Abstracts
Résumé
L’objectif de cette recherche est d’analyser les incidences des tensions de rôle vécues par les managers de rayon sur l’implication dans leur travail. Les résultats d’une étude menée auprès de 168 chefs de rayon travaillant dans la grande distribution alimentaire montrent qu’il est possible d’agir sur l’implication organisationnelle affective et sur l’implication dans le métier en réduisant le conflit et l’ambiguïté de rôle. La diminution de la surcharge de travail conduirait à augmenter l’implication organisationnelle calculée ainsi que l’implication dans le poste de travail. Des voies de recherches sont ensuite présentées.
Mots clés:
- grande distribution,
- manager de rayon,
- tensions de rôle,
- ambiguïté de rôle,
- conflit de rôle,
- surcharge de travail,
- implication au travail,
- implication organisationnelle,
- implication dans le poste de travail,
- implication dans le métier
Abstract
This research studies the impact of manager’s perceived role tensions on work commitment. The results of a study conducted on 168 department heads working in the retailing industry show that reducing role conflict and ambiguity improves affective organizational commitment and job involvement. Furthermore, reducing role overload has a positive impact on calculative organizational commitment and occupational commitment. We conclude the paper with proposals for relevant future research.
Keywords:
- retailing industry,
- heads of department,
- role tensions; role ambiguity,
- role conflict,
- role overload,
- work commitment,
- organizational commitment,
- job involvement,
- occupational commitment
Resumen
El objetivo de esta investigación es analizar las incidencias que provocan en la implicación laboral las tensiones de rol entre responsables de sección. Les resultados de un estudio llevado a cabo entre 168 responsables de sección que trabajan en la gran distribución alimentaria arrojan que es posible influir en la implicación organizacional afectiva y en la implicación laboral al reducir el conflicto y la ambigüedad de rol. La disminución del exceso de trabajo llevaría a aumentar la implicación organizacional calculada así como la implicación en el puesto de trabajo. Pistas de investigación aparecen a continuación.
Palabras claves:
- gran distribución,
- responsable de sección,
- tensión de rol,
- ambigüedad de rol,
- conflicto de rol,
- exceso de trabajo,
- implicación laboral,
- implicación organizacional,
- implicación en el puesto de trabajo,
- implicación profesional
Appendices
Bibliographie
- Agarwal S.N., Ramaswami, S.N, (1993), Affective organizational commitment of salespeople: An expanded model, The Journal of Personal Selling & Sales Management, 13, 2, p.49-70.
- Ahuja M.K., Chudoba K.M. et KacmaR C.J., (2007), « It road warriors : balancing work-family conflict, job autonomy and work overload to mitigate turnover intentions », Mis Quaterly, vol.31, n°1, p.1-17.
- Allen T.D, Freeman D.M., Russel J.E.A., R.C. Reiznstein et J.O. Rentz, (2001), “Survivor reactions to organizational downsizing: does time ease the pain?”, Journal of Occupational and Organizational Psychology, Juin, p.145-164.
- Allen N.J. et meyer J.P., (1990), “The measurement and antecedents of affective, continuance and normative commitment to the organization”, Journal of Occupational Psychology, vol.63, p.1-18.
- Allport G.W., (1943), “The Ego in contemporary Psychology”, Psychology Review, vol.50, p.451-476.
- Andrews M.C. et Kacmar K.M., (2001), “Confirmation and extension of the sources of feedback scale in service-based organizations”, The Journal of Business Communication, vol.38, n°2, p.206-226.
- Aranya N. et Ferris K.R., (1984), « A re-examination of accountants’organizational profession conflict”, The Accounting Review, vol. 59, p.1-14.
- Avlonitis, G J. et Panagopoulos N. G., (2007), “Exploring the influence of sales management practices on the industrial salesperson: A multi-source hierarchical linear modeling approach”, Journal of Business Research, vol.60, n°7, p.765-775.
