Christian Vandenberghe, professeur titulaire

Titre(s) académique(s) Doctorat en sciences psychologiques Université catholique de Louvain Licence (maîtrise) en sciences du travail Université catholique de Louvain

Recherche, publications, enseignement

Biographie

• 2006–présentement: Professeur titulaire, Service de l’enseignement du management, HEC Montréal, Québec, Canada 
• 2003–2006: Professeur agrégé, Service de l’enseignement du management, HEC Montréal, Québec, Canada
• 2000–2003: Chargé de cours à durée indéterminée (Équivalent Professeur agrégé), Université catholique de Louvain, Faculté de psychologie et des sciences de l'éducation
• 1997–2000: Chargé de cours à durée déterminée (Équivalent Professeur adjoint),     Université catholique de Louvain, Faculté de psychologie et des sciences de l'éducation

Projets de recherche

• Social Sciences and Humanities Research Council of Canada, 2012-2015 ($217,790). (team: Tremblay, M., Vandenberghe, C., Chênevert, D.).
• Social Sciences and Humanities Research Council of Canada, 2011-2014 ($75,523). (Vandenberghe, C.).
• Canada Research Chair in management of employee commitment and performance (Tier-2), Canada Research Chairs program, 2010-2015 (renewal).
• Social Sciences and Humanities Research Council of Canada, 2009-2012 ($86,890). (team: Gagné, M., Vandenberghe, C., Bentein, K., & Forest, J.).
• Social Sciences and Humanities Research Council of Canada, 2008-2011 ($84,374). (Vandenberghe, C.).
• Social Sciences and Humanities Research Council of Canada, 2008-2011 ($142,500). (team: Tremblay, M., Vandenberghe, C., & d’Astous, A.).
• Fonds québécois de la recherche sur la société et la culture, 2007-2009 ($65,000). (team : Vandenberghe, C., Bentein, K., Guerrero, S., Harvey, S., & Valevicus, A.).
• Social Sciences and Humanities Research Council of Canada, 2006-2009 ($80,324) (team: Renaud, S., Vandenberghe, C., & Pozzebon, S.).
• Social Sciences and Humanities Research Council of Canada, 2005-2008 ($91,545). (Vandenberghe, C.).
• Canada Research Chair in management of employee commitment and performance (Tier-2), Canada Research Chairs program, 2005-2010.

Champs d’intérêt

• Engagement organisationnel
• Performance au travail
• Rétention des employés
• Attitudes au travail
• Changement et bien-être des employés

