Publications
•(2008), Thierry Nadisic. Pourquoi les managers ajoutent-ils de l’injustice à l’injustice ? Les antécédents de l’effet Churchill. Revue Française de Gestion, 183: 221-250.
•(2008), Thierry Nadisic. The Robin Hood Effect: Antecedents and consequences of managers using invisible remedies to correct workplace injustice. In S. W. Gilliland, D. D. Steiner, & D. P. Skarlicki (Eds.), Justice, morality and Social Responsibility. (pp. 125-153). Greenwich: IAP.
•(In press), Thierry Nadisic. Justice procédurale et management de conflit à l’international. In P. Louart, E. Davoine, D. Cazal & F. Chevalier (Eds.), Des mondes pour la gestion des ressources humaines, (titre temporaire), Paris: Vuibert.
•(In press), Russell Cropanzano, Jorie Stein (University of Arizona) & Thierry Nadisic. Social justice and emotions. New York: Routledge.
•(Under review), Thierry Nadisic, David Patient (Universidade Catolica Portuguesa), & Angelo Fanelli (HEC, Paris). The antecedents of managers’ interactional justice behaviors. Journal of Management.
•(Under review), Karl Aquino, Daniel Skarlicki (University of Vancouver), Thierry Nadisic & Marion Fortin (University of Durham). The Lives of Others: How Moral Identity Influences Third-Parties’ Emotional, Cognitive, and Behavioral Reactions to Injustice. Organizational Behavior and Human Decision Processes.
•(2006), Thierry Nadisic. The motives of organizational justice. Cahier de recherche HEC CR835/2006.
Conferences
• The fairness of the work relationship between the manager and the subordinate:
1) Invisible justice and corrective justice
- (2008, July; Thierry Nadisic, Daniel Skarlicki & Marion Fortin). The moral hand of managers: situational and individual antecedents of managers’ use of invisible corrective justice strategies. European Group for Organisational Studies, Amsterdam, the Netherlands.
- (2007, August; Thierry Nadisic, Daniel Skarlicki & Marion Fortin). Corrective and Invisible Justice: An explorative study. Academy of Management meetings, Philadelphia, USA.
- (2006, November). Invisible Organizational Justice: A conceptual model. Presented at the 4th International Round Table on Innovations in Organizational Justice: Justice, Ethics, and Social Responsibility, Tucson, USA.
- (2005, September). La justice organisationnelle invisible et le management de l’injustice par l’encadrement intermédiaire. 16ème congrès annuel de l’Association francophone de Gestion des Ressources Humaines, Paris, France.
- (2005, April). Invisible justice. Presented at the 6th HEC-INSEAD Forum, Fontainebleau, France.
2) The antecedents of managers’ interactional justice behaviors
- (2008, May,; Thierry Nadisic & David Patient, Universidade Catolica Portuguesa, Portugal). Situational and interpersonal antecedents of the Churchill effect. European Academy of Management, Ljubljana, Slovenia.
- (2007, June; Thierry Nadisic, Angelo Fanelli, HEC Paris & David Patient, Universidade Catolica Portuguesa). The antecedents of managers’ interactional justice behaviors. 16ème conférence de l’Association Internationale de Management Stratégique, Montréal, Canada.
- (2007, May; Thierry Nadisic, Angelo Fanelli, HEC Paris & David Patient, Universidade Catolica Portuguesa). An experiment about the antecedents of managers’ interactional justice behaviors: Preliminary results. 2nd International Workshop on Organizational Behavior, HRM and Corporate Social Responsibility, Toulouse, France.
- (2006, August). Antecedents of managers’ interactional justice behaviors: a conceptual model. Presented at the 11th International Social Justice Conference, Berlin, Germany.
- (2006, May). Antecedents of managers’ interactional justice behaviors: literature review and theoretical propositions. 9th Summit del Sol, Tucson, Arizona.
