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PEOPLE@HES-SO – Annuaire et Répertoire des compétences
PEOPLE@HES-SO – Annuaire et Répertoire des compétences

PEOPLE@HES-SO
Annuaire et Répertoire des compétences

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Fernandez Sébastien

Fernandez Sébastien

Associate Professor

Compétences principales

Psychométrie

Ressources Humaines

Conseil pédagogique personnel

Comportement organisationnel

Psychologie du travail

  • Contact

  • Enseignement

  • Publications

  • Conférences

Contrat principal

Associate Professor

EHL Hospitality Business School
Route de Berne 301, 1000 Lausanne 25, Switzerland, CH
EHL
BSc HES-SO in Hôtellerie et professions de l'accueil - EHL Hospitality Business School
  • Human Behavior and Performance
  • People analytics

2024

To tip or not to tip? :
Article scientifique ArODES
explaining tipping behavior in restaurants with service-inclusive pricing

Sébastien Fernandez, Stefan Gössling, Carlos Martin-Rios, Valérie Fointiat, Susana Pasamar, Rami Isaac, Merete Lunde

International Journal of Hospitality Management,  Vol. 117, Article no 103640

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Résumé:

Tipping behavior is a vital way for waiting staff to enhance their wages, and for managers to monitor guest satisfaction. Despite its importance, there is not yet an established consensus on reasons why people tip. Our lack of understanding about tipping behavior is exacerbated by a strong reliance on studies conducted in countries that have a system of voluntary tipping (e.g., the United States). The study aims therefore at expanding our understanding of tipping behavior beyond voluntary tipping countries and more specifically explaining tipping behavior under service-inclusive pricing. Data obtained from 1458 guests in five European countries show that income and payment method are the strongest predictors of customers’ decision to tip, whereas bill size is the most robust predictor of tip amount. Results advance knowledge by suggesting that social norm theory plays a major role to understand tipping behavior in service-inclusive pricing.

2023

Servant leadership and psychological empowerment of hotel service employees – the moderating role of openness
Article scientifique ArODES

Steffen Raub, Sébastien Fernandez, Margaux Vitalis

Journal of Human Resources in Hospitality and Tourism,  23, 1, pp. 1-23

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Résumé:

This paper investigates servant leadership as a predictor of psychological empowerment in hospitality employees. The hypotheses suggest that employees’ openness to experience predicts psychological empowerment and acts as a moderator of the relationship between servant leadership and empowerment. Using survey data from 154 hospitality service employees in 5-star hotels in Europe the study applies a hierarchical moderated multiple regression approach to test the main and interaction effects. The findings support the hypotheses of the study, demonstrating positive main effects of both servant leadership and openness on psychological empowerment as well as a significant interaction effect.

Personality is no stranger to occupational choice among hospitality graduates
Article scientifique ArODES

Sébastien Fernandez, Lohyd Terrier, Sowon Kim

Journal of hospitality, leisure, sport & tourism education,  32, 100435

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Résumé:

The hospitality industry is currently facing a labor shortage crisis, preventing hotels from operating effectively. This study focuses on understanding the career decisions of hospitality graduates to examine whether occupational choice can be predicted from personality traits. The current occupations of 523 hospitality graduates were coded in light of the RIASEC model and its six dimensions (Realistic, Investigative, Artistic, Social, Enterprising, and Conventional) were regressed on personality results collected during graduates’ studies. We found that extraverted individuals chose occupations scoring high in the Enterprising and Social dimensions of the RIASEC model, and they also have occupations scoring lower in the Investigative dimension. People scoring higher in Openness to experience have occupations scoring lower in the Realistic dimension. Conscientious individuals have occupations scoring higher in the Conventional domain. Results demonstrate that personality traits do indeed predict occupational choice, reinforcing the significant role of personenvironment fit in shaping hospitality graduates’ occupational choices.

2022

Cybervetting :
Article scientifique ArODES
Facebook is dead, long live LinkedIn ?

Nicolas Roulin, Sébastien Fernandez

Industrial and organizational psychology,  2022, Vol. 15, no. 3, pp. 365 - 370

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Résumé:

Wilcox et al.’s (2022) focal paper brings to fore important practical questions, such as whether or not organizations should cybervet job applicants’ social media profiles or what the risks and benefits associated with cybervetting can be for employers. The authors also provide a relevant overview of work done by psychology and management researchers to better understand the psychometric properties (e.g., validity, reliability) of social media assessments, potential group differences, legal or ethical issues, risk of adverse impact associated with such practices, and applicant reactions (e.g., whether such practices are perceived as fair or as an invasion of privacy). Overall, we fully agree with Wilcox et al. that all these elements must be carefully considered, more research is needed, and clearer standards must be established before encouraging or discouraging organizations to cybervet. In this commentary, we argue that the existing empirical evidence associated with the elements listed above, standards to be created, or guidelines to be provided to practitioners largely differ depending on the social media platform used. Although Wilcox et al. (2022) reviewed a large body of work examining both personal (e.g., Facebook, Twitter, Instagram) and professional (e.g., LinkedIn) social media, we believe that their conclusions to generally avoid cybervetting are largely based on empirical evidence from personal social media. However, we argue that different conclusions could be reached if one specifically considers professional social media platforms like LinkedIn. In addition, focusing on such platforms would actually help align with several suggestions made by Wilcox et al. about cybervetting in general, such as assessing person–job fit and applicants’ knowledge, skills, and abilities.

