Essec\Faculty\Model\Profile {#2233
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"academId" => "2089"
"slug" => "strauss-karoline"
"fullName" => "Karoline STRAUSS"
"lastName" => "STRAUSS"
"firstName" => "Karoline"
"title" => array:2 [
"fr" => "Professeur"
"en" => "Professor"
]
"email" => "strauss@essec.edu"
"status" => "ACTIF"
"campus" => "Campus de Cergy"
"departments" => []
"phone" => "+33 (0) 1 34 43 33 27"
"sites" => []
"facNumber" => "2089"
"externalCvUrl" => "https://faculty.essec.edu/cv/strauss-karoline/pdf"
"googleScholarUrl" => "https://scholar.google.com/citations?user=jXfFhfEAAAAJ"
"facOrcId" => "https://orcid.org/0000-0003-2532-9219"
"career" => array:7 [
0 => Essec\Faculty\Model\CareerItem {#2256
#_index: null
#_id: null
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]
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"en" => "ESSEC Business School"
]
"country" => array:2 [
"fr" => "France"
"en" => "France"
]
]
+lang: "fr"
+"parent": Essec\Faculty\Model\Profile {#2233}
}
1 => Essec\Faculty\Model\CareerItem {#2257
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]
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"en" => "France"
]
]
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+"parent": Essec\Faculty\Model\Profile {#2233}
}
2 => Essec\Faculty\Model\CareerItem {#2258
#_index: null
#_id: null
#_source: array:7 [
"startDate" => "2018-09-01"
"endDate" => "2024-08-31"
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"label" => array:2 [
"fr" => "Directrice Académique, Global BBA Dissertations"
"en" => "Academic Director, Global BBA Dissertations"
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"fr" => "ESSEC Business School"
"en" => "ESSEC Business School"
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]
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}
3 => Essec\Faculty\Model\CareerItem {#2259
#_index: null
#_id: null
#_source: array:7 [
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"en" => "Associate Professor in Organisational Behaviour"
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"institution" => array:2 [
"fr" => "Warwick Business School"
"en" => "Warwick Business School"
]
"country" => array:2 [
"fr" => "Royaume-Uni"
"en" => "United Kingdom"
]
]
+lang: "fr"
+"parent": Essec\Faculty\Model\Profile {#2233}
}
4 => Essec\Faculty\Model\CareerItem {#2260
#_index: null
#_id: null
#_source: array:7 [
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"endDate" => "2013-08-31"
"isInternalPosition" => true
"type" => array:2 [
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"en" => "Full-time academic appointments"
]
"label" => array:2 [
"fr" => "Chargée de cours (équiv. de Professeur Assistant) en Psychologie du Travail"
"en" => "Lecturer (equiv. of Assistant Professor) in Work Psychology"
]
"institution" => array:2 [
"fr" => "University of Sheffield"
"en" => "University of Sheffield"
]
"country" => array:2 [
"fr" => "Royaume-Uni"
"en" => "United Kingdom"
]
]
+lang: "fr"
+"parent": Essec\Faculty\Model\Profile {#2233}
}
5 => Essec\Faculty\Model\CareerItem {#2261
#_index: null
#_id: null
#_source: array:7 [
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"endDate" => "2010-08-31"
"isInternalPosition" => true
"type" => array:2 [
"en" => "Other appointments"
"fr" => "Autres positions"
]
"label" => array:2 [
"fr" => "Associée de Recherche, Institute of Work Psychology"
"en" => "Research Associate, Institute of Work Psychology"
]
"institution" => array:2 [
"fr" => "University of Sheffield"
"en" => "University of Sheffield"
]
"country" => array:2 [
"fr" => "Royaume-Uni"
"en" => "United Kingdom"
]
]
+lang: "fr"
+"parent": Essec\Faculty\Model\Profile {#2233}
}
6 => Essec\Faculty\Model\CareerItem {#2262
#_index: null
#_id: null
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"label" => array:2 [
"fr" => "Responsable de chaire ESSEC Sport"
"en" => "Chaired Professor ESSEC Sport"
]
"institution" => array:2 [
"fr" => "ESSEC Business School"
"en" => "ESSEC Business School"
]
"country" => array:2 [
"fr" => "France"
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]
]
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}
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"diplomes" => array:3 [
0 => Essec\Faculty\Model\Diplome {#2235
#_index: null
#_id: null
#_source: array:6 [
"diplome" => "DIPLOMA"
"type" => array:2 [
"fr" => "Diplômes"
"en" => "Diplomas"
]
"year" => "2010"
"label" => array:2 [
"en" => "Ph.D. in Organizational Psychology"
"fr" => "Ph.D. en Psychologie Organisationnelle"
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"institution" => array:2 [
"fr" => "University of Sheffield"
"en" => "University of Sheffield"
]
"country" => array:2 [
"fr" => "Royaume-Uni"
"en" => "United Kingdom"
]
]
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}
1 => Essec\Faculty\Model\Diplome {#2237
#_index: null
#_id: null
#_source: array:6 [
"diplome" => "DIPLOMA"
"type" => array:2 [
"fr" => "Diplômes"
"en" => "Diplomas"
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"year" => "2006"
"label" => array:2 [
"en" => "Magistra rerum naturalium (MSc) in Psychology"
"fr" => "Magistra rerum naturalium (MSc) en Psychologie"
]
"institution" => array:2 [
"fr" => "Université de Vienne"
"en" => "Université de Vienne"
]
"country" => array:2 [
"fr" => "Autriche"
"en" => "Austria"
]
]
+lang: "fr"
+"parent": Essec\Faculty\Model\Profile {#2233}
}
2 => Essec\Faculty\Model\Diplome {#2234
#_index: null
#_id: null
#_source: array:6 [
"diplome" => "CERT"
"type" => array:2 [
"fr" => "Certificats"
"en" => "Certificates"
]
"year" => "2013"
"label" => array:2 [
"en" => "Postgraduate certificate in learning and teaching"
"fr" => "Postgraduate certificate en apprentissage et enseignement"
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"en" => "University of Sheffield"
]
"country" => array:2 [
"fr" => "Royaume-Uni"
"en" => "United Kingdom"
]
]
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+"parent": Essec\Faculty\Model\Profile {#2233}
}
]
"bio" => array:2 [
"fr" => null
"en" => "<p>Karoline Strauss teaches Organizational Behavior and Human Resource Management across different programs at ESSEC. Previously she was an Associate Professor at Warwick Business School, and an Assistant Professor at the University of Sheffield.</p><p>Karoline's research interests broadly focus on individuals' relationship with the future. Her research on future work selves explores how individuals create the future in their mind and will, and how this helps them in managing their career. In her research on proactive behavior she investigates individuals' attempts to influence their own future, and the future of their organization, such as by contributing to innovation or sustainability. She currently leads a project on the well-being consequences of proactive behavior, funded by the Agence Nationale de la Recherche. Karoline's work has been published in journals such as the Journal of Management, the Journal of Applied Psychology, and Human Resource Management. </p><p>Karoline is representative-at-large at the Academy of Management's Managerial and Organizational Cognition division and serves on the editorial boards of the Journal of Applied Psychology, the Journal of Management, the British Journal of Management, and the Journal of Occupational and Organizational Psychology. She is an academic member of the Chartered Institute of Personnel and Development, and a Fellow of the UK Higher Education Academy. </p><p><a href="https://drive.google.com/file/d/0B7XUO-WToWgpVkd2ejJZM2Nuc28/view?usp=sharing" target="_blank">You can find her full CV here</a>. </p>"
]
"department" => array:2 [
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]
"site" => array:2 [
"fr" => null
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"researchFields" => array:2 [
"fr" => "Sport - thèmes de gestion - proactivité - bien-être au travail - santé mentale des athlètes"
"en" => "Sport - management topics - proactivity - workplace well-being - athlete mental health"
]
"teachingFields" => array:2 [
"fr" => "Management et processus organisationnels"
"en" => "Management and Organizational Processes"
]
"distinctions" => array:10 [
0 => Essec\Faculty\Model\Distinction {#2263
#_index: null
#_id: null
#_source: array:6 [
"date" => "2018-02-01"
"label" => array:2 [
"fr" => "Paris Seine Excellence Initiative grant, ANR Investissements d’Avenir (ANR-16-IDEX-008): Managing careers in times of change: The dynamic and adaptive nature of future work selves (€116.000)"
"en" => "Paris Seine Excellence Initiative grant, ANR Investissements d’Avenir (ANR-16-IDEX-008): Managing careers in times of change: The dynamic and adaptive nature of future work selves (€116.000)"
]
"type" => array:2 [
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"tri" => " 2 "
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"fr" => "Agence Nationale pour la Recherche (ANR)"
"en" => "Agence Nationale pour la Recherche (ANR)"
]
"country" => array:2 [
"fr" => "France"
"en" => "France"
]
]
+lang: "fr"
+"parent": Essec\Faculty\Model\Profile {#2233}
}
1 => Essec\Faculty\Model\Distinction {#2264
#_index: null
#_id: null
#_source: array:6 [
"date" => "2017-03-01"
"label" => array:2 [
"fr" => "ANR-DfG Programme franco-allemand en Sciences humaines et sociales (FRAL) 2016: What hurts today may pay off tomorrow: An integrative perspective on the well-being consequences of proactive behavior at work (Responsable de la recherche français; Bourse française: €128.999)"
"en" => "ANR-DfG Programme franco-allemand en Sciences humaines et sociales (FRAL) 2016: What hurts today may pay off tomorrow: An integrative perspective on the well-being consequences of proactive behavior at work (French Principal Investigator; French funding: €128.999)"
]
"type" => array:2 [
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"fr" => "France"
"en" => "France"
]
]
+lang: "fr"
+"parent": Essec\Faculty\Model\Profile {#2233}
}
2 => Essec\Faculty\Model\Distinction {#2265
#_index: null
#_id: null
#_source: array:6 [
"date" => "2016-11-01"
"label" => array:2 [
"fr" => "EAWOP Small Group Meeting: A cross-cultural perspective on proactive work behaviours (avec D. Fay, T. Urbach, S. Parker, & D. Den Hartog, €3500)"
"en" => "EAWOP Small Group Meeting: A cross-cultural perspective on proactive work behaviours (w. D. Fay, T. Urbach, S. Parker, & D. Den Hartog, €3500)"
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}
3 => Essec\Faculty\Model\Distinction {#2266
#_index: null
#_id: null
#_source: array:6 [
"date" => "2014-09-01"
"label" => array:2 [
"fr" => "Recherche sur : Human Fatigue in the Workplace (avec S. Payne, WMG; University of Warwick Staff Research Network"
"en" => "Research in Human Fatigue in the Workplace (w. S. Payne, WMG; University of Warwick Staff Research Network)"
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"country" => array:2 [
"fr" => "Royaume-Uni"
"en" => "United Kingdom"
]
]
+lang: "fr"
+"parent": Essec\Faculty\Model\Profile {#2233}
}
4 => Essec\Faculty\Model\Distinction {#2267
#_index: null
#_id: null
#_source: array:6 [
"date" => "2009-10-01"
"label" => array:2 [
"fr" => "Enhancing the positive mental health of employees: The Active Workforce Initiative (Responsable de Recherche intérimaire après le départ du titulaire original de la subvention, Professeur Sharon Parker, en Janvier 2010; £83.368)"
"en" => "Enhancing the positive mental health of employees: The Active Workforce Initiative (acting Principal Investigator after departure of the original grant holder, Professor Sharon Parker, in January 2010; £83.368)"
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"en" => "British Occupational Health Research Foundation"
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"country" => array:2 [
"fr" => "Royaume-Uni"
"en" => "United Kingdom"
]
]
+lang: "fr"
+"parent": Essec\Faculty\Model\Profile {#2233}
}
5 => Essec\Faculty\Model\Distinction {#2268
#_index: null
#_id: null
#_source: array:6 [
"date" => "2019-08-01"
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"fr" => "Outstanding Service Award par le Academy of Management pour sa contribution en tant que Representative at Large of the Managerial and Organizational Cognition Division"
"en" => "Outstanding Service Award from the Academy of Management for her service as Representative at Large of the Managerial and Organizational Cognition Division, August 2019."
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+"parent": Essec\Faculty\Model\Profile {#2233}
}
6 => Essec\Faculty\Model\Distinction {#2269
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#_source: array:6 [
"date" => "2021-08-31"
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"fr" => "2021 Academy of Management (AOM) Best Paper Award (division MOC)"
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"en" => "United States of America"
]
]
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}
7 => Essec\Faculty\Model\Distinction {#2270
#_index: null
#_id: null
#_source: array:6 [
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"fr" => "Journal of Management Outstanding Reviewer Award 2023"
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"fr" => "Sage Publications"
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]
"country" => array:2 [
"fr" => "États-Unis"
"en" => "United States of America"
]
]
+lang: "fr"
+"parent": Essec\Faculty\Model\Profile {#2233}
}
8 => Essec\Faculty\Model\Distinction {#2271
#_index: null
#_id: null
#_source: array:6 [
"date" => "2022-10-01"
"label" => array:2 [
"fr" => "Mediation and Dissemination of Scientific Culture Prize for 2022"
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"fr" => "CY Cergy Paris Université"
"en" => "CY Cergy Paris Université"
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"fr" => "France"
"en" => "France"
]
]
+lang: "fr"
+"parent": Essec\Faculty\Model\Profile {#2233}
}
9 => Essec\Faculty\Model\Distinction {#2272
#_index: null
#_id: null
#_source: array:6 [
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"fr" => "ESRC National Centre for Research Methods Bursary for Training"
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0 => Essec\Faculty\Model\TeachingItem {#2255
#_index: null
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The impact of resistance to efforts to bring\n
about change on change agents
"""
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The impact of resistance to efforts to bring\n
about change on change agents
"""
]
"type" => array:2 [
"fr" => "Directeur de thèse"
"en" => "Thesis director"
]
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"fr" => "ESSEC Business School"
"en" => "ESSEC Business School"
]
"country" => array:2 [
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"en" => "France"
]
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}
1 => Essec\Faculty\Model\TeachingItem {#2253
#_index: null
#_id: null
#_source: array:7 [
"startDate" => null
"endDate" => "2021"
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"label" => array:2 [
"fr" => """
The self left at home: How hypothetical home\n
selves influence expatriates
"""
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The self left at home: How hypothetical home\n
selves influence expatriates
"""
]
"type" => array:2 [
"fr" => "Directeur de thèse"
"en" => "Thesis director"
]
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"en" => "ESSEC Business School"
]
"country" => array:2 [
"fr" => "France"
"en" => "France"
]
]
+lang: "fr"
}
2 => Essec\Faculty\Model\TeachingItem {#2254
#_index: null
#_id: null
#_source: array:7 [
"startDate" => null
"endDate" => "2020"
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"label" => array:2 [
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Embedding leadership development within\n
work: Three essays on challenging job experiences
"""
"en" => """
Embedding leadership development within\n
work: Three essays on challenging job experiences
"""
]
"type" => array:2 [
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"en" => "Thesis director"
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"institution" => array:2 [
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"en" => "ESSEC Business School"
]
"country" => array:2 [
"fr" => "France"
"en" => "France"
]
]
+lang: "fr"
}
3 => Essec\Faculty\Model\TeachingItem {#2249
#_index: null
#_id: null
#_source: array:7 [
"startDate" => "2014"
"endDate" => "2019"
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"label" => array:2 [
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"en" => "Essays on performance manipulation"
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"en" => "ESSEC Business School"
]
"country" => array:2 [
"fr" => "France"
"en" => "France"
]
]
+lang: "fr"
}
4 => Essec\Faculty\Model\TeachingItem {#2251
#_index: null
#_id: null
#_source: array:7 [
"startDate" => null
"endDate" => "2017"
"program" => null
"label" => array:2 [
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How serious leisure fuels proactive behaviour\n
in the workplace
"""
"en" => """
How serious leisure fuels proactive behaviour\n
in the workplace
"""
]
"type" => array:2 [
"fr" => "Directeur de thèse"
"en" => "Thesis director"
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"en" => "University of Sheffield"
]
"country" => array:2 [
"fr" => "Royaume-Uni"
"en" => "United Kingdom"
]
]
+lang: "fr"
}
5 => Essec\Faculty\Model\TeachingItem {#2252
#_index: null
#_id: null
#_source: array:7 [
"startDate" => null
"endDate" => "2017"
"program" => null
"label" => array:2 [
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Leadership as dynamic process: An event-\n
cycle perspective
"""
"en" => """
Leadership as dynamic process: An event-\n
cycle perspective
"""
]
"type" => array:2 [
"fr" => "Directeur de thèse"
"en" => "Thesis director"
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"en" => "University of Warwick"
]
"country" => array:2 [
"fr" => "Royaume-Uni"
"en" => "United Kingdom"
]
]
+lang: "fr"
}
6 => Essec\Faculty\Model\TeachingItem {#2250
#_index: null
#_id: null
#_source: array:7 [
"startDate" => null
"endDate" => "2016"
"program" => null
"label" => array:2 [
"fr" => "Ideosyncratic deals"
"en" => "Ideosyncratic deals"
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"type" => array:2 [
"fr" => "Directeur de thèse"
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0 => Essec\Faculty\Model\These {#2273
#_index: null
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Leadership as dynamic process: An event-\n
cycle perspective
"""
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Leadership as dynamic process: An event-\n
cycle perspective
"""
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]
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]
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1 => Essec\Faculty\Model\These {#2274
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Embedding leadership development within\n
work: Three essays on challenging job experiences
"""
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Embedding leadership development within\n
work: Three essays on challenging job experiences
"""
]
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"fr" => "Directeur de thèse"
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]
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]
]
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}
2 => Essec\Faculty\Model\These {#2275
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The impact of resistance to efforts to bring\n
about change on change agents
"""
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The impact of resistance to efforts to bring\n
about change on change agents
"""
]
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]
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]
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}
3 => Essec\Faculty\Model\These {#2276
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"fr" => """
The self left at home: How hypothetical home\n
selves influence expatriates
"""
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The self left at home: How hypothetical home\n
selves influence expatriates
"""
]
"role" => array:2 [
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]
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}
4 => Essec\Faculty\Model\These {#2277
#_index: null
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"label" => array:2 [
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How serious leisure fuels proactive behaviour\n
in the workplace
"""
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How serious leisure fuels proactive behaviour\n
in the workplace
"""
]
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]
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"en" => "United Kingdom"
]
]
+lang: "fr"
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}
5 => Essec\Faculty\Model\These {#2278
#_index: null
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#_source: array:9 [
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"label" => array:2 [
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]
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"en" => "ESSEC Business School"
]
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"en" => "France"
]
]
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}
6 => Essec\Faculty\Model\These {#2279
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#_source: array:9 [
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"student" => "Rofcanin Yasin"
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"label" => array:2 [
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]
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]
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]
]
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}
]
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0 => Essec\Faculty\Model\Contribution {#2281
#_index: "academ_contributions"
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#_source: array:18 [
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"slug" => "intervening-to-enhance-proactivity-in-organizations-improving-the-present-or-changing-the-future"
"yearMonth" => "2018-06"
"year" => "2018"
"title" => "Intervening to Enhance Proactivity in Organizations: Improving the Present or Changing the Future"
"description" => "STRAUSS, K. et PARKER, S.K. (2018). Intervening to Enhance Proactivity in Organizations: Improving the Present or Changing the Future. <i>Journal of Management</i>, 44(3), pp. 1250-1278."
