Marc OHANA

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• Type de publi. : Article dans une revue
• Date de publi. : 01/10/2023
• Auteurs : Marc OhanaF. StinglhamberG. Caesens
• Organismes : Kedge Business School
• Publié dans European Business Review le 25/10/2020

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Résumé : The purpose of this study is to examine the effect of coworkers’ interpersonal justice (defined as the extent to which one is treated by coworkers with dignity, courtesy and respect) on team citizenship behaviors. More precisely, the authors first test the mediating role played by both team-member exchange and team identification in this relationship. Further, they examine the moderating role of extraversion in these two mediating mechanisms.

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• Type de publi. : Article dans une revue
• Date de publi. : 01/03/2023
• Auteurs : Florence StinglhamberNathan NguyenMarc OhanaConstantin LagiosStéphanie DemoulinPierre Maurage
• Organismes : Kedge Business School Laboratoire de Recherche en Management
• Publié dans Journal of Occupational and Organizational Psychology le 25/10/2020

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• Type de publi. : Article dans une revue
• Date de publi. : 17/02/2023
• Auteurs : Marc OhanaGhulam MurtazaInam Ul HaqEsraa Al-ShattiZhang Chi
• Organismes : Kedge Business School Laboratoire de Recherche en Management
• Publié dans Journal of Business Ethics le 02/11/2020

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Résumé : Researchers have recently indicated that employee perceptions of their firm’s corporate social responsibility (CSR) may shape their work behaviors. However, why and when CSR perceptions lead to counterproductive work behavior, such as cyberloafing, remains unclear. In this article, we first investigate the mediating role of workplace boredom in explaining the effect of perceived CSR toward employees on cyberloafing behaviors. We further examine the moderating role of moral disengagement in this process. Overall, the results of our cross-sectional, experimental, and three-wave studies provide strong evidence for our hypothesized relationships. Our research suggests that moral disengagement weakens the effect of internal CSR on workplace boredom, such that for employees high in moral disengagement, the level of internal CSR has a weaker effect on workplace boredom.

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• Type de publi. : Communication dans un congrès
• Date de publi. : 19/10/2022
• Auteurs : Matthieu Julius ChauveauDavid CarassusMarc Ohana
• Organismes : Laboratoire de Recherche en Management

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Fichiers liés : presentation_AGRH_19octobre2022.pdf

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• Type de publi. : Article dans une revue
• Date de publi. : 01/08/2022
• Auteurs : E. Al-ShattiMarc OhanaP. OdouMustafa Zaitouni
• Organismes : Kedge Business School
• Publié dans International Journal of Environmental Research and Public Health le 03/12/2024

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Résumé : Impression management (IM) concerns can lead to significant psychological consequences, potentially engendering unethical behavior. Therefore, adopting the stressor–strain–outcome framework, this study explores the effects of IM concerns on unethical behavior through wellbeing, and whether IM on social media (i.e., Instagram) triggers fatigue and results in unethical behavior at work. The findings of two empirical studies (n = 480 and n = 299) in different settings (Kuwait and the UK) suggest that women experience higher effects from IM concerns compared with men in Kuwait, while no gender differences are found in the UK. The results also confirm that impression management on social media platforms triggers fatigue, in turn increasing unethical behavior at work. This study contributes to the IM literature by capturing the effect of Instagram activities on workplace behavior.

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• Type de publi. : Article dans une revue
• Date de publi. : 01/01/2022
• Auteurs : E. ArnéguyMarc OhanaF. Stinglhamber
• Organismes : Kedge Business School
• Publié dans Employee Relations le 27/09/2024

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Résumé : Although justice perceptions have been proven to be a critical determinant of readiness for change (RFC), research is still needed to investigate which source(s) of justice fosters employee's preparedness to face change within his/her organization. The aim of this study is to examine the simultaneous influence of three sources of justice, namely the organization, the supervisor and the coworkers, on RFC through perceived organizational support, perceived supervisor support and perceived coworker support, respectively.

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• Type de publi. : Article dans une revue
• Date de publi. : 01/07/2021
• Auteurs : E. Al-ShattiMarc Ohana
• Organismes : Kedge Business School
• Publié dans Frontiers in Psychology le 25/02/2025

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• Type de publi. : Article dans une revue
• Date de publi. : 01/06/2021
• Auteurs : C. ZhangS. J. HongMarc Ohana
• Organismes : Kedge Business School
• Publié dans Supply Chain Forum: An International Journal le 26/10/2020

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Résumé : Along with the rapid growth of Chinese investments in France in recent years, there’s an increasing interest in studying the impact of Sino-Franco buyer–supplier relationship on their supply chain collaboration (SCC). We refer to both operational research and social management research to consider how does guanxi influence SCC and buying companies’ supply chain performance. By analysing the survey data collected from Chinese buyers in France, our findings have not only empirically proved guanxi’s importance in Sino-Franco relationship, but also revealed guanxi’s indirect influence on supply chain performance through the mediating effect of three different SCC dimensions (i.e. version sharing, resource-based collaboration and process-based collaboration).

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• Type de publi. : Communication dans un congrès
• Date de publi. : 01/01/2021
• Auteurs : E. ArnéguyMarc OhanaF. Stinglhamber
• Organismes : Kedge Business School

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• Type de publi. : Article dans une revue
• Date de publi. : 01/11/2020
• Auteurs : E. ArnéguyMarc OhanaF. Stinglhamber
• Organismes : Kedge Business School
• Publié dans Journal of Organizational Change Management le 09/11/2021

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Résumé : The purpose of this paper is to investigate the mechanisms and the conditions under which experiencing organizational justice fosters employees’ readiness for change. First, this study tests the mediating role of perceived organizational support between overall justice and readiness for change. Second, it examines whether perceived organizational competence moderates this indirect positive effect.

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