3) Socialization of young graduates
- (Study in progress; With Assaâd El Akremi and Patrice Roussel (Université de Toulouse 1), Jacqueline Coyle-Shapiro (London School of Economics), Christian Vandenberghe (HEC Montréal), Katleen Bentein (UQAM), Russell Cropanzano (University of Arizona), David Patient (Universidade Catolica Portuguesa) and Marion Fortin (University of Durham) Socialization of young graduates and organizational justice.
• Types of fairness and types of organizational cultures and structures:
- (2006, Russell Cropanzano & Thierry Nadisic, University of Arizona). Markets, hierarchies, clans and systemic justice. Presented at the Junior Faculty Workshop, Academy of Management Meetings, Atlanta, USA.
• Justice and emotions in the workplace:
- (2007, Russell Cropanzano, Jorie Stein & Thierry Nadisic, University of Arizona). Organizational justice and emotions. European Academy of Management, Paris.
• Models, norms and motives of justice:
- (2008, June). Motives and meta-motives of organizational justice. Presented at the 5th International Round Table on Innovations in Organizational Justice: Beyond Doing the Things Right, Doing the Right Things, Lisbon, Portugal.
- (2007, March; Thierry Nadisic & Marion Fortin, Durham University). Mixed methods for investigations of organizational justice: Studying the choice of justice norms in different work relationships 2nd International AoM-Iseor Conference about innovative research methods, Lyon, France.
- (2006, November). Pourquoi les salariés accordent-ils de l’importance à la justice organisationnelle ? 17ème congrès annuel de l’Association francophone de Gestion des Ressources Humaines, Reims, France.
• International comparisons of fairness of HRM policies:
- (2006, May). Justice organisationnelle, cultures nationales et management des ressources humaines. Journée de recherche AGRH, groupe thématique « GRH et mondialisation », Fribourg, Suisse.
Popularization of justice concepts.
- (2008, December). Fairness and unfairness at work: Implications for top managers. ECOPHILOS foundation, Paris, France.
- (2008). Les responsables de ressources humaines peuvent-ils être à la fois justes et efficaces ?. Online article: Site Internet HEC Executive Education.
- (2007, September). Gérer les émotions au travail. Online article: Site Internet HEC Executive Education.
- (2008). L’histoire mouvementée et injuste de la mise en place par Cécile Lormoy d’une nouvelle politique de ressources humaines. In F. Chevalier (Ed.) Cas de Gestion des Ressources Humaines.
- (2008 and 2007). Fairness and unfairness at work: Implications for managers. Seminars at the HEC Executive MBA and at the CNAM MBA, Paris, France.
- (2006, December). L’assertivité dans l’entreprise : une méthode pour ne plus être agressif, passif, ni manipulateur. Online article: Site Internet HEC Executive Education.
- (2006, September). Fairness and unfairness at work: Implications for H.R. directors. 28ème rencontre annuelle de l’Observatoire des Relations Economiques et Sociales, l’entreprise en tensions, Abbaye des Vaux de Cernay, France.
- (2005). Justice dans les organisations. Revue Cadres, 415-416 : 61-68.
- (2005, September). Un modèle des jugements de justice des salariés et de leurs implications managériales. Online article: Site Internet HEC Executive Education.
- (2004, May). Ce que les salariés reçoivent de leur entreprise est-il juste ? Online article: Site Internet HEC Executive Education.
Invited presentations
(2008, April). The Robin Hood effect: Managerial invisible strategies to correct workplace injustice. University of British Coumbia, Vancouver, Canada.
(2008, June). How and why do managers correct injustice at work ? IAE Gustave Eiffel, Université Paris 12 Créteil.
(2008, September). The moral hand of managers. Durham University, England.
Professional membership
• Academy of Management (AOM)
• European Group of Organization studies (EGOS)
• International Society for Justice Research (ISJR)
• Association Francophone de Gestion de Ressources Humaines (AGRH)