"authors" => array:2 [
0 => array:3 [
"name" => "STRAUSS Karoline"
"bid" => "B00682978"
"slug" => "strauss-karoline"
]
1 => array:1 [
"name" => "PARKER S. K."
]
]
"ouvrage" => ""
"keywords" => array:5 [
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1 => "Training and development"
2 => "Field experiment"
3 => "Future work self"
4 => "Resources"
]
"updatedAt" => "2021-09-24 10:33:27"
"publicationUrl" => "https://journals.sagepub.com/doi/10.1177/0149206315602531"
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"volume" => "44"
"number" => "3"
]
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"fr" => "A growing body of evidence has linked proactivity at work to positive outcomes. Yet little research to date has investigated whether employees’ proactive behavior in organizations can be facilitated through training and development. Nor has research considered which variables shape employees’ responses to such interventions. We investigate the effects on proactivity of two theoretically distinct training and development interventions in a randomized field experiment with police officers and police support staff (N = 112). We hypothesized that a problem-focused intervention, which made discrepancies between the status quo and the ideal present more salient, would lead to increases in individual task proactivity, whereas a vision-focused intervention, which made discrepancies between the status quo and an ideal future more salient, would increase organization member proactivity. Intervention effects were moderated by role overload and future orientation, respectively. Only individuals with high levels of role overload increased their individual task proactivity as a result of the problem-focused intervention, and only individuals high in future orientation increased their organization member proactivity as a result of the vision-focused intervention. Our study integrates different cybernetic perspectives on how proactivity is motivated and provides novel insights into moderators of interventions designed to capture these different mechanisms. From a practical perspective, our study supports organizations seeking to implement training and development interventions and helps them to determine who might benefit most from interventions."
"en" => "A growing body of evidence has linked proactivity at work to positive outcomes. Yet little research to date has investigated whether employees’ proactive behavior in organizations can be facilitated through training and development. Nor has research considered which variables shape employees’ responses to such interventions. We investigate the effects on proactivity of two theoretically distinct training and development interventions in a randomized field experiment with police officers and police support staff (N = 112). We hypothesized that a problem-focused intervention, which made discrepancies between the status quo and the ideal present more salient, would lead to increases in individual task proactivity, whereas a vision-focused intervention, which made discrepancies between the status quo and an ideal future more salient, would increase organization member proactivity. Intervention effects were moderated by role overload and future orientation, respectively. Only individuals with high levels of role overload increased their individual task proactivity as a result of the problem-focused intervention, and only individuals high in future orientation increased their organization member proactivity as a result of the vision-focused intervention. Our study integrates different cybernetic perspectives on how proactivity is motivated and provides novel insights into moderators of interventions designed to capture these different mechanisms. From a practical perspective, our study supports organizations seeking to implement training and development interventions and helps them to determine who might benefit most from interventions."
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-26T20:21:49.000Z"
]
+lang: "fr"
+"_type": "_doc"
+"_score": 5.5270987
+"parent": null
}
1 => Essec\Faculty\Model\Contribution {#2283
#_index: "academ_contributions"
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"slug" => "how-entrepreneurs-influence-employees-job-satisfaction-the-doubleedged-sword-of-proactivity"
"yearMonth" => "2016-08"
"year" => "2016"
"title" => "How Entrepreneurs Influence Employees' Job Satisfaction: The Doubleedged Sword of Proactivity"
"description" => "UTE, S., STRAUSS, K., WACH, D. et GORGIEVSKI, M. (2016). How Entrepreneurs Influence Employees' Job Satisfaction: The Doubleedged Sword of Proactivity. Dans: 2016 Academy of Management Annual Meeting."
"authors" => array:4 [
0 => array:3 [
"name" => "STRAUSS Karoline"
"bid" => "B00682978"
"slug" => "strauss-karoline"
]
1 => array:1 [
"name" => "UTE S."
]
2 => array:1 [
"name" => "WACH D."
]
3 => array:1 [
"name" => "GORGIEVSKI M."
]
]
"ouvrage" => "2016 Academy of Management Annual Meeting"
"keywords" => []
"updatedAt" => "2021-04-19 17:57:25"
"publicationUrl" => null
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"number" => null
]
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"en" => "Presentations at an Academic or Professional conference"
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"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-26T20:21:49.000Z"
]
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+"_type": "_doc"
+"_score": 5.5270987
+"parent": null
}
2 => Essec\Faculty\Model\Contribution {#2285
#_index: "academ_contributions"
#_id: "6130"
#_source: array:18 [
"id" => "6130"
"slug" => "how-leaders-stimulate-day-level-proactivity-effects-of-need-satisfaction-and-job-complexity"
"yearMonth" => "2015-08"
"year" => "2015"
"title" => "How Leaders Stimulate Day-level Proactivity: Effects of Need Satisfaction and Job Complexity"
"description" => "URI, C., STRAUSS, K. et AXTELL, C. (2015). How Leaders Stimulate Day-level Proactivity: Effects of Need Satisfaction and Job Complexity. Dans: 2015 Academy of Management Annual Meeting."
"authors" => array:3 [
0 => array:3 [
"name" => "STRAUSS Karoline"
"bid" => "B00682978"
"slug" => "strauss-karoline"
]
1 => array:1 [
"name" => "URI C."
]
2 => array:1 [
"name" => "AXTELL C."
]
]
"ouvrage" => "2015 Academy of Management Annual Meeting"
"keywords" => []
"updatedAt" => "2021-04-19 17:57:25"
"publicationUrl" => null
"publicationInfo" => array:3 [
"pages" => null
"volume" => null
"number" => null
]
"type" => array:2 [
"fr" => "Communications dans une conférence"
"en" => "Presentations at an Academic or Professional conference"
]
"support_type" => array:2 [
"fr" => null
"en" => null
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => null
"en" => null
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-26T20:21:49.000Z"
]
+lang: "fr"
+"_type": "_doc"
+"_score": 5.5270987
+"parent": null
}
3 => Essec\Faculty\Model\Contribution {#2282
#_index: "academ_contributions"
#_id: "6435"
#_source: array:18 [
"id" => "6435"
"slug" => "leader-identity-threat-and-the-interplay-of-employee-work-behaviors-and-gender"
"yearMonth" => "2016-08"
"year" => "2016"
"title" => "Leader Identity Threat and the Interplay of Employee Work Behaviors and Gender"
"description" => "BAGASH, A., STRAUSS, K. et EUBANKS, D.L. (2016). Leader Identity Threat and the Interplay of Employee Work Behaviors and Gender. Dans: 2016 Academy of Management Annual Meeting."
"authors" => array:3 [
0 => array:3 [
"name" => "STRAUSS Karoline"
"bid" => "B00682978"
"slug" => "strauss-karoline"
]
1 => array:1 [
"name" => "BAGASH A."
]
2 => array:1 [
"name" => "EUBANKS D. L."
]
]
"ouvrage" => "2016 Academy of Management Annual Meeting"
"keywords" => []
"updatedAt" => "2021-04-19 17:57:25"
"publicationUrl" => null
"publicationInfo" => array:3 [
"pages" => null
"volume" => null
"number" => null
]
"type" => array:2 [
"fr" => "Communications dans une conférence"
"en" => "Presentations at an Academic or Professional conference"
]
"support_type" => array:2 [
"fr" => null
"en" => null
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => null
"en" => null
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-26T20:21:49.000Z"
]
+lang: "fr"
+"_type": "_doc"
+"_score": 5.5270987
+"parent": null
}
4 => Essec\Faculty\Model\Contribution {#2286
#_index: "academ_contributions"
#_id: "2175"
#_source: array:18 [
"id" => "2175"
"slug" => "organizational-ambidexterity-and-the-hybrid-middle-manager-the-case-of-patient-safety-in-uk-hospitals"
"yearMonth" => "2015-12"
"year" => "2015"
"title" => "Organizational Ambidexterity and the Hybrid Middle Manager: The Case of Patient Safety in UK Hospitals"
"description" => "BURGESS, N., STRAUSS, K., CURRIE, G. et WOOD, G. (2015). Organizational Ambidexterity and the Hybrid Middle Manager: The Case of Patient Safety in UK Hospitals. <i>Human Resource Management</i>, 54(1), pp. 87–109."
"authors" => array:4 [
0 => array:3 [
"name" => "STRAUSS Karoline"
"bid" => "B00682978"
"slug" => "strauss-karoline"
]
1 => array:1 [
"name" => "BURGESS N."
]
2 => array:1 [
"name" => "CURRIE G."
]
3 => array:1 [
"name" => "WOOD G."
]
]
"ouvrage" => ""
"keywords" => array:6 [
0 => "Organizational ambidexterity"
1 => "Contextual ambidexterity"
2 => "Middle managers"
3 => "Knowledge management"
4 => "Health care"
5 => "Public‐sector HRM"
]
"updatedAt" => "2021-02-02 16:16:18"
"publicationUrl" => "https://onlinelibrary.wiley.com/doi/abs/10.1002/hrm.21725"
"publicationInfo" => array:3 [
"pages" => "87–109"
"volume" => "54"
"number" => "1"
]
"type" => array:2 [
"fr" => "Articles"
"en" => "Journal articles"
]
"support_type" => array:2 [
"fr" => "Revue scientifique"
"en" => "Scientific journal"
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => "This article focuses on knowledge management in UK hospitals as an area in which organizational ambidexterity (OA) is a necessary condition. In contrast to much of the literature on OA that looks at senior managers, we focus on the role of “hybrid” middle managers, professional workers who hold managerial responsibilities, in ensuring that the quality of care delivered is at an optimum “safe” level for patients. We examine the influence of prevailing tensions and competing agendas characteristic of a professionalized, public-sector context upon knowledge exploitation and exploration at the middle levels of the organization. Our study investigates how these tensions are experienced and reconciled at the individual level. We examine the contextual and personal circumstances that enable hybrid middle managers to forge workable compromises between exploration and exploitation to facilitate OA. We find that this process is contingent on professional legitimacy, social capital, and a holistic professional orientation. This has wider implications for human resource practice to support the discretion and motivation of hybrid middle managers to facilitate OA for enduring performance and advancement of best practice."
"en" => "This article focuses on knowledge management in UK hospitals as an area in which organizational ambidexterity (OA) is a necessary condition. In contrast to much of the literature on OA that looks at senior managers, we focus on the role of “hybrid” middle managers, professional workers who hold managerial responsibilities, in ensuring that the quality of care delivered is at an optimum “safe” level for patients. We examine the influence of prevailing tensions and competing agendas characteristic of a professionalized, public-sector context upon knowledge exploitation and exploration at the middle levels of the organization. Our study investigates how these tensions are experienced and reconciled at the individual level. We examine the contextual and personal circumstances that enable hybrid middle managers to forge workable compromises between exploration and exploitation to facilitate OA. We find that this process is contingent on professional legitimacy, social capital, and a holistic professional orientation. This has wider implications for human resource practice to support the discretion and motivation of hybrid middle managers to facilitate OA for enduring performance and advancement of best practice."
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-26T20:21:49.000Z"
]
+lang: "fr"
+"_type": "_doc"
+"_score": 5.5270987
+"parent": null
}
5 => Essec\Faculty\Model\Contribution {#2280
#_index: "academ_contributions"
#_id: "6850"
#_source: array:18 [
"id" => "6850"
"slug" => "future-work-selves-as-dynamic-networks-of-future-oriented-self-representations"
"yearMonth" => "2019-08"
"year" => "2019"
"title" => "Future Work selves as Dynamic Networks of future-oriented self-representations"
"description" => "STRAUSS, K., LOERMANS, A., MELL, J. et ANSEEL, F. (2019). Future Work selves as Dynamic Networks of future-oriented self-representations. Dans: 2019 Academy of Management Annual Meeting."
"authors" => array:4 [
0 => array:3 [
"name" => "STRAUSS Karoline"
"bid" => "B00682978"
"slug" => "strauss-karoline"
]
1 => array:1 [
"name" => "LOERMANS A."
]
2 => array:1 [
"name" => "MELL Julija"
]
3 => array:1 [
"name" => "ANSEEL F."
]
]
"ouvrage" => "2019 Academy of Management Annual Meeting"
"keywords" => []
"updatedAt" => "2021-09-24 10:33:27"
"publicationUrl" => null
"publicationInfo" => array:3 [
"pages" => null
"volume" => null
"number" => null
]
"type" => array:2 [
"fr" => "Communications dans une conférence"
"en" => "Presentations at an Academic or Professional conference"
]
"support_type" => array:2 [
"fr" => null
"en" => null
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => null
"en" => null
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-26T20:21:49.000Z"
]
+lang: "fr"
+"_type": "_doc"
+"_score": 5.5270987
+"parent": null
}
6 => Essec\Faculty\Model\Contribution {#2284
#_index: "academ_contributions"
#_id: "7111"
#_source: array:18 [
"id" => "7111"
"slug" => "sealing-the-deal-the-role-of-employee-motives-and-leader-emotions"
"yearMonth" => "2015-08"
"year" => "2015"
"title" => "Sealing the Deal: The Role of Employee Motives and Leader Emotions"
"description" => "ROFCANIN, Y., KIEFER, T. et STRAUSS, K. (2015). Sealing the Deal: The Role of Employee Motives and Leader Emotions. Dans: 2015 Academy of Management Annual Meeting."
"authors" => array:3 [
0 => array:3 [
"name" => "STRAUSS Karoline"
"bid" => "B00682978"
"slug" => "strauss-karoline"
]
1 => array:1 [
"name" => "ROFCANIN Y."
]
2 => array:1 [
"name" => "KIEFER T."
]
]
"ouvrage" => "2015 Academy of Management Annual Meeting"
"keywords" => []
"updatedAt" => "2021-04-19 17:57:25"
"publicationUrl" => null
"publicationInfo" => array:3 [
"pages" => null
"volume" => null
"number" => null
]
"type" => array:2 [
"fr" => "Communications dans une conférence"
"en" => "Presentations at an Academic or Professional conference"
]
"support_type" => array:2 [
"fr" => null
"en" => null
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => null
"en" => null
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-26T20:21:49.000Z"
]
+lang: "fr"
+"_type": "_doc"
+"_score": 5.5270987
+"parent": null
}
7 => Essec\Faculty\Model\Contribution {#2287
#_index: "academ_contributions"
#_id: "7429"
#_source: array:18 [
"id" => "7429"
"slug" => "the-role-of-serious-leisure-in-creating-ressources-for-a-substainable-career"
"yearMonth" => "2018-08"
"year" => "2018"
"title" => "The Role of Serious Leisure in Creating Ressources for a Substainable Career"
"description" => "KELLY, C., STRAUSS, K. et ARNOLD, J. (2018). The Role of Serious Leisure in Creating Ressources for a Substainable Career. Dans: 78th Academy of Management Annual Meeting."
"authors" => array:3 [
0 => array:3 [
"name" => "STRAUSS Karoline"
"bid" => "B00682978"
"slug" => "strauss-karoline"
]
1 => array:1 [
"name" => "KELLY C."
]
2 => array:1 [
"name" => "ARNOLD J."
]
]
"ouvrage" => "78th Academy of Management Annual Meeting"
"keywords" => []
"updatedAt" => "2021-09-24 10:33:27"
"publicationUrl" => null
"publicationInfo" => array:3 [
"pages" => null
"volume" => null
"number" => null
]
"type" => array:2 [
"fr" => "Communications dans une conférence"
"en" => "Presentations at an Academic or Professional conference"
]
"support_type" => array:2 [
"fr" => null
"en" => null
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => null
"en" => null
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-26T20:21:49.000Z"
]
+lang: "fr"
+"_type": "_doc"
+"_score": 5.5270987
+"parent": null
}
8 => Essec\Faculty\Model\Contribution {#2288
#_index: "academ_contributions"
#_id: "7433"
#_source: array:18 [
"id" => "7433"
"slug" => "the-self-left-at-home-how-hypothetical-home-selves-influence-expatriates"
"yearMonth" => "2017-08"
"year" => "2017"
"title" => "The Self Left at Home: How Hypothetical Home Selves Influence Expatriates"
"description" => "GEORGE, M. et STRAUSS, K. (2017). The Self Left at Home: How Hypothetical Home Selves Influence Expatriates. Dans: 2017 Academy of Management Meeting."
