Citoyenneté, engagement,satisfaction et implication en contexte organisationnel

This research was made to examine the relative contribution of several predictors (foci of commitment, job involvement, job satisfaction) on organizational citizenship behaviours using a sample of 138 French engineers. Confirmatory factor analysis on citizenship behaviours reveal four factors: altruism, helping others, civic virtue and sportsmanship. Empirical data supports both of the hypotheses. In one hand, psychological variable contribute to the variance of several forms of citizenship behaviour. In other hand, form of citizenship behaviour was influenced by few psychological variables. Theoretical and practical implications of this research are discussed.     

Empathie organisationnelle,soutien organisationnel perçu et efficacité des équipes de travail dans l’industrie nucléaire

This research studies social climate's role in the efficacy of work teams. The referential work frame is based on the concept of organizational empathy (Guédon & Bernaud, 2008), which is specifically operationalized on a tri-dimensional model basis and the perceived organizational support from Eisenberger's model (Rhoades & Eisenberger, 2002). A total of 274 employees, belonging to 3 professional groups, who worked in a nuclear power house participated in this research. Linear regression analysis’ results show a major effect of organizational empathy on the efficacy of work teams, nevertheless predictors’ hierarchy varies upon occupied professional function.     

Le rôle modérateur des orientations vers les objectifs dans la relation entre l’envergure de poste et l’engagement organisationnel

This paper examines the moderating role of goal orientations (learning, performance and avoidance orientation) in the relationship between job scope (i.e., a composite measure capturing task variety, autonomy, feedback and significance) and organizational commitment. Based on a sample of 314 participants, the analyses indicate that job scope is positively related to commitment and that performance orientation and avoidance orientation act as negative moderators of job scope. Specifically, job scope was more strongly related to commitment at low levels of these traits. We discuss the importance of considering the role of employee personality in the study of the effect of work context on commitment.     

Le bien-être psychologique au travail des professionnels du médical et du paramédical : rôles des échanges leader-membres,du soutien organisationnel perçu,du sentiment d’efficacité et médiations par la satisfaction des besoins psychologiques

This research aims to study the relationships between the perceived organizational support, the leader-member exchange (LMX), and the feeling of general self-efficacy with the psychological well being at work (PWBW) in the medical and para-medical environment. We also tested the indirect effects of satisfaction psychological of autonomy, competence and affiliation in the relationship between these predictors and PWBW. A total of 175 participants from the medical and para-medical sectors completed a questionnaire. The results showed that all predictors positively correlated with PWBW. Mediation analyzes showed that need satisfaction had a mediating effect on the relationships between inductors and PWBW. Finally, leader-member exchanges (LMX) and general self-efficacy promoted PWBW, and the satisfaction of the three psychological need systematically played a mediating role.     

Validation francophone de l’inventaire des facilitateurs de l’apprentissage organisationnel (IFAO) : étude comparative de l’apprentissage perçu au niveau des individus,des groupes et de l’organisation

IntroductionThe Inventory of Organizational Learning Facilitator (IOLF) developed by Barrette, Lemyre, Corneil, and Beauregard (2012) is a self-report inventory assessing the presence of certain facilitators of organizational learning within an organizational environment. However, this scale is in English, limiting its applications with francophone populations.ObjectiveThe aim of the study was to create a French version of the Inventory of Organizational Learning Facilitators (IOLF). Furthermore, this study also aimed to verify the metrological qualities as well as the construct validity of the French version of the instrument.MethodThe instrument was translated and verified by expert translators then administered to two distinct samples (francophone and anglophone) each composed of 476 executive's directors working for the federal government's public service. The respondents also completed a three level of perceived learning measures (i.e. individual, group, and organizational).ResultsAnalyses of the factor structure, internal consistency and the pattern of correlations with external variables indicate that the French version converges with the English one.     

