Jean-Pierre Neveu

Bio: Jean-Pierre Neveu is an academic researcher from University of Pau and Pays de l'Adour. The author has contributed to research in topics: Psychology & Procedural justice. The author has an hindex of 5, co-authored 11 publications receiving 2127 citations. Previous affiliations of Jean-Pierre Neveu include University of Montpellier & Centre national de la recherche scientifique.

Conservation of Resources in the Organizational Context: The Reality of Resources and Their Consequences

Abstract: Over the past 30 years, conservation of resources (COR) theory has become one of the most widely cited theories in organizational psychology and organizational behavior. COR theory has been adopted across the many areas of the stress spectrum, from burnout to traumatic stress. Further attesting to the theory's centrality, COR theory is largely the basis for the more work-specific leading theory of organizational stress, namely the job demands-resources model. One of the major advantages of COR theory is its ability to make a wide range of specific hypotheses that are much broader than those offered by theories that focus on a single central resource, such as control, or that speak about resources in general. In this article, we will revisit the principles and corollaries of COR theory that inform those more specific hypotheses and will review research in organizational behavior that has relied on the theory.

Jailed resources: conservation of resources theory as applied to burnout among prison guards

Abstract: This study evaluates a salutogenic perspective of the burnout process. Building upon Hobfoll's (1989) Conservation of Resources theory, it proposes a simultaneous test of three hypothesized resources-based models. These competing models test the structure of burnout in relation to depleted resources (e.g., lack of skill utilization, of participation, of co-worker support, and of professional worth) and negative correlates (e.g., absenteeism and depression). SEM results provide equally good support for two resource-based models, although each of them proceeds from two different approaches (Leiter vs. Golembiewski). Of all burnout components, personal accomplishment is found to be least related to resources depletion, while emotional exhaustion is the most related to absenteeism and depression. Results are analyzed in light of existing literature and of the specific nature of the sample, a large population of French correctional officers (n = 707). Implications for burnout theory and human resource management are discussed. Copyright © 2006 John Wiley & Sons, Ltd.

Traduction et validation d'une nouvelle mesure d'épuisement professionnel: le Shirom-Melamed Burnout Measure

Abstract: Cette recherche a pour objet de valider, pour la premiere fois dans le contexte d'une etude empirique, une traduction francaise du Shirom-Melamed Burnout Measure (Shirom & Melamed, 2006). Propose par ses concepteurs comme une alternative au Maslach Burnout Inventory (Maslach & Jackson, 1981, 1986; Maslach, Jackson & Leiter, 1996), ce nouvel outil de mesure du syndrome d'epuisement professionnel se presente comme une instrumentation de la theorie de conservation des ressources (Hobfoll, 1989). Sur la base de deux echantillons, composes respectivement de 203 et de 214 salaries, la presente etude non seulement valide une formulation en francais des items en anglais, mais reproduit aussi de facon satisfaisante les qualites psychometriques de l'echelle d'origine.

Conservation of Resources in the Organizational Context: The Reality of Resources and Their Consequences

Abstract: Over the past 30 years, conservation of resources (COR) theory has become one of the most widely cited theories in organizational psychology and organizational behavior. COR theory has been adopted across the many areas of the stress spectrum, from burnout to traumatic stress. Further attesting to the theory's centrality, COR theory is largely the basis for the more work-specific leading theory of organizational stress, namely the job demands-resources model. One of the major advantages of COR theory is its ability to make a wide range of specific hypotheses that are much broader than those offered by theories that focus on a single central resource, such as control, or that speak about resources in general. In this article, we will revisit the principles and corollaries of COR theory that inform those more specific hypotheses and will review research in organizational behavior that has relied on the theory.

How changes in job demands and resources predict burnout, work engagement, and sickness absenteeism

Abstract: The present longitudinal survey among 201 telecom managers supports the Job Demands-Resources (JD-R) model that postulates a health impairment process and a motivational process. As hypothesized, results of structural equation modeling analyses revealed that: (1) increases in job demands (i.e., overload, emotional demands, and work-home interference) and decreases in job resources (i.e., social support, autonomy, opportunities to learn, and feedback) predict burnout, (2) increases in job resources predict work engagement, and (3) burnout (positively) and engagement (negatively) predict registered sickness duration (“involuntary” absence) and frequency (“involuntary” absence), respectively. Finally, consistent with predictions results suggest a positive gain spiral: initial work engagement predicts an increase in job resources, which, in its turn, further increases work engagement. Copyright © 2009 John Wiley & Sons, Ltd.

Conservation of resource caravans and engaged settings

Abstract: Conservation of resources (COR) theory is a stress and motivational theory that has been applied broadly in the organizational literature. Increasingly, this literature is transforming from a focus on resource-setting fit to an understanding that ‘fitting’ is an active process that operates dynamically with both individuals and settings altering and metamorphosing. COR theory provides a framework to understand, predict, and examine this transactional relationship that can then be used to shape settings towards more optimal balance of resource cost and benefit. Rather than focusing on single, isolated variables or seeing individuals and settings as independent agents, COR theory suggests that resources exist in caravans. Therefore, employers that hope to ensure employee engagement must maximize the ecology that fosters resource caravan enrichment and challenge that promotes excellence, dedication, and commitment.