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The purpose of this paper is to investigate the extent to which the influence of professional commitment on intention to leave a profession is contingent on the combined effect of job search and sportsmanship.

The research is based on a sample of professional employees (N = 327). Moderated moderation was the approach used for testing the hypotheses.

Findings showed that the moderating effect of job search on the relationship between professional commitment and intention to leave a profession is higher at a low level of sportsmanship and lower when sportsmanship is high.

The research indicates that job search does not necessarily constitute a sign of acceleration of intention to leave one’s profession. In the case of professionals expressing a high level of sportsmanship, job search appears more like a precaution.

Although the role of green recruitment and selection (GRS) has been widely recognised as an important dimension of green human resource management, no study has ever mapped the terrain of GRS and reviewed the literature. The purpose of this paper is to fill this gap while exploring the following questions: How do organisations select candidates in line with their pro-environmental stance? What impact do a company’s corporate environmental sustainability (CES) practices have on attracting pro-environmental job seekers?

This paper provides a systematic review of 22 peer-reviewed articles published during the period 2008–2017. The articles were included in the review if they addressed at least one of the two research questions.

Some companies choose to apply green criteria when selecting candidates while others do not. In any case, communicating a company’s environmental values and orientation is worth practicing during GRS. Previous studies have identified four mediators (anticipated pride, perceived value fit, expectation of favourable treatment, perceived organisational green reputation/prestige) that intervene between signals of a company’s CES and a job seeker’s perceptions of organisational attractiveness. However, the strength of this effect is influenced by five moderators (pro-environmental attitude, socio-environmental consciousness, desire to have a significant impact through one’s work, environmental-related standard registration, job seeker’s expertise).

This paper provides the first systematic review of GRS and thus paves the way for future research.

Prior studies have shown that commitment to the organization is related to organizational citizenship behaviour (OCB). The target of organizational commitment is the organization itself. So the organizational citizenship behaviour most likely to be influenced by this commitment is OCB-oriented organization (Masterson, Lewis, Goldman & Taylor, 2000; Cohen, 1999). Given that workers are the targets of supervisor commitment and work group commitment, the behaviour most likely to be affected by this commitment is supervisor and worker-oriented behaviour. The results provide support for the idea that organizational commitment is associated with OCB-oriented organization.

The purpose of this paper was to examine the mediating role of psychological contract (PC) violation on the relationship between perceived organizational support (POS) and a set of work-related affects (trust), attitudes (job satisfaction, commitment to the organization and intention to leave) and individual effectiveness (civic virtue).

Two independent studies were conducted (N = 162 and N = 242). To test the mediating effect, the procedure of Baron and Kenny (1986) was used in both studies.

Overall, in both studies, data reported the same pattern. While PC violation played a partial mediating role between POS and affect (i.e. trust in organization) and attitudes (i.e. commitment, satisfaction and intention to leave), PC violation failed to mediate the relationship between POS and individual effectiveness (i.e. civic virtue).

The results suggest that the implementation of supportive actions may help employees overcome frustrations tied to their perception that the PC has been broken.

This study contributes to PC literature. Given that violation was less examined than breach, this paper contributes to greater understanding by addressing the relationship between violation, POS and a set of work outcomes.

The purpose of this paper is to propose to test a research model to gain a better understanding of the connection between perceived support, trust, satisfaction, intention to quit and citizenship at the organizational level.

A total of 355 white‐collar employees were recruited among alumni of a business school in France. Structural equation modeling was used to test the predicted relationships.

Except for the relation between perceived organizational support (POS) and intention to leave, study results showed strong support in favour of the different hypothetical relations in the research model.

The results are based on a single sample and a transversal research design. For these reasons, the data should be approached with caution.

The paper highlights the importance of considering trust over and above organizational efforts directed at supporting employees through a show of appreciation for their contribution and concern for their well‐being.

This paper provides data that lead to a better understanding of the relationship between POS, trust and satisfaction for the purpose of predicting outcomes such as intention to leave an organization and citizenship behaviour towards an organization.