"authors" => array:2 [
0 => array:3 [
"name" => "STRAUSS Karoline"
"bid" => "B00682978"
"slug" => "strauss-karoline"
]
1 => array:1 [
"name" => "GEORGE Mailys"
]
]
"ouvrage" => "2017 Academy of Management Meeting"
"keywords" => []
"updatedAt" => "2021-09-24 10:33:27"
"publicationUrl" => null
"publicationInfo" => array:3 [
"pages" => null
"volume" => null
"number" => null
]
"type" => array:2 [
"fr" => "Communications dans une conférence"
"en" => "Presentations at an Academic or Professional conference"
]
"support_type" => array:2 [
"fr" => null
"en" => null
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => null
"en" => null
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-26T20:21:49.000Z"
]
+lang: "fr"
+"_type": "_doc"
+"_score": 5.5270987
+"parent": null
}
9 => Essec\Faculty\Model\Contribution {#2289
#_index: "academ_contributions"
#_id: "7434"
#_source: array:18 [
"id" => "7434"
"slug" => "the-self-left-at-home-how-hypothetical-home-selves-influence-expatriates"
"yearMonth" => "2018-08"
"year" => "2018"
"title" => "The Self Left at Home: How Hypothetical Home Selves Influence Expatriates"
"description" => "GEORGE, M. et STRAUSS, K. (2018). The Self Left at Home: How Hypothetical Home Selves Influence Expatriates. Dans: 78th Academy of Management Annual Meeting."
"authors" => array:2 [
0 => array:3 [
"name" => "STRAUSS Karoline"
"bid" => "B00682978"
"slug" => "strauss-karoline"
]
1 => array:1 [
"name" => "GEORGE Mailys"
]
]
"ouvrage" => "78th Academy of Management Annual Meeting"
"keywords" => []
"updatedAt" => "2021-09-24 10:33:27"
"publicationUrl" => null
"publicationInfo" => array:3 [
"pages" => null
"volume" => null
"number" => null
]
"type" => array:2 [
"fr" => "Communications dans une conférence"
"en" => "Presentations at an Academic or Professional conference"
]
"support_type" => array:2 [
"fr" => null
"en" => null
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => null
"en" => null
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-26T20:21:49.000Z"
]
+lang: "fr"
+"_type": "_doc"
+"_score": 5.5270987
+"parent": null
}
10 => Essec\Faculty\Model\Contribution {#2290
#_index: "academ_contributions"
#_id: "7435"
#_source: array:18 [
"id" => "7435"
"slug" => "the-self-left-at-home-how-hypothetical-home-selves-influence-expatriates"
"yearMonth" => "2019-06"
"year" => "2019"
"title" => "The Self Left at Home: How Hypothetical Home Selves Influence Expatriates"
"description" => "GEORGE, M. et STRAUSS, K. (2019). The Self Left at Home: How Hypothetical Home Selves Influence Expatriates. Dans: 19th European Association for Word and Organizational Psychology (EAWOP) Congress 2019."
"authors" => array:2 [
0 => array:3 [
"name" => "STRAUSS Karoline"
"bid" => "B00682978"
"slug" => "strauss-karoline"
]
1 => array:1 [
"name" => "GEORGE Mailys"
]
]
"ouvrage" => "19th European Association for Word and Organizational Psychology (EAWOP) Congress 2019"
"keywords" => []
"updatedAt" => "2021-09-24 10:33:27"
"publicationUrl" => null
"publicationInfo" => array:3 [
"pages" => null
"volume" => null
"number" => null
]
"type" => array:2 [
"fr" => "Communications dans une conférence"
"en" => "Presentations at an Academic or Professional conference"
]
"support_type" => array:2 [
"fr" => null
"en" => null
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => null
"en" => null
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-26T20:21:49.000Z"
]
+lang: "fr"
+"_type": "_doc"
+"_score": 5.5270987
+"parent": null
}
11 => Essec\Faculty\Model\Contribution {#2291
#_index: "academ_contributions"
#_id: "2729"
#_source: array:18 [
"id" => "2729"
"slug" => "the-translation-of-management-knowledge-challenges-contributions-and-new-directions"
"yearMonth" => "2016-12"
"year" => "2016"
"title" => "The Translation of Management Knowledge: Challenges, Contributions and New Directions"
"description" => "SPYRIDONIDIS, D., CURRIE, G., HEUSINKVELD, S., STRAUSS, K. et STURDY, A. (2016). The Translation of Management Knowledge: Challenges, Contributions and New Directions. <i>International Journal of Management Reviews</i>, 18(3), pp. 231-235."
"authors" => array:5 [
0 => array:3 [
"name" => "STRAUSS Karoline"
"bid" => "B00682978"
"slug" => "strauss-karoline"
]
1 => array:1 [
"name" => "SPYRIDONIDIS D."
]
2 => array:1 [
"name" => "CURRIE G."
]
3 => array:1 [
"name" => "HEUSINKVELD S."
]
4 => array:1 [
"name" => "STURDY A."
]
]
"ouvrage" => ""
"keywords" => []
"updatedAt" => "2021-09-24 10:33:27"
"publicationUrl" => "https://doi.org/10.1111/ijmr.12110"
"publicationInfo" => array:3 [
"pages" => "231-235"
"volume" => "18"
"number" => "3"
]
"type" => array:2 [
"fr" => "Articles"
"en" => "Journal articles"
]
"support_type" => array:2 [
"fr" => "Revue scientifique"
"en" => "Scientific journal"
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => "Across many sectors, new developments and discourses that emphasize change, collaboration, shifting professional boundaries and increased sharing of knowledge are taking place. One is thus challenged to question and/or develop further understanding of how and to what extent new ideas, scientific developments and technologies are translated within such contexts and thereby extend management and organization studies. To advance understanding about this significant field in the scholarly community, this special issue has assembled a diverse set of papers, which review developments in translation theory and seek to encourage new thinking and frameworks and open up new directions in management and organization studies more generally. By reflecting on these papers, the authors summarize key challenges in translational research and new framings, and point to exciting new research opportunities that can be found in fruitfully comparing, elaborating, expanding, contrasting and blending extant perspectives."
"en" => "Across many sectors, new developments and discourses that emphasize change, collaboration, shifting professional boundaries and increased sharing of knowledge are taking place. One is thus challenged to question and/or develop further understanding of how and to what extent new ideas, scientific developments and technologies are translated within such contexts and thereby extend management and organization studies. To advance understanding about this significant field in the scholarly community, this special issue has assembled a diverse set of papers, which review developments in translation theory and seek to encourage new thinking and frameworks and open up new directions in management and organization studies more generally. By reflecting on these papers, the authors summarize key challenges in translational research and new framings, and point to exciting new research opportunities that can be found in fruitfully comparing, elaborating, expanding, contrasting and blending extant perspectives."
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-26T20:21:49.000Z"
]
+lang: "fr"
+"_type": "_doc"
+"_score": 5.5270987
+"parent": null
}
12 => Essec\Faculty\Model\Contribution {#2292
#_index: "academ_contributions"
#_id: "7660"
#_source: array:18 [
"id" => "7660"
"slug" => "work-hard-play-hard-examining-the-enriching-effects-of-serious-leisure-on-daily-work-performance"
"yearMonth" => "2017-08"
"year" => "2017"
"title" => "Work Hard, Play Hard: Examining the Enriching Effects of Serious Leisure on Daily Work Performance"
"description" => "STRAUSS, K., KELLY, C. et ARNOLD, J. (2017). Work Hard, Play Hard: Examining the Enriching Effects of Serious Leisure on Daily Work Performance. Dans: 2017 Academy of Management Meeting."
"authors" => array:3 [
0 => array:3 [
"name" => "STRAUSS Karoline"
"bid" => "B00682978"
"slug" => "strauss-karoline"
]
1 => array:1 [
"name" => "KELLY C."
]
2 => array:1 [
"name" => "ARNOLD J."
]
]
"ouvrage" => "2017 Academy of Management Meeting"
"keywords" => []
"updatedAt" => "2021-09-24 10:33:27"
"publicationUrl" => null
"publicationInfo" => array:3 [
"pages" => null
"volume" => null
"number" => null
]
"type" => array:2 [
"fr" => "Communications dans une conférence"
"en" => "Presentations at an Academic or Professional conference"
]
"support_type" => array:2 [
"fr" => null
"en" => null
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => null
"en" => null
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-26T20:21:49.000Z"
]
+lang: "fr"
+"_type": "_doc"
+"_score": 5.5270987
+"parent": null
}
13 => Essec\Faculty\Model\Contribution {#2293
#_index: "academ_contributions"
#_id: "2880"
#_source: array:18 [
"id" => "2880"
"slug" => "what-seals-the-i-deal-exploring-the-role-of-employees-behaviours-and-managers-emotions"
"yearMonth" => "2017-06"
"year" => "2017"
"title" => "What Seals the I-Deal? Exploring the Role of Employees' Behaviours and Managers' Emotions"
"description" => "ROFCANIN, Y., KIEFER, T. et STRAUSS, K. (2017). What Seals the I-Deal? Exploring the Role of Employees' Behaviours and Managers' Emotions. <i>Journal of Occupational and Organizational Psychology</i>, 90(2), pp. 203-224."
"authors" => array:3 [
0 => array:3 [
"name" => "STRAUSS Karoline"
"bid" => "B00682978"
"slug" => "strauss-karoline"
]
1 => array:1 [
"name" => "ROFCANIN Y."
]
2 => array:1 [
"name" => "KIEFER T."
]
]
"ouvrage" => ""
"keywords" => []
"updatedAt" => "2021-09-24 10:33:27"
"publicationUrl" => "https://doi.org/10.1111/joop.12168"
"publicationInfo" => array:3 [
"pages" => "203-224"
"volume" => "90"
"number" => "2"
]
"type" => array:2 [
"fr" => "Articles"
"en" => "Journal articles"
]
"support_type" => array:2 [
"fr" => "Revue scientifique"
"en" => "Scientific journal"
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => "Idiosyncratic deals (I-deals) are work arrangements between an employee and a manager, aimed at meeting the employee's specific work-related needs (Rousseau, 2005, I-deals: Idiosyncratic deals employees bargain for themselves, M. E. Sharpe, New York, NY). Studies to date have focused on the effects of successful I-deal negotiations, but have paid little attention to what determines whether negotiated I-deals are also obtained. We propose that managers play a crucial role in this process, and explore the role of managers' emotions in translating negotiation into obtainment. We suggest that I-deals are more likely to be obtained when managers feel more positive and less negative about an employee's I-deal process in the aftermath of the negotiation. We then aim to determine what shapes managers' emotions about the I-deal process. Given that I-deals are intended to be beneficial for the entire team (Rousseau, 2005, I-deals: Idiosyncratic deals employees bargain for themselves, M. E. Sharpe, New York, NY), we expect that managers feel more positive about the I-deal process of employees who engage in socially connecting behaviours following their I-deal negotiation. In contrast, managers feel more negative about the I-deal process of employees who engage in socially disconnecting behaviours. Results from a two-wave study of employees and their managers supported our hypotheses. Our findings contribute to research on I-deals by distinguishing between the negotiation and obtainment of I-deals and by highlighting the role of managers' emotions in translating negotiated I-deals into obtainment and the importance of employees' socially connecting and disconnecting behaviours following I-deal negotiations."
"en" => "Idiosyncratic deals (I-deals) are work arrangements between an employee and a manager, aimed at meeting the employee's specific work-related needs (Rousseau, 2005, I-deals: Idiosyncratic deals employees bargain for themselves, M. E. Sharpe, New York, NY). Studies to date have focused on the effects of successful I-deal negotiations, but have paid little attention to what determines whether negotiated I-deals are also obtained. We propose that managers play a crucial role in this process, and explore the role of managers' emotions in translating negotiation into obtainment. We suggest that I-deals are more likely to be obtained when managers feel more positive and less negative about an employee's I-deal process in the aftermath of the negotiation. We then aim to determine what shapes managers' emotions about the I-deal process. Given that I-deals are intended to be beneficial for the entire team (Rousseau, 2005, I-deals: Idiosyncratic deals employees bargain for themselves, M. E. Sharpe, New York, NY), we expect that managers feel more positive about the I-deal process of employees who engage in socially connecting behaviours following their I-deal negotiation. In contrast, managers feel more negative about the I-deal process of employees who engage in socially disconnecting behaviours. Results from a two-wave study of employees and their managers supported our hypotheses. Our findings contribute to research on I-deals by distinguishing between the negotiation and obtainment of I-deals and by highlighting the role of managers' emotions in translating negotiated I-deals into obtainment and the importance of employees' socially connecting and disconnecting behaviours following I-deal negotiations."
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-26T20:21:49.000Z"
]
+lang: "fr"
+"_type": "_doc"
+"_score": 5.5270987
+"parent": null
}
14 => Essec\Faculty\Model\Contribution {#2294
#_index: "academ_contributions"
#_id: "2887"
#_source: array:18 [
"id" => "2887"
"slug" => "when-does-proactivity-have-a-cost-motivation-at-work-moderates-the-effects-of-proactive-work-behavior-on-employee-job-strain"
"yearMonth" => "2017-06"
"year" => "2017"
"title" => "When Does Proactivity Have a Cost? Motivation at Work Moderates the Effects of Proactive Work Behavior on Employee Job Strain"
"description" => "STRAUSS, K., PARKER, S.K. et O'SHEA, D. (2017). When Does Proactivity Have a Cost? Motivation at Work Moderates the Effects of Proactive Work Behavior on Employee Job Strain. <i>Journal of Vocational Behavior</i>, 100, pp. 15-26."
"authors" => array:3 [
0 => array:3 [
"name" => "STRAUSS Karoline"
"bid" => "B00682978"
"slug" => "strauss-karoline"
]
1 => array:1 [
"name" => "PARKER S. K."
]
2 => array:1 [
"name" => "O'SHEA D."
]
]
"ouvrage" => ""
"keywords" => []
"updatedAt" => "2021-09-24 10:33:27"
"publicationUrl" => "https://www.sciencedirect.com/science/article/abs/pii/S0001879117300064"
"publicationInfo" => array:3 [
"pages" => "15-26"
"volume" => "100"
"number" => null
]
"type" => array:2 [
"fr" => "Articles"
"en" => "Journal articles"
]
"support_type" => array:2 [
"fr" => "Revue scientifique"
"en" => "Scientific journal"
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => "The literature on proactivity has focused primarily on its positive performance outcomes. However, the effects of proactive behavior on employees' well-being are relatively unknown. We theorize that when an individuals' motivation at work is characterized by pressure and coercion (high controlled motivation), with no compensatory intrinsic interest in or identification with the work (low autonomous motivation), proactive behavior is likely to deplete employees' resources, resulting in job strain. We tested this proposition in a lagged study of 127 employee-supervisor dyads across a variety of sectors. As expected, supervisor-rated proactive work behavior was positively associated with job strain when controlled motivation was high and when autonomous motivation was also low. Under all other conditions, there was no effect of proactive behavior on job strain. For example, when individuals experienced high controlled motivation yet also experienced autonomous motivation, there was no effect of proactive behavior on job strain. In sum, proactive behavior has costs in terms of job strain only when employees experience a sense of pressure and obligation in their work in the absence of any compensating autonomous motivation."
"en" => "The literature on proactivity has focused primarily on its positive performance outcomes. However, the effects of proactive behavior on employees' well-being are relatively unknown. We theorize that when an individuals' motivation at work is characterized by pressure and coercion (high controlled motivation), with no compensatory intrinsic interest in or identification with the work (low autonomous motivation), proactive behavior is likely to deplete employees' resources, resulting in job strain. We tested this proposition in a lagged study of 127 employee-supervisor dyads across a variety of sectors. As expected, supervisor-rated proactive work behavior was positively associated with job strain when controlled motivation was high and when autonomous motivation was also low. Under all other conditions, there was no effect of proactive behavior on job strain. For example, when individuals experienced high controlled motivation yet also experienced autonomous motivation, there was no effect of proactive behavior on job strain. In sum, proactive behavior has costs in terms of job strain only when employees experience a sense of pressure and obligation in their work in the absence of any compensating autonomous motivation."
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-26T20:21:49.000Z"
]
+lang: "fr"
+"_type": "_doc"
+"_score": 5.5270987
+"parent": null
}
15 => Essec\Faculty\Model\Contribution {#2295
#_index: "academ_contributions"
#_id: "3400"
#_source: array:18 [
"id" => "3400"
"slug" => "an-identity-based-perspective-on-proactivity-future-work-selves-and-beyond"
"yearMonth" => "2017-06"
"year" => "2017"
"title" => "An Identity-Based Perspective on Proactivity: Future Work Selves and Beyond"
"description" => "STRAUSS, K. et KELLY, C. (2017). An Identity-Based Perspective on Proactivity: Future Work Selves and Beyond. Dans: <i>Proactivity at Work</i>. 1st ed. Routledge, pp. 330-354."
"authors" => array:2 [
0 => array:3 [
"name" => "STRAUSS Karoline"
"bid" => "B00682978"
"slug" => "strauss-karoline"
]
1 => array:1 [
"name" => "KELLY C."
