Effets des pratiques organisationnelles vertueuses sur les comportements citoyens et l’intention de rester dans l’entreprise : le rôle médiateur de l’adéquation personne-organisation

Aubouin-Bonnaventure, Julia; Chevalier, Séverine; Coillot, Hélène; Lahiani, Fadi-Joseph; Fouquereau, Evelyne

doi:10.1016/j.pto.2022.05.001

Cited by 4 publications

(2 citation statements)

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“…More precisely, while some studies demonstrated that these practices considered in isolation have a positive effect on these attitudinal and behavioral consequences [23,100], to our knowledge, their joint effects have only been tested once. While Aubouin-Bonnaventure et al [101] recently found that VOP are predictors of employees' organizational citizenship behavior and intention to remain, no study has yet identified the relationships between VOP and employees' positive attitudes (e.g., organizational commitment) and behaviors (e.g., prosocial behaviors). Moreover, although the analyses reveal that psychological capital underlies the effect of virtuous organizational practices on workers' well-being, it only emerged as a partial mediator of these relationships.…”

Section: Limitations and Future Researchmentioning

confidence: 99%

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A New Gain Spiral at Work: Relationships between Virtuous Organizational Practices, Psychological Capital, and Well-Being of Workers

Aubouin-Bonnaventure

Fouquereau

Coillot

et al. 2023

IJERPH

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Identifying antecedents of well-being at work is an active field of research, focusing notably on organizational practices that promote employees’ optimal health. To date, whereas studies have demonstrated that some organizational practices, considered in isolation, are positively associated with indicators of well-being, none tested the joint effect of a bundle of practices on these. Moreover, few studies have examined the psychological mechanisms underlying these relationships. The present study aimed to identify the relationships between virtuous organizational practices, a new psychological integrative construct, and three indicators of workers’ hedonic, eudaimonic, and social well-being, namely job satisfaction, thriving at work, and work–life balance, and to test the mediational role of psychological capital in these relationships. The sample comprised 400 French employees working in non-profit, private, and public organizations. Structural equation modeling confirmed the direct effects of virtuous organizational practices on the three indicators of well-being, and a bootstrapping procedure demonstrated that psychological capital partially mediates these relationships. The results of this study have many practical applications because virtuous organizational practices can easily be implemented and optimized in work organizations to develop the individual resources of workers and, in detail, to promote their psychological well-being. Finally, the contributions of this study, avenues for future research, and limitations are discussed.

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Section: Limitations and Future Researchmentioning

confidence: 99%

“…1.1. Virtuous Organizational Practices and Hedonic, Eudaimonic, and Social Well-Being VOP are organizational practices that promote employees' psychological health [24]. Thus, according to the Job Demands-Resources model (JD-R) [25,26], they can be considered as organizational resources.…”

Section: Introductionmentioning

confidence: 99%