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Bernard Gangloff
Laboratoire Parisien de Psychologie Sociale, Université Paris Nanterre, 92001 Nanterre, France

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Journal article
Published: 26 February 2021 in Societies
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In responsible management, managerial efficiency and sustainable development meet and influence each other. In order to give meaning to their organisation, to respect and look after their collaborators, a manager must promote a set of values on a personal, organisational and societal level. The purpose of this paper is to study the social value attributed to responsible management by students of a technical university. We have therefore undertaken to study a set of seven values attributed to responsible management and, more precisely, their utility and social desirability on a personal, organisational and societal level. The values have been operationalized with personality descriptors. The 60 participants in this study are students from a Romanian technical university. They had to assess, on four scales of seven points each (two for desirability and two for social utility), the value of a person characterised by one of the seven values attributed to responsible management. The results show us that efficiency is the value perceived by the students as being the most desirable for responsible management, and that in terms of social utility, agility is the most appreciated value. We found that there is indeed an effect of the context in which these values are perceived. Efficiency, audacity, dedication and integrity are perceived as more useful at an organisational level, while solidarity was perceived as more useful on a societal level. At the organisational level we also found a gender effect, in the sense that women appreciate people who are efficient, have integrity or are humble more than men do.

ACS Style

Crisanta-Alina Mazilescu; Laurent Auzoult-Chagnault; Loredana Viscu; Bernard Gangloff. Student Perception of the Social Value of Responsible Management. Societies 2021, 11, 16 .

AMA Style

Crisanta-Alina Mazilescu, Laurent Auzoult-Chagnault, Loredana Viscu, Bernard Gangloff. Student Perception of the Social Value of Responsible Management. Societies. 2021; 11 (1):16.

Chicago/Turabian Style

Crisanta-Alina Mazilescu; Laurent Auzoult-Chagnault; Loredana Viscu; Bernard Gangloff. 2021. "Student Perception of the Social Value of Responsible Management." Societies 11, no. 1: 16.

Journal article
Published: 26 June 2020 in Cognition, Brain, Behavior. An interdisciplinary journal
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ACS Style

Amine Rezrazi; Université De Rouen Laboratoire De Psychologie Et Neurosciences De La Cognition Et De L’Affectivité; Bernard Gangloff; Université Paris 10 Laboratoire Parisien De Psychologie Sociale. Relations among gender, status and various dimensions of the belief in a just world and justice sensitivity. Cognition, Brain, Behavior. An interdisciplinary journal 2020, 24, 93 -121.

AMA Style

Amine Rezrazi, Université De Rouen Laboratoire De Psychologie Et Neurosciences De La Cognition Et De L’Affectivité, Bernard Gangloff, Université Paris 10 Laboratoire Parisien De Psychologie Sociale. Relations among gender, status and various dimensions of the belief in a just world and justice sensitivity. Cognition, Brain, Behavior. An interdisciplinary journal. 2020; 24 (2):93-121.

Chicago/Turabian Style

Amine Rezrazi; Université De Rouen Laboratoire De Psychologie Et Neurosciences De La Cognition Et De L’Affectivité; Bernard Gangloff; Université Paris 10 Laboratoire Parisien De Psychologie Sociale. 2020. "Relations among gender, status and various dimensions of the belief in a just world and justice sensitivity." Cognition, Brain, Behavior. An interdisciplinary journal 24, no. 2: 93-121.