]
]
"ouvrage" => "Proactivity at Work"
"keywords" => []
"updatedAt" => "2021-09-24 10:33:27"
"publicationUrl" => null
"publicationInfo" => array:3 [
"pages" => "330-354"
"volume" => null
"number" => null
]
"type" => array:2 [
"fr" => "Chapitres"
"en" => "Book chapters"
]
"support_type" => array:2 [
"fr" => "Editeur"
"en" => "Publisher"
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => "In this chapter, we extend previous theorizing on how proactivity is motivated and explore how identity motivates, shapes, and constrains proactivity, and how proactive behavior in turn influences who individuals believe they are, or may become. We specifically argue that proactive behavior is often identity-congruent, and serves the purpose of expressing one’s self. We further discuss the role of future work selves: hoped for, future-oriented identities in relation to work. Future work selves constitute a motivational resource for proactivity, and drive self-directed behaviors aimed at development and change."
"en" => "In this chapter, we extend previous theorizing on how proactivity is motivated and explore how identity motivates, shapes, and constrains proactivity, and how proactive behavior in turn influences who individuals believe they are, or may become. We specifically argue that proactive behavior is often identity-congruent, and serves the purpose of expressing one’s self. We further discuss the role of future work selves: hoped for, future-oriented identities in relation to work. Future work selves constitute a motivational resource for proactivity, and drive self-directed behaviors aimed at development and change."
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-26T20:21:49.000Z"
]
+lang: "fr"
+"_type": "_doc"
+"_score": 5.5270987
+"parent": null
}
16 => Essec\Faculty\Model\Contribution {#2296
#_index: "academ_contributions"
#_id: "3705"
#_source: array:18 [
"id" => "3705"
"slug" => "how-future-work-selves-guide-feedback-seeking-and-feedback-responding-at-work"
"yearMonth" => "2017-12"
"year" => "2017"
"title" => "How Future Work Selves Guide Feedback Seeking and Feedback Responding at Work"
"description" => "ANSEEL, F., STRAUSS, K. et LIEVENS, F. (2017). How Future Work Selves Guide Feedback Seeking and Feedback Responding at Work. Dans: <i>The Self at Work: Fundamental Theory and Research</i>. 1st ed. Routledge, pp. 295-318."
"authors" => array:3 [
0 => array:3 [
"name" => "STRAUSS Karoline"
"bid" => "B00682978"
"slug" => "strauss-karoline"
]
1 => array:1 [
"name" => "ANSEEL F."
]
2 => array:1 [
"name" => "LIEVENS F."
]
]
"ouvrage" => "The Self at Work: Fundamental Theory and Research"
"keywords" => []
"updatedAt" => "2021-09-24 10:33:27"
"publicationUrl" => null
"publicationInfo" => array:3 [
"pages" => "295-318"
"volume" => null
"number" => null
]
"type" => array:2 [
"fr" => "Chapitres"
"en" => "Book chapters"
]
"support_type" => array:2 [
"fr" => "Editeur"
"en" => "Publisher"
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => "The Self at Work brings researchers in industrial and organizational psychology and organizational behavior together with researchers in social and personality psychology to explore how the self impacts the workplace. Covering topics such as self-efficacy, self-esteem, self-control, power, and identification, each chapter examines how research on the self informs and furthers understanding of organizational topics such as employee engagement, feedback-seeking, and leadership. With their combined expertise, the chapter authors consider how research on the self has influenced management research and practice (and vice-versa), limitations of applying social psychology research in the organizational realm, and future directions for organizational research on the self. This book is a valuable resource for researchers, graduate students, and professionals who are interested in how research on the self can inform industrial/organizational psychology."
"en" => "The Self at Work brings researchers in industrial and organizational psychology and organizational behavior together with researchers in social and personality psychology to explore how the self impacts the workplace. Covering topics such as self-efficacy, self-esteem, self-control, power, and identification, each chapter examines how research on the self informs and furthers understanding of organizational topics such as employee engagement, feedback-seeking, and leadership. With their combined expertise, the chapter authors consider how research on the self has influenced management research and practice (and vice-versa), limitations of applying social psychology research in the organizational realm, and future directions for organizational research on the self. This book is a valuable resource for researchers, graduate students, and professionals who are interested in how research on the self can inform industrial/organizational psychology."
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-26T20:21:49.000Z"
]
+lang: "fr"
+"_type": "_doc"
+"_score": 5.5270987
+"parent": null
}
17 => Essec\Faculty\Model\Contribution {#2297
#_index: "academ_contributions"
#_id: "1054"
#_source: array:18 [
"id" => "1054"
"slug" => "economics-education-and-value-change-the-role-of-program-normative-homogeneity-and-peer-influence"
"yearMonth" => "2017-01"
"year" => "2017"
"title" => "Economics education and value change: The role of program normative homogeneity and peer influence"
"description" => "RACKO, G., STRAUSS, K. et BURCHELL, B. (2017). Economics education and value change: The role of program normative homogeneity and peer influence. <i>Academy of Management Learning and Education</i>, 16(3), pp. 373-392."
"authors" => array:3 [
0 => array:3 [
"name" => "STRAUSS Karoline"
"bid" => "B00682978"
"slug" => "strauss-karoline"
]
1 => array:1 [
"name" => "RACKO G."
]
2 => array:1 [
"name" => "BURCHELL B."
]
]
"ouvrage" => ""
"keywords" => array:8 [
0 => "Economics education"
1 => "Management education"
2 => "Value change"
3 => "Peer influence"
4 => "Academic socialization"
5 => "Value socialization"
6 => "Normative impact of education"
7 => "Homo economicus"
]
"updatedAt" => "2021-09-24 10:33:27"
"publicationUrl" => "https://journals.aom.org/doi/10.5465/amle.2014.0280"
"publicationInfo" => array:3 [
"pages" => "373-392"
"volume" => "16"
"number" => "3"
]
"type" => array:2 [
"fr" => "Articles"
"en" => "Journal articles"
]
"support_type" => array:2 [
"fr" => "Revue scientifique"
"en" => "Scientific journal"
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => "In the light of corporate scandals and the recent financial crisis, there has been an increased interest in the impact of business education on the value orientations of graduates. We explore changes in power, hedonism, and self-direction values in a two-year longitudinal study of economics students (N=197) in a normatively homogeneous and two normatively heterogeneous economics programs. As expected, for students in a normatively homogeneous economics program, interaction with peers was linked with an increase in power and hedonism values, and a decrease in self-direction values."
"en" => "In the light of corporate scandals and the recent financial crisis, there has been an increased interest in the impact of business education on the value orientations of graduates. We explore changes in power, hedonism, and self-direction values in a two-year longitudinal study of economics students (N=197) in a normatively homogeneous and two normatively heterogeneous economics programs. As expected, for students in a normatively homogeneous economics program, interaction with peers was linked with an increase in power and hedonism values, and a decrease in self-direction values."
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-26T20:21:49.000Z"
]
+lang: "fr"
+"_type": "_doc"
+"_score": 5.5270987
+"parent": null
}
18 => Essec\Faculty\Model\Contribution {#2298
#_index: "academ_contributions"
#_id: "1210"
#_source: array:18 [
"id" => "1210"
"slug" => "fifty-shades-of-green-how-microfoundations-of-sustainability-dynamic-capabilities-vary-across-organizational-contexts"
"yearMonth" => "2017-11"
"year" => "2017"
"title" => "Fifty Shades of Green: How Microfoundations of Sustainability Dynamic Capabilities Vary Across Organizational Contexts"
"description" => "STRAUSS, K., LEPOUTRE, J. et WOOD, G. (2017). Fifty Shades of Green: How Microfoundations of Sustainability Dynamic Capabilities Vary Across Organizational Contexts. <i>Journal of Organizational Behavior</i>, 38(9), pp. 1338-1355."
"authors" => array:3 [
0 => array:3 [
"name" => "STRAUSS Karoline"
"bid" => "B00682978"
"slug" => "strauss-karoline"
]
1 => array:3 [
"name" => "LEPOUTRE Jan"
"bid" => "B00460491"
"slug" => "lepoutre-jan"
]
2 => array:1 [
"name" => "WOOD G."
]
]
"ouvrage" => ""
"keywords" => array:4 [
0 => "Employee green behavior"
1 => "Microfoundations"
2 => "Pro‐environmental behavior"
3 => "Sustainability"
]
"updatedAt" => "2021-09-24 10:33:27"
"publicationUrl" => "https://onlinelibrary.wiley.com/doi/abs/10.1002/job.2186"
"publicationInfo" => array:3 [
"pages" => "1338-1355"
"volume" => "38"
"number" => "9"
]
"type" => array:2 [
"fr" => "Articles"
"en" => "Journal articles"
]
"support_type" => array:2 [
"fr" => "Revue scientifique"
"en" => "Scientific journal"
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => "Because making progress on sustainability-related challenges will require organizational change for most organizations, understanding sustainability dynamic capabilities is of utmost importance. In this theoretical paper, we aim to identify the microfoundations of such sustainability dynamic capabilities on the one hand but, consistent with recent work in this research stream, we do so in a way that is sensitive to the dynamism of the organizational environment. We propose that the microfoundations of sustainability dynamic capabilities will take different forms in different contexts. We contrast moderately dynamic contexts characterized by frequent yet relatively predictable change with highly dynamic contexts in which changes are rapid and not predictable. Achieving sustainability in these different types of contexts poses different types of challenges, relies on different forms of employee behaviors, and is consequently enabled by different individual-level characteristics and different organizational practices and processes. Our paper calls for a more serious consideration of context in investigating how employees' behaviors can affect sustainability at the organizational level, and outlines the implications for organizational policy and practice. We explore directions for future interdisciplinary research on sustainability that focuses on individuals and their interactions while also taking the environment within which organizations operate into account."
"en" => "Because making progress on sustainability-related challenges will require organizational change for most organizations, understanding sustainability dynamic capabilities is of utmost importance. In this theoretical paper, we aim to identify the microfoundations of such sustainability dynamic capabilities on the one hand but, consistent with recent work in this research stream, we do so in a way that is sensitive to the dynamism of the organizational environment. We propose that the microfoundations of sustainability dynamic capabilities will take different forms in different contexts. We contrast moderately dynamic contexts characterized by frequent yet relatively predictable change with highly dynamic contexts in which changes are rapid and not predictable. Achieving sustainability in these different types of contexts poses different types of challenges, relies on different forms of employee behaviors, and is consequently enabled by different individual-level characteristics and different organizational practices and processes. Our paper calls for a more serious consideration of context in investigating how employees' behaviors can affect sustainability at the organizational level, and outlines the implications for organizational policy and practice. We explore directions for future interdisciplinary research on sustainability that focuses on individuals and their interactions while also taking the environment within which organizations operate into account."
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-26T20:21:49.000Z"
]
+lang: "fr"
+"_type": "_doc"
+"_score": 5.5270987
+"parent": null
}
19 => Essec\Faculty\Model\Contribution {#2299
#_index: "academ_contributions"
#_id: "12589"
#_source: array:18 [
"id" => "12589"
"slug" => "synergy-and-conflict-in-visions-of-the-future-a-network-based-approach-to-future-work-selves"
"yearMonth" => "2021-08"
"year" => "2021"
"title" => "Synergy and Conflict in Visions of the Future: A Network-Based Approach to Future Work Selves"
"description" => "STRAUSS, K., MELL, J., ANSEEL, F. et LOERMANS, A. (2021). Synergy and Conflict in Visions of the Future: A Network-Based Approach to Future Work Selves. Dans: <i>Proceedings of the 81st Annual Meeting of the Academy of Management (AOM 2021)</i>. Academy of Management, pp. https://doi.org/10.5465/AMBPP.2021.78."
"authors" => array:4 [
0 => array:3 [
"name" => "STRAUSS Karoline"
"bid" => "B00682978"
"slug" => "strauss-karoline"
]
1 => array:1 [
"name" => "MELL Julija"
]
2 => array:1 [
"name" => "ANSEEL Frederik"
]
3 => array:1 [
"name" => "LOERMANS Annemijn"
]
]
"ouvrage" => "Proceedings of the 81st Annual Meeting of the Academy of Management (AOM 2021)"
"keywords" => array:1 [
0 => "future work selves"
]
"updatedAt" => "2024-05-27 10:10:46"
"publicationUrl" => "https://doi.org/10.5465/AMBPP.2021.78"
"publicationInfo" => array:3 [
"pages" => "https://doi.org/10.5465/AMBPP.2021.78"
"volume" => "2021"
"number" => "1"
]
"type" => array:2 [
"fr" => "Actes d'une conférence"
"en" => "Conference Proceedings"
]
"support_type" => array:2 [
"fr" => "Editeur"
"en" => "Publisher"
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => "When thinking about their future career, not all individuals have a coherent vision of the desired future. Instead, some may imagine incompatible attributes for their future self and feel torn between them. We introduce the interconnectedness between future-oriented self-attributes as a previously overlooked quality of the way individuals think about their future by proposing a network-based approach to future work selves. We distinguish between future work self networks’ positive density, the proportion of mutually facilitative ties between the attributes they contain, and their negative density, the proportion of ties that indicate conflict between attributes. We developed a methodology to capture future work self networks and across a series of studies showed that positive and negative density of future work self networks are distinct from related concepts such as career aspirations and vocational identity, as well as from the elaboration of future work self narratives. Positive density of future work self networks was related to career adaptability in a sample of 120 MBA students, and predicted career adaptability and proactive career behavior in a lagged study of 141 online panel respondents. In a lagged study of 517 employees from 11 companies, vitality mediated the relationship between positive density and proactive career behavior, suggesting that a more efficient use of resources may be one of the benefits of dense networks. An internal meta-analysis provided support for the positive relationship of positive density with career adaptability and proactive career behavior, and the negative relationship of negative density with proactive career behavior."
"en" => "When thinking about their future career, not all individuals have a coherent vision of the desired future. Instead, some may imagine incompatible attributes for their future self and feel torn between them. We introduce the interconnectedness between future-oriented self-attributes as a previously overlooked quality of the way individuals think about their future by proposing a network-based approach to future work selves. We distinguish between future work self networks’ positive density, the proportion of mutually facilitative ties between the attributes they contain, and their negative density, the proportion of ties that indicate conflict between attributes. We developed a methodology to capture future work self networks and across a series of studies showed that positive and negative density of future work self networks are distinct from related concepts such as career aspirations and vocational identity, as well as from the elaboration of future work self narratives. Positive density of future work self networks was related to career adaptability in a sample of 120 MBA students, and predicted career adaptability and proactive career behavior in a lagged study of 141 online panel respondents. In a lagged study of 517 employees from 11 companies, vitality mediated the relationship between positive density and proactive career behavior, suggesting that a more efficient use of resources may be one of the benefits of dense networks. An internal meta-analysis provided support for the positive relationship of positive density with career adaptability and proactive career behavior, and the negative relationship of negative density with proactive career behavior."
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-26T20:21:49.000Z"
]
+lang: "fr"
+"_type": "_doc"
+"_score": 5.5270987
+"parent": null
}
20 => Essec\Faculty\Model\Contribution {#2300
#_index: "academ_contributions"
#_id: "12894"
#_source: array:18 [
"id" => "12894"
"slug" => "creating-meaning-by-taking-initiative-proactive-work-behavior-fosters-work-meaningfulness"
"yearMonth" => "2023-04"
"year" => "2023"
"title" => "Creating meaning by taking initiative: Proactive work behavior fosters work meaningfulness"
"description" => "FAY, D., STRAUSS, K., SCHWAKE, C. et URBACH, T. (2023). Creating meaning by taking initiative: Proactive work behavior fosters work meaningfulness. <i>Applied Psychology: An International Review</i>, 72(2), pp. 506-534."
"authors" => array:4 [
0 => array:3 [
"name" => "STRAUSS Karoline"
"bid" => "B00682978"
"slug" => "strauss-karoline"
]
1 => array:1 [
"name" => "FAY Doris"
]
2 => array:1 [
"name" => "SCHWAKE Christopher"
]
3 => array:1 [
"name" => "URBACH Tina"
]
]
"ouvrage" => ""
"keywords" => array:4 [
0 => "diary study"
1 => "proactive work behavior"
2 => "unpredictability offuture"
3 => "work meaningfulness"
]
"updatedAt" => "2024-10-31 13:51:19"
"publicationUrl" => "https://iaap-journals.onlinelibrary.wiley.com/doi/10.1111/apps.12385"
"publicationInfo" => array:3 [
"pages" => "506-534"
"volume" => "72"
"number" => "2"
]
"type" => array:2 [
"fr" => "Articles"
"en" => "Journal articles"
]
"support_type" => array:2 [
"fr" => "Revue scientifique"
"en" => "Scientific journal"
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => "We argue that proactive work behavior's future orientation allows individuals to establish a connection with the future and thus to experience their work as meaningful. We further expect that this effect is enhanced when individuals are faced with an unpredictability of the future in their core job."
"en" => "We argue that proactive work behavior's future orientation allows individuals to establish a connection with the future and thus to experience their work as meaningful. We further expect that this effect is enhanced when individuals are faced with an unpredictability of the future in their core job."