- Barel Y., (1997),”Le management technocratique et la crise », Actes du 8èmeCongrès de l’AGRH, Montréal, Tome 1, p.55-69.
- Barksdake J., Hiram C., Bellenger D.N., Boles J.S. et Brashear T.G., (2003), “The impact of realistic job previews and perceptions of training on sales force performance and continuance commitment: a longitudinal test”, Journal of Personal Selling and Sales Management, vol.23, n°2, p.125-138.
- Baroudi J.J., (1985), “The impact of role variables on IS personnel work attitudes and intentions”, MIS Quarterly, vol. 9, n°4, p. 341-356.
- Bashaw R.E. et Grant E.S., (1994), “Exploring the distinctive nature of work commitments: Their Relationships With Personal Characteristics, Job Performance and propensity to leave”, The Journal of Personal Selling & Sales Management, vol.14, n°2, p.41-57.
- Beauchamp M.R., Bray S.R., Fieldng A. et Eyes M., (2005), “A multilevel investigation of the relationship between role ambiguity and role efficacy in sport”, Psychology of Sport Exercise, vol.6, p. 289-302.
- Becker H.S., (1960), “Notes on the concept of commitment“, American Journal of Sociology, vol.66, p.32-40.
- Becker T.E., (1992), “Foci and bases of commitment: are they distinctions worth making?“, Academy of Management Journal, vol.35, n°1, p.232-244.
- Becker T.E., Billings R.S., Eveleth D.M. et Gilbert N.L., (1996), “Foci and bases of employee commitment: implications for job performance”, Academy of Management Journal, vol.39, n°2, p.464-502.
- Bedeian A.G. et Armenakis A.A., (1981), « A path-analytic study of the consequences of role conflict and ambiguity », Academy of Management Journal, vol. 24 n° 2, p.417-424.
- Bentler P.M., (1990), “Comparative fit indexes in structural models”, Psychological Bulletin, vol.17, p.238-246.
- Bettencourt L.A. et Brown S.W., (2003), “Role stressors and customer-oriented boundary-spanning behaviors in service organizations”, Academy of Marketing Science Journal, vol. 31, n°4, p.394-408.
- Bishop J.W. et Dow Scott K., (2000), “An examination of organizational and team commmitment in a self-directed team environnement”, Journal of Applied Psychology, vol. 85, n° 3, p.439-450.
- Blau G.J., (1989), “Testing the generalizability of a career commitment measure and its impact on employee turnover”, Journal of Vocational Behavior, vol.35, p.88-103.
- Blau G.J., (1985), « The measurement and prediction of career commitment », Journal of Occupational Psychology, vol. 58, p.277-288.
- Boshoff C. et Mels G., (1995), « A causal model to evaluate the relationships among supervision, role stress, organizational commitment and internal service quality”, European Journal of Marketing, vol.29, n°2, p.23-42.
- Bosselut G., (2008), « Antécédents et conséquences de l’ambiguïté de rôle au sein des équipes sportives : l’apport du modèle de l’épisode de rôle », Thèse de Doctorat, Université Joseph Fourier, Grenoble 1.
- Brashear T.G., Bellenger D.N., Boles J.S., Barksdale J. et Hiram C., (2006), “An exploratory study of the relative effectiveness of different types of sales force mentors”, Journal of Personal Selling and Sales Management, vol.26, n°1, p.7-18.
- Brashear T.G., Boles J.S., Bellenger D.N., et Brooks C.M., (2003), An empirical test of trust-building processes and outcomes in sales Manager-Salesperson relationships, Academy of Marketing Science. Journal; Spring, 31,2, p.189-200.
- Breaugh J.A. et Colihan J.P., (1994) “Measuring Facets of Job Ambiguity: Construct Validity Evidence”, Journal of Applied Psychology, vol.79, n°2, p.191-202.
