Issue
Revue Internationale de Psychosociologie et de Gestion des Comportements Organisationnels (RIPCO)
Login  
RIPCO's 5th Research Day, June 6, 2024: Exploring workplace well-being and malaise in the AI-driven era at Paris, La Défense. SUBMIT
Subscribe to our emails
   
   
  "
Volume XXIX • Issue 78 • 2023 (Already published)
 
(Regular issue)
 
 
 
Issue content
 
Title :  The Dark Side of Enterprise Performance in Transition Economies: Corruption an Obstacle or a Second Best
Author(s) :  Margerita, TOPALLI ; Meri, Papavangjeli
Abstract :  This research paper examines the relationship between corruption, privatization, security costs, and enterprise performance in the Central, Eastern, and South-Eastern Europe (CESEE) region. Using firm-level panel data from the Business Environment and Enterprise Performance Survey (BEEPS) covering 19 transition economies over the period 2002-2019, the study investigates the impact of corruption on enterprise performance while controlling for firm and country characteristics. The findings reveal a negative association between corruption and enterprise performance, indicating that corruption acts as a significant obstacle to firms'' growth and profitability. The results also show that foreign-owned enterprises and those established from state-owned enterprises exhibit improved economic performance compared to domestic and non-privatized enterprises. Moreover, there is a positive relationship between security costs paid by firms and their economic performance, suggesting that investing in security measures can mitigate the negative impact of corruption on business performance. The findings underscore the importance of addressing corruption, promoting a level playing field for all types of enterprises, and creating a transparent and secure business environment. Policymakers should focus on effective anti-corruption measures, enforcement of laws, and the development of institutions that promote transparency and accountability. These efforts can lead to enhanced firm performance, economic growth, reduced income inequality, and improved societal well-being.
Keywords:  corruption, privatization, transition economies, enterprise performance
Pages :  5-21
DOI :  10.3917/rips1.078.0005
Type :  Research paper
URL Cairn:  https://www.cairn.info/revue-internationale-de-psychosociologie-de-gestion-des-comportements-organisationnels-2023-78-page-5.htm
 
 
Title :  To Preserve and Protect: A Theory of Motivation for Negative Deviant Behavior
Author(s) :  Benjamin, Kakavand ; Kate, Toth ; Samaneh, Kakavand ; Aria, Teimourzadeh
Abstract :  Workplace deviant behavior has received increasing attention in many countries all over the world. This critical, long-standing issue with enormous social and economic losses to organizations requires additional research, particularly in the public sector which is often one of the largest employers in many countries in Scandinavia, Western Europe, and North America. Drawing from Conservation of Resources (COR) theory, this study proposes to view workplace deviance as an outcome of a process of resource preservation that individuals thoughtfully engage in as a defensive move to protect against perceived threats on valued resources. Specifically, this study explored significant relationships between depletion of three personal resources (organizational justice, sense of mastery, and employees’ sense of powerlessness) and three dimensions of workplace deviance (property, production, and political deviance). A self-report questionnaire was used to collect the required data from public sector employees in France. Participants with different hierarchical positions have been selected randomly from several public sector organizations. Results supported three hypotheses: Organizational justice (distributive and procedural) has a negative correlation with workplace deviance; sense of mastery has a negative correlation with workplace deviance; and, powerlessness has a positive correlation with workplace deviance. The study implications provide theoretical and practical insights to better interpret distributive and procedural justice, sense of mastery, and power, particularly in public sector organizations to prevent and control workplace deviant behavior.
Keywords:  negative deviant behavior, powerlessness, sense of mastery, distributive and procedural justice, conservation of resources theory
Pages :  23-48
DOI :  10.3917/rips1.078.0023
Type :  Research paper
URL Cairn:  https://www.cairn.info/revue-internationale-de-psychosociologie-de-gestion-des-comportements-organisationnels-2023-78-page-23.htm
 
 
Title :  Workplace Commitment Revisited: Adaptation and Cross-Cultural Validation of a New Measurement Scale in a Francophone Context
Author(s) :  Alain, Lacroux
Abstract :  Workplace commitment is a key concept in organizational behavior and for practitioners because of its ability to enhance the predictability of highly desirable behaviors in contemporary organizations such as turnover intention, attendance or organizational citizenship behaviors. Research is still active in this area and the predominance of the three-dimensional approach of commitment initially proposed by Meyer and Allen (1991), has been regularly questioned and alternative proposals have emerged. Of these proposals, one addresses several fundamental problems raised by the three-component model (TCM) view by redefining the pivotal concept of commitment in a more concise and precise format (Klein et al., 2012, 2014). This new approach is accompanied by a compact and versatile measurement instrument, the unidimensional target neutral commitment measure (KUT), which has not yet been fully validated in a Francophone context. The objective of this article is to argue the interest of moving towards a new definition of commitment, and to contribute to the validation of the KUT scale in a French context. We have carried out this operation in several stages, mobilizing five samples comprising a total of 2096 employees working in four French-speaking countries (France, Switzerland, Belgium and Canada). Overall, we show that the French version of the KUT scale exhibits adequate psychometric properties and cultural invariance between the four sub-samples.
Keywords:  workplace commitment, organizational behavior, psychometry, cross cultural, scale validation
Pages :  49-75
DOI :  10.3917/rips1.078.0049
Type :  Research paper
URL Cairn:  https://www.cairn.info/revue-internationale-de-psychosociologie-de-gestion-des-comportements-organisationnels-2023-78-page-49.htm
 