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-26T20:21:49.000Z"
]
+lang: "fr"
+"_type": "_doc"
+"_score": 5.5270987
+"parent": null
}
21 => Essec\Faculty\Model\Contribution {#2301
#_index: "academ_contributions"
#_id: "12895"
#_source: array:18 [
"id" => "12895"
"slug" => "cultural-variations-in-whether-why-how-and-at-what-cost-people-are-proactive-a-followership-perspective"
"yearMonth" => "2021-02"
"year" => "2021"
"title" => "Cultural variations in whether, why, how, and at what cost people are proactive: A followership perspective"
"description" => "URBACH, T., DEN HARTOG, D.N., FAY, D., PARKER, S.K. et STRAUSS, K. (2021). Cultural variations in whether, why, how, and at what cost people are proactive: A followership perspective. <i>Organizational Psychology Review</i>, 11(1), pp. 3-34."
"authors" => array:5 [
0 => array:3 [
"name" => "STRAUSS Karoline"
"bid" => "B00682978"
"slug" => "strauss-karoline"
]
1 => array:1 [
"name" => "URBACH Tina"
]
2 => array:1 [
"name" => "DEN HARTOG Deanne N."
]
3 => array:1 [
"name" => "FAY Doris"
]
4 => array:1 [
"name" => "PARKER Sharon K."
]
]
"ouvrage" => ""
"keywords" => array:4 [
0 => "proactive work behavior"
1 => "cross-cultural research"
2 => "cultural differences"
3 => "implicit followership theory"
]
"updatedAt" => "2024-10-31 13:51:19"
"publicationUrl" => "https://journals.sagepub.com/doi/full/10.1177/2041386620960526"
"publicationInfo" => array:3 [
"pages" => "3-34"
"volume" => "11"
"number" => "1"
]
"type" => array:2 [
"fr" => "Articles"
"en" => "Journal articles"
]
"support_type" => array:2 [
"fr" => "Revue scientifique"
"en" => "Scientific journal"
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => "The objective of this conceptual article is to illustrate how differences in societal culture may affect employees’ proactive work behaviors (PWBs) and to develop a research agenda to guide future research on cross-cultural differences in PWBs. We propose that the societal cultural dimensions of power distance, individualism–collectivism, future orientation, and uncertainty avoidance shape individuals’ implicit followership theories (IFTs). We discuss how these cross-cultural differences in individuals’ IFTs relate to differences in the mean-level of PWB individuals show (whether), in the motivational states driving individuals’ PWBs (why), in the way individuals’ enact PWBs (how), and in the evaluation of PWBs by others (at what cost). We recommend how future research can extend this theorizing and unpack the proposed cross-cultural differences in PWBs, for example, by exploring how culture and other contextual variables interact to affect PWBs."
"en" => "The objective of this conceptual article is to illustrate how differences in societal culture may affect employees’ proactive work behaviors (PWBs) and to develop a research agenda to guide future research on cross-cultural differences in PWBs. We propose that the societal cultural dimensions of power distance, individualism–collectivism, future orientation, and uncertainty avoidance shape individuals’ implicit followership theories (IFTs). We discuss how these cross-cultural differences in individuals’ IFTs relate to differences in the mean-level of PWB individuals show (whether), in the motivational states driving individuals’ PWBs (why), in the way individuals’ enact PWBs (how), and in the evaluation of PWBs by others (at what cost). We recommend how future research can extend this theorizing and unpack the proposed cross-cultural differences in PWBs, for example, by exploring how culture and other contextual variables interact to affect PWBs."
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-26T20:21:49.000Z"
]
+lang: "fr"
+"_type": "_doc"
+"_score": 5.5270987
+"parent": null
}
22 => Essec\Faculty\Model\Contribution {#2302
#_index: "academ_contributions"
#_id: "12896"
#_source: array:18 [
"id" => "12896"
"slug" => "future-work-selves-in-academia"
"yearMonth" => "2021-01"
"year" => "2021"
"title" => "Future work selves in academia"
"description" => "STRAUSS, K. (2021). Future work selves in academia. Dans: Tomislav Hernaus, Matej Černe eds. <i>Becoming an Organizational Scholar</i>. 1 ed. Cheltenham, UK: Edward Elgar Publishing Ltd, pp. 95-108."
"authors" => array:1 [
0 => array:3 [
"name" => "STRAUSS Karoline"
"bid" => "B00682978"
"slug" => "strauss-karoline"
]
]
"ouvrage" => "Becoming an Organizational Scholar"
"keywords" => []
"updatedAt" => "2023-09-22 16:57:38"
"publicationUrl" => "https://doi.org/10.4337/9781839102073.00016"
"publicationInfo" => array:3 [
"pages" => "95-108"
"volume" => ""
"number" => "8"
]
"type" => array:2 [
"fr" => "Chapitres"
"en" => "Book chapters"
]
"support_type" => array:2 [
"fr" => "Editeur"
"en" => "Publisher"
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => "Drawing on the author’s experiences as well as her research program, this chapter explores the tension between having a clear future work self, a vision of one’s hopes and aspirations in relation to work, and confronting a reality that likely involves setbacks, failures, and self-doubt. The author explores how our future work selves are shaped, questioned, abandoned, and reinvented throughout our academic careers, and how despite a changing landscape in academia they may provide a sense of purpose and direction. Finally, the chapter explores the impact scholars in turn have on others’ future work selves as they advance into senior positions."
"en" => "Drawing on the author’s experiences as well as her research program, this chapter explores the tension between having a clear future work self, a vision of one’s hopes and aspirations in relation to work, and confronting a reality that likely involves setbacks, failures, and self-doubt. The author explores how our future work selves are shaped, questioned, abandoned, and reinvented throughout our academic careers, and how despite a changing landscape in academia they may provide a sense of purpose and direction. Finally, the chapter explores the impact scholars in turn have on others’ future work selves as they advance into senior positions."
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-26T20:21:49.000Z"
]
+lang: "fr"
+"_type": "_doc"
+"_score": 5.5270987
+"parent": null
}
23 => Essec\Faculty\Model\Contribution {#2303
#_index: "academ_contributions"
#_id: "13412"
#_source: array:18 [
"id" => "13412"
"slug" => "voicing-for-safety-in-the-workplace-a-proactive-goal-regulation-perspective"
"yearMonth" => "2020-11"
"year" => "2020"
"title" => "Voicing for safety in the workplace: A proactive goal-regulation perspective"
"description" => "CURCURUTO, M., STRAUSS, K., AXTELL, C. et GRIFFIN, M.A. (2020). Voicing for safety in the workplace: A proactive goal-regulation perspective. <i>Safety Science</i>, 131, pp. 104902."
"authors" => array:4 [
0 => array:3 [
"name" => "STRAUSS Karoline"
"bid" => "B00682978"
"slug" => "strauss-karoline"
]
1 => array:1 [
"name" => "CURCURUTO Matteo"
]
2 => array:1 [
"name" => "AXTELL Carolyn"
]
3 => array:1 [
"name" => "GRIFFIN Mark A."
]
]
"ouvrage" => ""
"keywords" => array:6 [
0 => "Safety voice"
1 => "Goal-regulation"
2 => "Risk anticipation"
3 => "Job control"
4 => "Organizational support"
5 => "Proactivity"
]
"updatedAt" => "2023-02-02 16:04:46"
"publicationUrl" => "https://doi.org/10.1016/j.ssci.2020.104902"
"publicationInfo" => array:3 [
"pages" => "104902"
"volume" => "131"
"number" => ""
]
"type" => array:2 [
"fr" => "Articles"
"en" => "Journal articles"
]
"support_type" => array:2 [
"fr" => "Revue scientifique"
"en" => "Scientific journal"
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => "Safety voice refers to proactive communication actions that aim to improve safety by identifying current limitations and possibilities to create a safer workplace. This entails individuals to identify hazards and dangerous ways of working in advance, and provide constructive suggestions to generate a positive change. Drawing on goal regulation literature, we aim to investigate safety voice as a part of a dual safety-specific proactivity process: a goal generation phase characterised by mental simulation and anticipation of risks (namely ‘safety envisioning’), and a goal striving stage which involves acting aimed at enhancing safety (here represented by ‘safety voice’). Study 1a provides support to the distinction between these two phases in a large sample of laboratory supervisors (N = 233). Study 1b showed the predictive validity of safety envisioning on safety voice (N = 71 managers). Study 2 evidenced the effects of organizational antecedents (perceived job control; supervisor and coworker support) on goal safety envisioning in a large sample of chemical workers from Central Europe (N = 157). Our paper adds an emergent stream of research by applying a goal-regulatory perspective in occupational safety."
"en" => "Safety voice refers to proactive communication actions that aim to improve safety by identifying current limitations and possibilities to create a safer workplace. This entails individuals to identify hazards and dangerous ways of working in advance, and provide constructive suggestions to generate a positive change. Drawing on goal regulation literature, we aim to investigate safety voice as a part of a dual safety-specific proactivity process: a goal generation phase characterised by mental simulation and anticipation of risks (namely ‘safety envisioning’), and a goal striving stage which involves acting aimed at enhancing safety (here represented by ‘safety voice’). Study 1a provides support to the distinction between these two phases in a large sample of laboratory supervisors (N = 233). Study 1b showed the predictive validity of safety envisioning on safety voice (N = 71 managers). Study 2 evidenced the effects of organizational antecedents (perceived job control; supervisor and coworker support) on goal safety envisioning in a large sample of chemical workers from Central Europe (N = 157). Our paper adds an emergent stream of research by applying a goal-regulatory perspective in occupational safety."
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-26T20:21:49.000Z"
]
+lang: "fr"
+"_type": "_doc"
+"_score": 5.5270987
+"parent": null
}
24 => Essec\Faculty\Model\Contribution {#2304
#_index: "academ_contributions"
#_id: "14239"
#_source: array:18 [
"id" => "14239"
"slug" => "when-who-i-am-is-under-threat-measures-of-threat-to-identity-value-meanings-and-enactment"
"yearMonth" => "2023-12"
"year" => "2023"
"title" => "When "who I am" is under threat: Measures of threat to identity value, meanings, and enactment"
"description" => "GEORGE, M., STRAUSS, K., MELL, J. et VOUGH, H. (2023). When "who I am" is under threat: Measures of threat to identity value, meanings, and enactment. <i>Journal of Applied Psychology</i>, 108(12), pp. 1952-1978."
"authors" => array:4 [
0 => array:3 [
"name" => "STRAUSS Karoline"
"bid" => "B00682978"
"slug" => "strauss-karoline"
]
1 => array:1 [
"name" => "GEORGE Mailys"
]
2 => array:1 [
"name" => "MELL Julija"
]
3 => array:1 [
"name" => "VOUGH Heather"
]
]
"ouvrage" => ""
"keywords" => array:4 [
0 => "identity threat"
1 => "measurement"
2 => "scale"
3 => "validity"
]
"updatedAt" => "2024-10-31 13:51:19"
"publicationUrl" => "https://pubmed.ncbi.nlm.nih.gov/37498710/"
"publicationInfo" => array:3 [
"pages" => "1952-1978"
"volume" => "108"
"number" => "12"
]
"type" => array:2 [
"fr" => "Articles"
"en" => "Journal articles"
]
"support_type" => array:2 [
"fr" => "Revue scientifique"
"en" => "Scientific journal"
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => "Although scholars across fields have studied threats to individuals' identities for their impact and ubiquity, the absence of standard scales has hindered the advancement of this research. Due to the lack of identity threat measures, the myriad existing propositions and models remain untested which may generate skepticism of the field. In the comparatively rare instances where deductive models have been tested, studies often suffer from methodological shortcomings related to the absence of a standard measure (e.g., the use of scales that tap into adjacent constructs) or an assumption of unidimensionality, despite recognition that identity threat can take various forms. Such shortcomings can yield inaccurate conclusions and threaten content validity. In response to these issues, we followed recommended steps to develop three measures capturing threats to identity value, meanings, and enactment. We rigorously validated these measures across different contexts: threats to teachers' work-related identity, to pregnant women's leader identity, and to organizational members' lesbian, gay, bisexual, transgender, queer or questioning identities. Our results provide evidence of the psychometric validity of the three measures and their applicability to different types of identities individuals hold. Using our measures, scholars will be able to further explore identity threat triggers and outcomes, the mechanisms underlying the effects of the three different types of threat on outcomes, and temporal dynamics. Researchers can also use our measures in designing interventions. Ultimately, this will allow management and applied psychology scholars to develop better guidance for organizations and employees dealing with the commonplace, yet difficult experience of identity threat. (PsycInfo Database Record (c) 2023 APA, all rights reserved)."
"en" => "Although scholars across fields have studied threats to individuals' identities for their impact and ubiquity, the absence of standard scales has hindered the advancement of this research. Due to the lack of identity threat measures, the myriad existing propositions and models remain untested which may generate skepticism of the field. In the comparatively rare instances where deductive models have been tested, studies often suffer from methodological shortcomings related to the absence of a standard measure (e.g., the use of scales that tap into adjacent constructs) or an assumption of unidimensionality, despite recognition that identity threat can take various forms. Such shortcomings can yield inaccurate conclusions and threaten content validity. In response to these issues, we followed recommended steps to develop three measures capturing threats to identity value, meanings, and enactment. We rigorously validated these measures across different contexts: threats to teachers' work-related identity, to pregnant women's leader identity, and to organizational members' lesbian, gay, bisexual, transgender, queer or questioning identities. Our results provide evidence of the psychometric validity of the three measures and their applicability to different types of identities individuals hold. Using our measures, scholars will be able to further explore identity threat triggers and outcomes, the mechanisms underlying the effects of the three different types of threat on outcomes, and temporal dynamics. Researchers can also use our measures in designing interventions. Ultimately, this will allow management and applied psychology scholars to develop better guidance for organizations and employees dealing with the commonplace, yet difficult experience of identity threat. (PsycInfo Database Record (c) 2023 APA, all rights reserved)."
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-26T20:21:49.000Z"
]
+lang: "fr"
+"_type": "_doc"
+"_score": 5.5270987
+"parent": null
}
25 => Essec\Faculty\Model\Contribution {#2305
#_index: "academ_contributions"
#_id: "14562"
#_source: array:18 [
"id" => "14562"
"slug" => "death-by-a-thousand-paper-cuts-how-subtle-workplace-discrimination-can-undermine-our-sense-of-self"
"yearMonth" => "2023-10"
"year" => "2023"
"title" => "Death by a Thousand Paper Cuts: How Subtle Workplace Discrimination Can Undermine Our Sense of Self"
"description" => "STRAUSS, K. (2023). Death by a Thousand Paper Cuts: How Subtle Workplace Discrimination Can Undermine Our Sense of Self. <i>ESSEC Knowledge</i>."
"authors" => array:1 [
0 => array:3 [
"name" => "STRAUSS Karoline"
"bid" => "B00682978"
"slug" => "strauss-karoline"
]
]
"ouvrage" => ""
"keywords" => []
"updatedAt" => "2024-10-31 13:51:19"
"publicationUrl" => "https://knowledge.essec.edu/en/society/workplace-discrimination-identity-threat.html"
"publicationInfo" => array:3 [
"pages" => null
"volume" => null
"number" => null
]
"type" => array:2 [
"fr" => "Articles ou vidéos de vulgarisation"
"en" => "Press article, video or other popular media"
]
"support_type" => array:2 [
"fr" => "Presse"
"en" => "Press"
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => "Diversity and inclusion are global priorities, and there’s evidence that authenticity at work can impact well-being: this points to the importance of a workplace where employees feel welcome and comfortable being themselves. To make this happen, this points to the importance of a workplace where employees feel welcome and comfortable being themselves. To make this happen, we need to have a better grasp of what happens when “who we are” is called into question. Researchers call this experience “identity threat”. Identity threat can result from discrimination at work or certain types of organizational culture, and it can lead to burnout and turnover."
"en" => "Diversity and inclusion are global priorities, and there’s evidence that authenticity at work can impact well-being: this points to the importance of a workplace where employees feel welcome and comfortable being themselves. To make this happen, this points to the importance of a workplace where employees feel welcome and comfortable being themselves. To make this happen, we need to have a better grasp of what happens when “who we are” is called into question. Researchers call this experience “identity threat”. Identity threat can result from discrimination at work or certain types of organizational culture, and it can lead to burnout and turnover."
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-26T20:21:49.000Z"
]
+lang: "fr"
+"_type": "_doc"
+"_score": 5.5270987
+"parent": null
}
26 => Essec\Faculty\Model\Contribution {#2306
#_index: "academ_contributions"
#_id: "14638"
#_source: array:18 [
"id" => "14638"
"slug" => "how-entrepreneurs-influence-their-employees-job-satisfaction-the-double-edged-sword-of-proactive-personality"
"yearMonth" => "2024-03"
"year" => "2024"
"title" => "How entrepreneurs influence their employees’ job satisfaction: The double-edged sword of proactive personality"
"description" => "STEPHAN, U., STRAUSS, K., GORGIEVSKI, M.J. et WACH, D. (2024). How entrepreneurs influence their employees’ job satisfaction: The double-edged sword of proactive personality. <i>Journal of Business Research</i>, 74, pp. 114492."
