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Revue Internationale de Psychosociologie et de Gestion des Comportements Organisationnels (RIPCO)
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Join the RIPCO Research Day 2025! On May 27, 2025, at ICN Paris La Défense, this flagship event will delve into organizational attitudes and behaviors, with a special focus on leadership. Submit your extended abstracts by March 17, 2025, to contribute to this exceptional day. Free participation upon registration! SUBMIT
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Ripco 2022 Research Day
Health behaviors, health of people and organizations: what the covid 19 pandemic tells us
 
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Call for papers

After the success of the 2020 edition dedicated to positive organizational behavior, RIPCO is organizing its third research day. We invite researchers to submit their papers or extended abstracts for this day, which will be devoted to the major themes of organizational behavior (employee motivation, commitment, organizational justice, decision-making, leadership, social exchange, diversity, occupational health, social responsibility, etc.), but also and more specifically to health behaviors. The proposed work can be situated at the different traditional levels of analysis of the field of organizational behavior: individuals, groups, organizations, as well as in the links within and between these different levels. Theoretical work is encouraged as well as empirical research, which may adopt both qualitative and quantitative methodologies.

The subjects of management and health have probably never been as intertwined as they are today. Businesses and their practices play an increasingly important role in shaping the health of the population (Freudenberg, 2014). They influence all aspects of the human experience, from food, air pollution, work, and health care to personal identity, lifestyle, sexuality, and governance. There are also a number of overlaps between health and occupational psychology, if only because organizations are places where health professionals work (Ferguson, E., & Kerrin, M., 2004). The COVID 19 crisis has only further activated the awareness of the role of all organizations in this societal concern that has become central and a priority. Indeed, for the past two years, the global pandemic has focused researchers' attention on health concerns and accelerated publications and research programs on this theme. Thus, for example, the Journal of Applied Psychology is dedicating its volume 106 (2021) to the publication of articles concerning the understanding of work and employment in the era of the COVID 19 pandemic. Where does the field of organizational behaviors position itself regarding such health issues? There is a whole range of organizational behaviours that deserve being revisited or explored.

The third research day organized by the RIPCO will be a fruitful opportunity to bring together scattered contributions on these issues, to provide an all-encompassing view, and to reflect on the relevance of structuring the field of organizational behavior around the theme of health. At this time, there is no single, universal definition of health. One of the most often cited definitions is that of the World Health Organization (WHO 1998), which considers health to be a state of physical, mental and social well-being, and not just the absence of disease or injury. Canguilhem (1998) has clearly shown, health is not so much a state of normality from which illness differs, but rather the ability to adapt to variations in the environment. However, one may want to be more specific and adapt the definition to the health of organizations. A second difficulty is that of structuring this vast field of research, that covers the study of "healthy" behaviors as well as organizational behaviors within health organizations, the resilience of organizations, and the protection of personal health data. The research agenda for this 3rd day is therefore wide open.

1. The different research topics
1.1. Health of individuals and the promotion of health by organizations

For this event, occupational health — a central topic in social psychology, is a theme of choice. Indeed, it has become a classic topic of HRM-related research and an essential dimension of the study of the social performance of organizations. Two international journals, Journal of Occupational Health Psychology and Work and Stress, specifically publish work in these areas. The latter welcomes multidisciplinary work in medicine, clinical psychology, and organizational psychology. Historically, it is the theme of psychological health and the negative aspect of health (stress), that anchor this topic in the OB literature (Jex & Yankelevich, 2008), as well as suffering at work (Dejours, 1999). Along these lines, the study of coping behaviors has mobilized a large number of researchers (Dewe, Cox & Ferguson, 1993). Historically, the study of burnout was added to the literature, followed by its positive side: work commitment. Over the last decades, empirical knowledge has made it possible to construct increasingly sophisticated theoretical models, in particular the one that serves as the theoretical basis for a great number of research, the "work demands-resources" model, more commonly known as the JD-R model (Bakker and Demerouti, 2007). Beside this research track, a European research network on "healthy organizations" is developing to specifically study the practices of organizations and behaviors that are favorable to both one's own health and that of other members of the organization and its various stakeholders. This can lead to a re-examination of certain work behaviors, such as prosocial behaviors, and to the study of new behaviors, such as preventive or health-promoting behaviors. Humanistic management (Pirson, M., 2018) also allows us to reflect on the role of organizations in promoting health.

1.2. Health organizations and organizational health
 

The research day will also focus on organizational behaviors in healthcare organizations. The global pandemic has put the spotlight on these organizations, EPHADs/hospitals/clinics, and the HR difficulties they are facing, particularly in relation to the lack of attractiveness of care-related jobs. In a more global way, it has called into question the capacity of organizations to overcome the crisis, i.e. their organizational resilience. It has put at the center of concerns not only the health of individuals but also the health of the organizations themselves. The concept of the Magnet Hospital emerged in the 1980s to identify elements of excellence in terms of attractiveness and retention of healthcare personnel. In this field of management, there are numerous studies on the organizational behavior of healthcare personnel (Rivière, Commeiras, & Loubès, 2019). We can also highlight behaviors specific to this field, those oriented towards patients or care behaviors, which can be extended not only to health professionals but also to family caregivers. For the latter, concern for the health of their loved one is likely to modify their work commitment and their feeling of cognitive overload. With the COVID 19 crisis, all organizations are forced to integrate public health issues. Is this an exceptional situation or one that is likely to continue?  It is likely that the changes in the organization of work made throughout this period, such as telecommuting, will have longer-term repercussions on work behaviors (Vaziri, Casper, Wayne, & Matthews, 2020).