- Brown P. et Peterson R.A., (1993), “Antecedents and consequences of salesperson job satisfaction : a meta analysis and assessment of causal effects”, Journal of Marketing Research, vol.30, February, p 63-77.
- Carmeli A., Elizur D. et Yaniv E., (2007), « The theory of work commitment: a facet analysis”, Personnel Review, vol.36, n°4, p. 638-649.
- Carmeli A. et Freund A., (2004), « Work commitment, job satisfaction and job performance: an empirical investigation », International Journal of Organization Theory and Behavior, vol. 7, n°3, p.289-309.
- Carmeli A. et Gefen D., (2005), “The relationship between work commitment models and employee withdrawal intentions”, Journal of Managerial Psychology, vol.20, n°2, p.63-86.
- Carson K.D., Carson P.P., Yallapragada R. et Roe C.W., (2001), “Teamwork or Interdepartmental cooperation: which is more important in the health care setting?”, Health Care Manager, vol.19, n°4, p.39-46.
- Catkoylu S. et Egri C., (2007), “Organizational commitment across different employee groups”, The business Review, Cambridge, Vol.8, n°1.
- Charles-Pauvers B. et Commeiras N., (2002), « L’implication : le concept » in l’implication au travail, J.P. Neveu et M. Thévenet (coord.), ed Vuibert, collection Entreprendre, Institut Vital Roux, p.43-69.
- Clinebell S. et Shadwick G., (2005), “The importance of organizational context on employees’ attitudes: an examination of working in main offices versus branch offices”, Journal of leadership and Organizational Studies, vol.11, n°2, p. 89-100.
- Cohen A., (1992), « Antecedents of organizational commitment across occupationnal groups: a meta analysis”, Journal of Organizational Behavior, vol. 13, p. 539-558.
- Cohen A., (1993), “Work commitment in relation to withdrawal intentions and union effectiveness”, Journal of Business Research, vol. 26, n° 1, p. 75-88.
- Cohen A., (1999), “Relationships among five forms of commitment: an empirical assessment”, Journal of Organizational Behavior, vol. 20, n°3, p. 285-308.
- Cohen A., (2000), “The relationship between commitment forms and work outcomes: a comparison of three models”, Human Relation, vol. 53, n°3, p.387-417.
- Cohen A., (2003), Multiple commitments in the workplace, New York, L. Erlbaum and Associates.
- Cohen A. et Freund A., (2005), “A longitudinal analysis of the relationship between multiple commitments and withdrawal cognitions”, Scandinavian Journal of Management, vol.21, n°3, p. 329-351.
- Colarelli S.M. et Bishop R.C., (1990), “Career commitment – Functions, correlates and management”, Group and Organization Studies, vol.15, p.158-176.
- Commeiras N. et Fournier C., (2002), « Ambiguïté de rôle et implication organisationnelle des forces de vente : une approche multidimensionnelle », in L’implication au travail, J.P. Neveu et M. Thévenet (coord.), ed. Vuibert, collection Entreprendre, Institut Vital Roux, p.99-112.
- Commeiras N., Fournier C. et Loubes A., (2002), « Les mutations de la grande distribution : changement organisationnel et tensions de rôle des chefs de rayon », Rapport d’étude pour l’Institut Européen des Métiers du Commerce et la Distribution (IEMCD), 50 p.
- Commeiras N., Fournier C, et Loubes A, (2003) « Communication, information, feed-back and control system: interpersonal antecedents in the role ambiguity of departments heads », 12th EAERCD Conference, ESCP-EAP, June.
- Dubin R., (1956), “Industrial workers’worlds: a study of the “Central Life Interests” of industrial workers”, Social Problems, vol.3, p.131-142.
- Dubinsky A.J. et Hartley S.W., (1986), “A path-analytic study of a model of salesperson performance”, Journal of the Academy of Marketing Science, vol.14, n°1, p.36-46.