 
Title :  Work motivation of staff with High Intelligence Quotients (HQI): From self-determination to social utility.
Author(s) :  Philippe, Mouillot ; Patricia, Musquer
Abstract :  As more and more employees seek meaning in their professional life, this article gets its originality from the measure of the realness. At a time when the quest for meaning is more than ever at the heart of the professional concerns of many employees, this article draws its originality from the measurement of the existence of a positive correlation between the satisfaction of needs and the autonomous motivation of HIQ people, i.e., with an intelligence quotient higher than 130 on the Wechsler scale. Our thinking is rooted in both Self-Determination Theory and the Theory of the Social Value of People, then tested on a substantial sample, the results of which are examined by analysis of regressions and variance. Our results show that HQIs seem to focus more on their social utility than on their social desirability, and that a high IQ individual is more likely to leave his job if he does not find sufficient meaning in it despite the presence of positive extrinsic levers. Our study validates certain salient needs, such as the importance attached to the values upheld by the organisation, the autonomy sought in work, and the need for relatively personalised management, all of which form the basis of our recommendations. Its main theoretical contribution lies in a new definition of intelligence, which we place within the field of Management Sciences and which we describe as the ability to make the right decisions for the organisation. The limitations will feed into our future research avenues, in this case the mobilisation of structural equation analysis of our future statistical material to refine the relationships between our variables within the paradigms of employer branding, psychological contracts and complex intercultural environments.
Keywords:  HIQ, self-determination theory, work motivation, intelligence, cognitive diversity
Pages :  77-98
DOI :  10.3917/rips1.078.0077
Type :  Research paper
URL Cairn:  https://www.cairn.info/revue-internationale-de-psychosociologie-de-gestion-des-comportements-organisationnels-2023-78-page-77.htm
 
 
Title :  The downfalls of team building. When young graduates denounce the absurdities of cohesion seminars.
Author(s) :  Thomas, Simon ; Xavier, Philippe
Abstract :  Since the 1980s, team building sessions have flourished in companies to the point of becoming ready-made solutions that, unfortunately, tend to scare away the best employees. Between managerial fashion and the desire to make employees’ daily lives more attractive, team building does not always have the expected effects on the overall cohesion of teams. On the contrary, the permanent injunction to have fun, which these sessions are based on, has a counter-productive effect on participants. By blurring the line between fun and work, team building can give rise to feelings of dissonance among employees, which can be a source of unease. Based on 35 interviews conducted with young graduates of French business and engineering schools, this research project highlights the paradoxes of these cohesion seminars. The collection of participants’ experiences demonstrates the limits of team building as it is traditionally organised. The participants particularly insist on the ‘ridiculous’ nature of these moments, which are supposed to allow them to have a funny and unforgettable experience. Paradoxically, some respondents point to the emergence of complicity in shared embarrassment. However, they do not reject the very principle of team building and, instead, suggest new ways of organising these sessions. In particular, these should be based on ad hoc and informal meetings initiated by the employees themselves. In other words, team building should be seen as a pleasant anecdote, without grandiloquence or excessive expectations in terms of structuring the group.
Keywords:  team building, young graduates, cohesion, absurdity, fun
Pages :  99-119
DOI :  10.3917/rips1.078.0099
Type :  Research paper
URL Cairn:  https://www.cairn.info/revue-internationale-de-psychosociologie-de-gestion-des-comportements-organisationnels-2023-78-page-99.htm
 
 
Title :  Anthropocene, management and societies: towards an anthropological opening of administrative sciences
Author(s) :  Jean-François, Chanlat
Abstract :  In the contemporary context of environmental and societal crisis, teaching and research in administratives sciences must contribute to providing adequate responses to the various challenges facing humanity. To do so, they are called upon to pursue three main objectives: to take into account the trans-disciplinary dimension of any fact studied, to be concerned with its managerial relevance, and its impact on societies. It is in this context that the editors of RIPCO invited the author to think about these questions and come back with a personal point of view. The point of view is based on the author''s anthropological perspective, which has recently been reiterated in two recent books. It is divided into four parts. In the first, the author addresses the context, issues and challenges of the current environmental and societal crises. In the second, he stresses the need to encourage transdisciplinarity to tackle the complex problems facing management today, and invites researchers to draw on a variety of perspectives and methodologies, and on reasoned multilingualism. In the third part, he stresses the need to rethink traditional management approaches to meet these challenges, and thus promote innovative managerial practices adapted to contemporary issues. In the final section, he highlights the current trends of management research, notably in the French field, that can make a positive contribution to the sustainability, justice and social responsibility demanded by today''s huge environmental and societal challenges.
Keywords:  anthropocene, management, societies, anthropology, administrative sciences
Pages :  123-148
DOI :  10.3917/rips1.078.0123
Type :  Points of view
APA :  Chanlat, J. (2023) Anthropocène, management et sociétés : pour une ouverture anthropologique des sciences de gestion. Revue Internationale de Psychosociologie et de Gestion des Comportements Organisationnels (RIPCO), XXIX(78), pp.
URL Cairn:  https://www.cairn.info/revue-internationale-de-psychosociologie-de-gestion-des-comportements-organisationnels-2023-78-page-123.htm
 
