Purpose The purpose of this paper is to propose two models: the first examines the impact of different dimension of justice (distributive, procedural and interactional) on job performance taking into consideration the mediating role of affective commitment and the second model utilizes the notion of overall justice to predict job performance considering the mediating role of affective commitment. Design/methodology/approach This study was conducted with a sample group of 343 employees working within French small-and medium-sized enterprises (SMEs). Findings The results support the mediating role of affective commitment between organizational justice and job performance and demonstrate that overall justice has a greater effect on affective commitment than specific dimensions of justice. Originality/value The current study is the first to explore the relationship between JP and OJ, with the latter being measured in more than one focus, in the French SMEs. Therefore, this study contributes to bridge the gap in the understanding of the relationship between OJ and JP in the SMEs. In the French context of SMEs, the authors have stressed the relevance of the perception of organizational justice as a factor affecting the behavior and performance of employees which is then reflected in the success of these firms. In this paper the authors propose two models, with significant implications for researchers, managers, and HR departments. The first examines the impact of different dimension of justice (distributive, procedural and interactional) on job performance taking into consideration the mediating role of affective commitment. The second model utilizes the notion of overall justice to predict job performance considering the mediating role of affective commitment.
Purpose While multinational corporations appear to understand the importance of talent retention (TR) for maintaining their competitive advantage, they continue to struggle to identify and develop strategies to retain talent. Thus, the purpose of this paper is to explore how talent is identified, and more importantly, how it is retained within the context of a multinational firm in France. Design/methodology/approach This study is exploratory in nature and capitalizes on a case study methodology through which in-depth, open-ended interviews with partners and managers were conducted. Findings The findings suggest that TR is approached in an arbitrary and ad hoc manner. They also reveal that TR practices are mostly motivated by the direct costs associated with a failure to retain talent, and less with the indirect costs and loss of tacit knowledge. Of considerable interest is the finding that despite the use of utilitarian power via incentives to promote TR, the focus is mostly on normative power via workplace culture and organizational norms. Originality/value This study is the first to explore TR in the context of one of the Big Four accounting firms in France and among the few to extend the use of Etzioni’s (1975) model of compliance to TR research and to a French context. The originality of this study is also derived from its ability to explain the factors impacting TR, how talent is retained in practice, and the gap between the ideals and reality.
La formation électronique présente des avantages aussi bien pour l’apprenant que pour l’organisation. L’objectif de cette recherche est de délimiter les déterminants de l’acceptation de la formation électronique chez les salariés. Les différents courants théoriques traitant le comportement des individus envers l’utilisation des innovations technologiques permettent d’appréhender les variables qui influencent l’adoption de la formation électronique. Le modèle choisi au niveau de cette étude est inspiré de la théorie unifiée de l’acceptation et de l’utilisation de la technologie de Venkatesh et Davis (2003). Ce modèle inclut des variables individuelles et organisationnelles. La validation empirique du modèle a été effectuée sur un échantillon de 392 employés de la poste tunisienne. L’analyse des résultats de la recherche a été réalisée à l’aide des analyses factorielles et des méthodes d’équations structurelles. Nos résultats montrent que l’adoption du e-learning au sein de la poste est influencée, en premier lieu, par l’image de soi, l’assistance technique et la perception de la facilité d’usage. Quant à l’implication de la direction générale et l’influence des collègues, ce sont les deux variables qui ont été plus significatives respectivement chez les non-inscrits et les inscrits.
Grâce à une analyse à plusieurs niveaux, cet article vise à étudier les effets directs de la satisfaction salariale (a), de l’équilibre travail-vie privée (b), de la discrimination perçue (c), du coût de la vie (d) et de l’encouragement de la famille à la maison (e) sur les opportunités de carrière perçues (OCP) et l’intention de rester (IT) dans le pays d’accueil. Un questionnaire en ligne a été réalisé et administré à un échantillon (N = 156) de professeurs d’universités tunisiennes et égyptiennes travaillant dans le Royaume d’Arabie saoudite (KSA). Les résultats de l’étude empirique indiquent qu’il existe des effets positifs et négatifs significatifs des facteurs du pays d’accueil dans différentes relations avec les OCP et la technologie. Les résultats mettent en lumière la manière dont les avantages et les défis du pays d’accueil façonnent le comportement des expatriés. De plus, les résultats contribuent à la littérature limitée dans ce domaine d’étude.
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