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Florence Stinglhamber
Université catholique de Louvain
PsychologyOrganizational identificationPerceived organizational supportSocial psychologyOrganizational commitment
133Publications
20H-index
3,873Citations
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Publications 135
Newest
#2Marc OhanaH-Index: 6
Last. Maryline MeyerH-Index: 5
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The purpose of this paper is to investigate whether a focal employee’s perception of organizational support (POS) is shaped by the social context or, more specifically, by his/her coworkers’ POS. The authors further aim to identify the conditions under which coworkers’ POS may have more influence or, on the contrary, less or even no influence.,Data were obtained from questionnaires distributed among a sample of 195 employees and among their supervisors.,Coworkers’ levels of POS are positively re...
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#1Gaëtane Caesens (UCL: Université catholique de Louvain)H-Index: 9
#2Nathan Nguyen (UCL: Université catholique de Louvain)H-Index: 4
Last. Florence Stinglhamber (UCL: Université catholique de Louvain)H-Index: 20
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#1Gaëtane Caesens (UCL: Université catholique de Louvain)H-Index: 9
#2Nathan Nguyen (UCL: Université catholique de Louvain)H-Index: 4
Last. Florence Stinglhamber (UCL: Université catholique de Louvain)H-Index: 20
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Across three studies, we examined whether and to what extent experiencing abusive supervision leads employees to feel dehumanized by their organization and explored the consequences of this relationship. First, an experimental study manipulating abusive supervision shows that abusive supervision leads to organizational dehumanization perceptions, which in turn have negative consequences (i.e., decreased employees’ job satisfaction, affective commitment, and increased turnover intentions). Based ...
3 CitationsSource
#1Nathan Nguyen (UCL: Université catholique de Louvain)H-Index: 4
#2Florence Stinglhamber (UCL: Université catholique de Louvain)H-Index: 20
By adopting a person-centered approach, this research explored emotional labor latent profiles based on employees’ levels of surface acting and deep acting. Further, this study examined the role of workplace mistreatment from different sources (customer incivility, coworker incivility, abusive supervision, and organizational dehumanization) in the prediction of profile membership and the associations between these profiles and several outcomes (job satisfaction, turnover intentions, emotional ex...
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#1Audrey Babic (University of Liège)H-Index: 2
#2Florence Stinglhamber (UCL: Université catholique de Louvain)H-Index: 20
Last. Isabelle Hansez (University of Liège)H-Index: 12
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Regarding the effects of High-Performance Work Systems (HPWS), we can draw two conclusions. First, existing studies on the effects of HPWS on employees’ well-being at work are scarce. Second, few studies have considered the relationships between HPWS and work-to-family interface (i.e., work-to-family enrichment, WFE; and work-to-family conflict, WFC). Only one previous study conducted on a Portuguese sample (i.e., Carvalho & Chambel, 2016) has examined the relationships between these concepts in...
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#1Patrizia Villotti (UQAM: Université du Québec à Montréal)H-Index: 8
#2Florence Stinglhamber (UCL: Université catholique de Louvain)H-Index: 20
Last. Donatienne Desmette (UCL: Université catholique de Louvain)H-Index: 10
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This study aims at acquiring knowledge on how to manage ethnic diversity at work in order to promote work-outcomes in minority and majority groups of workers. We tested a model on how assimilation and multiculturalism, endorsed at an organizational level, predict job satisfaction and intention to quit through a mediation role played by the identification of workers with both the organization and their ethnic group simultaneously (i.e., dual identity). We hypothesized that the indirect effects of...
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#1Marc Ohana (KEDGE Business School)H-Index: 6
#2Florence Stinglhamber (UCL: Université catholique de Louvain)H-Index: 20
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#1Audrey Babic (University of Liège)H-Index: 2
#2Florence Stinglhamber (Catholic University of Leuven)H-Index: 20
Last. Isabelle Hansez (University of Liège)H-Index: 12
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