Le soutien organisationnel perçu peut-il agir comme une ressource sociale ? Une analyse sous l’angle de la théorie de la conservation des ressources

This paper reports an empirical study in which perceived organizational support is considered as a social resource in a stress model conceived within the perspective of Conservation of Resources theory. A study conducted among 181 employees and their supervisors reveals that role stressors impact work outcomes through perceptions of anticipated or actual resource loss and lack of resource gains. Moreover, perceived organizational support exerts a moderating effect in the relationships between resource loss and lack of resource gains and emotional exhaustion, affective commitment, and job performance. We discuss the implications of these findings for our understanding of the psychological mechanisms associated with perceived organizational support.     

Comment favoriser l’anticipation positive d’un déménagement organisationnel chez des salariés ? Test d’un modèle psychosocio-environnemental

French academic research on organizational relocation is scarce. This study aimed to explore how positive attitudes can be developed before organizational relocation using a psycho-social environmental model. More specifically, this paper analyzes the impact of workplace attachment and socio-professional support on anticipated satisfaction with relocation and the mediating role of the agreement with the top management decision to move. We conducted an empirical study with a sample of 119 employees of an audiovisual company based in France. Results show that anticipated satisfaction with relocation was inhibited by workplace attachment and facilitated by socio-professional support. Moreover, agreement with the change decision to move mediated these relationships.     

Quel engagement organisationnel pour les salariés précaires ? Les leçons d’une étude empirique auprès de travailleurs intérimaires

The aim of this article is to focus on contingent workers’ organizational commitment. A review of literature on contingent workers’ attitudes leads to think that this type of work arrangement is associated with a high level of job insecurity, which is not favourable to organizational commitment. However, empirical studies present very contrasting results. This absence of consensus leads us to propose a research model, which puts the emphasis on the way the temporary workers interpret their job arrangement. The model was tested on 208 temporary help service workers. The results highlight the mediating role of perceived job insecurity on organizational commitment, as well as importance of perceived organizational support (POS).     

Les effets du soutien organisationnel,de la qualité de la relation leader membre et du soutien social sur l’engagement et les comportements de citoyenneté organisationnelle : le rôle modérateur de la pauvreté subjective

The purpose of this research was to determine whether perceived organizational support, leader membership exchange and social solidarity were related to employee commitment to the organization and to organizational citizenship behavior. A survey questionnaire measuring the relevant variables was sent to 276 employees from 3 organizations. The results of the study indicate that perceived organizational support, leader membership exchange and social solidarity were positively associated with affective organizational commitment and organizational citizenship behavior. Perceived organizational support is more strongly related to organizational citizenship behavior when poverty is low.     

Who,What, When,Where, How,and Mostly Why?

SUMMARY

The death of a client by suicide was very emotionally destabilizing to this therapist. She worked hard to distance herself personally from the pain at first and at the same time she found herself overfocused on the “psychological autopsy.” She had difficulty accepting new clients and wanted to withdraw from a meaningful appointment to a state advisory committee. Only when she was able to identify with the client's pain and realize how that pain touched her own history of loss was she able to grieve productively. She realized that gender was relevant in her identification with the victim and in sorting out each of their histories of loss.     

Télétravail en temps de crise,engagement organisationnel affectif et satisfaction de vie professionnelle : le rôle de l’ajustement au télétravail et de la satisfaction vis-à-vis de l’équilibre entre domaines de vie

IntroductionThe COVID-19 health crisis considerably accelerated the use of telework.ObjectiveThe present study focuses on the impact of telework frequency on workers’ work-life satisfaction and affective organizational commitment. This study also evaluates the mediating role of satisfaction with work-family balance in these two relationships. Finally, it investigates the moderator role of telework adjustment (i.e., adaptation to changes resulting from the transition to a virtual environment) in the relationship between telework frequency and work-family balance satisfaction, as well as the drivers of this adjustment.MethodIn all, 377 teleworkers replied to an online questionnaire measuring the above-mentioned variables.ResultsThe increase in telework frequency is directly associated with a decrease in workers’ work-life satisfaction and affective organizational commitment, due to the degradation of their work-family balance satisfaction. Yet, once workers have made significant adjustments to telework, direct and indirect negative impacts of telework frequency are reduced. Finally, telework adjustment is largely predicted by whether telework resulted from choice or obligation, by the telework environment at home, and by the organizational support provided to workers.ConclusionTheoretical and practical implications of these results will be discussed, with potential avenues to best support the deployment of remote work.     