Journal article
Published: 12 May 2020 in Psychologie du Travail et des Organisations
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Cette étude explore le degré d’acceptabilité des raisons fournies par un chef d’équipe pour expliquer les sanctions injustes qu’il distribue à ses subordonnés. Quinze responsables hiérarchiques masculins ayant sous leurs ordres des chefs intermédiaires dirigeant une équipe d’employés, et 61 employés (30 femmes et 31 hommes) ont répondu à un questionnaire dans lequel il devaient évaluer la désirabilité des raisons fournies par un chef d’équipe expliquant pourquoi il sanctionnait de manière injuste ses subordonnés, soit en s’abstenant d’intervenir lorsqu’ils commettaient des fautes (sanction positive), soit en s’emportant contre eux malgré leur bon travail (sanction négative). Conformément aux hypothèses, les résultats indiquent une déresponsabilisation aussi bien du récepteur que du distributeur de la sanction, avec, en compensation, la mise en avant de déterminants contextuels, notamment en cas de sanction négative. Il est également constaté une influence de la direction de la sanction (positive vs négative) sur la composante stable/instable de l’instance choisie comme explicative. Ces résultats sont discutés sur un plan théorique et des perspectives d’applications sont proposées. This research explores the degree of acceptability of the reasons given by a team leader to explain the unfair sanctions he/she distributes to his/her subordinates. Fifteen male high level managers leading team leaders, and 61 employees (30 women and 31 men) responded to a questionnaire in which they had to assess the desirability of the reasons given by a team leader for which he/she unfairly punished his subordinates: it might be either getting angry with them despite their good work (negative sanction) or, on the contrary, refraining intervention when they made mistakes (positive sanction). The results indicate a disaccountability of both the receiver and the distributor of the sanction, with, instead, the highlighting of contextual determinants, especially in case of negative sanction. There is also an influence of the direction of the sanction (positive vs. negative) on the stable/unstable component of the instance chosen as explanatory. These results are discussed on a theoretical level and perspectives of applications are proposed.

ACS Style

A. Rezrazi; L. Mayoral; B. Gangloff. Explications causales normatives dans la distribution de sanctions professionnelles injustes. Psychologie du Travail et des Organisations 2020, 26, 262 -273.

AMA Style

A. Rezrazi, L. Mayoral, B. Gangloff. Explications causales normatives dans la distribution de sanctions professionnelles injustes. Psychologie du Travail et des Organisations. 2020; 26 (3):262-273.

Chicago/Turabian Style

A. Rezrazi; L. Mayoral; B. Gangloff. 2020. "Explications causales normatives dans la distribution de sanctions professionnelles injustes." Psychologie du Travail et des Organisations 26, no. 3: 262-273.

Journal article
Published: 01 January 2019 in RIMHE : Revue Interdisciplinaire Management, Homme & Entreprise
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Do employees who deviate from employers’ standards when asked to give the best image of themselves perceive themselves as conforming to the ideal employee in terms of interpersonal skills ? Is this socionormative distance voluntary or is it due to a lack of normative foresight ? This article presents the results of a qualitative study conducted among 45 employees in continuing training divided into four groups according to the difference in their scores on the Q-ISAT questionnaire with the positioning of employers resulting from Pasquier’s work (2001a). The data collection then consisted of asking them to answer three open-ended questions in writing within a time limit of 20 minutes for each to explore their perceived compliance with the ideal employee. A content analysis was then carried out. The research system set up made it possible to identify the role played by two variables : “hetero-/autocentrism” opposing referencing to others or to oneself in the definition of the ideal employee, and “acceptance of the principle of adaptation”. The limitations and contributions of these results are then discussed.

ACS Style

Bernard Gangloff; Pierre Louart. La dimension normative de l��valuation des savoir-�tre�: �tude de la conformit� per�ue par rapport salari�-id�al. RIMHE : Revue Interdisciplinaire Management, Homme & Entreprise 2019, n�34, 30 -50.

AMA Style

Bernard Gangloff, Pierre Louart. La dimension normative de l��valuation des savoir-�tre�: �tude de la conformit� per�ue par rapport salari�-id�al. RIMHE : Revue Interdisciplinaire Management, Homme & Entreprise. 2019; n�34 (1):30-50.

Chicago/Turabian Style

Bernard Gangloff; Pierre Louart. 2019. "La dimension normative de l��valuation des savoir-�tre�: �tude de la conformit� per�ue par rapport salari�-id�al." RIMHE : Revue Interdisciplinaire Management, Homme & Entreprise n�34, no. 1: 30-50.