 
 
 
| Simple search | Advanced search |
List of all issues
 
  Issue 79 (2023)
  Issue 78 (2023)
  Issue 77 (2023)
  Issue 76 (2023)
  Issue 75 (2022)
  Issue 74 (2022)
  Issue 73 (2022)
  Issue 72 (2022)
  Issue 71 (2021)
  Issue 70 (2021)
  Issue 69 (2021)
  Issue 68 (2021)
  Issue 67 (2020)
  Issue 66 (2020)
  Issue 65 (2020)
  Issue 64 (2020)
  Issue 63 (2019)
  Issue 62 (2019)
  Issue 61 (2019)
  Issue 60 (2019)
  Issue 59 (2018)
  Issue 58 (2018)
  Issue 57 (2018)
  Issue 56S (2017)
  Issue 56 (2017)
  Issue 55 (2017)
  Issue 54S (2016)
  Issue 54 (2016)
  Issue 53 (2016)
  Issue 52S (2015)
  Issue 52 (2015)
  Issue 51 (2015)
  Issue 50 (2014)
  Issue 49 (2014)
  Issue 48S (2013)
  Issue 48 (2013)
  Issue 47 (2013)
  Issue 46 (2012)
  Issue 45 (2012)
  Issue 44 (2012)
  Issue 43 (2011)
  Issue 42 (2011)
  Issue 41 (2011)
  Issue 40 (2010)
  Issue 39 (2010)
  Issue 38 (2010)
  Issue 37 (2009)
  Issue 36 (2009)
  Issue 35 (2009)
  Issue 34 (2008)
  Issue 33 (2008)
  Issue 32 (2008)
  Issue 31 (2007)
  Issue 30 (2007)
  Issue 29 (2007)
  Issue 28 (2006)
  Issue 27 (2006)
  Issue 26 (2006)
  Issue 25 (2005)
  Issue 24 (2005)
  Issue 23 (2004)
  Issue 22 (2004)
  Issue 21 (2003)
  Issue 20 (2003)
  Issue 19 (2002)
  Issue 18 (2002)
  Issue 16-17 (2001)
  Issue 15 (2000)
  Issue 14 (2000)
  Issue 13 (1999)
  Issue 12 (1999)
  Issue 10-11 (1998)
  Issue 09 (1998)
  Issue 08 (1997)
  Issue 06-07 (1997)
  Issue 05 (1996)
  Issue 04 (1996)
  Issue 03 (1995)
  Issue 02 (1995)
  Issue 01 (1994)
 
 
 
   
 
Readers   Guest editors   Authors   Reviewers   Useful links  
 

Issues
Most cited papers
Most recent papers
Just released
To be published soon
Issues in progress
Subscription/Purchase

 

Previous Guest Editors
Conditions of eligibility
Application guides
How to submit a proposal
Assessment procedure
Issues
Charter of deontology

 

Submit a manuscript
Author instructions
Call for papers
Search RIPCO papers
Rights and Permissions
Most cited RIPCO authors
Most productive authors

 

Log in as reviewer
Charter of deontology
Downloads

 

Editions ESKA
FNEGE
AGRH
CAIRN
CAIRN Int Abstracts
CAIRN Int Full-Texts
ProQuest
Google Scholar

 
  Publisher : Editions ESKA, 12 rue du quatre Septembre, 75002 Paris www.eska.fr •  Publishing Director : Serge Kebabtchieff, email: Serge.kebabtchieff@eska.fr, tél. : +33142865566 •  Editor in Chef : Silvester IVANAJ, ICN Business School – Campus Artem, 86 rue du Sergent Blandan, CS 70148, 54003 Nancy Cedex, email : silvester.ivanaj@icn-artem.com, tél. : +33354502552 / +336 1123 8037  • Editorial secretary : Nathalie Tomachevsky  •  Marketing and Communication : Audrey Bisserier, email : agpaedit@eska.fr • Responsible for printing : Marise Urbano, email : agpaedit@eska.fr, tél. : +33142865565 • Periodicity : 4 issues per year • ISSN : 2262-8401 / e-ISSN : 2430-3275  
  © 2021 • Editions ESKA • All rights reserved