I am a PhD student in the Strategy and Business Policy at HEC Paris. I am a member of the Sustainability and Organizations (S&O) Institute, the Purpose chair, and the GREGHEC research unit. My research focuses on explaining how purpose within firms influences employees' perception of their firm and their behavior within the firm. I am the recipient of the Special Fellowship scholarship of S&O center Joly Family Chair in Purposeful Leadership.
My research interests are inspired by my professional experience in both managerial and non-managerial roles. Before joining HEC Paris, I worked in the chemical industry and the sports industry, as well as in the culture industry. I completed an MBA in Entrepreneurship at ESCP Business school and ESA Business School, and a research masters in management at HEC Paris.
This paper examines the relationship between communication on a firm's purpose between a team leader and individual team members (referred to as "purpose dialogue") and the resulting levels of team commitment. We hypothesize that increased dialogue about purpose will lead to higher team commitment by enhancing consensus on the team's tasks and objectives, a relationship moderated negatively by the variation of leader-member exchange quality and positively by the autonomy given by leaders to individual team members. Using data from 469 firms and 57,440 individual observations, we find support for our hypotheses across different contexts.
This paper studies employees' reactions to corporate social irresponsibility (CSiR) sanctions by studying employees' commitment post CSiR. Relying on the Social Identity Theory and using turnover as proxy for employee commitment, I hypothesize that employees are less committed to their firm after it is sanctioned for CSiR as they attempt to protect their own identity from the sanctioned firm's negative features. In addition, firms with more explicit corporate purpose statements face more employee scrutiny. With data from the 10K annual reports, Compustat, Reprisk, and Violation Tracker (US), I find that employee commitment is weaker when a firm is sanctioned for its irresponsible actions and that corporate purpose contributes to this negative relationship in firms with high purpose score.
This theoretical paper proposes a framework to assess purposefulness at the different stages of a venture's life, starting from the founding period. It presents various factors that are precursors and consequences of a firm's purposefulness from the employees' perspective. The framework we propose is a cycle to understand how the firm's purposefulness increases or decreases. It suggests that, with a knowledge of certain firm level and top management level factors, we can estimate how purposeful a firm really is.
