Abstracts
Résumé
En contexte de changement, la préoccupation principale devrait être de réduire l’incertitude. Considérant le contexte inusité occasionné par la pandémie de COVID-19 sur les organisations, et la nouveauté certaine du télétravail pour bon nombre d’entre elles, il importe de mieux saisir les effets que peut entraîner ce mode d’organisation du travail – en tant que changement – sur le bien-être, voire la satisfaction des employés. S’appuyant sur la Théorie de la conservation des ressources et la Théorie du soutien organisationnel perçu, cette étude explore le lien entre l’incertitude face au changement et la satisfaction au travail. Au total, 376 personnes ont participé à l’étude en remplissant un questionnaire électronique administré au moment de la deuxième vague de la COVID-19 (c.-à-d. au début de l’hiver 2021). Trois principaux résultats se dégagent de cette étude. Premièrement, l’incertitude à l’égard du télétravail semble négativement liée au niveau de satisfaction déclaré par les télétravailleurs. Deuxièmement, le niveau de fatigue à l’égard du changement déclaré par les télétravailleurs constitue un mécanisme médiateur entre l’incertitude et la satisfaction. Enfin, ces résultats montrent aussi le rôle modérateur du soutien organisationnel perçu sur la relation unissant la fatigue liée au changement à la satisfaction au travail. Globalement, l’effet de la fatigue combiné à l’absence de soutien engendre un plus faible niveau de satisfaction chez les télétravailleurs.
Mots-clés :
- Incertitude face au changement,
- fatigue liée au changement,
- soutien organisationnel perçu,
- satisfaction au travail,
- modèle de médiation modérée
Abstract
In a context of change, the main concern should be to reduce uncertainty. With the COVID-19 pandemic forcing many organizations to adopt telework and the newness of telework for many, it is important to understand how this change may affect employee well-being and job satisfaction. Drawing on the Conservation of Resources Theory and Perceived Organizational Support Theory, this study explores the link between uncertainty about change and job satisfaction. A total of 376 individuals participated in the study by completing an electronic questionnaire carried out during the second wave of COVID-19 (i.e., early winter 2021). The results of this study show three main things. Firstly, they show that uncertainty about teleworking seems to be negatively related to the level of satisfaction reported by teleworkers. Secondly, the results show that the level of change fatigue reported by teleworkers is a mediating mechanism between uncertainty and satisfaction. Thirdly, these results show the moderating role of perceived organizational support on the relationship between change fatigue and job satisfaction. Overall, these results lead to the conclusion that the effect of fatigue, in addition to lack of support, gives rise to a lower level of job satisfaction among teleworkers.
Download the article in PDF to read it.
Download
Appendices
Bibliographie
- Ahmed, I. et Nawaz, M. M. (2015). Antecedents and outcomes of perceived organizational support: A literature survey approach. Journal of Management Development, 34(7), 867-880.
- Akirmak, U. et Ayla, P. (2021). How is time perspective related to burnout and job satisfaction? A conservation of resources perspective. Personality and Individual Differences, 181, https://doi.org/10.1016/j.paid.2019.109667
- Al Ahad, A., Khan, M. R. et Rahman, M. S. (2020). HR retention strategies for enhanced job satisfaction in a highly competitive job market: A study with private banking sector in Bangladesh. International Journal of Social Sciences Perspectives, 6(1), 53-58.
- Allen, M. S., Iliescu, D. et Greiff, S. (2022). Single item measures in psychological science: A call to action [Editorial]. European Journal of Psychological Assessment, 38(1), 1-5.
- Allen, J., Jimmieson, N. L., Bordia, P. et Irmer, B. E. (2007). Uncertainty during organizational change: Managing perceptions through communication. Journal of Change Management, 7(2), 187-210.
- Amis, J. M. et Janz, B. D. (2020). Leading change in response to COVID-19. Journal of Applied Behavioral Science, 56(3), 272-278.
- Azizi, M. R., Atlasi, R., Ziapour, A., Abbas, J. et Naemi, R. (2021). Innovative human resource management strategies during the COVID-19 pandemic: A systematic narrative review approach. Heliyon, 7(6), https://doi.org/10.1016/j.heliyon.2021.e07233
- Bakker, A. B., Demerouti, E. et Euwema, M. C. (2005). Job resources buffer the impact of job demands on burnout. Journal of Occupational Health Psychology, 10(2), 170-180.
- Bernerth, J. B., Walker, H. J. et Harris, S. G. (2011). Change fatigue: Development and initial validation of a new measure. Work & Stress, 25(4), 321-337.
- Bonzionelos, N. et Simmering, M. J. (2022). Methodological threat or myth? Evaluating the current state of evidence on common method variance in human resource management research. Human Resource Management Journal, 32(1), 194-215.
- Bordia, P., Hobman, E., Jones, E., Gallois, C. et Callan, V. J. (2004). Uncertainty during organizational change: Types, consequences, and management strategies. Journal of Business and Psychology, 18, 507-532.
- Borio, C. (2020). The Covid-19 economic crisis: Dangerously unique. Business Economics, 55(4), 181-190.