- Elloy D.F et Smith C.R., (2003), “Patterns of stress, work-family conflict, role conflict, role ambiguity and overload dual-career ans single-carrer couples: an australian study”, Cross Cultural Management, vol.10, n°1, p.55-66.
- Farrell M.A., (2005), “The effect of a market-oriented organizational culture on sales-force behaviour and attitudes”, Journal of Strategic Marketing, vol.3, December, p.261-273.
- Fisher C.D et Gitelson R., (1983), “A meta analysis of the correlates of the role conflict and role ambiguity”, Journal of Applied Psychology, vol.68, p.320-333.
- Fournier C. et Loubes A., (2001), Evolutions du métier de chef de rayon : ambiguïtés de rôle, 4ième colloque Etienne Thil, 27 et 28 septembre 2001, Actes sur CD ROOM.
- French J.R.P. et Kahn R.L., (1962), “A programmatic approach to studying the environmental and mental health”, Journal of Social Issues, vol.18, n°3.
- Freund A. et Carmeli A., (2003), « An empirical assessment: reconstructed model for five universal forms of work commitment », Journal of Managerial Psychology, vol.18, n°7, p.708-725.
- Good L.K., Gentry J.W. et Sisler G.F., (1988), “Antecedents of turn over intention among retail management personnel”, Journal of Retailing, vol.64, n°3, p.295-314.
- Griffeth R.W, Steel R.P., Allen D.G. et Bryan N., (2005), “The development of a Multidimensional measure of job market cognitions: the employment opportunity index (EOI)”, Journal of Applied Psychology, vol.90, n° 2, p 335-349.
- Grima F., (2000), « Ambiguïté et conflit de rôle au travail : proposition d’un modèle explicatif synthétique », Thèse de doctorat en Sciences de Gestion, Université d’Evry-Val-d’Essonne.
- Grima F., (2004), « Les conséquences de l’ambiguïté de rôle et du conflit de rôle au travail : proposition d’un modèle explicatif synthétique », Revue de Gestion des Ressources Humaines, n°54, p.56-72.
- Harris M.M. et Bladen A., (1994), “Wording effects in the measurement of role conflict and role ambiguity: a multitrait-multimethod analysis ”, Journal of Management, vol.20, n°4, p.887-901.
- Hofmann D.A., Griffin M.A. et Gavin M.B., (2000), “The application of hierarchical linear modeling to organizational research”,in Klein KJ, Kozlowski SW, editors. Multilevel theory, research, and methods in organizations. San Francisco: Jossey-Bass p. 467–511.
- Irving P.G. et Coleman D.F., (2003), “The moderating effect of different forms of commitment on role ambiguity-job tension relations”, Canadian Journal of Administrative Sciences, vol.20, n°2, p.97-106.
- Jackson S.E. et Schuler R.S., (1985), “A meta-analysis and conceptual critique of research on role ambiguity and role conflict in working setting”, Organizational Behavior and Human Decision Processes, vol.36, p.16-78.
- Jaramillo F., Mulki J. et Marshall G.W., (2005), “A meta-analysis of the relationship between organizational commitment and salesperson job performance: 25 years of research”, Journal of Business Research, vol.58, n°6, p.705-714.
- Joreskog K.G. et Sorbom D., (1993), LISREL 8: Structural Equation Modeling with the SIMPLIS Command Language, Mooresville, III: Scientific Software.
- Kammeyer-Mueller J.D. et Wanberg C.R., (2003), “Unwrapping the organizational entry process: disentangling multiple antecedents and their pathways to adjustment”, Journal of Applied Psychology, vol.88, n°5, p.779-794.
- Kanungo R.N., (1982), “Measurement of job and work involvement”, Journal of Applied Psychology, vol.67, p.341-349.
- Kemery E.R, Bedeian A.G., Mossholder K.M. et Touliatos J., (1985), « Outcomes of role stress: a multisample constructive replication », Academy of Management Journal, vol.28, n°2, p.363-375.
