Pascal Paillé

Support, trust, satisfaction, intent to leave and citizenship at organizational level

Purpose – The purpose of this paper is to propose to test a research model to gain a better understanding of the connection between perceived support, trust, satisfaction, intention to quit and citizenship at the organizational level.Design/methodology/approach – A total of 355 white‐collar employees were recruited among alumni of a business school in France. Structural equation modeling was used to test the predicted relationships.Findings – Except for the relation between perceived organizational support (POS) and intention to leave, study results showed strong support in favour of the different hypothetical relations in the research model.Research limitations/implications – The results are based on a single sample and a transversal research design. For these reasons, the data should be approached with caution.Practical implications – The paper highlights the importance of considering trust over and above organizational efforts directed at supporting employees through a show of appreciation for their co...

Linking environmental management practices and organizational citizenship behaviour for the environment: a social exchange perspective

This paper reports a field study on the relationship between environmental management practices and organizational citizenship behaviour for the environment via exchange process (i.e. perceived superior support, perceived organizational support and employee commitment). Results from a survey conducted with 407 employees from several organizations suggest that employee is more likely to make extra environmental efforts if he/she perceives that the organization supports his/her supervisor by granting him/her the decision-making latitude and necessary resources to engage in pro-environmental behaviour.

Assessing Organizational Citizenship Behavior in the French Context: Evidence for the Four-Dimensional Model

Although researchers have extensively studied organizational citizenship behavior (OCB) in the U.S. context, OCB measurement has received relatively limited attention in other contexts, specifically in the French-language context. Using 2 samples (for Study 1, N = 292; for Study 2, N = 355), the author investigated OCB in a French-language context. Using an exploratory factorial analysis in Study 1, the author found a 4-factor model (altruism, civic virtue, sportsmanship, helping others). Using a confirmatory factor analysis in Study 2, the author confirmed a 4-factor model. Data provided results that show some differences and similarities between U.S. and French contexts.

Pursuing quality and environmental performance: Initiatives and supporting processes

Purpose – The aim of this study is to focus on manufacturing small to medium‐sized enterprises (SMEs) that are simultaneously pursuing quality and environmental objectives. Specifically, the paper examines: the specific motivations and resources of SMEs that have chosen to pursue both priorities, the types of initiatives these SMEs have implemented, and whether pursuing both priorities is correlated with various facets of organizational performance.Design/methodology/approach – This study gathered data from a sample of 254 ISO 9000 and ISO 14000 certified Canadian SMEs. Data collection was based on a survey questionnaire sent to a random sample of 1,514 companies.Findings – The results highlighted significant differences between the SMEs holding both the ISO 9000 and 14000 certifications and those holding only the 9000 ISO certification. Each group was shown to have distinct motivations and resources and to have implemented different types of initiatives to address environmental concerns. Each group was p...

Relationships between commitments to the organization, the superior and the colleagues, and the intention to leave among truckers

Purpose – The purpose of this study is to use three foci of commitment (to the organization, to the colleagues, and to the superior) to improve employee retention in high turnover work environments.Design/methodology/approach – In this study, survey questionnaires measuring affective commitment to the organization, the supervisor‐dispatcher and colleagues were administered to 294 truckers. The two‐step approach was used. While the first step involved a confirmatory factor analysis, the second step used structural equation modeling to test hypotheses.Findings – Findings show that the model that best fits the data is the one in which both affective commitments to the dispatcher and to the colleagues affects the intention to leave the organization through affective commitment to the organization.Originality/value – Existing research on trucker turnover has neglected to examine the role of psychological variables such as employee commitment. Using field theory premises, this research contributes to the litera...

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.

Organizational citizenship behaviour and employee retention: how important are turnover cognitions?

The purpose of this study is to examine the relationships between perceived job alternatives, intention to search, intention to leave and organizational citizenship behaviour (OCB), with a view to determining the extent to which these variables are related. Two surveys using separate samples (Study 1, n = 651, and Study 2, n = 226) were used. First, in both studies, perceived job alternatives provided a better account of OCB towards the organization (sportsmanship and civic virtue) than OCB towards individuals (helping and altruism). Second, the results of Studies 1 and 2 indicate that the relationships between OCB and intention to search and between OCB and intention to quit are different. The findings suggest that one part of the research model appears to be generalizable, while the other part appears to be explained by the context of employment. The implications of the findings are discussed.

Contribution to social exchange in public organizations: examining how support, trust, satisfaction, commitment and work outcomes are related

The intent of the research was to examine the relationships between support, trust, satisfaction, commitment and work outcomes. The framework of social exchange theory was used as a guide. The research described in this study replicates in the public sector (N = 704) and previous findings obtained in a study conducted in the private sector. Consistent with the study in private sector, support is related to intention to leave and helping behavior to trust and satisfaction. Results are discussed.

The relationship between support, commitment and intent to leave team

Purpose – The purpose of this paper is to address and gain a more complete understanding of the effects on relationships between perceived team support (PTS), team commitment and intent to leave the team.Design/methodology/approach – Team commitment was examined as a mediator between perceived team support and intent to leave the team. To reach this objective, a survey on French white‐collar employee (n=355) was conducted. The procedure of Baron and Kenny was selected for the mediation test.Findings – The study provides several interesting data. First, data reveal two dimensions for PTS. The first one is labelled PTS toward work, the second one is labelled PTS toward well‐being. Second, while team commitment mediates the relationship between PTS toward work and intent to leave the team, team commitment does not mediate PTS toward well‐being and the intent to leave the team.Originality/value – The findings extend the understanding of how perceived team support and team commitment are related to intent to l...

THE IMPACT OF PERCEIVED ORGANIZATIONAL COMMITMENT AND LEADER COMMITMENT ON ORGANIZATIONAL CITIZENSHIP BEHAVIOUR

Prior studies have shown that commitment to the organization is related to organizational citizenship behaviour (OCB). The target of organizational commitment is the organization itself. So the organizational citizenship behaviour most likely to be influenced by this commitment is OCB-oriented organization (Masterson, Lewis, Goldman & Taylor, 2000; Cohen, 1999). Given that workers are the targets of supervisor commitment and work group commitment, the behaviour most likely to be affected by this commitment is supervisor and worker-oriented behaviour. The results provide support for the idea that organizational commitment is associated with OCB-oriented organization.