Post – Le travail humain

English

Today’s work environment is characterized by an increase in changes at different levels (e.g., economical, technological, health, environmental). In this context, organizations should invest in developing the resilience of their employees to ensure their well-being and retention. Identifying the organizational antecedents of workers’ resilience upon which employers may act is also crucial to ensuring adaptation, and therefore sustainability, of organizations. Virtuous organizational practices, that are implemented in professional structures and which aim to promote the well-being and optimal functioning of employees, could constitute a strategic axis to support the development of employees’ psychological resources, such as their resilience at work. The aim of the present study was to explore the psychological empowerment mediating role in the relationship between virtuous organizational practices and the staff’s resilience. Part of the objective was to test a model of moderated mediation by R.I.G.H.T leadership, which is a leadership style based on the model of psychologically healthy workplaces of the American Psychological Association, such as virtuous organizational practices. To test these hypotheses, we distributed a questionnaire to 1 010 French employees. Latent moderated structural equation modelling and the percentile bootstrap approach revealed that virtuous organizational practices had a significant indirect effect on worker resilience through psychological empowerment. The results also indicated that R.I.G.H.T leadership significantly moderated the direct relationship between these practices and psychological empowerment, and the indirect relationship between these practices and employee resilience at work, through psychological empowerment, such that this indirect relationship was stronger when R.I.G.H.T. leadership was high. These results offer prospects for concrete applications for organizations, as they encourage the development of psychologically healthy workplace systems through the elaboration and implementation of virtuous organizational practices combined with the training of managers in R.I.G.H.T leadership. The limitations, research perspectives, and practical applications of this study are discussed.