2021

Using available signals on LinkedIn for personality assessment
Article scientifique ArODES

Sébastien Fernandez, Marie Stöcklin, Lohyd Terrier, Sowon Kim

Journal of research in personality,  2021, vol. 93, article no. 104122, pp. 1-14

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Résumé:

LinkedIn is considered the most effective social network website for job seekers and recruiters. Although LinkedIn profiles are regularly accessed to evaluate candidates, we know very little about the type of information conveyed. The aim of this study is to determine if LinkedIn profiles convey accurate information about individuals’ personality traits. Drawing from signaling theory, we expect that individuals portray themselves in a manner that will reflect their personality. To examine this assertion, 607 LinkedIn profiles were coded on 33 indicators. Regression analyses and classification statistics demonstrate that Linkedin profiles contain accurate signals of personality traits. Potential use and limitations of LinkedIn as a source of accurate information about personality are discussed.

Restaurant tipping in Europe :
Article scientifique ArODES
a comparative assessment

Stefan Gössling, Sébastien Fernandez, Carlos Martin-Rios, Susana Pasamar Reyes, Valérie Fointiat, Rami K. Isaac, Merete Lunde

Current issues in tourism,  2021, vol. 24, no. 6, pp. 811-823

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Résumé:

Tipping is a social norm in many countries and has important functions as a source of income, with significant social welfare effects. Tipping can also represent a form of lost tax revenue, as service workers and restaurants may not declare all cash tips. These interrelationships remain generally insufficiently understood. This paper presents the results of a comparative survey of resident tipping patterns in restaurants in Spain, France, Germany, Switzerland, Sweden, Norway, and the Netherlands. ANOVA and ANCOVA analyses confirm significant variation in tipping norms between countries, for instance with regard to the frequency of tipping and the proportion of tips in relation to bill size. The paper discusses these findings in the context of employment conditions and social welfare effects, comparing the European Union minimum wage model to gratuity-depending income approaches in the USA. Results have importance for the hospitality sector and policymakers concerned with social welfare.

2020

Increasing tips in less than two hours :
Article scientifique ArODES
impact of a training intervention on the amount of tips received by restaurant employees

Sébastien Fernandez, Florian Dufour, Vânia Costa, Charlotte de Boer, Lohyd Terrier, Philippe Golay

Cornell hospitality quarterly,  2020, vol. 61, no 1, pp. 98-107

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Résumé:

Previous studies have shown that restaurant employees who use tip-enhancing behaviors such as smiling, introducing oneself by one’s name or writing “thank you” on the bill receive more tips. The aim of this study is to evaluate the impact of a training intervention about tip-enhancing behaviors on the amount of tips received by restaurant employees. The sample of this study comprised 143 employees working in 62 restaurants. Sixty-nine participants took part in the training intervention and 74 were in the control condition. After the training intervention, the amount of tips received by the employees was tracked over 5 days. Results showed that participants who followed the training intervention used more tip-enhancing behaviors than the participants in the control group, that a higher use of tip-enhancing behaviors was related to higher amount of tips and that the effect of the training intervention on the amount of tips was fully mediated by an increase in the use of tip-enhancing behaviors.

2018

Is there structure in the selection interview? :
Article scientifique ArODES
evidence from hotels in Switzerland

Sébastien Fernandez, Stéphanie Pougnet

Journal of human resources in hospitality tourism,  2018, vol. 17, no. 1, pp. 80-97

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Résumé:

Many studies have shown that structured interviews have better predictive validity than unstructured interviews. The aim of this study was, then, to examine if recruiters in Swiss hotels use structured interviews to select candidates. Results obtained on 150 recruiters indicate that selection interviews are rather unstructured. They also show that selection interviews are more structured in larger hotels than in smaller hotels and in chain hotels than in independent hotels. Finally, and contrarily to one of the hypotheses, selection interviews are not more structured in four-star and five-star hotels than in three-star hotels.

2017

Procrastination, personality traits, and academic performance :
Article scientifique ArODES
when active and passive procrastination tell a different story

Sowon Kim, Sébastien Fernandez, Lohyd Terrier

Personality and individual differences,  1 April 2017, vol. 108, pp. 154-157

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Résumé:

Our study examines the nomological network of active procrastination in comparison with passive procrastination. In particular, we examine the effects of the five factor model with the aim to understand which personality traits predict academic procrastination. We also test the effect of passive and active procrastination on academic performance to study the unique contribution of each type of procrastination. In a sample of 178 university students in Switzerland, we find that extraversion and neuroticism are related to active procrastination. Furthermore, active procrastination predicts GPA to a much greater extent than the five factor model and passive procrastination.