 
1.3. Health data and organizational behavior
 

Finally, and from a perspective that joins regulatory and ethical concerns, the management of personal health data is a current topic with high research potential in the field of management sciences and organizational behavior. At the European level, the General Data Protection Regulation (GDPR) came into effect on May 25, 2018. The debate on the legitimacy of the health pass has not only brought to the forefront of the social and political scene the issue of individual freedom, but also the right to respect one's private life and the secrecy of private information. What are the legitimate and compelling reasons to collect this type of data and what is the value of a consent to disclose health data for an individual in a professional context? Acceptability, disclosure behaviors, and their impact on the feeling of invasion of privacy are all challenges for OB research (Bhave, Teo & Dalal, 2020; Bobillier-Chaumon, M. E., 2013). The implementation of new technologies, such as AI and ICT, with the objective of building augmented human or teammate machines, all rely on the massive and continuous harvesting of personal data or biometric data. Thus, a form of new surveillance is likely to appear in organizations with impacts on organizational behaviors that have yet to be identified, described and validated (Ravid, Tomczak, White, & Behrend, 2020).

 
Indicative bibliography
 
  • Bakker, A. B., & Demerouti, E. (2007). The job demands‐resources model: State of the art. Journal of managerial psychology.
  • Bhave, D. P., Teo, L. H., & Dalal, R. S. (2020). Privacy at work: A review and a research agenda for a contested terrain. Journal of Management, 46(1), 127-164.
  • Bobillier-Chaumon, M. E. (2013). Conditions d’usage et facteurs d’acceptation des technologies de l'activité: Questions et perspectives pour la psychologie du travail (Doctoral dissertation, Ecole doctorale Sciences de l’Homme, du Politique, et du Territoire).
  • Canguilhem, Georges, 1966 Le normal et le pathologique, Paris : PUF, 1998.
  • Dejours, C. (1999). Nouvelles formes d’organisation du travail, souffrance au travail et orientation. Questions d’orientation62, 51-66.
  • Dewe, P., Cox, T., & Ferguson, E. (1993). Individual strategies for coping with stress at work: A review. Work & Stress, 7(1), 5-15.
  • Freudenberg, N. (2014). Impact of Business and Corporate Practices on Health. The Wiley Blackwell Encyclopedia of Health, Illness, Behavior, and Society, 1221-1223.
  • Ferguson, E., & Kerrin, M. (2004). Health Psychology Within Organizational Contexts. Health psychology in practice, 251-266.
  • Pirson, M. (2018). Humanistic Management–Sucks less and better for your health.
  • Ravid, D. M., Tomczak, D. L., White, J. C., & Behrend, T. S. (2020). EPM 20/20: A review, framework, and research agenda for electronic performance monitoring. Journal of management, 46(1), 100-126.
  • Rivière, A., Commeiras, N., & Loubès, A. (2019). Nouveau Management Public, tensions de rôle et stress professionnel chez les cadres de santé. Revue de gestion des ressources humaines, (2), 3-20.
  • Vaziri, H., Casper, W. J., Wayne, J. H., & Matthews, R. A. (2020). Changes to the work–family interface during the COVID-19 pandemic: Examining predictors and implications using latent transition analysis. Journal of Applied Psychology105(10), 1073.
 
Timetable
 

Authors are asked to submit an extended abstract of 1500 words, along with a bibliography. The deadline for submission is April 25, 2022. These abstracts will be evaluated by the members of the RIPCO scientific committee. Authors will receive a feedback regarding the acceptance or rejection of their submission on May 13, 2022.

The research day will take place on Friday, June 17, 2022 in a hybrid format. Authors are encouraged to come and present their paper in person to facilitate scientific interaction and exchange, but remote participation will also be offered.

Proposals can only be submitted by email: soumission_jr2022@ripco-online.com

Abstract submission deadline: April 25, 2022
Acceptance decision : May 13, 2022
Date of the Research Day: June 17, 2022

 
Special issue of the RIPCO
 
The best papers addressing themes related to the focus of the Research Day will be shortlisted for a special issue of RIPCO. The pre-selection of a paper does not constitute final acceptance for publication in the special issue. Authors of these articles will have three months after the Research Day to submit full papers on the journal website: ripco.manuscriptmanager.net/ripco. Manuscripts should follow the guidelines for manuscript preparation and submission: ripco-online.com/en/submission.asp. They will follow the usual double-blind review process. The best articles on topics other than the focus of the day will be invited to be submitted for publication in regular issues of the journal.
 
Fees
There are no charges to attend the RIPCO 2022 Research Day
 
 
Ripco 2022 Research Day
Call for papers
Download the call for papers
Lieu
Hybride PARIS La Défense - ZOOM
Date
17 juin 2022
Calendrier
Extended abstract submission deadline :
April 25, 2022

Acceptance decision:
13 mai 2022
Soumission
Proposals can only be submitted by email :
soumission_jr2022@ripco-online.com
Publications
The best communications addressing health behaviors, individual and organizational health will be selected for a special issue of RIPCO. The best papers addressing other organizational behavior topics will be selected for publication in regular issues.
Contact
If you have any questions, please contact RIPCO by email : info_jr2022@ripco-online.com
 
 
 
 
   
 
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