Prévention des risques psychosociaux au sein d’établissements publics d’enseignement agricole : quand le diagnostic organisationnel participe d’une amélioration de la qualité de vie au travail

The aim of this article is to show that a diagnosis of psychosocial risks based on a mixed and participative methodology contributes to improving the quality of life at work. It is based on a “Quality of life at work” approach set up within a public educational institution for agricultural studies. The quantitative part includes the Job Content Questionnaire by Karasek, Siegrist's Effort/Reward Imbalance Questionnaire, the Maslach Burnout Inventory, the Negative Acts Questionnaire (revised) and the Hospital Anxiety and Depression Scale from Zigmond and Snaith. The qualitative part is based on focus group discussions. Results have brought to light the groups of employees which are most exposed to risks, especially those in the “school life” sector. They also show that lack of recognition, support and communication are problems experienced by all the staff members of the school. In order to enhance employees’ quality of life within the working environment, a multitude of co-constructed “tailor-made” ways and means of improvement have been suggested. The study shows how the selected methodology contributes to the quality of the diagnosis.     

Identität, Familie, Patienten, Olympier

The author deals with the tradition of mental patterns in psychoanalytic institutes shaping the character of training. He discusses several patterns which in his opinion have become dysfunctional and are already in change: the family model, the patient model, the conception of training analysts as Olympians, the psychoanalytic identity as the endpoint of training and the model of the closed society. He argues for further transformation of these institutionalized patterns in order to avoid stagnation and remain future oriented. For each pattern he proposes concrete measures, which can be helpful for change.     

学习科学,破除迷信,提高素质

二十年以前就有过一场争论,是关于"耳朵认字"的问题.当时一批科学家起来揭露它的虚伪性,但也有一批科学家却出来支持它,认为这是人体的特异功能.九十年代初,这种伪科学越演越烈,越说越神奇.这两年似乎不大听说了.但另一种歪门邪说却又泛滥起来,这就是法轮功.当然法轮功已成为残害人民、残害社会的邪教组织,与一般相信特异功能是两种不同性质的问题.但是究其思想基础却同出一源,即迷信二字.     

(Math, Science, ?)

In science as in mathematics, it is popular to know little and resent much about category theory. Less well known is how common it is to know little and like much about set theory. The set theory of almost all scientists, and even the average mathematician, is fundamentally different from the formal set theory that is contrasted against category theory. The latter two are often opposed by saying one emphasizes Substance, the other Form. However, in all known systems of mathematics throughout history, mathematicians have moved fluidly between ideas conceived of as thing-like, property-like, and process-like. On the other hand one way to advance science is to better distinguish between thing, property, and process. All this constitutes a distracting background for those interested in, or distressed by, the possible application of category theory to science, and to mathematics as well.     

附生性,因果性,还原性

一、引论在过去的 20多年里, 戴维森的反常一元论和附生性概念占据了心灵哲学讨论的中心领域。一方面, 戴维森的理论面临以金在权为代表的众多哲学家的尖锐批评; 另一方面, 大家似乎相信, 弄清楚附生性概念就意味着心物问题的解决。本文首先将论述戴维森的附生性概念及其非还原的物理主义学说, 然后将介绍金在权的批评意见, 随后将对戴维森的反常一元论作一个唯名论的诠释, 弄清戴维森的附生性概念到底是什么意思、它是一种什么样的共变关系, 以维护戴维森的反常一元论, 并抵御金在权的指控。最后还将论证, 附生性既不是一个因果关系, 也不…