Excerpt: The purpose of this study was to investigate relationships between dimensions of work ethic and dimensions of OCB and CWB.

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International assignment failures cost an organization roughly 3 to 4 times an expatriate's annual salary with the most expatriate failures cited for work assignments in China. Previous scholarly research identified cultural intelligence (CQ) as being influential to expatriate work outcomes. The purpose of this correlational study was to examine the relationships among a subset of CQ predictor variables and work outcome related dependent variables. Quantitative analysis regarding the relationship between CQ and work outcomes for U.S. nationals working in China does not currently exist in the scholarly research. Improvement of expatriate work outcomes and reduction of failed assignment costs is the intention. The study included self-reported measurements collected via online surveys from 88 U.S. nationals with work experience in China. Pearson correlation test results and multiple linear regression analysis indicated significant predictive relationships between CQ and work performance (F(4, 83) = 8.202, p < .001, adjusted R2 = .249) and between CQ and job satisfaction (F(4, 83) = 3.522, p < .05, adjusted R2 = .104). Motivational CQ had a statistically significant predictive power for work performance and job satisfaction. These findings suggest that the CQ construct may help to assess expatriate assignment readiness. The social change implications of this study include the utilization of CQ in better identification, selection, and training of employees for international assignments; improvement of expatriate work outcomes; reduction of expatriate turnover; and reduction of expatriate assignment costs.

To create and maintain a fully engaged workforce, establishing person-organization (P-O) fit among employees has continued to be a central focus of organizational research. In addition, with growing numbers of older workers approaching retirement age, younger workers will soon become the dominant segment of the future workforce. Given this unfolding population trend, it has become increasingly necessary for organizations to gain a clearer understanding of the work values of the growing young population of workers and how P-O fit based on those work values may be linked to desirable work-related attitudes and behaviors. The overarching aim of this dissertation is two-fold: (1) investigate the generational differences and similarities in work values among younger Chinese workers; (2) uncover the underlying mechanisms by which the linkages between the work-value-based person-organization fit and employee work outcomes may be influenced by the impact of leader-member exchange (LMX) and perceived organizational support (POS). In this study, I used a research design that blended interviews and two survey-based studies to address four main research questions. More specifically, I conducted a pilot test to refine the work-value scale in China, and to pretest the established and validated measures for the key variables. In the second study, I gathered survey data from a sample of 179 employees from three Chinese small- and medium-sized enterprises (SMEs). The research findings showed no significant differences in employee work values between the two younger generations (i.e., the Social-Reform Generation and the Millennials Generation). Regarding the hypothesized conceptual scheme that links P-O fit and work outcomes, the results supported most of my hypotheses. Specifically, P-O fit is a significant predictor of three important work outcomes; it is positively related to job satisfaction and organizational commitment, while negatively related to turnover intention after controlling for demographic characteristics. The three hypothesized mediating mechanisms involving POS also received empirical support. That is, as predicted, POS mediates the effect of P-O fit on job satisfaction, organizational support, and turnover intention. Finally, when LMX was incorporated into the conceptual model and statistical analyses, the findings revealed that there was overall moderated mediation for the connections between P-O fit, job satisfaction, and organizational commitment, but no moderated mediation for the connection between P-O fit and turnover intention.

