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This paper aims to show the role of employees’ self-regulation in defining the effect of job demands on employees’ burnout. Moreover, the paper also highlights the importance of a high-performance work system (HPWS) on the relation between job demands and employee self-regulation.

Data has been collected from public sector hospital nurses through a survey strategy following a time-lagged approach. This data has been analysed to validate the measure and to test the hypotheses through structural equation modelling.

Results of this study indicate that job demands affect employees’ burnout through adaptive regulation (recovery) and maladaptive regulation (self-undermining). Adaptive regulation minimizes while maladaptive regulation supports this effect. Moreover, results also highlight the role of HPWS in mitigating the negative impact of job demands on adaptive regulation.

This study serves as a guide for managers to minimize the burnout of their subordinates in the face of increasing job demands. This study also emphasizes the use of HPWS in organizations so that the burnout of the employees may be decreased by increasing adaptive self-regulation or recovery.

This study enriches the literature on the job demand resource theory by showing how employee job demands, employee self-regulation (psychological processes) and HPWS (organizational processes) collaborate to determine the extent of job burnout of employees.

This paper aims to find out the impact of enabling organizational control on employee affective organizational commitment. Moreover, based on self-determination theory, this paper also explains the process through which this relationship works.

This paper has adopted an explanatory study using a cross-sectional design. Data was collected from the alumni of a business school in France using a survey strategy. Structural equation modeling has been used to validate the measure and to test the hypotheses.

The results of this study reveal that there is a positive relationship between enabling organizational controls and employee affective organizational commitment. Moreover, this study also shows that this relationship is mediated by the satisfaction of the need for autonomy.

This study serves as a guide for the management to achieve organizational goals as well as employees’ organizational commitment.

This study enriches the literature in the field of organizational theory by showing the positive effect of enabling organizational control on employees’ affective commitment.

This paper aims to show the direct and indirect effects of mindfulness on the employees’ commitment in the employees who perform monotonous work. Moreover, it also shows the role of basic psychological needs proposed by self-determination theory (SDT), on the relationship between mindfulness and commitment.

This paper has used a time-lagged approach. Data has been collected from the nurses in public sector hospitals through a survey strategy. Structural equation modeling has been used to validate the measure and to test the hypotheses.

The results of thi study reveal that there is a positive relationship between mindfulness and employee affective organizational commitment. This study also shows that in the existence of a high level of autonomy, mindfulness does have more effect on commitment. Moreover, this study also shows that this relationship is mediated by employee boredom. However, this mediation is not moderated by the satisfaction of the need for autonomy.

This study serves as a guide for frontline managers in situations where they want their subordinates who perform monotonous and boring work to remain committed to the organization. This study also emphasizes the recruitment of employees who may show more trait mindfulness.

This study enriches the literature in the field of organizational behavior by showing how basic psychological needs proposed by SDT collaborate with mindfulness in producing employees’ positive attitudes.

The purpose of this paper is to investigate the processes involved in implementing a full costing method – the unité de valeur ajoutée (UVA) (added value unit) method – as well as to explore the uses made of it.

Firms that adopted the UVA method between 1995 and 2009 were studied by means of semi‐structured interviews with individuals concerned in the firm and with the external consultants. The interviews, which lasted two to three hours, were conducted both during the implementation process and several months later. Secondary data in the form of all the documentation regarding the initial setting up and updating of the method were also collected.

The main advantages of the UVA method are the fine breakdown of costs, facilitating decision making, and its modest use of resources. Generally, it was adopted by small firms with a “defensive” strategic behaviour. The success of its implementation was largely a result of the strong involvement of management. Nevertheless, it found limited use as a management tool compared to the activity based costing (ABC) method, owing to the small size of the firms that adopted the UVA method.

This research paper is the first to examine the various stages of setting up the UVA method of cost accounting method, by collecting data from users on two occasions, separated by an interval of eight years.

The purpose of this paper is to investigate the relationship between organizational control and innovation. The authors address two questions: “First, does the organizational control have a positive impact on innovation within a franchise network? Second, if such positive relationship exists, how we can explain it?”

The study used a survey data of 106 outlets belonging to franchise networks in France, using partial least squares and mobilizing an analysis of mediating effects.

Organizational control is positively related to innovation; this positive relationship can be partly explained by the mediating effect of knowledge creation.

Taking care to use appropriate techniques that guarantee a higher response rate (e.g. following up contacts after the initial request, phoning before sending the questionnaire), this study could be extended to other forms of organization, such as cooperatives or MNCs, to generalize the explanation of the positive impact of control on innovation through the mediating effect of knowledge creation.

The empirical results show that control encourages knowledge creation and innovation, which is a strong argument for franchisors to persuade franchisees of the necessity and utility of implementing organizational control. Moreover, the results constitute a practical tool to help managers making decision regarding innovation management. Innovation success can be improved by paying attention to the organizational control and deploying a combination of different control mechanisms including process, outcome and social.

To the authors’ knowledge, this is the first study to investigate both direct and indirect effects of organizational control on innovation. The authors contribute by explaining the complex relationship between control and innovation.