"authors" => array:4 [
0 => array:3 [
"name" => "STRAUSS Karoline"
"bid" => "B00682978"
"slug" => "strauss-karoline"
]
1 => array:1 [
"name" => "STEPHAN Ute"
]
2 => array:1 [
"name" => "GORGIEVSKI Marjan J"
]
3 => array:1 [
"name" => "WACH Dominika"
]
]
"ouvrage" => ""
"keywords" => array:8 [
0 => "Proactive personality"
1 => "Personal initiative"
2 => "Entrepreneurship"
3 => "Job design"
4 => "Job satisfaction"
5 => "Job characteristics"
6 => "Wellbeing"
7 => "Mental health"
]
"updatedAt" => "2024-10-31 13:51:19"
"publicationUrl" => "https://authors.elsevier.com/sd/article/S0148-2963(23)00851-2"
"publicationInfo" => array:3 [
"pages" => "114492"
"volume" => "74"
"number" => null
]
"type" => array:2 [
"fr" => "Articles"
"en" => "Journal articles"
]
"support_type" => array:2 [
"fr" => "Revue scientifique"
"en" => "Scientific journal"
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => "This paper aims to enhance our understanding of work and wellbeing in the entrepreneurial society. We integrate research on proactive personality (PP) and job design to explore how entrepreneurs’ PP impacts their employees’ job satisfaction by shaping employee job design in a multi-source multilevel study of 43 entrepreneurs/firms and 511 of their employees. In contexts of firm instability, entrepreneurs’ PP was negatively associated with employee job satisfaction due to higher employee job demands. In stable firms, PP related positively to employee job satisfaction due to higher employee job control and social support. We replicate these findings for mental health as a broader indicator of employee wellbeing. Our study extends research on entrepreneur PP by considering its effect on employees. It advances understanding of the bright and dark sides of PP for others in the organization, and contributes new insights on the origins of job design and the quality of work in entrepreneur-led firms."
"en" => "This paper aims to enhance our understanding of work and wellbeing in the entrepreneurial society. We integrate research on proactive personality (PP) and job design to explore how entrepreneurs’ PP impacts their employees’ job satisfaction by shaping employee job design in a multi-source multilevel study of 43 entrepreneurs/firms and 511 of their employees. In contexts of firm instability, entrepreneurs’ PP was negatively associated with employee job satisfaction due to higher employee job demands. In stable firms, PP related positively to employee job satisfaction due to higher employee job control and social support. We replicate these findings for mental health as a broader indicator of employee wellbeing. Our study extends research on entrepreneur PP by considering its effect on employees. It advances understanding of the bright and dark sides of PP for others in the organization, and contributes new insights on the origins of job design and the quality of work in entrepreneur-led firms."
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-26T20:21:49.000Z"
]
+lang: "fr"
+"_type": "_doc"
+"_score": 5.5270987
+"parent": null
}
27 => Essec\Faculty\Model\Contribution {#2307
#_index: "academ_contributions"
#_id: "14811"
#_source: array:18 [
"id" => "14811"
"slug" => "the-cognitive-cost-of-going-the-extra-mile-how-striving-for-improvement-relates-to-cognitive-performance"
"yearMonth" => "2024-05"
"year" => "2024"
"title" => "The cognitive cost of going the extra mile: How striving for improvement relates to cognitive performance."
"description" => "EL MANSOURI, M., STRAUSS, K., FAY, D. et SMITH, J. (2024). The cognitive cost of going the extra mile: How striving for improvement relates to cognitive performance. <i>Journal of Applied Psychology</i>, In press, pp. https://doi.org/10.1037/apl0001199."
"authors" => array:4 [
0 => array:3 [
"name" => "STRAUSS Karoline"
"bid" => "B00682978"
"slug" => "strauss-karoline"
]
1 => array:1 [
"name" => "El Mansouri Mouna"
]
2 => array:1 [
"name" => "Fay Doris"
]
3 => array:1 [
"name" => "Smith Julia"
]
]
"ouvrage" => ""
"keywords" => array:5 [
0 => "task proactivity"
1 => "mental fatigue"
2 => "cognitive performance"
3 => "routines"
4 => "daily diary study"
]
"updatedAt" => "2024-10-31 13:51:19"
"publicationUrl" => "https://doi.org/10.1037/apl0001199"
"publicationInfo" => array:3 [
"pages" => "https://doi.org/10.1037/apl0001199"
"volume" => "In press"
"number" => null
]
"type" => array:2 [
"fr" => "Articles"
"en" => "Journal articles"
]
"support_type" => array:2 [
"fr" => "Revue scientifique"
"en" => "Scientific journal"
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => "Organizations are increasingly expecting individuals to engage in task proactivity, that is, to find better ways of doing their job. While prior research has demonstrated the benefits of task proactivity, little is known about its cognitive costs. To investigate this issue, we build theory on how task proactivity affects end-of-day cognitive performance. We propose that task proactivity involves deviating from established ways of working and engaging in cognitively demanding activities requiring high levels of mental effort, which manifest as an erosion of end-of-day cognitive performance. In two daily diary studies, we found that individuals engaging in task proactivity experience lower end-of-day cognitive performance (Study 1 over five consecutive workdays: n = 163, k = 701; Study 2 with multiple daily assessments over seven consecutive workdays: n = 93, k = 471), even when controlling for task performance (Study 1) and beginning-of-day cognitive performance (Study 2). In two experiments, we then show that simulating task proactivity results in greater mental effort and lower routineness but not in greater ego depletion (Study 3: N = 318 and Study 4: N = 319) or increased self-control demands, -effort, or -motivation (Study 4). This provides support for our proposed cognitive pathway. Our findings enhance our understanding of the cognitively demanding nature of task proactivity and provide empirical support for its cognitive costs using a mental fatigue lens. They also suggest that the impact of a cognitively demanding activity like task proactivity may persist throughout the day and carry over to other tasks involving cognitive performance."
"en" => "Organizations are increasingly expecting individuals to engage in task proactivity, that is, to find better ways of doing their job. While prior research has demonstrated the benefits of task proactivity, little is known about its cognitive costs. To investigate this issue, we build theory on how task proactivity affects end-of-day cognitive performance. We propose that task proactivity involves deviating from established ways of working and engaging in cognitively demanding activities requiring high levels of mental effort, which manifest as an erosion of end-of-day cognitive performance. In two daily diary studies, we found that individuals engaging in task proactivity experience lower end-of-day cognitive performance (Study 1 over five consecutive workdays: n = 163, k = 701; Study 2 with multiple daily assessments over seven consecutive workdays: n = 93, k = 471), even when controlling for task performance (Study 1) and beginning-of-day cognitive performance (Study 2). In two experiments, we then show that simulating task proactivity results in greater mental effort and lower routineness but not in greater ego depletion (Study 3: N = 318 and Study 4: N = 319) or increased self-control demands, -effort, or -motivation (Study 4). This provides support for our proposed cognitive pathway. Our findings enhance our understanding of the cognitively demanding nature of task proactivity and provide empirical support for its cognitive costs using a mental fatigue lens. They also suggest that the impact of a cognitively demanding activity like task proactivity may persist throughout the day and carry over to other tasks involving cognitive performance."
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-26T20:21:49.000Z"
]
+lang: "fr"
+"_type": "_doc"
+"_score": 5.5270987
+"parent": null
}
28 => Essec\Faculty\Model\Contribution {#2308
#_index: "academ_contributions"
#_id: "15194"
#_source: array:18 [
"id" => "15194"
"slug" => "how-future-work-self-salience-shapes-the-effects-of-interacting-with-artificial-intelligence"
"yearMonth" => "2024-12"
"year" => "2024"
"title" => "How future work self salience shapes the effects of interacting with artificial intelligence"
"description" => "VOIGT, J. et STRAUSS, K. (2024). How future work self salience shapes the effects of interacting with artificial intelligence. <i>Journal of Vocational Behavior</i>, 155, pp. 104054."
"authors" => array:2 [
0 => array:3 [
"name" => "STRAUSS Karoline"
"bid" => "B00682978"
"slug" => "strauss-karoline"
]
1 => array:1 [
"name" => "Voigt Julian"
]
]
"ouvrage" => ""
"keywords" => array:3 [
0 => "Artificial intelligence"
1 => "Future work selves"
2 => "Proactive career behavior"
]
"updatedAt" => "2024-10-31 13:51:19"
"publicationUrl" => "https://doi.org/10.1016/j.jvb.2024.104054"
"publicationInfo" => array:3 [
"pages" => "104054"
"volume" => "155"
"number" => null
]
"type" => array:2 [
"fr" => "Articles"
"en" => "Journal articles"
]
"support_type" => array:2 [
"fr" => "Revue scientifique"
"en" => "Scientific journal"
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => "The rapid rise of artificial intelligence (AI) is transforming the world of work, leaving individuals wondering what AI means for the future of their career. The current research investigates the moderating role of future work self salience (FWSS) on the effect of interacting with AI on perceived control over one's future work self and proactive career behavior. In a first longitudinal experiment with full-time employees in the UK (N = 174), participants interacting with AI to solve a task (compared to a control group) experienced increased perceived control over their future work self when FWSS was high, in contrast to those with low FWSS. We replicated this pattern in a second longitudinal study with German business students (N = 208). Building on these findings, a third longitudinal experiment with German full-time employees (N = 155) extended the model by demonstrating a moderated mediation: for individuals with high FWSS, AI interaction increased perceived control over the future work self and thus promoted proactive career behavior. In contrast, perceived control and proactive career behavior decreased for those with low FWSS. This research demonstrates the potential impact of AI interactions on work-related outcomes, offering critical insights for both theory and practice."
"en" => "The rapid rise of artificial intelligence (AI) is transforming the world of work, leaving individuals wondering what AI means for the future of their career. The current research investigates the moderating role of future work self salience (FWSS) on the effect of interacting with AI on perceived control over one's future work self and proactive career behavior. In a first longitudinal experiment with full-time employees in the UK (N = 174), participants interacting with AI to solve a task (compared to a control group) experienced increased perceived control over their future work self when FWSS was high, in contrast to those with low FWSS. We replicated this pattern in a second longitudinal study with German business students (N = 208). Building on these findings, a third longitudinal experiment with German full-time employees (N = 155) extended the model by demonstrating a moderated mediation: for individuals with high FWSS, AI interaction increased perceived control over the future work self and thus promoted proactive career behavior. In contrast, perceived control and proactive career behavior decreased for those with low FWSS. This research demonstrates the potential impact of AI interactions on work-related outcomes, offering critical insights for both theory and practice."
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-26T20:21:49.000Z"
]
+lang: "fr"
+"_type": "_doc"
+"_score": 5.5270987
+"parent": null
}
29 => Essec\Faculty\Model\Contribution {#2309
#_index: "academ_contributions"
#_id: "9421"
#_source: array:18 [
"id" => "9421"
"slug" => "coherence-and-plurality-in-visions-of-the-future-a-network-based-approach-to-future-work-selves"
"yearMonth" => "2020-02"
"year" => "2020"
"title" => "Coherence and Plurality in Visions of the Future: A Network-Based Approach to Future Work Selves"
"description" => "STRAUSS, K., LOERMANS, A., MELL, J. et ANSEEL, F. (2020). Coherence and Plurality in Visions of the Future: A Network-Based Approach to Future Work Selves. Dans: 2020 Academy of Management Careers Division Community Conference - Careers in Context: Theorizing in and about Turbulent Times."
"authors" => array:4 [
0 => array:3 [
"name" => "STRAUSS Karoline"
"bid" => "B00682978"
"slug" => "strauss-karoline"
]
1 => array:1 [
"name" => "LOERMANS A."
]
2 => array:1 [
"name" => "MELL Julija"
]
3 => array:1 [
"name" => "ANSEEL F."
]
]
"ouvrage" => "2020 Academy of Management Careers Division Community Conference - Careers in Context: Theorizing in and about Turbulent Times"
"keywords" => []
"updatedAt" => "2021-09-24 10:33:27"
"publicationUrl" => null
"publicationInfo" => array:3 [
"pages" => null
"volume" => null
"number" => null
]
"type" => array:2 [
"fr" => "Communications dans une conférence"
"en" => "Presentations at an Academic or Professional conference"
]
"support_type" => array:2 [
"fr" => null
"en" => null
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => null
"en" => null
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-26T20:21:49.000Z"
]
+lang: "fr"
+"_type": "_doc"
+"_score": 5.5270987
+"parent": null
}
30 => Essec\Faculty\Model\Contribution {#2310
#_index: "academ_contributions"
#_id: "10353"
#_source: array:18 [
"id" => "10353"
"slug" => "proactivity-directed-toward-the-team-and-organization-the-role-of-leadership-commitment-and-role-breadth-self-efficacy"
"yearMonth" => "2009-09"
"year" => "2009"
"title" => "Proactivity directed toward the team and organization: The role of leadership, commitment, and role-breadth self-efficacy"
"description" => "STRAUSS, K., GRIFFIN, M.A. et RAFFERTY, A.E. (2009). Proactivity directed toward the team and organization: The role of leadership, commitment, and role-breadth self-efficacy. <i>British Journal of Management</i>, 20(3), pp. 279-291."
"authors" => array:3 [
0 => array:3 [
"name" => "STRAUSS Karoline"
"bid" => "B00682978"
"slug" => "strauss-karoline"
]
1 => array:1 [
"name" => "GRIFFIN M. A."
]
2 => array:1 [
"name" => "RAFFERTY A. E."
]
]
"ouvrage" => ""
"keywords" => []
"updatedAt" => "2021-07-13 14:31:32"
"publicationUrl" => "http://onlinelibrary.wiley.com/doi/10.1111/j.1467-8551.2008.00590.x/abstract"
"publicationInfo" => array:3 [
"pages" => "279-291"
"volume" => "20"
"number" => "3"
]
"type" => array:2 [
"fr" => "Articles"
"en" => "Journal articles"
]
"support_type" => array:2 [
"fr" => "Revue scientifique"
"en" => "Scientific journal"
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => null
"en" => null
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-26T20:21:49.000Z"
]
+lang: "fr"
+"_type": "_doc"
+"_score": 5.5270987
+"parent": null
}
31 => Essec\Faculty\Model\Contribution {#2311
#_index: "academ_contributions"
#_id: "10395"
#_source: array:18 [
"id" => "10395"
"slug" => "making-things-happen-a-model-of-proactive-motivation-journal-of-management"
"yearMonth" => "2010-04"
"year" => "2010"
"title" => "Making things happen: A model of proactive motivation. Journal of Management"
"description" => "PARKER, S.K., BINDL, U.K. et STRAUSS, K. (2010). Making things happen: A model of proactive motivation. Journal of Management. <i>Journal of Management</i>, 36(4), pp. 827-856."
"authors" => array:3 [
0 => array:3 [
"name" => "STRAUSS Karoline"
"bid" => "B00682978"
"slug" => "strauss-karoline"
]
1 => array:1 [
"name" => "PARKER S. K."
]
2 => array:1 [
"name" => "BINDL U. K."
]
]
"ouvrage" => ""
"keywords" => []
"updatedAt" => "2021-07-13 14:31:34"
"publicationUrl" => "https://www.researchgate.net/publication/211392436_Making_Things_Happen_A_Model_of_Proactive_Motivation"
"publicationInfo" => array:3 [
"pages" => "827-856"
"volume" => "36"
"number" => "4"
]
"type" => array:2 [
"fr" => "Articles"
"en" => "Journal articles"
]
"support_type" => array:2 [
"fr" => "Revue scientifique"
"en" => "Scientific journal"
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => "Being proactive is about making things happen, anticipating and preventing problems, and seizing opportunities. It involves self-initiated efforts to bring about change in the work environment and/or oneself to achieve a different future. The authors develop existing perspectives on this topic by identifying proactivity as a goal-driven process involving both the setting of a proactive goal (proactive goal generation) and striving to achieve that proactive goal (proactive goal striving). The authors identify a range of proactive goals that individuals can pursue in organizations. These vary on two dimensions: the future they aim to bring about (achieving a better personal fit within one's work environment, improving the organization's internal functioning, or enhancing the organization's strategic fit with its environment) and whether the self or situation is being changed. The authors then identify "can do," "reason to," and "energized to" motivational states that prompt proactive goal generation and sustain goal striving. Can do motivation arises from perceptions of self-efficacy, control, and (low) cost. Reason to motivation relates to why someone is proactive, including reasons flowing from intrinsic, integrated, and identified motivation. Energized to motivation refers to activated positive affective states that prompt proactive goal processes. The authors suggest more distal antecedents, including individual differences (e.g., personality, values, knowledge and ability) as well as contextual variations in leadership, work design, and interpersonal climate, that influence the proactive motivational states and thereby boost or inhibit proactive goal processes. Finally, the authors summarize priorities for future research."
"en" => "Being proactive is about making things happen, anticipating and preventing problems, and seizing opportunities. It involves self-initiated efforts to bring about change in the work environment and/or oneself to achieve a different future. The authors develop existing perspectives on this topic by identifying proactivity as a goal-driven process involving both the setting of a proactive goal (proactive goal generation) and striving to achieve that proactive goal (proactive goal striving). The authors identify a range of proactive goals that individuals can pursue in organizations. These vary on two dimensions: the future they aim to bring about (achieving a better personal fit within one's work environment, improving the organization's internal functioning, or enhancing the organization's strategic fit with its environment) and whether the self or situation is being changed. The authors then identify "can do," "reason to," and "energized to" motivational states that prompt proactive goal generation and sustain goal striving. Can do motivation arises from perceptions of self-efficacy, control, and (low) cost. Reason to motivation relates to why someone is proactive, including reasons flowing from intrinsic, integrated, and identified motivation. Energized to motivation refers to activated positive affective states that prompt proactive goal processes. The authors suggest more distal antecedents, including individual differences (e.g., personality, values, knowledge and ability) as well as contextual variations in leadership, work design, and interpersonal climate, that influence the proactive motivational states and thereby boost or inhibit proactive goal processes. Finally, the authors summarize priorities for future research."
