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Dirk De Clercq

Distinguished Professor of Management

Brock University

Canada

Research Interests

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Professors in Canada

About

Dirk De Clercq is an Associate Professor at Brock University in Canada. His research primarily focuses on organizational behavior, including topics such as workplace bullying, ethical voice behavior, and the impact of work-family conflict on job performance. He has contributed to recent literature on career compromise and the effects of psychological contract breaches on employee behavior, employing methods such as latent profile analysis to gain person-centered insights into organizational change.

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Collaborators (3)

Mumin Dayan

Professor

United Arab Emirates University

UNITED ARAB EMIRATES

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Steven A. Brieger

Professor of International Business & Entrepreneurship

NEOMA Business School

FRANCE

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Poh Yen Ng

Associate Professor

Robert Gordon University

UNITED KINGDOM

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Dirk De Clercq

Research Interests

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About

Articles (24)

“Tell me about your day”: family support as a buffer of the negative relationship between citizenship pressure and change-oriented voluntarism

Coworker ostracism, depersonalization of coworkers and thwarted change-oriented OCB: the mitigating role of employee idealism

The risk-trust paradox: Why some risk-averse societies produce thriving entrepreneurship?

Conforming to career compromise: how a personal orientation can mitigate damages to organizational citizenship behavior

Person-centered insights into organizational change: Identifying and analyzing profiles using latent profile analysis

Workplace bullying, distrust in top management and diminished ethical voice behaviour: buffering effects of resilience and innovation propensity

Workplace bullying, distrust in top management and diminished ethical voice behaviour: buffering effects of resilience and innovation propensity

Experiencing conflict, feeling satisfied, being engaged: Limiting the detrimental effects of work-family conflict on job performance

Perceived person-organization misfit and procrastination behaviour

Psychological contract breaches, plans to quit, and destructive voice behavior: Catalytic effects of proactive personality

When crisis hits home: cultural and gendered realities of entrepreneurial parenting in difficult times

Conforming to career compromise: how a personal orientation can mitigate damages to organizational citizenship behavior

Psychological contract breaches, plans to quit, and destructive voice behavior: Catalytic effects of proactive personality

How work self-efficacy can prevent work interference with family from thwarting creative behavior

How family firms can avoid the trap of strong social ties and still achieve innovation: critical roles of market orientation and transgenerational intent

Gender differences in entrepreneurs’ work–family conflict and well-being during COVID-19: Moderating effects of gender-egalitarian contexts

How contemptuous leaders might harm their organization by putting high-performing followers in their place

When does role ambiguity escalate into diminished change-oriented organizational citizenship behavior?

How human resource managers can prevent perceived pandemic threats from escalating into diminished change-oriented voluntarism

I’m betrayed and I’m gone – unless organizational leaders convince me otherwise: Perceived contract breaches, quitting intentions, and leader-related resources

How employee pandemic fears may escalate into a lateness attitude, and how a safe organizational climate can mitigate this challenge

Supervisor incivility, ruminations and insubordination: catalytic effects of supervisor task conflict

You’re so good-looking and wise, my powerful leaders! When deference becomes flattery in employee–authority relations

Unfair, uncertain, and unwilling: How decision-making unfairness and unclear job tasks reduce problem-focused voice behavior, unless there is task conflict

Collaborators (3)

Mumin Dayan

Steven A. Brieger

Poh Yen Ng

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