Journal article
Published: 11 November 2017 in Social Sciences
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Globalization leads to an extension of the performance content demanded of employees. Consequently, the latter are confronted with an increase of requirements to fulfil, of obstacles to overcome, and, in this context, it seems that to consider oneself capable to respond to such demands is as important as one’s objectively possessed abilities. Numerous research has shown the beneficial aspects of a high perceived self-efficacy. These beneficial aspects and the variable distribution of the level of this feeling among populations led us to hypothesize the normative nature of this perceived self-efficacy. Three populations (line managers, non-managerial employees and students) have responded to a questionnaire on perceived self-efficacy. The executives were asked to indicate, for each item, whether they would appreciate (or not) an employee adopting the behaviour listed in the item; the non-executives were required to indicate the degree to which each proposal corresponded to their usual behaviour, and the students were asked to select the items that an employee should tick off in order to be well seen (vs. badly seen) by their supervisor. Our results confirm our hypothesis: managers significantly appreciate employees who show a high level of perceived self-efficacy (SEP). We also note that adopting such behaviours is effective among non-executives, meaning that, if we take into consideration the fact that self-presentation with neutral instructions often produces socially desirable responses, the employees are aware of this valorisation. Finally, we see that such awareness is directly confirmed by our third population, i.e., by the fact that the future employees, in this case the students, are indeed aware of this valorisation.

ACS Style

Bernard Gangloff; Crisanta-Alina Mazilescu. Normative Characteristics of Perceived Self-Efficacy. Social Sciences 2017, 6, 139 .

AMA Style

Bernard Gangloff, Crisanta-Alina Mazilescu. Normative Characteristics of Perceived Self-Efficacy. Social Sciences. 2017; 6 (4):139.

Chicago/Turabian Style

Bernard Gangloff; Crisanta-Alina Mazilescu. 2017. "Normative Characteristics of Perceived Self-Efficacy." Social Sciences 6, no. 4: 139.

Journal article
Published: 25 January 2017 in Sustainability
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In this study, we were interested in the behaviors of individuals who preserve the social and organizational environment by ensuring sustainability. More specifically, we are interested in allegiant behaviors. Numerous studies have highlighted the normative character of allegiance. Therefore, we questioned the value attributed to allegiance. We questioned 170 employees on social values that they attribute in terms of desirability and utility to a future colleague (subordinate or peer) starting from the responses that these future colleagues were supposed to have submitted to an allegiance questionnaire. It was observed that desirability and utility make reference to two independent dimensions, utility being often more important. It was also noted there is greater severity assigned to endo-group targets (future peers) than to exo-group targets (future subordinates). Finally, it was noted that there was not so much a valuation of allegiant targets, but rather a rejection of rebel targets, which raises the question of the bi-dimensionality of the valuation-devaluation process.

ACS Style

Crisanta-Alina Mazilescu; Bernard Gangloff. Value Assigned to Employees Who Preserve the Social and Organizational Environment. Sustainability 2017, 9, 170 .

AMA Style

Crisanta-Alina Mazilescu, Bernard Gangloff. Value Assigned to Employees Who Preserve the Social and Organizational Environment. Sustainability. 2017; 9 (2):170.

Chicago/Turabian Style

Crisanta-Alina Mazilescu; Bernard Gangloff. 2017. "Value Assigned to Employees Who Preserve the Social and Organizational Environment." Sustainability 9, no. 2: 170.

Preprint
Published: 03 December 2016
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In this study we were interested in the behaviors of individuals who preserve the social and organizational environment by ensuring sustainability. More specifically we are interested in allegiants behaviors. Numerous studies have highlighted the normative character of allegiance. To confer an object the status of social norm means to assign value (in terms of desirability and utility) to that object. Therefore we questioned the value attributed to allegiance. 170 employees were questioned on the desirability and utility they attribute to a future work colleague (future peer or future subordinate) starting from the answers the latter was supposed to have given to a questionnaire on allegiance. It was observed that desirability and utility make reference to two independent dimensions, utility being often more important. It was also noted there is greater severity assigned to endo-group targets (future peers) than to exo-group targets (future subordinates). Finally, it was noted there was not so much a valuation of allegiant targets, but rather a rejection of rebel targets, which raises the question of the bi-dimensionality of the valuation-devaluation process.

ACS Style

Crisanta-Alina Mazilescu; Bernard Gangloff. Value Assigned to Employees who Preserve the Social and Organizational Environment. 2016, 1 .

AMA Style

Crisanta-Alina Mazilescu, Bernard Gangloff. Value Assigned to Employees who Preserve the Social and Organizational Environment. . 2016; ():1.

Chicago/Turabian Style

Crisanta-Alina Mazilescu; Bernard Gangloff. 2016. "Value Assigned to Employees who Preserve the Social and Organizational Environment." , no. : 1.