Does your résumé photograph tell who you are ?
Article scientifique ArODES

Sébastien Fernandez, Gorm Stosic, Lohyd Terrier

Personality and individual differences,  January 2017, vol. 104, pp. 186-189

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Résumé:

Given the importance of personality to predict consequential outcomes in the workplace, it is important to be able to measure it accurately. To date, no research has examined if people leave valid cues of their personality in résumé photographs. This research examined to what extent résumé photographs provide accurate information about the personality traits of their owner. Two observers rated 97 résumé photographs on four aspects: color photograph, photograph background, smile and professional attire. These ratings were compared with an accuracy criterion of the big five dimensions (self and peer reports). Results indicate that three out of the four cues are linked to extraversion, conscientiousness, agreeableness and emotional stability. These results suggest that résumé photographs can convey valid information about personality.

2016

Who are the good citizens for the environment? :
Article scientifique ArODES
An examination of the predictive validity of personality traits

Lohyd Terrier, Sowon Kim, Sébastien Fernandez

Journal of environmental psychology,  December 2016, vol. 48, pp. 185-190

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Résumé:

Our study examines the antecedents of organization citizenship behavior for the environment (OCBE). In particular, we examined the relation between the five factor model personality traits and the tri-dimensional model of OCBE (eco-initiatives, eco-civic engagement and eco-helping). In a sample of undergraduates in Switzerland, openness to experience predicted eco-helping, conscientiousness predicted eco-initiatives and, extraversion predicted eco-civic engagement. Contrary to our expectations, agreeableness is not associated with OCBE dimensions.

Le pourboire :
Article scientifique ArODES
indicateur de la qualité de service ou reflet de la personnalité des serveurs ?

Sébastien Fernandez

Revue des sciences de gestion,  2016, no 278-279, pp. 13-20

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2019

Preliminary evidence for the validity of LinkedIn-based personality information :
Conférence ArODES
a study on the conservation of wines in keg Ecofass®

Sébastien Fernandez, Marie Stöcklin, Lohyd Terrier, Sowon Kim

Proceedings of the European Association for Work & Organizational Psychology Congress (EAWOP 2019)

Lien vers la conférence

Résumé:

There is a need to find alternatives to self-report personality measures in personnel selection. The aim of this study was to determine if LinkedIn profiles contain personality-related information and to verify the validity of this information with a self-rated personality instrument.

2018

In search of information about applicants :
Conférence ArODES
an exploratory study of LinkedIn as a predictor of personality and hireability

Sébastien Fernandez, Christoph Herren, Vania Costa, Lohyd Terrier, Sowon Kim

Proceedings of the 29th ICAP, 2018

Lien vers la conférence

Résumé:

Previous studies have shown that non-professional social media such as Facebook offer accurate information about personality. This study aims at examining if LinkedIn profiles also convey accurate information about personality and to determine how recruiters weight information which is available on LinkedIn to make hiring decisions.

2016

Restaurant tipping :
Conférence ArODES
the rules are not the same everywhere

Sébastien Fernandez, Charlotte de Boer, Lohyd Terrier

Proceedings of EuroCHRIE 2016 Conference

Lien vers la conférence

Résumé:

To date, most of the research investigating the relationship between service quality and tip has been conducted in the US. The aim of this study is to investigate the relationship between tipping and service quality in a country where no norm exists about a specific amount of tip to be given. Two studies conducted in different Swiss restaurants show that there is no relationship between service quality and the tip amount. However, both studies show that satisfaction with the food price predicts the tip amount given to restaurant waiters. These intriguing results are discussed in light of the Hofstede model of cultural values as well as the tipping system.

Personnalité et techniques d’influence :
Conférence ArODES
ont-elles une influence sur les pourboires des serveurs?

Sébastien Fernandez

Actes de conférence des 22èmes journées internationales de psychologie différentielle

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2015

Interviewing practices among recruiters in the hospitality industry :
Conférence ArODES
how valid are they?

Sébastien Fernandez, Stéphanie Pougnet

Actes de conférence du 26ème congrès de l'association francophone de gestion des ressources humaines

Lien vers la conférence

Résumé:

Selecting the right people for the right place the right way is vital to companies in the context of a fiercer war for talent nowadays. Many studies have shown that structured interviews have better predictive validity than unstructured interviews. Despite these repeated findings, most of the recruiters still prefer to use unstructured interviews notably because they allow more freedom for them. The aim of our study was then to examine the degree to which job interviews are structured in the selection practices of Swiss hotels. In addition, we compared if interview structure varies between hotels differing in size, between chain and independent hotels and between 3-star, 4-star and 5-star hotels. Results obtained on 150 recruiters indicate that overall job interviews are rather unstructured in all the categories of hotels surveyed. For example, very few recruiters ask past behavior and situational questions. Moreover, most of the recruiters base their hiring decisions on overall impressions formed during the job interview. Therefore, there is a gap between what human resources researchers recommend and what practitioners do. Our study also shows that job interviews are more structured in larger hotels than in smaller hotels. They are also more structured in chain hotels than in independent hotels. Finally, and contrarily to our hypothesis, job interviews are not more structured in 4-star and 5-star hotels than in 3-star hotels. Reasons for these results and for the gap between the management models that researchers recommend and the practices that professionals still stick to will be discussed in this paper. Practical implications for both researchers and practitioners will also be presented.

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