- Khan R.L, Wolfe D., Quinn R., Snoek J. et Rosenthal J.D., (1964), Organizational stress: studies in role conflict and ambiguity, New-york, Jhon Willey & Sons Inc, 1964, 390 p.
- King R.C. et Sethi V., (1997), “The moderating effects of organizational commitment on burn-out in information system professionals”, European Journal of Information Systems, vol.6, p.86-96.
- Lallement T., (1995), « La France – le cas du commerce de détail » in La flexibilité du temps de travail, OCDE, p.31-160.
- Lawler E.E. et Hall D.T., (1970), “Relationships of job characteristics to job involvement, satisfaction and intrinsic motivation”, Journal of Applied Psychology, vol.54, p.305-312.
- Lee B.H., (2003), “Using hierarchical linear modeling to illustrate industry and group effects on organizational commitment in a sales context”, Journal of Managerial Issues, vol.15, n°3, p. 353-368
- Lee K.S. et Gao T., (2005), “Studing organizational commitment with the OCQ in the Korean retail context: its dimensionality and relationships with satisfaction and work outcomes”, International Review of Retail, Distribution and Consumer Research, vol.15, n°4, October, p.375-399.
- Lee K., Carswell J.J. et N.J. Allen, (2000), “A meta-analytic review of occupational commitment: relations with person – and work-related variables”, Journal of Applied Psychology, vol.85, n°5, p.799-811.
- Lodahl T.M. et Kejner M., (1965), “The definition and measurement of job involvement”, Journal of Applied psychology, vol.49, n°1, p. 24-33.
- London M., (1983), “Toward a theory of career motivation”, Academy of Management Teview, vol.8, p.620-630.
- Loubès A., (1997), « Contribution à l’étude des tensions de rôle des agents de maîtrise en milieu industriel : une étude empirique », Thèse de doctorat en Sciences de Gestion, Université Montpellier II.
- Lung-Tan L. et Yuan-Ho L. (2007), “The effect of supervision style and decision making on role stress and satisfaction of senior foreign managers in international joint ventures in China”, International Journal of Commerce and Management, vol.17, n°4, p.284-294.
- Lusch R.F. et Serpkenci R.R., (1990),”Personal Differences, Job Tension, Job Outcomes, and Store Performance: A Study of Retail Store Managers” Journal of Marketing, vol.54, n°1, p.85-101.
- Lusch R. F. et Jaworski B.J., (1991), “Management Controls, Role Stress, and Retail Store Manager Performance”, Journal of Retailing, vol.67, n° 4, p.397 -419.
- March G.J. et Simon H.A., (1958), Organization, New York, Wiley.
- Mathieu J.E. et Zajac D.M., (1990), « A review and meta analysis of the antecedents, correlates and consequences of organizational commitment”, Psychology Bulletin, vol.108, n°2, p.171-194.
- Mathieu J.E et Farr J.L., (1991), “Further evidence of the discriminant validity of measures of organizational commitment, job involvement and job satisfaction”, Journal of Applied Psychology, vol.76, n°1, p.127-133.
- Mccleese C.S. et Eby L.T., (2006), “Reactions to job content plateaus: examining role ambiguity and hierarchical plateaus as moderators”, The Career Development Quarterly, vol.55, n°1, p.64-76.
- Meyer J.P., Standley D.J., Herscovitch L. et Topolnytsky L., (2002), “Affective, continuance and normative commitment to the organization: a meta analysis of antecedents, correlates and consequences”, Journal of Vocational behavior, vol.61, p.20-52.
- Meyer J.P. et Allen N.J. (1997), Commitment in the workplace - theory, research and application. Thousand Oaks, USA: SAGE – Atob.
- Meyer J.P., Allen N.J. et Smith D., (1993), “Commitment to organizations and occupations: extension and test of a three-component conceptualisation”, Journal of Applied Psychology, vol.78, p. 538-551.