The aim of this study is to focus on manufacturing small to medium‐sized enterprises (SMEs) that are simultaneously pursuing quality and environmental objectives. Specifically, the paper examines: the specific motivations and resources of SMEs that have chosen to pursue both priorities, the types of initiatives these SMEs have implemented, and whether pursuing both priorities is correlated with various facets of organizational performance.

This study gathered data from a sample of 254 ISO 9000 and ISO 14000 certified Canadian SMEs. Data collection was based on a survey questionnaire sent to a random sample of 1,514 companies.

The results highlighted significant differences between the SMEs holding both the ISO 9000 and 14000 certifications and those holding only the 9000 ISO certification. Each group was shown to have distinct motivations and resources and to have implemented different types of initiatives to address environmental concerns. Each group was positively correlated with different facets of organizational performance.

This study's findings contribute to the environmental and SME literature on this very complex topic by providing relevant empirical evidence based on primary data.

The results should provide guidance to manufacturing SMEs currently examining how to address environmental issues. SMEs need to address these issues carefully and understand the potential trade‐offs and consequences associated with their decisions.

An important contribution of this study is its detailed characterization of environmental initiatives, drawing on insights derived from the environmental, accounting and management literature. By using the analytical framework of organizational citizenship behaviours, the characterization also included informal and behavioural aspects often neglected in environmental management studies.

The purpose of this paper is to address and gain a more complete understanding of the effects on relationships between perceived team support (PTS), team commitment and intent to leave the team.

Team commitment was examined as a mediator between perceived team support and intent to leave the team. To reach this objective, a survey on French white‐collar employee (n=355) was conducted. The procedure of Baron and Kenny was selected for the mediation test.

The study provides several interesting data. First, data reveal two dimensions for PTS. The first one is labelled PTS toward work, the second one is labelled PTS toward well‐being. Second, while team commitment mediates the relationship between PTS toward work and intent to leave the team, team commitment does not mediate PTS toward well‐being and the intent to leave the team.

The findings extend the understanding of how perceived team support and team commitment are related to intent to leave the team. It was found that team commitment plays a mediating role between perceived team support and intent to leave the team. Because to date, no research has examined the mediating role of team commitment on the relationship between PTS and intent to leave the team, the study provides interesting findings.

Mentoring is more and more studied by researchers on account of its professional and personal impact on mentees. This contribution has two main objectives. First, to empirically validate the benefits for the mentor and to test links between mentoring activities and benefits through a multidimensional analysis. Second, to incorporate two variables structuring the relationship into the analysis: the formal vs informal nature of the mentoring relationship and the gender composition of the dyad. The paper aims to discuss these issues.

In total, 161 French managers have been surveyed.

The results show that mentors value the personal dimension of the relationship more than the professional dimension. Moreover, informal mentoring favours the perception of a rewarding experience by the mentor, whereas formal mentoring is synonymous with improved professional performance. This research calls into question the advantage of same-sex dyads, suggesting that heterogeneity favours improved performance.

The originality of the paper was to focus on the homogeneity of the mentor-protégé dyad in terms of gender.

The purpose of this study is to use three foci of commitment (to the organization, to the colleagues, and to the superior) to improve employee retention in high turnover work environments.

In this study, survey questionnaires measuring affective commitment to the organization, the supervisor‐dispatcher and colleagues were administered to 294 truckers. The two‐step approach was used. While the first step involved a confirmatory factor analysis, the second step used structural equation modeling to test hypotheses.

Findings show that the model that best fits the data is the one in which both affective commitments to the dispatcher and to the colleagues affects the intention to leave the organization through affective commitment to the organization.

Existing research on trucker turnover has neglected to examine the role of psychological variables such as employee commitment. Using field theory premises, this research contributes to the literature on trucker turnover by demonstrating the relevance of using several foci of commitment to predict intention to leave the organization.