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| Volume XXIX • Issue 78 • 2023 (Already published) |
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| Title : |
The Dark Side of Enterprise Performance in Transition Economies: Corruption an Obstacle or a Second Best |
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| Author(s) : |
Margerita, TOPALLI ; Meri, Papavangjeli |
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| 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. |
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| Keywords: |
corruption, privatization, transition economies, enterprise performance |
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| Pages : |
5-21 |
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| DOI : |
10.3917/rips1.078.0005 |
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| Type : |
Research paper |
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| URL Cairn: |
https://www.cairn.info/revue-internationale-de-psychosociologie-de-gestion-des-comportements-organisationnels-2023-78-page-5.htm |
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| Title : |
To Preserve and Protect: A Theory of Motivation for Negative Deviant Behavior |
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| Author(s) : |
Benjamin, Kakavand ; Kate, Toth ; Samaneh, Kakavand ; Aria, Teimourzadeh |
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| 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. |
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| Keywords: |
negative deviant behavior, powerlessness, sense of mastery, distributive and procedural justice, conservation of resources theory |
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| Pages : |
23-48 |
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| DOI : |
10.3917/rips1.078.0023 |
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| Type : |
Research paper |
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| URL Cairn: |
https://www.cairn.info/revue-internationale-de-psychosociologie-de-gestion-des-comportements-organisationnels-2023-78-page-23.htm |
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| Title : |
Workplace Commitment Revisited: Adaptation and Cross-Cultural Validation of a New Measurement Scale in a Francophone Context |
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| Author(s) : |
Alain, Lacroux |
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| 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. |
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| Keywords: |
workplace commitment, organizational behavior, psychometry, cross cultural, scale validation |
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| Pages : |
49-75 |
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| DOI : |
10.3917/rips1.078.0049 |
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| Type : |
Research paper |
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| URL Cairn: |
https://www.cairn.info/revue-internationale-de-psychosociologie-de-gestion-des-comportements-organisationnels-2023-78-page-49.htm |
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| Title : |
Work motivation of staff with High Intelligence Quotients (HQI): From self-determination to social utility. |
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| Author(s) : |
Philippe, Mouillot ; Patricia, Musquer |
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| 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. |
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| Keywords: |
HIQ, self-determination theory, work motivation, intelligence, cognitive diversity |
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| Pages : |
77-98 |
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| DOI : |
10.3917/rips1.078.0077 |
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| Type : |
Research paper |
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| URL Cairn: |
https://www.cairn.info/revue-internationale-de-psychosociologie-de-gestion-des-comportements-organisationnels-2023-78-page-77.htm |
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| Title : |
The downfalls of team building. When young graduates denounce the absurdities of cohesion seminars. |
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| Author(s) : |
Thomas, Simon ; Xavier, Philippe |
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| 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. |
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| Keywords: |
team building, young graduates, cohesion, absurdity, fun |
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| Pages : |
99-119 |
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| DOI : |
10.3917/rips1.078.0099 |
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| Type : |
Research paper |
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| URL Cairn: |
https://www.cairn.info/revue-internationale-de-psychosociologie-de-gestion-des-comportements-organisationnels-2023-78-page-99.htm |
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| Title : |
Anthropocene, management and societies: towards an anthropological opening of administrative sciences |
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| Author(s) : |
Jean-François, Chanlat |
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| 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.
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| Keywords: |
anthropocene, management, societies, anthropology, administrative sciences |
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| Pages : |
123-148 |
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| DOI : |
10.3917/rips1.078.0123 |
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| Type : |
Points of view |
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| 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. |
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| URL Cairn: |
https://www.cairn.info/revue-internationale-de-psychosociologie-de-gestion-des-comportements-organisationnels-2023-78-page-123.htm |
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