- Michael R.E et Dixon A.L., (1994), “Sellers and buters on the boundary: potential moderators of role stress job outcomes relationships”, Journal of the Academy of Marketing Science, vol.22, n°1, p. 62-73.
- Miles R.H. et Perreault T., (1976), “Organizational role conflict: its antecedents and consequences”, Organizational Behavior and Human Performance, vol. 7, p. 19-44.
- Morris, J.H. et Sherman D.J., (1981), “ Generalizability of an organizational commitment model , Academy of Management Journal, vol.24, n° 3, p.512-526.
- Morris J.H. et Snyder R.A., (1979), “A second look at need achievement and need of autonomy as moderator of role perception-outcome relationships”, Journal of Applied Psychology, vol.64, p.173-178.
- Morris J.H. et Koch J.L., (1979), “Impact of role perceptions on organizational commitment, job involvment and psychosomatic illness among three vocational grouping”, Journal of Vocational Behavior, vol.14, p.88-101.
- Morrow P.C. et Wirth R.E., (1989), “Work commitment among salaried professionals”, Journal of Vocational Behavior, vol.34, p.40-56.
- Morrow P., (1983), “Concept redundancy in organizational research: the case of work commitment”, Academy of Management Review, vol.8, n°3, p. 486-500.
- Morrow P.C., (1993), The theory and measurement of work commitment. Greenwich: JAI Press.
- Mowday R.T., Porter L.W. et Steers R.M., (1982), Employee-organization: the psychology of commitment, absenteeism and turnover, ed Academic Press, New York.
- Mulki J.P., Jaramillo F. et Locander W.B., (2006), “Effects of ethical climate and supervisory trust on salesperson’s job attitudes and intentions to quit”, Journal of Personal Selling and Sales Management, vol.26, n°1, p.19-
- Nauman E., (1993), “Antecedents and consequences of satisfaction and commitment among expatriate managers”, Group and Organization Management, vol.18, n°2, p.153-187.
- Neveu J.P., (1996), L’intention de démission chez les cadres, Economica, Paris.
- Neveu J.P., (2006), “Théories de l’implication”, in Encyclopédie des Ressources Humaines, J. Allouche (coord.), ed Vuibert, p. 629-634 (2ème ed.).
- Newton J.N., Jimmieson N.J., (2008), “Role stressors, participative control, and subjective fit with organizational value: Main an moderation effects on employee outcomes”, Journal of Management and Organization, vol.14, March, p.20-39.
- Örtqvist D. et Wincent J., (2006), “Prominent consequences of role stress: A meta-analytic review”, International Journal of Stress Management, vol.13, p.399-422.
- Perrot S., (2001), L’entrée dans la vie active des jeunes diplômés, Economica.
- Peterson M.F. et Smith P.B., (1995), “Role conflict, ambiguity and overload: a 21-nation study”, Academy of Management Journal, vol.38, n° 2, p. 429-452.
- Peyrat-Guillard D., (2002), « Les antécédents et les conséquences de l’implication au travail », in l’implication au travail, J.P. Neveu et M. Thévenet (coord.), ed Vuibert, collection Entreprendre, Institut Vital Roux, p.71-96.
- Porter L.W., Mowday R.T., Steers R.M. et p.v. boulian, (1974), “Organizational Commitment, job satisfaction and turnover among psychiatric technicians”, Journal of Applied Psychology, vol.59, p.603-609.
- Porter L.W., Mowday R.T., Steers R.M., (1979), “The measurement of organizational commitment”, Journal of Vocational Behavior, vol.14, p.224-247.
- Pousette A., Jacobsson C., Thylefors I. et Hwang C.P., (2003), « The role of feedback in Swedish human service organizations », Community, Work and Family, vol.6, n°3, p.245-268.
- Randall D.M. et Cote J.A., (1991), “Interrelationships of work commitment constructs”, Work and Occupations, vol.18, n°2, p.194-211.
