWS) in French, but items are also provided in English in the article. The BPNWS is a work-related self-report instrument designed to measure the degree to which the needs for autonomy, competence, and relatedness, as identified by Self-Determination Theory (Deci & Ryan, 2000), are satisfied at work. Using exploratory and confirmatory factor analysis, the first study examines the structure of the BPNWS in a group of 271 workers. The second study tests the measurement invariance of the scale in a group of 851 teachers from two different cultures, Canada and France. Results support the three-factor structure and show adequate internal consistency, as well as nomological validity across samples.

Testing the Structure of Psychological Empowerment: Does Gender Make a Difference?

Psychological empowerment (PE) is presumed to be a second-order latent construct composed of four dimensions: meaning, competence, self-determination, and impact. Based on the results of two validation studies, it has been hypothesized that loadings of the four dimensions on PE could vary across gender groups. A multiple-group second-order confirmatory factor analysis was performed to verify if the factor structure of Spreitzer’s PE questionnaire was invariant between groups of 191 male and 200 female nurses. Results indicated that the structure of the PE questionnaire could be assumed invariant across genders. Directions for future research are discussed.

Role of psychological empowerment in the reduction of burnout in Canadian healthcare workers

In this study, we investigated the role of psychological empowerment as a protective factor for burnout among workers exposed to work-related stressors (e.g. daily hassles, overload, job changes). A cross-sectional questionnaire study was conducted, with a convenience sample of 401 healthcare workers. Hierarchical multiple regressions were performed to test main and moderating effects of empowerment cognitions. Results revealed partial support for the hypotheses. Only the job meaningfulness cognition exerts a beneficent main effect on all burnout symptoms beyond the effect of stressors. Some moderating effects differing according to burnout dimensions were also found. Most interestingly, high levels of empowerment cognitions accentuate the effect of change-related resources in the reduction of emotional exhaustion. Because psychological empowerment has beneficial effects, organizations could rely on different strategies to enhance it.

Further Reflections on Disentangling Shape and Level Effects in Person-Centered Analyses: An Illustration Exploring the Dimensionality of Psychological Health

Morin and Marsh (2015) proposed a methodological framework to disentangle shape and level effects in latent profile analyses. We discuss limitations of this framework (based on a logic similar to that of higher-order measurement models), and suggest that these limitations are easily solved by a more thorough examination of the variable-centered measurement models underlying profile indicators. This study presents complementary variable- and person-centered approaches aiming to assess the dimensionality of psychometric constructs. Psychometric measures often assess separate conceptually-related facets of global overarching constructs, based on the assumption that these overarching constructs exist as global entities including specificities mapped by the facets. The framework proposed here explicitly models this dimensionality in both variable- and person-centered analyses. To illustrate this revised psychometric framework, we use ratings of psychological health collected from 1,232 teachers, and show how this revised framework provides a clearer picture of teachers’ profiles of psychological health.

Linking managerial practices and leadership style to innovative work behavior: The role of group and psychological processes

Purpose – The purpose of this paper is to propose and test a theoretical model linking individual perceptions of participative leadership style and managerial practices (i.e. teamwork and information sharing) to individual innovative behavior through the mediating mechanisms of: perceptions of team support for innovation and team vision; and psychological empowerment. Design/methodology/approach – Self-report data were collected from 394 employees working in five organizations. Structural equation models were conducted to empirically test the hypothesized research model. Findings – As hypothesized, participative leadership, teamwork and information sharing positively predicted perceptions of team support for innovation and team vision, which in turn fostered psychological empowerment. The latter was further positively associated with innovative performance. Practical implications – The results of the present study inform management of the group processes (i.e. team vision and support for innovation) that ...

L’habilitation des salariés : le rôle du supérieur et des collègues

Resume Les pratiques organisationnelles d’habilitation ont generalement un succes limite s’ils ne sont soutenus que par les hauts dirigeants. La presente etude, menee aupres de 418 salaries quebecois, examine le role de deux acteurs de l’environnement social proximal, le superieur et les collegues, dans l’habilitation du personnel. Des indicateurs psychologiques et comportementaux, obtenus par questionnaires auto- reveles, ont ete utilises pour etablir le degre d’habilitation des salaries. Des regressions multiples montrent que les contributions de ces deux acteurs sont distinctes et s’additionnent, en plus d’interagir de facon synergique afin de rehausser l’habilitation des salaries. Ces resultats mettent en evidence l’importance de promouvoir des conditions sociales proximales favorables afin de susciter l’habilitation des salaries.

Employee recognition, meaningfulness and behavioural involvement: test of a moderated mediation model

Abstract This study examines how and under what conditions recognition practices are related to employee behavioural involvement at work. Combining social cognitive theory, social information processing theory and self-concordance theory, we develop and test a moderated mediation model in which (a) manager recognition promotes behavioural involvement both directly and indirectly through the intervening role of meaningfulness and (b) coworker recognition strengthens the benefits of manager recognition to meaningfulness and subsequent behavioural involvement. The results of a study of 130 employees provided empirical support for our model. These findings help clarify how different sources of recognition can shape the effective behavioural involvement in the workplace; they also emphasize the role of meaningfulness as an important psychological mechanism that explains the recognition–behaviour relation. The implications for theory and practice are discussed.

L’habilitation comportementale se différencie-t-elle des concepts d’innovation, de citoyenneté organisationnelle et d’autogestion?

Resume La presente etude vise a poursuivre la validation du construit d’habilitation comportementale, en examinant non seulement sa structure factorielle, mais en examinant les differences conceptuelles et empiriques entre ce type de comportements et trois autres types de comportements organisationnels, a savoir les comportements de citoyennete organisationnelle, d’innovation et d’autogestion. Des analyses factorielles confirmatoires ont ete effectuees afin d’examiner la structure du construit (N = 274) alors que des analyses correlationnelles ont permis de statuer sur le caractere distinctif des mesures (N = 104). Les resultats demontrent que les concepts sont distincts (.19 r

Value congruence and tenure as moderators of transformational leadership effects

Using the substitute for leadership framework, the purpose of this paper is to verify whether employees’ perceived value congruence with their organization can act as a moderator of the relationship between transformational leadership and empowered behaviors. A triple moderation hypothesis, wherein value congruence could both enhance or substitute leadership practices depending on employee tenure, is tested.,Self-reported data were collected from 1,934 employees of a large public organization.,Hierarchical regressions show that value congruence enhances transformational leadership’s effectiveness in new employees, but plays either a substitute role or no role at all in more tenured employees.,Findings suggest that the substitutes for leadership framework are useful in understanding both the enhancing and substitute role of value congruence with regards to transformational leadership. This study also underlines this framework’s complexity and the need for additional research that goes beyond bivariate models to further our understanding of transformational leadership moderators.,The knowledge of when leadership practices are enhanced or substituted could help leaders focus their efforts to maximize empowered behaviors.,This study verifies the theorized moderating role of value congruence in transformational leadership, which has been largely ignored in research. Additionally this study shows that this role can fluctuate according to tenure.