The Glass Ceiling for Women Managers: Antecedents and Consequences for Work-Family Interface and Well-Being at Work

peer reviewe

What about the Effect of Work-Team Identification on Mental Health One Year after the Onset of the COVID-19 Health Crisis?

peer reviewe

Interest of a Joint Use of Two Diagnostic Tools of Burnout: Comparison between the Oldenburg Burnout Inventory and the Early Detection Tool of Burnout Completed by Physicians

peer reviewedMost research on burnout is based on self-reported questionnaires. Nevertheless, as far as the clinical judgement is concerned, a lack of consensus about burnout diagnosis constitutes a risk of misdiagnosis. Hence, this study aims to assess the added value of a joint use of two tools and compare their diagnostic accuracy: (1) the early detection tool of burnout, a structured interview guide, and (2) the Oldenburg burnout inventory, a self-reported questionnaire. The interview guide was tested in 2019 by general practitioners and occupational physicians among 123 Belgian patients, who also completed the self-reported questionnaire. A receiver operating characteristic curve analysis allowed the identification of a cut-off score for the self-reported questionnaire. Diagnostic accuracy was then contrasted by a McNemar chi-squared test. The interview guide has a significantly higher sensitivity (0.76) than the self-reported questionnaire (0.70), even by comparing the self-reported questionnaires with the interviews of general practitioners and occupational physicians separately. However, both tools have a similar specificity (respectively, 0.60–0.67), except for the occupational physicians’ interviews, where the specificity (0.68) was significantly lower than the self-reported questionnaire (0.70). In conclusion, the early detection tool of burnout is more sensitive than the Oldenburg burnout inventory, but seems less specific. However, by crossing diagnoses reported by patients and by physicians, they both seem useful to support burnout diagnosis

Communication in the context of organizational change: Impact on employees’ organizational commitment and on their perception of organizational justice.

peer reviewe

From networking to attitudinal outcomes: Psychological Capital as a mediator

peer reviewe

Getting Workers to Engage in Organizational Citizenship Behaviors and Decrease Their Intention to Quit: A sequential mediation process model

peer reviewe

Relationships between employment quality and intention to quit: Focus on PhD candidates as traditional workers

Current statistics show that the attrition rate among PhD candidates is high (i.e. from 30% to 40% depending on the discipline and the country). This high-attrition rate has an impact on both economic (e.g. negative impact on the return-on investment in doctoral education) and human levels (e.g. negative consequences on candidates’ self-esteem and well-being). Therefore, it seems important to better understand and to prevent the attrition among PhD candidates. Based on the needs–supplies fit theory, the present research focused on the perception of a fit between several PhD candidates’ work-related needs in terms of employment quality and the characteristics of their job to explain their intention to quit their PhD thesis process. This study was based on 160 Belgian PhD candidates, viewed as traditional workers in the Belgian doctoral system, who were still in their thesis process. Data were collected in one Belgian university. Globally, results shown that only the fit perception between the needs for fairness/recognition from the supervisor and the current job situation was significantly associated with lower intention to quit. Thus, we encourage Universities to develop and boost fairness and recognition from thesis supervisors through notably specific training programmes including supportive and justice-based practices.Arc-understanding flexicurit