- Charalampous, M., Grant, C.A., Tramontano, C. et Michailidis, E. (2019). Systematically reviewing remote e-workers’ well-being at work: A multidimensional approach. European Journal of Work and Organizational Psychology, 28(1), 51-73.
- Cherkaoui, W., Montargot, N. et Jahmane, A. (2017). L’impact de la perception des changements organisationnels sur le bien-être des cadres. Question(s) de management, 17(1), 69-83
- Chênevert, D., Kilroy, S. et Bosak, J. (2019). The role of change readiness and colleague support in the role stressors and withdrawal behaviors relationship among health care employees. Journal of Organizational Change Management, 32(2), 208-223.
- Collerette, P., Lauzier, M. et Schneider, R. (2021). Le pilotage du changement (3e éd.). Québec : Presses de l’Université du Québec (PUQ).
- Cullen, K. L., Edwards, B. D., Casper, W. C. et Gue, K. R. (2013). Employees’ adaptability and perceptions of change-related uncertainty: Implications for perceived organizational support, job satisfaction, and performance. Journal of Business and Psychology, 29(2), 269-280.
- Ćulibrk, J., Delić, M., Mitrović, S. et Ćulibrk, D. (2018). Job satisfaction, organizational commitment and job involvement: The mediating role of job involvement. Frontiers in Psychology, 9(1), 132. https://doi.org/10.3389/fpsyg.2018.00132
- de Vries, M. S. E. et de Vries, M. S. (2021). Repetitive reorganizations, uncertainty and change fatigue. Public Money & Management, 43(2) 1-10.
- Deschênes, A. A. (2023). Professional isolation and pandemic teleworkers’ satisfaction and commitment: The role of perceived organizational and supervisor support. European Review of Applied Psychology, 73(2). https://doi.org/10.1016/j.erap.2022.100823
- Dolbier, C. L., Webster, J. A., McCalister, K. T., Mallon, M. W. et Steinhardt, M. A. (2005). Reliability and validity of a single-item measure of job satisfaction. American Journal of Health Promotion, 19(3), 194-198.
- Fuller, C. M., Simmering, M. J., Atinc, G., Atinc, Y. et Babin, B. J. (2016). Common methods variance detection in business research. Journal of Business Research, 69(8), 3192-3198.
- Hair, J. F., Black, W. C., Babin, B. J. et Anderson, R. E. (2010). Multivariate Data Analysis (7th ed.). Upper Saddle River, NJ: Prentice Hall.
- Hobfoll, S. E. (1989). Conservation of resources: A new attempt at conceptualizing stress. American Psychologist, 44(3), 513-524.
- Hobfoll, S. E., Halbesleben, J., Neveu, J.-P. et Westman, M. (2018). Conservation of resources in the organizational context: The reality of resources and their consequences. Annual Review of Organizational Psychology and Organizational Behaviour, 5, 103-128.
- Hughes, M. (2016). Who killed change management? Culture and Organization, 22(4), 330-347.
- Jin, M. H., McDonald, B. et Park, J. (2018). Person–organization fit and turnover intention: Exploring the mediating role of employee followership and job satisfaction through conservation of resources theory. Review of Public Personnel Administration, 38(2), 167-192.
- Judge, T. A., Bono, J. E. et Locke, E. A. (2000). Personality and job satisfaction: The mediating role of job characteristics. Journal of Applied Psychology, 85(2), 237-249.
- Kawiana, I. G. P., Dewi, L. K. C., Martini, L. K. B. et Suardana, I. B. R. (2018). The influence of organizational culture, employee satisfaction, personality, and organizational commitment towards employee performance. International Research Journal of Management, IT and Social Sciences, 5(3), 35-45.
- Katsaros, K. K. et Tsirikas, A. (2012). Hotel managers’ behaviour towards change uncertainty in Greece. Tourismos: An International Multidisciplinary Journal of Tourism, 7(2), 359-379.
- Kim, S., Chang, S., et Castro-Lacouture, D. (2020). Dynamic modelling for analyzing impacts of skilled labour shortage on construction project management. Journal of Management in Engineering, 36(1). https://doi.org/10.1061/(ASCE)ME.1943-5479.0000720
- Lai, H., Hossin, M. A., Li, J., Wang, R., et Hosain, M. S. (2022). Examining the relationship between COVID-19 related job stress and employees’ turnover intention with the moderating role of perceived organizational support: Evidence from SMEs in China. International Journal of Environmental Research and Public Health, 19(6), 19-37.
- Marchand, C. et Vandenberghe, C. (2014). Le soutien organisationnel perçu peut-il agir comme une ressource sociale ? Une analyse sous l’angle de la théorie de la conservation des ressources. Psychologie du travail et des organisations, 20(1), 63-89.
- McMillan, K. et Perron, A. (2020). Change fatigue in nurses: A qualitative study. Journal of Advance Nursing, 76(10), 2627-2636.
- Moens, E., Lippens, L., Sterkens, P., Weytjens, J. et Baert, S. (2022). The COVID-19 crisis and telework: a research survey on experiences, expectations and hopes. The European Journal of Health Economics, 23(4), 729-753.