- Randall D.M., (1990), “The consequences of organizational commitment: a methodological investigation”, Journal of Organizational Behavior, vol.11, p.361-378.
- Redman T. et Snape E., (2005), « Unpacking commitment : multiple loyalties and employee behavior », Journal of management Studies, vol.42, n°2, p.301-328.
- Reichers A.E., (1985), “A review and reconceptualization of organizational commitment“, Journal of Vocational Behavior, vol.36, p.210-224.
- Rhoads G.K., Singh J. et Goodell P.W., (1994), “The multiple dimensions of role ambiguity and their impact upon psychological and behavioural outcomes of industrial salespeople”, Journal of Personal Selling and Sales Management, vol.14, n°3, p.1-24.
- Richardson L., Swan J. et McInnis-Bowers C., (1994), “Sampling and Data Collection Methods in Sales Force Research: Issues and Recommendations for Improvement”, Journal of Personal Selling and Sales Management, vol.14, p.31-39.
- Riketta M., (2002), “Attitudinal organizational commitment and job performance: a meta-analysis”, Journal of Organizational Behavior, vol.23, p.257-266.
- Rizzo R.J., House R.J. et Lirzman S.I., (1970), “ Role conflict and ambiguity in complex organizations ”, Adminsitrative Science Quarterly, vol.15, p.150-163.
- Schaubroeck J.S., Cotton J.L. et Jennings K.R., (1989), “Antecedents and consequences of role stress: a covariance structure analysis”, Journal of Organizational Behavior, vol.10, p.35-58.
- Schuler R.S., (1975), « Role perceptions, satisfaction and performance: a partial reconciliation », Journal of Applied Psychology, vol. 60, p.683-687.
- Sean V. et Barnett T., (2003), « Ethics code awareness, perceived ethical values and organizational commitment », Journal of Personal Selling and Sales Management, vol.23, n°4, p.359-367.
- Siguaw J.A. et Honeycutt E.D., (1995), « An examination of gender differences in selling behaviours and job attitudes”, Industrial Marketing Management, vol.24, p.45-52.
- Siguaw J.A., Brown G. et Widing R.E., (1994), “The influence of the market orientation of the firm on sales force behaviour and attitudes”, Journal of Marketing Research, vol.31, February, p.106-116.
- Singh J. et Rhoads G. K., (1991), “Boundary Role Ambiguity in Marketing-Oriented Positions: A Multidimensional, Multifaceted Operationalization”, Journal of Marketing Research, vol.28, n°3, p.328-338.
- Singh J., Verbeke W. et Rhoads G.K., (1996), “Do organizational practices matter in role stress processess? A study of direct and moderating effects for marketing-oriented boundary spanners”, Journal of Marketing, vol.60, july, p.69-86.
- Turbe T.C. et Collins M.J., (2000), “Jackson and Schuler (1985) revisited: a meta-analysis of the relationships between role ambiguity, role conflict, and job performance”, Journal of Management, vol.26, n°1, p.155-169
- Van Maanen J. et Schein E., (1977), “Career development”, in R. Hackman et L. Suttle (eds), Improving life at work, Santa Monica, CA, Goodyear.
- Van Sell M., Brief A P. Et Schuler R S., (1981), “Role Conflict and Role Ambiguity : Integration of the Literature and Directions for Future Research’ Human Relations”, vol.34, p.43-71.
- Vignon C., (2002), « Le management des ressources humaines entre projets humanistes et logique managériale, » Revue de Gestion des Ressources Humaines, n°43, p.82-101.
- Wiener Y., (1982), “Commitment in organizations: a normative view”, Academy of Management Review, vol.7, p. 418-428.
- Yousef D.A., (2002), “Job satisfaction as a mediator of the relationship between role stressors and organizational commitment: a study from an arabic cultural perspective”, Journal of Management Psychology, vol.17, n°4, p.250-266.