Christian Vandenberghe
HEC Montréal
Affective events theoryPsychologyAffect (psychology)Social psychologyOrganizational commitment
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Publications 195
Although the detrimental effects of laissez-faire leadership are well documented, research on the underlying mechanisms and the boundary conditions associated with these effects remains scarce. Using the identity orientation framework and social exchange theory, we propose that employees with stronger relational self-concepts are more likely to be affected by laissez-faire leadership. As these employees define themselves through dyadic relationships, they may react more negatively to laissez-fai...
#1Simon A. Houle (Concordia University)H-Index: 2
#2Alexandre J. S. Morin (Concordia University)H-Index: 43
Last. István Tóth-Király (Concordia University)H-Index: 14
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Abstract A person-centered perspective makes it possible to identify the most common combinations, or profiles, of Affective (AC), Normative (NC), and Continuance (CC) commitment to any target. Extensive person-centered research has been conducted on employees' commitment to their organization. However, only a few cross-sectional studies have focused on employees' profiles of commitment to their occupation, which is surprising given the key role of this target of commitment for a variety of occu...
#1Wei-Gang Tang (HEC Montréal)H-Index: 1
#2Christian Vandenberghe (HEC Montréal)H-Index: 34
Abstract Employees' affective commitment and well-being are intertwined, but the underlying mechanisms remain unknown, particularly among long-tenured employees. This study explored such mechanisms at both between- and within-individual levels. Drawing upon self-determination theory, we considered the changes in basic need satisfactions key mechanisms linking affective organizational commitment (AOC) to emotional exhaustion. To test a latent growth model, we collected data from 284 tenured emplo...
1 CitationsSource
#1Émilie Lapointe (UNNC: The University of Nottingham Ningbo China)H-Index: 6
#2Christian Vandenberghe (HEC Montréal)H-Index: 34
Last. Denis Chênevert (HEC Montréal)H-Index: 13
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Research on leader-member exchange (LMX) has demonstrated that, in addition to the value of LMX as an indicator of quality relationships with leaders, employees also evaluate how their relationship with the leader compares to other employees’ relationship with the leader. This finding led to the emergence of LMX social comparison (LMXSC). This study examines how LMX vs. LMXSC relates to work outcomes and considers the employee and perceived supervisor self-concept levels as moderators. We posit ...
#1Dongkyu Kim (HEC Montréal)H-Index: 1
#2Christian Vandenberghe (HEC Montréal)H-Index: 34
In recent years, unethical conduct (e.g., Enron, Lehman Brothers, Oxfam, Volkswagen) has become an important issue in management; relatedly, there is growing interest regarding the nature and impli...
#1Alex Bitektine (Concordia University)H-Index: 6
#2Kevin Hill (HEC Montréal)H-Index: 5
Last. Christian Vandenberghe (HEC Montréal)H-Index: 34
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Research on the micro-foundations of social evaluations requires a micro-translation of concepts and measures used in macro-organizational research. The development of valid individual-level measur...
1 CitationsSource
#1Émilie LapointeH-Index: 6
Last. Patrice RousselH-Index: 10
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#1Francesco Montani (International University of Monaco)H-Index: 10
#2Christian Vandenberghe (HEC Montréal)H-Index: 34
Last. François Courcy (Université de Sherbrooke)H-Index: 10
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Is workload good or bad for employee innovation? Workload and innovative work behavior are widely studied research topics. However, the relationship between them is not well understood. As a result...
4 CitationsSource