Purpose The purpose of this paper is to propose two models: the first examines the impact of different dimension of justice (distributive, procedural and interactional) on job performance taking into consideration the mediating role of affective commitment and the second model utilizes the notion of overall justice to predict job performance considering the mediating role of affective commitment. Design/methodology/approach This study was conducted with a sample group of 343 employees working within French small-and medium-sized enterprises (SMEs). Findings The results support the mediating role of affective commitment between organizational justice and job performance and demonstrate that overall justice has a greater effect on affective commitment than specific dimensions of justice. Originality/value The current study is the first to explore the relationship between JP and OJ, with the latter being measured in more than one focus, in the French SMEs. Therefore, this study contributes to bridge the gap in the understanding of the relationship between OJ and JP in the SMEs. In the French context of SMEs, the authors have stressed the relevance of the perception of organizational justice as a factor affecting the behavior and performance of employees which is then reflected in the success of these firms. In this paper the authors propose two models, with significant implications for researchers, managers, and HR departments. The first examines the impact of different dimension of justice (distributive, procedural and interactional) on job performance taking into consideration the mediating role of affective commitment. The second model utilizes the notion of overall justice to predict job performance considering the mediating role of affective commitment.

The COVID-19 crisis presents manifest threats for entrepreneurs since their business survival is often directly at stake given the alarming economic downturn. This existential threat, together with their crucial role in the economy, is the reason for the plethora of public financial support schemes being implemented throughout the entire world. However, support schemes for mental health are lacking. We aim to investigate, first, whether burnout levels have increased during the crisis and, second, whether burnout levels during the COVID-19 crisis depend on the threat of becoming ill, having to stay at home due to the lockdown, and/or having to file for bankruptcy due to the economic downturn. We do so using seven data sets of French entrepreneurs with a temporal comparison of averages and two data sets of French entrepreneurs with a cross-sectional analysis of individuals. Our findings show that indeed, the risks of burnout have increased during the pandemic and that the threat of bankruptcy is the dominant threat. As an increasing number of studies in the entrepreneurship literature indicate that entrepreneurs’ mental health influences their activities, as well as the growth and sustainability of their ventures, our study is important and timely in its contribution, as it takes a close look at the perception of burnout in general and more specifically during the COVID-19 pandemic. Plain English Summary The risk of burnout in French entrepreneurs has increased significantly during the COVID-19 pandemic, which calls for not only financial support but also other forms of support. The COVID-19 pandemic presents many threats for entrepreneurs since their business survival is often directly at stake. These threats are not just financial but also related to health, such as the threat of burnout. The findings of our study show that for French entrepreneurs, the threat of burnout increased after the arrival of the COVID-19 pandemic. This finding raises the question whether this outcome is due to the threat to health, the effects of the lockdown, or the threat of bankruptcy. It appears that all three factors play important roles, although the financial threat is the dominant threat. These findings call for the extension of entrepreneurial support systems beyond the financial area by also involving an “entrepreneurship care” aspect, which includes telephone support, webinars, and mental help facilities.

The number of business incubators in the world has risen dramatically, with many regions promoting nonprofit incubators. Yet declines in public funding have brought to the fore a key question about how well they perform. Both policymakers and incubator managers therefore stand to benefit from reliable tools to monitor performance. In this paper, we present a scale to measure incubator performance based on the research literature on incubator performance and management control. We used the balanced scorecard as a basis for thought about how best to develop a model of nonprofit incubator performance. Data collected from 121 incubator managers show that performance can be assessed along four constructs: local development performance, incubatee satisfaction, incubation processes, and learning. This tool comprises a broad range of performance indicators and, perhaps more importantly, may help incubator managers to better run their organizations and regional policymakers to better evaluate their entrepreneurship policies.

Purpose -The purpose of this paper is to argue that the direct application of an imported model of human resource management (HRM) is seldom successful. The dissemination and transfer of management practices of European firms to their counterparts in the Maghreb cannot simply be cloned. Indeed, in order to gain legitimacy, internalization of HRM practices of multinationals implemented in the Maghreb must include elements of contingency (culture, religion, etc.). The paper asks: does hybridization have an impact on employee commitment? Does it have an effect upon turnover? Design/methodology/approach -In total, 187 executives operating within 40 subsidiaries of multinational companies in the Maghreb and employed in HRM positions participated in the survey. Respective hypotheses connected with hybrid models were supported using structural equation modelling procedures. Findings -The results show that hybridization of HRM practices increases an employee's commitment and reduces the intention to quit. Research limitations/implications -The present study is limited in particular by the perceptual and self-report nature of the data assembled. Practical implications -Multinational companies' image operating in the Maghreb may be enhanced through hybrid HRM practices. Hybrid HRM practices will open new avenues for a Mediterranean collaboration. Originality/value -This paper advances the state of HRM research in the Maghreb and provides a unique empirical investigation on the consequences of the internationalization of HRM practices in the Maghreb.

Grâce à une analyse à plusieurs niveaux, cet article vise à étudier les effets directs de la satisfaction salariale (a), de l’équilibre travail-vie privée (b), de la discrimination perçue (c), du coût de la vie (d) et de l’encouragement de la famille à la maison (e) sur les opportunités de carrière perçues (OCP) et l’intention de rester (IT) dans le pays d’accueil. Un questionnaire en ligne a été réalisé et administré à un échantillon (N = 156) de professeurs d’universités tunisiennes et égyptiennes travaillant dans le Royaume d’Arabie saoudite (KSA). Les résultats de l’étude empirique indiquent qu’il existe des effets positifs et négatifs significatifs des facteurs du pays d’accueil dans différentes relations avec les OCP et la technologie. Les résultats mettent en lumière la manière dont les avantages et les défis du pays d’accueil façonnent le comportement des expatriés. De plus, les résultats contribuent à la littérature limitée dans ce domaine d’étude.