Ohana, M., Murtaza, G., Ul-Haq, I., Al-Shatti, E., Zhang, C. (À paraître), Why and when can CSR towards Employees Lead to Cyberloafing? The Role of Workplace Boredom and Moral Disengagement, Journal of Business Ethics.
Stinglhamber, F., Nguyen, N., Ohana, M., Lagios, C., Demoulin, S., & Maurage, P. (2023). For whom and why organizational dehumanization is linked to deviant behaviours. Journal of Occupational and Organizational Psychology, 96 (1), 203-229.
Arnéguy, E., Ohana, M., & Stinglhamber, F. (2022). Readiness for change: which source of justice and support really matters?. Employee Relations: The International Journal, 44(1), 210-228.
Al-Shatti, E., Ohana, M., Odou, P., & Zaitouni, M. (2022). Impression management on instagram and unethical behavior: the role of gender and social media fatigue. International journal of environmental research and public health, 19(16), 9808.
Zhang, C, Hong, S & Ohana, M (2021) Guanxi and supply chain collaboration: an analysis of the Sino-Franco buyer–supplier relationship, Supply Chain Forum: An International Journal, 22:2, 157-170.
Al-Shatti, E., & Ohana, M. (2021). Impression management and career related outcomes: A systematic literature review. Frontiers in psychology, 12, 701694.
Bouraoui, K., S. Bensemmane, Ohana, M. (2020), Corporate Social Responsibility and Employees’ Affective Commitment: A Moderated Mediation Study", Sustainability, 12, 1-26.
Arnéguy, E., M. Ohana, Stinglhamber, F. (2020), Overall justice, perceived organizational support and readiness for change: the moderating role of perceived organizational competence, Journal of Organizational Change Management, 33, 765-777.
Daboussi, A., Ohana, M., Zouaoui Karoui, S. (2021), Interpersonal Justice and Innovative Behaviors: The Role of the Workgroup. International Journal of Innovation Management, 24
Stinglhamber, F., Ohana, M., Caesens, M., Meyer, M. (2020), Perceived organizational support: The interactive role of coworkers’ perceptions and employees’ voice. Employee Relations, 42, 107-124
Ohana, M., Stinglhamber, F. (2019). Co-workers' voice climate and affective commitment towards the team: A test of mediation and moderation, Human Resource Management Journal, 29(3), 395-412
Zhang, C., Hong, S., OHANA, M. (2019). Measuring guanxi in Sino-Franco buyer and supplier relationships, Global Business and Organizational Excellence, 38(4), 46-53.
Bouraoui, K., Talbot, D., Ohana, M. (2019), Perception de responsabilité sociale des entreprises et engagement envers l’organisation : le rôle de la justice déontique. Management & Sciences Sociales, 26, 72-87.
Bensemmane, S., Briançon, A., Ohana, M., Bompar, L. (2019). Le bien-être au travail comme déterminant de l'orientation client : test d'un modèle exploratoire. Recherches en Sciences de Gestion - Management Sciences - Ciencias de Gestión, 134, 135-159
Bouraoui, K., Bensemmane, S., Ohana, M., Russo, M. (2019). Corporate social responsibility and employees’ affective commitment: A multiple mediation model. Management Decision, 57(1), 152-167.
Barkemeyer, R., Preuss, L. & Ohana, M. (2018). Developing country firms and the challenge of corruption: Do company commitments mirror the quality of national-level institutions. Journal of Business Research, 90, 26-39.
Meyer, M., Ohana, M. & Stinglhamber, F. (2018). The impact of supervisor interpersonal justice on supervisor-directed citizenship behaviors in social enterprises: A moderated mediation model. The International Journal of Human Resource Management, 29 (20), 2927-2948.
Arneguy E., Ohana M. & Stinglhamber, F. (2018). Organizational justice and readiness for change: A concomitant examination of the mediating role of perceived organizational support and identification. Frontiers in Psychology, 9.
Bensemmane, S., Ohana, M., Stinglhamber, F. (2018).Team justice and thriving: a dynamic approach. Journal of Managerial Psychology, 33 (2), 229-242.
