Research Center for Work and Consumer Psychology
The study of attitudes and behaviours are a major concern for our research centre, and this particularly in the fields of human resources, well-being at work, psychosocial risks prevention, and consumer behaviour. Our team focuses on research theme going from well-being, organisational innovation, technological acceptance and user experience (UX), work harassment and discrimination, ethics and corporate social responsibility (CSR), impulsive buying, professional mobility, commitment.
Work Psychology and well-being at work.
The approach of well-being at work focuses on the study of working conditions and their impacts on workers attitudes and behaviors, and on the study of the psychosocial risks at work, for example, stress, burnout, sexual and moral harassment, or violence at work. The research is both conceptual and applied, taking into account Belgian law on the well-being of workers during the performance of their work.
Help behaviors from witnesses of bullying at work.
This field of research focuses on factors determining the triggering of intervention and help behaviors among witnesses of workplace bullying, including group effect and moral responsibility (Bowes-Sperry & O'Leary-Kelly, 2005; Thornberg et al, 2012).
Work conditions and older workers.
The research focuses on the analysis of work ability and intent to continue to work for workers over 50, depending on their work conditions - psychosocial and physical aspects of work conditions (Faurie, Fraccaroli & Le Blanc, 2008; Marquié, 2001) and also their perceived health.
Professional mobility, commitment and well-being
Research is concerned with explanatory organizational, situational and personal conditions of past mobility experiences and intentions of future mobility, including motivational aspects of engagement and well-being at work (Aryee & Chay, 1999; Donohue, 2007).Job mobility is typically categorized as intra-organizational (change of function within the organization) or inter-organizational (change of employer). It can also refer to foreign missions and expatriation. From the point of view of the worker, it can be self-initiated, negotiated or imposed (Roger & Ventolini, 2004). Our research is interested in organizational, occupational and personal factors which explain voluntary mobility and in the impacts of mobility on motivational aspects of work engagement and well-being, and on intentions of mobility. Results show that, although it can cause uncertainty and stress, when carried out under favorable conditions, it is often beneficial for both individuals and organizations, whether mobility was initiated or imposed (Hellemans & Equeter, 2016, forthcoming).