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-26T20:21:49.000Z"
]
+lang: "fr"
+"_type": "_doc"
+"_score": 5.5270987
+"parent": null
}
32 => Essec\Faculty\Model\Contribution {#2312
#_index: "academ_contributions"
#_id: "10459"
#_source: array:18 [
"id" => "10459"
"slug" => "future-work-selves-how-salient-hoped-for-identities-motivate-proactive-career-behaviors"
"yearMonth" => "2012-03"
"year" => "2012"
"title" => "Future Work Selves: How salient hoped-for identities motivate proactive career behaviors"
"description" => "STRAUSS, K., GRIFFIN, M.A. et PARKER, S.K. (2012). Future Work Selves: How salient hoped-for identities motivate proactive career behaviors. <i>Journal of Applied Psychology</i>, 97(3), pp. 580-589."
"authors" => array:3 [
0 => array:3 [
"name" => "STRAUSS Karoline"
"bid" => "B00682978"
"slug" => "strauss-karoline"
]
1 => array:1 [
"name" => "GRIFFIN M. A."
]
2 => array:1 [
"name" => "PARKER S. K."
]
]
"ouvrage" => ""
"keywords" => []
"updatedAt" => "2021-07-13 14:31:36"
"publicationUrl" => "http://psycnet.apa.org/?&fa=main.doiLanding&doi=10.1037/a0026423"
"publicationInfo" => array:3 [
"pages" => "580-589"
"volume" => "97"
"number" => "3"
]
"type" => array:2 [
"fr" => "Articles"
"en" => "Journal articles"
]
"support_type" => array:2 [
"fr" => "Revue scientifique"
"en" => "Scientific journal"
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => "The term future work self refers to an individual's representation of himself or herself in the future that reflects his or her hopes and aspirations in relation to work. The clearer and more accessible this representation, the more salient the future work self. An initial study with 2 samples (N = 397; N = 103) showed that future work self salience was distinct from established career concepts and positively related to individuals' proactive career behavior. A follow-up longitudinal analysis, Study 2 (N = 53), demonstrated that future work self salience had a lagged effect on proactive career behavior. In Study 3 (N = 233), we considered the role of elaboration, a further attribute of a future work self, and showed that elaboration motivated proactive career behavior only when future work self salience was also high. Together the studies suggest the power of future work selves as a motivational resource for proactive career behavior."
"en" => "The term future work self refers to an individual's representation of himself or herself in the future that reflects his or her hopes and aspirations in relation to work. The clearer and more accessible this representation, the more salient the future work self. An initial study with 2 samples (N = 397; N = 103) showed that future work self salience was distinct from established career concepts and positively related to individuals' proactive career behavior. A follow-up longitudinal analysis, Study 2 (N = 53), demonstrated that future work self salience had a lagged effect on proactive career behavior. In Study 3 (N = 233), we considered the role of elaboration, a further attribute of a future work self, and showed that elaboration motivated proactive career behavior only when future work self salience was also high. Together the studies suggest the power of future work selves as a motivational resource for proactive career behavior."
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-26T20:21:49.000Z"
]
+lang: "fr"
+"_type": "_doc"
+"_score": 5.5270987
+"parent": null
}
33 => Essec\Faculty\Model\Contribution {#2313
#_index: "academ_contributions"
#_id: "10520"
#_source: array:18 [
"id" => "10520"
"slug" => "the-people-make-the-place-and-they-make-things-happen-proactive-behavior-at-work"
"yearMonth" => "2013-10"
"year" => "2013"
"title" => "The people make the place, and they make things happen: Proactive behavior at work"
"description" => "FARRELL, J. et STRAUSS, K. (2013). The people make the place, and they make things happen: Proactive behavior at work. Dans: <i>Relationships in organisations: A work psychology perspective</i>. 1st ed. Palgrave Macmillan, pp. 107-136."
"authors" => array:2 [
0 => array:3 [
"name" => "STRAUSS Karoline"
"bid" => "B00682978"
"slug" => "strauss-karoline"
]
1 => array:1 [
"name" => "FARRELL J."
]
]
"ouvrage" => "Relationships in organisations: A work psychology perspective"
"keywords" => []
"updatedAt" => "2020-12-17 18:37:46"
"publicationUrl" => "http://www.palgraveconnect.com/pc/doifinder/10.1057/9781137280640.0010"
"publicationInfo" => array:3 [
"pages" => "107-136"
"volume" => null
"number" => null
]
"type" => array:2 [
"fr" => "Chapitres"
"en" => "Book chapters"
]
"support_type" => array:2 [
"fr" => "Editeur"
"en" => "Publisher"
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => null
"en" => null
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-26T20:21:49.000Z"
]
+lang: "fr"
+"_type": "_doc"
+"_score": 5.5270987
+"parent": null
}
34 => Essec\Faculty\Model\Contribution {#2314
#_index: "academ_contributions"
#_id: "10540"
#_source: array:18 [
"id" => "10540"
"slug" => "effective-and-sustained-proactivity-in-the-workplace-a-self-determination-theory-perspective"
"yearMonth" => "2014-07"
"year" => "2014"
"title" => "Effective and sustained proactivity in the workplace: A self-determination theory perspective"
"description" => "STRAUSS, K. et PARKER, S.K. (2014). Effective and sustained proactivity in the workplace: A self-determination theory perspective. Dans: <i>The Oxford Handbook of Work Engagement, Motivation, and Self-Determination Theory</i>. 1st ed. Oxford University Press, pp. 50-72."
"authors" => array:2 [
0 => array:3 [
"name" => "STRAUSS Karoline"
"bid" => "B00682978"
"slug" => "strauss-karoline"
]
1 => array:1 [
"name" => "PARKER S. K."
]
]
"ouvrage" => "The Oxford Handbook of Work Engagement, Motivation, and Self-Determination Theory"
"keywords" => []
"updatedAt" => "2020-12-17 18:37:46"
"publicationUrl" => "http://www.oxfordhandbooks.com/view/10.1093/oxfordhb/9780199794911.001.0001/oxfordhb-9780199794911-e-007"
"publicationInfo" => array:3 [
"pages" => "50-72"
"volume" => null
"number" => null
]
"type" => array:2 [
"fr" => "Chapitres"
"en" => "Book chapters"
]
"support_type" => array:2 [
"fr" => "Editeur"
"en" => "Publisher"
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => null
"en" => null
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-26T20:21:49.000Z"
]
+lang: "fr"
+"_type": "_doc"
+"_score": 5.5270987
+"parent": null
}
35 => Essec\Faculty\Model\Contribution {#2315
#_index: "academ_contributions"
#_id: "10550"
#_source: array:18 [
"id" => "10550"
"slug" => "how-i-deals-build-resources-to-facilitate-reciprocation-the-mediating-role-of-positive-affective-states-in-the-relationship-between-i-deals-and-supervisor-rated-outcomes"
"yearMonth" => "2014-08"
"year" => "2014"
"title" => "How i-deals build resources to facilitate reciprocation: The mediating role of positive affective states in the relationship between i-deals and supervisor-rated outcomes"
"description" => "ROFCANIN, Y., KIEFER, T. et STRAUSS, K. (2014). How i-deals build resources to facilitate reciprocation: The mediating role of positive affective states in the relationship between i-deals and supervisor-rated outcomes. Dans: Academy of Management Annual Meeting. Philadelphia."
"authors" => array:3 [
0 => array:3 [
"name" => "STRAUSS Karoline"
"bid" => "B00682978"
"slug" => "strauss-karoline"
]
1 => array:1 [
"name" => "ROFCANIN Y."
]
2 => array:1 [
"name" => "KIEFER T."
]
]
"ouvrage" => "Academy of Management Annual Meeting"
"keywords" => []
"updatedAt" => "2021-07-13 14:31:38"
"publicationUrl" => null
"publicationInfo" => array:3 [
"pages" => null
"volume" => null
"number" => null
]
"type" => array:2 [
"fr" => "Communications dans une conférence"
"en" => "Presentations at an Academic or Professional conference"
]
"support_type" => array:2 [
"fr" => null
"en" => null
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => null
"en" => null
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-26T20:21:49.000Z"
]
+lang: "fr"
+"_type": "_doc"
+"_score": 5.5270987
+"parent": null
}
36 => Essec\Faculty\Model\Contribution {#2316
#_index: "academ_contributions"
#_id: "10578"
#_source: array:18 [
"id" => "10578"
"slug" => "building-and-sustaining-proactive-behaviors-the-role-of-adaptivity-and-job-satisfaction"
"yearMonth" => "2015-03"
"year" => "2015"
"title" => "Building and sustaining proactive behaviors: The role of adaptivity and job satisfaction"
"description" => "STRAUSS, K., GRIFFIN, M.A., PARKER, S.K. et MASON, C.M. (2015). Building and sustaining proactive behaviors: The role of adaptivity and job satisfaction. <i>Journal of Business and Psychology</i>, 30(1), pp. 63-72."
"authors" => array:4 [
0 => array:3 [
"name" => "STRAUSS Karoline"
"bid" => "B00682978"
"slug" => "strauss-karoline"
]
1 => array:1 [
"name" => "GRIFFIN M. A."
]
2 => array:1 [
"name" => "PARKER S. K."
]
3 => array:1 [
"name" => "MASON C. M."
]
]
"ouvrage" => ""
"keywords" => []
"updatedAt" => "2021-07-13 14:31:38"
"publicationUrl" => "http://link.springer.com/article/10.1007%2Fs10869-013-9334-5"
"publicationInfo" => array:3 [
"pages" => "63-72"
"volume" => "30"
"number" => "1"
]
"type" => array:2 [
"fr" => "Articles"
"en" => "Journal articles"
]
"support_type" => array:2 [
"fr" => "Revue scientifique"
"en" => "Scientific journal"
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => "The purpose was to investigate how job satisfaction and adaptivity influence proactivity over time. Proactivity describes employees’ efforts to initiate positive change in the organization and can be differentiated from adaptivity: the positive behavioral response to ongoing change. We investigated how adaptivity supports subsequent proactivity and how job satisfaction can be a motivational resource for maintaining high levels of proactivity over time. Design/Methodology/Approach We surveyed 75 employees on two occasions separated by a period of 2 years. Findings Our findings provide initial support for the role of adaptivity in facilitating proactivity over time. Highly satisfied employees maintained their level of proactivity, whether high or low, over the 2-year period. Employees low in job satisfaction who showed high levels of proactive behavior at Time 1 did not report high levels of proactive behavior at Time 2. Implications In uncertain environments, organizations rely on their employees to support and promote change and innovation. Our results suggest that high adaptivity can build proactivity, while high satisfaction can sustain proactivity. Originality/Value Distinguishing adaptivity from proactivity provides a better understanding of the nature of proactivity in organizations. Inconsistent results concerning the link between satisfaction and proactivity are addressed."
"en" => "The purpose was to investigate how job satisfaction and adaptivity influence proactivity over time. Proactivity describes employees’ efforts to initiate positive change in the organization and can be differentiated from adaptivity: the positive behavioral response to ongoing change. We investigated how adaptivity supports subsequent proactivity and how job satisfaction can be a motivational resource for maintaining high levels of proactivity over time. Design/Methodology/Approach We surveyed 75 employees on two occasions separated by a period of 2 years. Findings Our findings provide initial support for the role of adaptivity in facilitating proactivity over time. Highly satisfied employees maintained their level of proactivity, whether high or low, over the 2-year period. Employees low in job satisfaction who showed high levels of proactive behavior at Time 1 did not report high levels of proactive behavior at Time 2. Implications In uncertain environments, organizations rely on their employees to support and promote change and innovation. Our results suggest that high adaptivity can build proactivity, while high satisfaction can sustain proactivity. Originality/Value Distinguishing adaptivity from proactivity provides a better understanding of the nature of proactivity in organizations. Inconsistent results concerning the link between satisfaction and proactivity are addressed."
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-26T20:21:49.000Z"
]
+lang: "fr"
+"_type": "_doc"
+"_score": 5.5270987
+"parent": null
}
37 => Essec\Faculty\Model\Contribution {#2317
#_index: "academ_contributions"
#_id: "10593"
#_source: array:18 [
"id" => "10593"
"slug" => "hope-and-optimism-in-the-face-of-change-contributions-to-task-adaptivity"
"yearMonth" => "2015-12"
"year" => "2015"
"title" => "Hope and optimism in the face of change: Contributions to task adaptivity"
"description" => "STRAUSS, K., NIVEN, K., MCCLELLAND, C.R. et CHEUNG, B.K.T. (2015). Hope and optimism in the face of change: Contributions to task adaptivity. <i>Journal of Business and Psychology</i>, 30(4), pp. 733-745."
"authors" => array:4 [
0 => array:3 [
"name" => "STRAUSS Karoline"
"bid" => "B00682978"
"slug" => "strauss-karoline"
]
1 => array:1 [
"name" => "NIVEN K."
]
2 => array:1 [
"name" => "MCCLELLAND C. R."
]
3 => array:1 [
"name" => "CHEUNG B. K. T."
]
]
"ouvrage" => ""
"keywords" => []
"updatedAt" => "2021-07-13 14:31:39"
"publicationUrl" => "https://www.researchgate.net/publication/269420114_Hope_and_Optimism_in_the_Face_of_Change_Contributions_to_Task_Adaptivity"
"publicationInfo" => array:3 [
"pages" => "733-745"
"volume" => "30"
"number" => "4"
]
"type" => array:2 [
"fr" => "Articles"
"en" => "Journal articles"
]
"support_type" => array:2 [
"fr" => "Revue scientifique"
"en" => "Scientific journal"
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => "This research explored the role of hope and optimism in facilitating task adaptivity, individuals’ positive behavior response to change affecting their core task. Design/methodology/approach Study 1 explored the relationship of hope and optimism with task adaptivity in a short longitudinal study of insurance company employees in the UK (N = 43). Study 2 was conducted in a UK police force and utilized supervisor ratings of task adaptivity (N = 111). In Study 3 (N = 299), we investigated whether hope and optimism predicted objective performance of insurance agents in China via their effect on task adaptivity. Findings In Study 1, hope, but not optimism, was positively related to later task adaptivity. In Study 2, employees’ levels of hope but not optimism were positively related to supervisor ratings of employee task adaptivity. In Study 3, hope had a significant indirect effect on insurance agents’ commission via task adaptivity, while the indirect effect of optimism was not significant. Implications Our findings highlight the importance of hope, an individual factor that is open to development, and provide preliminary support for the idea that organizations might encourage constructive responses to change in their workforce by increasing levels of hope through training or mentoring. They further provide support for the importance of task adaptivity for objective performance. Originality/value This is one of the first papers to investigate the relationship of hope and optimism with task adaptivity. Three studies in different organizational settings highlighted the unique role of hope in supporting individuals’ continuous adaption to change."
"en" => "This research explored the role of hope and optimism in facilitating task adaptivity, individuals’ positive behavior response to change affecting their core task. Design/methodology/approach Study 1 explored the relationship of hope and optimism with task adaptivity in a short longitudinal study of insurance company employees in the UK (N = 43). Study 2 was conducted in a UK police force and utilized supervisor ratings of task adaptivity (N = 111). In Study 3 (N = 299), we investigated whether hope and optimism predicted objective performance of insurance agents in China via their effect on task adaptivity. Findings In Study 1, hope, but not optimism, was positively related to later task adaptivity. In Study 2, employees’ levels of hope but not optimism were positively related to supervisor ratings of employee task adaptivity. In Study 3, hope had a significant indirect effect on insurance agents’ commission via task adaptivity, while the indirect effect of optimism was not significant. Implications Our findings highlight the importance of hope, an individual factor that is open to development, and provide preliminary support for the idea that organizations might encourage constructive responses to change in their workforce by increasing levels of hope through training or mentoring. They further provide support for the importance of task adaptivity for objective performance. Originality/value This is one of the first papers to investigate the relationship of hope and optimism with task adaptivity. Three studies in different organizational settings highlighted the unique role of hope in supporting individuals’ continuous adaption to change."
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-26T20:21:49.000Z"
]
+lang: "fr"
+"_type": "_doc"
+"_score": 5.5270987
+"parent": null
}
38 => Essec\Faculty\Model\Contribution {#2318
#_index: "academ_contributions"
#_id: "10594"
#_source: array:18 [
"id" => "10594"
"slug" => "hope-in-adolescent-careers-mediating-effects-of-work-motivation-on-career-outcomes-in-swiss-apprentices"
"yearMonth" => "2015-01"
"year" => "2015"
"title" => "Hope in Adolescent Careers: Mediating Effects of Work Motivation on Career Outcomes in Swiss Apprentices"
"description" => "VALERO, D., HIRSCHI, A. et STRAUSS, K. (2015). Hope in Adolescent Careers: Mediating Effects of Work Motivation on Career Outcomes in Swiss Apprentices. <i>Journal of Career Development</i>, 42(5), pp. 381-395."
"authors" => array:3 [
0 => array:3 [
"name" => "STRAUSS Karoline"
"bid" => "B00682978"
"slug" => "strauss-karoline"
]
1 => array:1 [
"name" => "VALERO D."
]
2 => array:1 [
"name" => "HIRSCHI A."
]
]
"ouvrage" => ""
"keywords" => []
"updatedAt" => "2023-01-27 01:00:34"
"publicationUrl" => "https://doi.org/10.1177/0894845314566866"
"publicationInfo" => array:3 [
"pages" => "381-395"
"volume" => "42"
"number" => "5"
]
"type" => array:2 [
"fr" => "Articles"
"en" => "Journal articles"
]
"support_type" => array:2 [
"fr" => "Revue scientifique"
"en" => "Scientific journal"
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => "The flexible work environment of today has lead to the assumption that being hopeful is critical for sustainable career development and facilitates successful adaptation in the workplace. However, the construct of hope has been fairly recently introduced into the organizational literature and there is a lack of empirical research investigating the mechanisms that link hope and its assumed positive outcomes. We propose that hope, the perception of being capable to achieve desired goals and to generate possible ways of attaining them, influences positive work outcomes through an increase of work motivation. We conceptualized work motivation as a system containing autonomous goals (reason to motivation), positive affect at work (energized to motivation), and occupational self-efficacy beliefs (can do motivation). We suggest that hope, mediated by work motivation, has a positive effect on two important work outcomes: job performance and turnover intentions. We tested the hypotheses among 590 Swiss adolescents in vocational education and training. Performance ratings were obtained for a subsample of 136 individuals from their apprenticeship supervisors. Results showed that hope was positively related to all three motivational states and job performance and negatively related to turnover intentions. Positive affect mediated the effects of hope on both performance and turnover intentions. Autonomous goals mediated the effect from hope on turnover intentions. Our hypotheses are thus partially supported and emphasize the importance of hope already at early career stages. The results indicate the potential of the hope construct for employee selection and development."