Russo, M., Ollier-Malaterre, A., Kossek, E.E. & Ohana, M. (2018). Boundary Management Permeability and Relationship Satisfaction in Dual-Earner Couples: The Asymmetrical Gender Effect. Frontiers in Psychology
Calcei, D., Ohana, M., Lardeau, M. (2017), The Influence of the Adult Entertainment Industry on Technology Standards for Computer, Video, and Smartphone Applications. Global Business and Organizational Excellence, 36, 14-20
Ohana, M. (2016). Voice, affective commitment and citizenship behavior in teams: the moderating role of neuroticism and intrinsic motivation. British Journal of Management, 27(1), 97–115.
Caesens, G., Stinglhamber, F. & Ohana, M. (2016). Perceived organizational support and well-being: a weekly study. Journal of Managerial Psychology, 31(7), 1214 – 1230.
Ohana, M. & Meyer, M. (2016). Distributive justice and affective commitment in nonprofit organizations. Which referent matters?. Employee Relations, 38(6).
Bourgeois, C., Ohana, M., & Renault, S. (2016). Les facteurs organisationnels du harcèlement moral : l’employeur est-il responsable ?. Recherche en Sciences de Gestion, 112.
Robineau, A., Ohana, M., Swaton, S. (2015). The Challenges Of Implementing High Performance Work Practices In The Nonprofit Sector. Journal of Applied Business Research, 31(1), 103-114.
Ohana, M. 2014. A multilevel study of the relationship between organizational justice and affective commitment: The moderating role of organizational size and tenure. Personnel Review, 43(5): 654-671.
Ohana, M., Meyer, M., & Swaton, S. (2013). Decision-Making in Social Enterprises: Exploring the Link Between Employee Participation and Organizational Commitment. Nonprofit and Voluntary Sector Quarterly, 42(6), 1092-1110.
Meyer, M., Swaton, S., & Ohana, M. (2013). Sauver la voix dans les organisations de l’économie sociale? Revue Economique et Sociale, 71(2), 129-139.
Ohana, M. (2012). Perceived Organisational Support As Mediator Of Distributive Justice And Job Satisfaction: The Moderating Role Of Group Commitment. Journal of Applied Business Research 28(5), 1063-1072.
Lang, G., & Ohana, M. (2012). Are management fashions dangerous for organizations? International Journal of Business and Management, 7(20), 81-89.
Ohana, M. (2011). Horizontal Social Comparisons and Vertical Reciprocity in a Principal-Multi-agent Experiment. Bulletin of Economic Research, 63(3), 243-254.
Calcei, D., M'Chirgui, Z., & Ohana, M. (2011). Déterminants stratégiques d'un processus de standardisation: le cas des formats de stockage video. Recherches en Science de Gestion, 78, 19-35.
Ohana, M., & Meyer, M. (2010). Should I stay or should I go now? Investigating the intention to quit of the permanent staff in social enterprises. European Management Journal, 28(6), 441-454.
Meyer, M., & Ohana, M. (2010). Justice interpersonnelle, cohésion de groupe et comportements citoyens dans les entreprises sociales, Revue de Gestion des Ressources Humaines, 75(1), 1-13.
Ohana, M., & Pauget, B. (2010). Les incitations dans les organisations à but non lucratif : le cas d'un réseau de santé. Recherches en Sciences de Gestion, 73, 75-94.
Meyer, M., & Ohana, M. (2009). Do Perceptions of Organisational Justice Foster Organisational Citizenship Behaviours in Social Enterprises? International Journal of Economics and Business Research, 1(4), 400-408.
Ohana, M. (2009). La réciprocité sur le marché du travail: les limites du laboratoire. L'Actualité économique - Revue d'analyse économique, 85(2), 239-256.
Calcei, D., M'Chirgui, Z., & Ohana, M. (2009). Sexes, mensonges et vidéo. Liaisons et déliaisons dans les écosystèmes d'affaires des formats de stockage vidéo. Revue Management et Avenir, 29, 88-109.
Meyer, M., & Ohana, M. (2006). Les entreprises sociales dans un monde marchand : A la recherche d'un management efficace des hommes. Revue Management et Avenir, 11, 187-202.
Ohana, M. (2004). L'experimentation en economie et en psychologie: Une comparaison methodologique. Revue de Philosophie Economique, 10, 97-122.