Publications représentatives

• Vandenberghe, C., & Panaccio, A. (2012). Perceived sacrifice and few alternatives commitments: The motivational underpinnings of continuance commitment’s subdimensions. Journal of Vocational Behavior, 81, 59-72.
• Panaccio, A., & Vandenberghe, C. (2012). Five-factor model of personality and organizational commitment: The mediating role of positive and negative affective states. Journal of Vocational Behavior, 80, 647-658.
• Landry, G., & Vandenberghe, C. (2012). Relational commitments in employee-supervisor dyads and employee job performance. Leadership Quarterly, 23, 293-308.
• Morin, A.J.S., Vandenberghe, C., Boudrias, J.S., Madore, I., Morizot, J., & Tremblay, M. (2011). Affective commitment and citizenship behaviors across multiple foci. Journal of Managerial Psychology, 26, 716-738.
• Lapointe, E., Vandenberghe, C., & Panaccio, A. (2011). Organizational commitment, organization-based self-esteem, emotional exhaustion and turnover: A conservation of resources perspective. Human Relations, 64, 1609-1631.
• Panaccio, A.-J., & Vandenberghe, C. (2011). The relationships of role clarity and organization-based self-esteem to commitment to supervisors and organizations, and turnover intentions. Journal of Applied Social Psychology, 41, 1455–1485.
• Vandenberghe, C., Panaccio, A., & Ben-Ayed, A.-K. (2011). Continuance commitment and turnover: Examining the moderating role of negative affectivity and risk aversion. Journal of Occupational and Organizational Psychology, 84, 403–424.
• Vandenberghe, C., Panaccio, A., Bentein, K., Mignonac, K., & Roussel, P. (2011). Assessing longitudinal change of and dynamic relationships among role stressors, job attitudes, turnover intention, and well-being in neophyte newcomers. Journal of Organizational
• Behavior, 32, 652–671.
• Charbonnier, A., El Akremi, A., & Vandenberghe, C. (2010). A multilevel model of transformational leadership and adaptive performance and the moderating role of climate for innovation. Group & Organization Management, 35, 699–726.
• El Akremi, A., Vandenberghe, C., & Camerman, J. (2010). The role of justice and social exchange relationships in workplace deviance: Test of a mediated model. Human Relations, 63, 1681-1718.
• Herrbach, O., Mignonac, K., Vandenberghe, C., & Negrini, A. (2009). Perceived human resource management practices, organizational commitment, and voluntary early retirement among late-career managers. Human Resource Management, 48, 895-915.
• Panaccio, A.-J., & Vandenberghe, C. (2009). Perceived organizational support, organizational commitment and psychological well-being: A longitudinal study. Journal of Vocational Behavior, 75, 224-236.
• Vandenberghe, C., & Bentein, K. (2009). A closer look at the relationship between affective commitment to supervisors and organizations and turnover. Journal of Occupational and Organizational Psychology, 82, 331–348.
• Landry, G., & Vandenberghe, C. (2009). Role of commitment to the supervisor, leader-member exchange and supervisor-based self-esteem in employee-supervisor conflicts. Journal of Social Psychology, 149, 5-27.
• Vandenberghe, C., & Tremblay, M. (2008). The role of pay satisfaction and organizational commitment in turnover intentions: A two-sample study. Journal of Business and Psychology, 22, 275-286.
• Vandenberghe, C., Bentein, K., Michon, R., Chebat, J-C., Tremblay, M., & Fils, J-F. (2007). An examination of the role of perceived support and employee commitment in employee-customer encounters. Journal of Applied Psychology, 92, 1177-1187. 
• Camerman, J., Cropanzano, R., & Vandenberghe, C. (2007). The benefits of justice for temporary workers. Group & Organization Management, 32, 176-207.
• Bentein, K., Vandenberg, R.J., Vandenberghe, C., & Stinglhamber, F. (2005). The role of change in the relationship between commitment and turnover: A latent growth modeling approach. Journal of Applied Psychology, 90, 468-482.
• Meyer, J.P., Becker, T.E., & Vandenberghe, C. (2004). Employee commitment and motivation: A conceptual analysis and integrative model. Journal of Applied Psychology, 89, 991-1007.
• Stinglhamber, F., & Vandenberghe, C. (2004). Favorable job conditions and perceived support: The role of organizations and supervisors. Journal of Applied Social Psychology, 34, 1470-1493.
• Vandenberghe, C., Bentein, K., & Stinglhamber, F. (2004). Affective commitment to the organization, supervisor, and work group: Antecedents and outcomes. Journal of Vocational Behavior, 64, 47-71.
• Vandenberghe, C. (2003). Application of the three-component model to China: Issues and perspectives. Journal of Vocational Behavior, 62, 516-523.
• Stinglhamber, F., & Vandenberghe, C. (2003). Organizations and supervisors as sources of support and targets of commitment: A longitudinal investigation. Journal of Organizational Behavior, 24, 251-270.
• Vandenberghe, C., Stordeur, S., & D’hoore, W. (2002). Transactional and transformational leadership in nursing: Structural validity and substantive relationships. European Journal of Psychological Assessment, 18, 16-29.
• Eisenberger, R., Stinglhamber, F., Vandenberghe, C., Sucharski, I., & Rhoades, L. (2002). Perceived supervisor support: Contributions to perceived organizational support and employee retention. Journal of Applied Psychology, 87, 565-573.
• Stinglhamber, F., Bentein, K., & Vandenberghe, C. (2002). Extension of the three-component model of commitment to five foci: Development of measures and substantive test. European Journal of Psychological Assessment, 18, 123-138.
• Bentein, K., Stinglhamber, F., & Vandenberghe, C. (2002). Organization-, supervisor-, and workgroup-directed commitments and citizenship behaviors: A comparison of models. European Journal of Work and Organizational Psychology, 11, 341-362.
• Vandenberghe, C., Stinglhamber, S., Bentein, K., & Delhaise, T. (2001). An examination of the cross-cultural validity of a multidimensional model of commitment in Europe. Journal of Cross-Cultural Psychology, 32, 322-347.
• Stordeur, S., D’hoore, W., & Vandenberghe, C. (2001). Leadership, organizational stress, and emotional exhaustion among hospital nursing staff. Journal of Advanced Nursing, 35, 533-542.
• Stordeur, S., Vandenberghe, C., & D’hoore, W. (2000). Leadership styles across hierarchical levels in nursing departments. Nursing Research, 49, 1-7.
• Delobbe, N., & Vandenberghe, C. (2000). A four-dimensional model of organizational commitment among Belgian employees. European Journal of Psychological Assessment, 16, 125-138.
• Vandenberghe, C. (1999). Transactional vs. transformational leadership: Suggestions for future research. European Journal of Work and Organizational Psychology, 8, 26-32.
• Vandenberghe, C. (1999). Organizational culture, person-culture fit and turnover: A replication in the health care industry. Journal of Organizational Behavior, 20, 175-184.
• Vandenberghe, C., & D’hoore, W. (1999). Validity evidence for the Nurse-Physician Intensive Care Units Questionnaire in a Belgian context. European Review of Applied Psychology, 49, 67-75.
• Vandenberghe, C., & Peiro, J.M. (1999). Organizational and individual values: Their main and combined effects on work attitudes and perceptions. European Journal of Work and Organizational Psychology, 8, 571-583.
• Vandenberghe, C. (1996). Assessing organisational commitment in a Belgian context: Evidence for the three-dimensional model. Applied Psychology: An International Review, 45, 371-386.

Prix et distinction(s)

• Titulaire de la Chaire de Recherche du Canada en gestion de l’engagement et du rendement des employés (Niveau 2) depuis avril 2005 (http://www.chaires.gc.ca ).
• Membre de la Société royale du Canada (2011) (www.rsc-src.ca).