Bien que le travail soit bénéfique et souhaité par une majorité de personnes aux prises avec un trouble mental grave (TMG), les études réalisées auprès de cette clientèle montrent des taux d’emploi d’environ 10 à 20%. Parmi les services visant le retour au travail, les programmes de soutien à l’emploi (PSE) se sont montrés les plus efficaces avec des taux de placement en emploi standard oscillant entre 50 et 60%, sans toutefois garantir le maintien en emploi. Plusieurs études ont tenté de cerner les déterminants de l’obtention et du maintien en emploi chez cette population sans toutefois s’intéresser à la personnalité, et ce, bien qu’elle soit reconnue depuis toujours comme un déterminant important du fonctionnement des individus. De plus, peu de questionnaires d’évaluation de la personnalité selon le modèle de la personnalité en cinq facteurs (FFM) ont été utilisés auprès d’une clientèle avec un TMG et ceux-ci ont montré des propriétés psychométriques ne respectant pas des normes reconnues et acceptées. Cette thèse porte sur les liens entre la personnalité et l’intégration au travail chez les personnes avec un TMG. La première partie vise la validation d’un outil de mesure de la personnalité selon le FFM afin de répondre aux objectifs de la deuxième partie de la thèse. À cet effet, deux échantillons ont été recrutés, soit 259 étudiants universitaires et 141 personnes avec un TMG. Des analyses factorielles confirmatoires ont mené au développement d’un nouveau questionnaire à 15 items (NEO-15) dont les indices d’ajustement, de cohérence interne et de validité convergente respectent les normes établies, ce qui en fait un questionnaire bien adapté à la mesure de la personnalité normale dans des contextes où le temps d’évaluation est limité. La deuxième partie présente les résultats d’une étude réalisée auprès de 82 personnes aux prises avec un TMG inscrites dans un PSE et visant à identifier les facteurs d’obtention et de maintien en emploi chez cette clientèle, particulièrement en ce qui concerne la contribution des éléments normaux et pathologiques de la personnalité. Les résultats de régressions logistiques et de régressions de Cox (analyses de survie) ont démontré que l’historique d’emploi, les symptômes négatifs et le niveau de pathologie de la personnalité étaient prédictifs de l’obtention d’un emploi standard et du délai avant l’obtention d’un tel emploi. Une autre série de régressions de Cox a pour sa part démontré que l’esprit consciencieux était le seul prédicteur significatif du maintien en emploi. Malgré certaines limites, particulièrement des tailles d’échantillons restreintes, ces résultats démontrent la pertinence et l’importance de tenir compte des éléments normaux et pathologiques de la personnalité dans le cadre d’études portant sur l’intégration au travail de personnes avec un TMG. De plus, cette thèse a permis de démontrer l’adéquation d’un nouvel instrument de mesure de la personnalité auprès de cette clientèle. Des avenues futures concernant la réintégration professionnelle et le traitement des personnes avec un TMG sont discutées à la lumière de ces résultats. / Although work is a central component of the recovery of individuals with a severe mental illness (SMI), studies have shown employment rates ranging from 10 to 20% among that population. Among different services aimed at integrating people with a SMI to the labour market, supported employment programs (SEP) are the most effective with 50 to 60% of their participants getting a competitive employment, without however offering job tenure. Several studies have investigated which factors impact job acquisition and tenure among that population but personality has never been considered, although it has been recognized as an important determinant of functioning. Furthermore, few questionnaires aiming at evaluating personality according to the Five-Factor Model of personality (FFM) have been used with a SMI population and those questionnaires have demonstrated psychometric properties that do not satisfy commonly accepted and recognized criteria. This thesis focuses on the link between personality and work integration of people with a SMI. The first part aims at validating a personality questionnaire according to the FFM in order to achieve the objectives of the second part of the thesis. For this purpose, two samples were recruited: one of 259 university students and one of 141 people with a SMI. Confirmatory factor analyses led to the development of a new 15-item questionnaire (NEO-15) presenting with strong fit indices, internal consistency and convergent validity, which makes it well suited to measure normal personality in time-limited settings. The second part of this thesis presents the results of a study conducted with 82 people with a SMI enrolled in a SEP and aiming at investigating which variables predict job acquisition and tenure, with a special focus on normal and pathological personality variables. Results from logistic regressions and Cox regressions (survival analyses) demonstrated that prior employment, negative symptoms and level of pathological personality were predictive of competitive employment acquisition and delay to such acquisition. Additional series of Cox regressions showed that tenure of a competitive job was only predicted by conscientiousness. Although presenting some limits, restricted sample sizes in particular, our results demonstrate the relevance and the importance of considering normal and pathological personality in studies on work outcomes of people with a SMI. Furthermore, this thesis revealed the suitability of a new personality questionnaire to the SMI population. Future directions regarding the work integration and treatment of people with SMI considering these results are discussed.