- Nagy, M. S. (2002). Using a single‐item approach to measure facet job satisfaction. Journal of Occupational and Organizational Psychology, 75(1), 77-86.
- Ouedraogo, N. et Ouakouak, M. L. (2020). Antecedents and outcomes of employee change fatigue and change cynicism. Journal of Organizational Change Management, 34(1), 158-179.
- Paillé, P. (2007). Les relations entre le soutien organisationnel perçu, les comportements de citoyenneté organisationnelle et l’intention de quitter l’organisation. Bulletin de psychologie, 490(4), 349-355.
- Podsakoff, P. M. et Organ, D. W. (1986). Self-reports in organizational research: Problems and prospects. Journal of Management, 12(4), 531-544.
- Poulsen, S. et Ipsen, C. (2017). In times of change: How distance managers can ensure employees’ wellbeing and organizational performance. Safety Science, 100, 37-45.
- Proctor, T. et Doukakis, I. (2003). Change management: The role of internal communication and employee development. Corporate Communications: An International Journal, 8(4), 268-277.
- Raza, M. A., Khan, M. M. et Mujtaba, B. G. (2018). The impact of organizational change on employee turnover intention: does stress play a mediating role? Public Organization Review, 18(3), 313-327.
- Rhee, T. et Jin, X. (2021). The effect of job anxiety of replacement by artificial intelligence on organizational members’ job satisfaction in the 4th industrial revolution era: The moderating effect of job uncertainty. Journal of Digital Convergence, 19(7), 1-9.
- Rhoades, L. et Eisenberger, R. (2002). Perceived organizational support: A review of the literature. Journal of Applied Psychology, 87(4), 698-714.
- Ronen, S. et Primps, S. B. (1981). The compressed work week as organizational change: Behavioral and attitudinal outcomes. Academy of Management Review, 6(1), 61-74.
- Safy-Godineau, F., Fall, A. et Carassus, D. (2020). Soutien organisationnel perçu, implication organisationnelle et satisfaction au travail : Effets sur l’absentéisme maladie dans la fonction publique territoriale. Revue de gestion des ressources humaines, 116(2), 45-67.
- Scheibe, S., De Bloom, J. et Modderman, T. (2022). Resilience during crisis and the role of age: Involuntary telework during the COVID-19 pandemic. International Journal of Environmental Research and Public Health, 19(3). https://doi.org/10.3390/ijerph19031762
- Settoon, R. P., Bennett, N. et Liden, R. C. (1996). Social exchange in organizations: Perceived organizational support, leader–member exchange, and employee reciprocity. Journal of Applied Psychology, 81(3), 219-227.
- Srivastava, S. et Agrawal, S. (2020). Resistance to change and turnover intention: a moderated mediation model of burnout and perceived organizational support. Journal of Organizational Change Management, 33(7), 1431-1447.
- Sutherland, F. et Smith, S. (2011). Duality theory and the management of the change–stability paradox. Journal of Management & Organization, 17(4), 534-547.
- Swanson V. et Power, K. (2001). Employees’ perceptions of organizational restructuring : The role of social support. Work & Stress, 15(2), 161-178.
- Tavani, J. L., Botella, M. et Collange, J. (2014). Quelle validité pour une mesure de la satisfaction au travail en un seul item ? Pratiques psychologiques, 20(2), 125-142.
- Tietjen, M. A. et Myers, R. M. (1998). Motivation and job satisfaction. Management Decision, 36(4), 226-231.
- van Woerkom, M., Bakker, A. B. et Nishii, L. H. (2016). Accumulative job demands and support for strength use: Fine-tuning the job demands-resources model using conservation of resources theory. Journal of Applied Psychology, 101(1), 141-150.
- Vayre, É. et Delfosse, C. (2019). Les enjeux psychosociaux du télétravail: Comment accompagner les organisations ? Le Journal des psychologues, 367(5), 22-26.
- Weiner, B. J. (2009). A theory of organizational readiness for change. Implementation Science, 4(67), 1-9.
- Wood, S., Michaelides, G., Inceoglu, I., Niven, K., Kelleher, A., Hurren, E. et Daniels, K. (2023). Satisfaction with one’s job and working at home in the COVID-19 pandemic: A two-wave study. Applied Psychology: An International Review, 72(4), 1409-1429.
- Wu, G., Hu, Z. et Zheng, J. (2019). Role stress, job burnout, and job performance in construction project managers: The moderating role of career calling. International Journal of Environmental Research and Public Health, 16(13), 2394. https://doi.org/10.3390/ijerph16132394
- Yousef, D. A. (2000). Organizational commitment and job satisfaction as predictors of attitudes toward organizational change in a non‐western setting. Personnel Review, 29(5), 567-592.
- Zacher, H., Schmitt, A., Jimmieson, N. L. et Rudolph, C. W. (2019). Dynamic effects of personal initiative on engagement and exhaustion: The role of mood, autonomy, and support. Journal of Organizational Behavior, 40(1), 38-58.