Une étude sur le rôle modérateur des traits de personnalité sur la relation entre les conditions de l’organisation du travail et la détresse psychologique

This study is about psychological distress lived by Canadian workers. Only a few studies considered personal traits in the comprehension of this phenomenon. This study aims to determine the moderator role of self-esteem, the sense of control and the sense of cohesion on the relation between the work organization conditions and psychological distress. Some longitudinal data (n=7338 workers) coming from five cycles (1994-2003) of the National Population Health Survey (NPHS) have been used to complete some multilevel analysis (n1=time and n2=individual). The results indicate that the sense of control and the sense of cohesion play a moderator role on the relation between some of the work organization conditions and the level of psychological distress.     

Comment les parents,les enseignants et les cliniciens évaluent les troubles du comportement externalisé du jeune enfant ? Étude de la variabilité des jugements évaluatifs et de son impact sur le développement de l’enfant

Present study aims at refining assessment of preschoolers’ behavior. Data was provided with questionnaires and observation on 118 preschoolers when recruited and 12 months later by their parents, their teachers and clinicians. The results confirmed high variations in informants’ ratings as well as negative effects of such variations regarding later child's development. The results imply the need for a multi-informant and multi-method assessment of preschoolers’ disruptive behavior. The implications of our findings for clinical purpose are discussed.     

Quand le syndrome de l’imposteur influence la recherche de feedback : étude des relations entre le syndrome de l’imposteur et les stratégies de recherche utilisées chez les employés

IntroductionThe impostor syndrome is a frequent phenomenon that can have deleterious consequences for the individual from a psychological point of view. It is a vicious circle in which the individual perceives feedback as a threat. This syndrome seems to impact the individual's feedback seeking strategies.ObjectivesThe aim of our study is to show that impostor syndrome will have an effect on the type of feedback seeking used by employees with their supervisor.MethodThrough an online questionnaire with 370 French-speaking employees, we assessed the impostor syndrome, the level of perceived experience, and the types of strategies used in seeking feedback from the superior.ResultsOur results show, after controlling for perceived experience and gender, that individuals with a strong imposter syndrome tend to seek feedback more often and in a less direct way (i.e., indirect, or observational).ConclusionThese results confirm the hypothesis of a link between the impostor syndrome and feedback seeking. The latter would be an element to be considered in the understanding of the impostor syndrome and its consequences.     

Impact de la motivation autodéterminée et de l’engagement affectif sur l’intention de rester : une étude chez les militaires

Conducted within the Canadian Forces (N=652), this study explores the role of self-determined motivation and affective commitment in relation to personnel retention within the military. Three groupings of variables are used in order to shed light on the mechanisms underlying personnel retention: a) distal antecedents (i.e. leadership styles), b) proximal antecedents (i.e. group cohesion and work climate) and c) mediators (i.e. self-determined motivation and affective commitment). Illustrated through a structural model, results demonstrate the existence of a partial mediator effect from affective commitment in the relationship between self-determined motivation and intention to stay. These findings are discussed in regards of their implications from theoretical and practical perspectives.     

Le rôle médiateur de la réflexivité et du climat entre la distance de pouvoir et l’efficacité d’une équipe de travail

In this study, we investigate the mediating role of reflexivity (West, 1996) and climate to innovation (Anderson & West, 1998) between power distances and effectiveness of work teams of engineers training. Regression analysis (Baron & Kenny, 1986) reveals a total mediation of climate and a partial mediation of reflexivity. These results are discussed from a practical perspective.     

La force normative du contrôle ordinal des contrats conclus par les médecins

Professional contracts concluded by physicians are specific. Indeed, these contracts must be compliant with ethical standards of the profession. As a professional authority, the College of physicians introduces obligations under which professionals have to stipulate several specific clauses and transmit their written contracts to the College, which controls their conformity. However, the normative power of these obligations is weak. To ensure the respect of ethical standards in professional contracts, soft law is more and more used by the College.     

Connaissances et contrôle exécutif : deux facteurs cognitifs de protection contre le vieillissement de la mémoire épisodique ?