"en" => "The flexible work environment of today has lead to the assumption that being hopeful is critical for sustainable career development and facilitates successful adaptation in the workplace. However, the construct of hope has been fairly recently introduced into the organizational literature and there is a lack of empirical research investigating the mechanisms that link hope and its assumed positive outcomes. We propose that hope, the perception of being capable to achieve desired goals and to generate possible ways of attaining them, influences positive work outcomes through an increase of work motivation. We conceptualized work motivation as a system containing autonomous goals (reason to motivation), positive affect at work (energized to motivation), and occupational self-efficacy beliefs (can do motivation). We suggest that hope, mediated by work motivation, has a positive effect on two important work outcomes: job performance and turnover intentions. We tested the hypotheses among 590 Swiss adolescents in vocational education and training. Performance ratings were obtained for a subsample of 136 individuals from their apprenticeship supervisors. Results showed that hope was positively related to all three motivational states and job performance and negatively related to turnover intentions. Positive affect mediated the effects of hope on both performance and turnover intentions. Autonomous goals mediated the effect from hope on turnover intentions. Our hypotheses are thus partially supported and emphasize the importance of hope already at early career stages. The results indicate the potential of the hope construct for employee selection and development."
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-26T20:21:49.000Z"
]
+lang: "fr"
+"_type": "_doc"
+"_score": 5.5270987
+"parent": null
}
39 => Essec\Faculty\Model\Contribution {#2319
#_index: "academ_contributions"
#_id: "10785"
#_source: array:18 [
"id" => "10785"
"slug" => "the-relationship-between-leisure-activities-and-psychological-resources-that-support-a-sustainable-career-the-role-of-leisure-seriousness-and-work-leisure-similarity"
"yearMonth" => "2020-03"
"year" => "2020"
"title" => "The Relationship between Leisure Activities and Psychological Resources That Support a Sustainable Career: The Role of Leisure Seriousness and Work-Leisure Similarity"
"description" => "KELLY, C.M., STRAUSS, K., ARNOLD, J. et STRIDE, C. (2020). The Relationship between Leisure Activities and Psychological Resources That Support a Sustainable Career: The Role of Leisure Seriousness and Work-Leisure Similarity. <i>Journal of Vocational Behavior</i>, 117."
"authors" => array:4 [
0 => array:3 [
"name" => "STRAUSS Karoline"
"bid" => "B00682978"
"slug" => "strauss-karoline"
]
1 => array:1 [
"name" => "KELLY C. M."
]
2 => array:1 [
"name" => "ARNOLD J."
]
3 => array:1 [
"name" => "STRIDE C."
]
]
"ouvrage" => ""
"keywords" => array:5 [
0 => "Career sustainability"
1 => "Conservation of resources theory"
2 => "Leisure"
3 => "Resilience"
4 => "Self-efficacy"
]
"updatedAt" => "2021-09-24 10:33:27"
"publicationUrl" => "https://doi.org/10.1016/j.jvb.2019.103340"
"publicationInfo" => array:3 [
"pages" => null
"volume" => "117"
"number" => null
]
"type" => array:2 [
"fr" => "Articles"
"en" => "Journal articles"
]
"support_type" => array:2 [
"fr" => "Revue scientifique"
"en" => "Scientific journal"
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => "While leisure plays an increasingly important role in individuals' lives, little is known about its potential to influence career sustainability. Drawing on Conservation of Resources (COR) theory, we investigate whether investing extra time into leisure will have a positive or negative impact on career sustainability by either generating or depleting resources. Specifically, we examine the effects of time spent on leisure on the career-related resources of resilience and self-efficacy using data on within-person changes over the course of 7 monthly surveys. We propose that the effects of leisure on resources depend on the interplay between a) the approach individuals take to their leisure activity, in particular the level of “seriousness” of a leisure activity (i.e., the extent to which individuals identify with, and persevere in, their activity), and b) the similarity between work and leisure (i.e., the extent to which work and leisure involve similar demands and skills). We found that time spent on leisure over and above an individual's average was positively related to work-related self-efficacy, but only when the individual's leisure activities were high in seriousness and low in work-leisure similarity, or when they were low in seriousness and high in similarity. Investing time in leisure was negatively associated with self-efficacy when leisure activities were high in seriousness and similar to an individual's work. Our findings paint a complex picture of the potential influence of leisure on career sustainability and highlight the need to take a nuanced approach when studying the effects of leisure."
"en" => "While leisure plays an increasingly important role in individuals' lives, little is known about its potential to influence career sustainability. Drawing on Conservation of Resources (COR) theory, we investigate whether investing extra time into leisure will have a positive or negative impact on career sustainability by either generating or depleting resources. Specifically, we examine the effects of time spent on leisure on the career-related resources of resilience and self-efficacy using data on within-person changes over the course of 7 monthly surveys. We propose that the effects of leisure on resources depend on the interplay between a) the approach individuals take to their leisure activity, in particular the level of “seriousness” of a leisure activity (i.e., the extent to which individuals identify with, and persevere in, their activity), and b) the similarity between work and leisure (i.e., the extent to which work and leisure involve similar demands and skills). We found that time spent on leisure over and above an individual's average was positively related to work-related self-efficacy, but only when the individual's leisure activities were high in seriousness and low in work-leisure similarity, or when they were low in seriousness and high in similarity. Investing time in leisure was negatively associated with self-efficacy when leisure activities were high in seriousness and similar to an individual's work. Our findings paint a complex picture of the potential influence of leisure on career sustainability and highlight the need to take a nuanced approach when studying the effects of leisure."
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-26T20:21:49.000Z"
]
+lang: "fr"
+"_type": "_doc"
+"_score": 5.5270987
+"parent": null
}
40 => Essec\Faculty\Model\Contribution {#2320
#_index: "academ_contributions"
#_id: "10376"
#_source: array:18 [
"id" => "10376"
"slug" => "anticipation-and-identity-future-selves-as-a-source-of-proactive-goals"
"yearMonth" => "2010-08"
"year" => "2010"
"title" => "Anticipation and identity: Future selves as a source of proactive goals"
"description" => "STRAUSS, K. et PARKER, S.K. (2010). Anticipation and identity: Future selves as a source of proactive goals. Dans: Academy of Management Annual Meeting. Chicago."
"authors" => array:2 [
0 => array:3 [
"name" => "STRAUSS Karoline"
"bid" => "B00682978"
"slug" => "strauss-karoline"
]
1 => array:1 [
"name" => "PARKER S. K."
]
]
"ouvrage" => "Academy of Management Annual Meeting"
"keywords" => []
"updatedAt" => "2021-07-13 14:31:33"
"publicationUrl" => null
"publicationInfo" => array:3 [
"pages" => null
"volume" => null
"number" => null
]
"type" => array:2 [
"fr" => "Communications dans une conférence"
"en" => "Presentations at an Academic or Professional conference"
]
"support_type" => array:2 [
"fr" => null
"en" => null
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => null
"en" => null
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-26T20:21:49.000Z"
]
+lang: "fr"
+"_type": "_doc"
+"_score": 5.5270987
+"parent": null
}
41 => Essec\Faculty\Model\Contribution {#2321
#_index: "academ_contributions"
#_id: "10388"
#_source: array:18 [
"id" => "10388"
"slug" => "ideal-and-feared-future-work-selves-the-influence-of-hope-on-future-oriented-identities"
"yearMonth" => "2010-08"
"year" => "2010"
"title" => "Ideal and feared future work selves: The influence of hope on future-oriented identities"
"description" => "STRAUSS, K. et HERSHCOVIS, S. (2010). Ideal and feared future work selves: The influence of hope on future-oriented identities. Dans: Academy of Management Annual Meeting. Montreal."
"authors" => array:2 [
0 => array:3 [
"name" => "STRAUSS Karoline"
"bid" => "B00682978"
"slug" => "strauss-karoline"
]
1 => array:1 [
"name" => "HERSHCOVIS S."
]
]
"ouvrage" => "Academy of Management Annual Meeting"
"keywords" => []
"updatedAt" => "2021-07-13 14:31:33"
"publicationUrl" => null
"publicationInfo" => array:3 [
"pages" => null
"volume" => null
"number" => null
]
"type" => array:2 [
"fr" => "Communications dans une conférence"
"en" => "Presentations at an Academic or Professional conference"
]
"support_type" => array:2 [
"fr" => null
"en" => null
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => null
"en" => null
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-26T20:21:49.000Z"
]
+lang: "fr"
+"_type": "_doc"
+"_score": 5.5270987
+"parent": null
}
42 => Essec\Faculty\Model\Contribution {#2322
#_index: "academ_contributions"
#_id: "10400"
#_source: array:18 [
"id" => "10400"
"slug" => "motivating-proactive-behavior-to-achieve-a-sustainable-career-the-power-of-the-future-work-self"
"yearMonth" => "2010-08"
"year" => "2010"
"title" => "Motivating proactive behavior to achieve a sustainable career: The power of the future work self"
"description" => "STRAUSS, K., GRIFFIN, M.A. et PARKER, S.K. (2010). Motivating proactive behavior to achieve a sustainable career: The power of the future work self. Dans: Academy of Management Annual Meeting. Chicago."
"authors" => array:3 [
0 => array:3 [
"name" => "STRAUSS Karoline"
"bid" => "B00682978"
"slug" => "strauss-karoline"
]
1 => array:1 [
"name" => "GRIFFIN M. A."
]
2 => array:1 [
"name" => "PARKER S. K."
]
]
"ouvrage" => "Academy of Management Annual Meeting"
"keywords" => []
"updatedAt" => "2021-07-13 14:31:34"
"publicationUrl" => null
"publicationInfo" => array:3 [
"pages" => null
"volume" => null
"number" => null
]
"type" => array:2 [
"fr" => "Communications dans une conférence"
"en" => "Presentations at an Academic or Professional conference"
]
"support_type" => array:2 [
"fr" => null
"en" => null
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => null
"en" => null
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-26T20:21:49.000Z"
]
+lang: "fr"
+"_type": "_doc"
+"_score": 5.5270987
+"parent": null
}
43 => Essec\Faculty\Model\Contribution {#2323
#_index: "academ_contributions"
#_id: "10444"
#_source: array:18 [
"id" => "10444"
"slug" => "a-self-concordance-perspective-on-proactivity-in-organizations"
"yearMonth" => "2012-08"
"year" => "2012"
"title" => "A self-concordance perspective on proactivity in organizations"
"description" => "STRAUSS, K. (2012). A self-concordance perspective on proactivity in organizations. Dans: Academy of Management Annual Meeting. Boston."
"authors" => array:1 [
0 => array:3 [
"name" => "STRAUSS Karoline"
"bid" => "B00682978"
"slug" => "strauss-karoline"
]
]
"ouvrage" => "Academy of Management Annual Meeting"
"keywords" => []
"updatedAt" => "2021-07-13 14:31:35"
"publicationUrl" => null
"publicationInfo" => array:3 [
"pages" => null
"volume" => null
"number" => null
]
"type" => array:2 [
"fr" => "Communications dans une conférence"
"en" => "Presentations at an Academic or Professional conference"
]
"support_type" => array:2 [
"fr" => null
"en" => null
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => null
"en" => null
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-26T20:21:49.000Z"
]
+lang: "fr"
+"_type": "_doc"
+"_score": 5.5270987
+"parent": null
}
44 => Essec\Faculty\Model\Contribution {#2324
#_index: "academ_contributions"
#_id: "10461"
#_source: array:18 [
"id" => "10461"
"slug" => "ideal-and-feared-future-work-selves-implications-for-feedback-seeking-and-feedback-monitoring"
"yearMonth" => "2012-08"
"year" => "2012"
"title" => "Ideal and feared future work selves: Implications for feedback seeking and feedback monitoring"
"description" => "STRAUSS, K. (2012). Ideal and feared future work selves: Implications for feedback seeking and feedback monitoring. Dans: Academy of Management Annual Meeting. Boston."
"authors" => array:1 [
0 => array:3 [
"name" => "STRAUSS Karoline"
"bid" => "B00682978"
"slug" => "strauss-karoline"
]
]
"ouvrage" => "Academy of Management Annual Meeting"
"keywords" => []
"updatedAt" => "2021-07-13 14:31:36"
"publicationUrl" => null
"publicationInfo" => array:3 [
"pages" => null
"volume" => null
"number" => null
]
"type" => array:2 [
"fr" => "Communications dans une conférence"
"en" => "Presentations at an Academic or Professional conference"
]
"support_type" => array:2 [
"fr" => null
"en" => null
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => null
"en" => null
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-26T20:21:49.000Z"
]
+lang: "fr"
+"_type": "_doc"
+"_score": 5.5270987
+"parent": null
}
45 => Essec\Faculty\Model\Contribution {#2325
#_index: "academ_contributions"
#_id: "10463"
#_source: array:18 [
"id" => "10463"
"slug" => "intervening-to-enhance-eudaimonic-well-being-in-the-workplace-the-active-workforce-initiative"
"yearMonth" => "2012-08"
"year" => "2012"
"title" => "Intervening to enhance eudaimonic well-being in the workplace: The Active Workforce Initiative"
"description" => "STRAUSS, K. et PARKER, S.K. (2012). Intervening to enhance eudaimonic well-being in the workplace: The Active Workforce Initiative. Dans: Academy of Management Annual Meeting. Boston."
"authors" => array:2 [
0 => array:3 [
"name" => "STRAUSS Karoline"
"bid" => "B00682978"
"slug" => "strauss-karoline"
]
1 => array:1 [
"name" => "PARKER S. K."
]
]
"ouvrage" => "Academy of Management Annual Meeting"
"keywords" => []
"updatedAt" => "2021-07-13 14:31:36"
"publicationUrl" => null
"publicationInfo" => array:3 [
"pages" => null
"volume" => null
"number" => null
]
"type" => array:2 [
"fr" => "Communications dans une conférence"
"en" => "Presentations at an Academic or Professional conference"
]
"support_type" => array:2 [
"fr" => null
"en" => null
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => null
"en" => null
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-26T20:21:49.000Z"
]
+lang: "fr"
+"_type": "_doc"
+"_score": 5.5270987
+"parent": null
}
46 => Essec\Faculty\Model\Contribution {#2326
#_index: "academ_contributions"
#_id: "10496"
#_source: array:18 [
"id" => "10496"
"slug" => "how-proactive-employees-engage-in-job-crafting-and-improve-their-engagement-the-role-of-affect"
"yearMonth" => "2013-08"
"year" => "2013"
"title" => "How proactive employees engage in job crafting and improve their engagement: The role of affect"
"description" => "VAN DEN BROECK, A., STRAUSS, K. et VANBELLE, E. (2013). How proactive employees engage in job crafting and improve their engagement: The role of affect. Dans: Academy of Management Annual Meeting. Lake Buena Vista."
"authors" => array:3 [
0 => array:3 [
"name" => "STRAUSS Karoline"
"bid" => "B00682978"
"slug" => "strauss-karoline"
]
1 => array:1 [
"name" => "VAN DEN BROECK A."
]
2 => array:1 [
"name" => "VANBELLE E."
]
]
"ouvrage" => "Academy of Management Annual Meeting"
"keywords" => []
"updatedAt" => "2021-07-13 14:31:36"
"publicationUrl" => null
"publicationInfo" => array:3 [
"pages" => null
"volume" => null
"number" => null
]
"type" => array:2 [
"fr" => "Communications dans une conférence"
"en" => "Presentations at an Academic or Professional conference"
]
"support_type" => array:2 [
"fr" => null
"en" => null
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => null
"en" => null
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-26T20:21:49.000Z"
]
+lang: "fr"
+"_type": "_doc"
+"_score": 5.5270987
+"parent": null
}
47 => Essec\Faculty\Model\Contribution {#2327
#_index: "academ_contributions"
#_id: "10510"
#_source: array:18 [
"id" => "10510"
"slug" => "proactivity-in-occupational-safety-a-goal-regulation-perspective"
"yearMonth" => "2013-08"
"year" => "2013"
"title" => "Proactivity in occupational safety: A goal regulation perspective"
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48 => Essec\Faculty\Model\Contribution {#2328
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49 => Essec\Faculty\Model\Contribution {#2329
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50 => Essec\Faculty\Model\Contribution {#2330
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51 => Essec\Faculty\Model\Contribution {#2331
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52 => Essec\Faculty\Model\Contribution {#2332
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"title" => "The Impact of Daily Individual Proactive Behavior on Working Memory Performance"
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53 => Essec\Faculty\Model\Contribution {#2333
#_index: "academ_contributions"
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54 => Essec\Faculty\Model\Contribution {#2334
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A “Serious” Perspective on Leisure-Work Enrichment\n
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55 => Essec\Faculty\Model\Contribution {#2335
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56 => Essec\Faculty\Model\Contribution {#2336
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