In this study we refer to Craik and Bialystok's model distinguishing the “knowledge” (cultural learning experience that forms the basis for knowledge of the world) and the “executive control” (set of operations that control and regulate cognitive performance) as two main factors susceptible accounting for the age-related negative effects on the cognitive functioning, and for a possible age-related protective effect. Thus, the aim of the present study was to examine the possible protective effect of these two factors on the age-related decline in a cued-recall task. Four age groups of participants (20–39 years, 40–59 years, 60–74 years and 75–90 years) were administered with a word-stem cued-recall test to assess episodic memory, a “vocabulary” sub-test of the WAIS-R to assess knowledge and a reading span test to assess control. Results showed an age-related effect on the episodic memory, the control performance and the knowledge measure, indicating that performance decreases with age. A GLM analysis revealed a positive effect of the knowledge and the control factors on the cued-recall performance, and interaction between age and the knowledge factor resulting from a positive effect of the knowledge level only for the youngest group of participants (20–39 years). Furthermore, results revealed an interaction between age and the control factor, indicating a positive effect of the control level for the two oldest groups of participants (60–74 years and 75–90 years). These results suggest that, contrary to the knowledge, the control factor could be an effective protection against the age-related negative effects on the episodic memory.     

Perception de justice organisationnelle et comportements de citoyenneté organisationnelle chez les salariés du secteur public gabonais

Numerous studies carried out in northern countries have shown a positive link between organizational justice and organizational citizenship behaviours. There are no data from the countries of the South. The purpose of this article is to remedy this. Our hypothesis is that employees’ citizenship behaviours depend on how they perceive organizational justice. 160 men and women, executives and subordinates in a Gabonese public company, answered a questionnaire of 39 items: items of the organizational justice scale of Colquitt (2001) and items of the organizational citizenship scale of Charbonnier, Silva, and Roussel (2007). It is observed that different forms of justice influence organizational citizenship behaviours.     

Étiopathogénie du crime en col blanc : une étude de cas exploratoire

The present analysis is an exploratory case study that sheds light on possible narcissistic predispositions for white-collar crime. Undertaken with a former inmate imprisoned for an economic crime, this case study permits an identification of the presence of a sharp feeling of vengeance. Probably emergent from the relational dynamic between this ex-prisoner and his father, this deep vindictive feeling, known as Monte-Cristo complex, serves as a psychic fuel to actualize the compensation for the distant narcissistic wound. For a high level manager, this compensatory actualization could take, among other possibilities, the form of a white-collar crime.     

Le burnout chez les infirmières en cancérologie : Une approche contextuelle du modèle exigences-contrôle-soutien

The current investigation, studying the burnout among oncology nurses, was guided by the Demand Control Support model (Karasek & Theorell, 1990). However, in accordance with scholars claiming for a context-specificity in occupational stress research, we first conducted 3 semi-structured focus groups to identify the specific sources of demands, control and support experienced by oncology nurses. The scale established from this analysis, (as well the other study variables), had been answered by 144 oncology nurses. Factorial analyses revealed 4 latent factors: “job demands”, “patient demands”, “support” and “control”. Then, hierarchical regression analyses indicated that job demands, control and support predicted significant proportions of burnout, in particular emotional exhaustion. We also observed a moderator effect of social support. Furthermore, the situation-specific stressors, that is, those relating to difficult relationships with patients, made significant contributions to burnout, supporting the claim of augmenting the components of the Demand Control Support model with stressors that are more situation- specific.     

Une analyse du leadership laissez-faire dans les organisations : le rôle des orientations d’objectifs des employés

Supervisors’ laissez-faire leadership has been scarcely studied in the management literature. Moreover, the role of individual differences in employees’ reactions to laissez-faire leadership remains unknown. In the present study (n = 248), we examine the relationship between supervisors’ laissez-faire leadership and employees’ (affective) commitment to the supervisor and the organization, and their job satisfaction, and consider employees’ goal orientations (learning, performance, and avoidance) as moderating variables of these relationships. The results of multiple regression analyses indicate that laissez-faire leadership is negatively associated with employee commitment to the supervisor and the organization and job satisfaction. In addition, the relationship between laissez-faire leadership and commitment to the supervisor and to the organization was more negative when performance orientation was high. In contrast, the relationship between laissez-faire leadership and commitment to the supervisor and the organization and job satisfaction was less negative when avoidance orientation was high. Learning orientation exerted no moderating effect. These results reveal that the undermining effect of laissez-faire leadership varies across levels of employees’ performance and avoidance orientations. We discuss the implications of these results for future research.