Analyse interlocutoire d’une plainte exprimée par une équipe mobile de soins palliatifs

This article points out the merits of conducting an interlocutory analysis of a group meeting held between two administrations of a questionnaire. Here, the Company Climate Questionnaire was filled out individually by the members of the group before and after the meeting. Changed attitudes toward the supervisory staff were observed after the discussion. All participants were members of a mobile palliative care team at a university hospital. The verbal interaction analysis allowed us to identify the collaborative facet of the complaint that surfaced, and to determine what inter - subjective processes arising during the group discussion triggered the expressed changes of opinion.     

Prediction of performance facets using specific personality traits in the Chinese context

Recent research has shown that the contextual domain of job performance could be divided into an interpersonal and a personal facet. This study examined how personality variables relate differentially to these two distinct facets. Supervisory-level employees (N=187) completed the Chinese Personality Assessment Inventory (CPAI, Cheung et al., 1996) and provided their recent performance appraisal records. Results indicated that personality traits that relate to interpersonal orientation (e.g., Harmony and Leadership in the CPAI) better predict interpersonal versus personal contextual behaviors, whereas a trait associated with personal virtues such as moral obligation and loyalty to group (e.g., CPAI’s Veraciousness) predicts the personal but not the interpersonal domain. These results extend previous research findings that personality variables are valid predictors of the contextual domain of job performance, and demonstrate that the same personality variable differs in levels of predictive validity depending on the foci of the contextual behaviors.     

Career opportunity and organizational attachment in a blue-collar unionized environment

Organizations and the larger socio-economic environment have always presented the context in which careers unfold and evolve over time. One notable change is that promotion opportunities have been drastically reduced as organizations flatten their hierarchies and restructure. Reduced commitment by both organizations and their members are increasingly characteristic of the emerging employment relationship. This study investigated an alternative to mobility opportunity in a blue-collar unionized sample and finds that perceived role enhancement opportunity (i.e., expanding task complexity and more autonomy in the near future) related positively to attitudinal outcomes historically associated with promotion opportunity (i.e., organizational commitment, work involvement, and career opportunity satisfaction) and, in fact, explained more criterion variance. This was especially true of incumbents with two or less years of position tenure.     

On the link between different combinations of Negative Affectivity (NA) and Positive Affectivity (PA) and job performance

Despite the assumed orthogonality of Negative Affectivity (NA) and Positive Affectivity (PA), the effects of the different combinations of NA and PA on work-related outcomes such as job performance have been neglected. The present study among 42 employees of a local social services department in the Netherlands was conducted to fill this gap. The results show that a negative link between NA and job performance (as assessed by the immediate supervisor) exists only when PA is low. This finding elucidates the role of dispositional affect in organizational research and emphasizes that the interaction between both affectivity dimensions should be included when studying how affect relates to job performance and other work-related outcome variables.     

试析联结主义范式对婴儿发展的解释

用联结主义范式作为解释婴儿发展的机制已成为当前认知发展研究的新趋势。本文以婴儿分类和客体永久性为范例,分析了这一范式在解释婴儿发展方面的理论潜力及不足。     

The dynamic relationship between performance feedback, trust, and conflict in groups: A longitudinal study

Moderate task conflict has generally been associated with higher group performance, and relationship conflict associated with lower performance. Past studies have most often discussed their findings as though differences in level of intragroup conflict cause differences in group performance—rather than testing the additional possibility that reported group conflict is a reaction to feedback on past group performance. This paper explores the dynamic relationships between intragroup conflict and performance with a longitudinal design. Results from 67 groups suggest that initial performance feedback to groups can have significant consequences for future team interaction. We find evidence to suggest that, (a) negative initial group performance feedback results in later increases in both task and relationship conflict, but that (b) groups with high early intragroup trust are buffered from experiencing the worst of future relationship conflict.     

Measuring goal involvement in specific achievement situations: Development and validation of a 6-goal questionnaire

IntroductionCurrently, there is a growing interest regarding the dynamics of achievement goals and its consequences on motivational patterns, which urges researchers to focus more and more on states of goal involvement.ObjectiveBased on Elliot, Murayama, and Pekrun's (2011) 6-goal framework, this research aimed to develop and validate a state-like form French Achievement Goal Involvement Questionnaire (FAGIQ-6).MethodFirst, a 40-item preliminary version was created. Its clarity was assessed among 152 French undergraduate students. Then, its factorial structure was tested using confirmatory factor analyses on data collected among 439 French junior high school students. Finally, regression analyses on data collected among 317 other junior high school students were used to test how the instrument relates to constructs known to be related to the different achievement goals.ResultsThe structure of the FAGIQ-6 included 18 items that were deemed clear and that were organized into six factors (task-approach, self-approach, other-approach, task-avoidance, self-avoidance, and other-avoidance). Regression analyses showed that: Perceived competence positively predicted all approach goals and task-avoidance; an entity theory of ability positively predicted other-referenced goals; an incremental theory of ability positively predicted all task and self goals; task-approach and self-approach positively predicted intrinsic motivation and task absorption; approach goals and task-avoidance positively predicted intrinsic motivation; and other-avoidance positively predicted anxiety.ConclusionThe FAGIQ-6 can reliably measure goal involvement in specific achievement situations and thus enables new avenues of research on the dynamics of achievement goals.     

The performance space measurement of regional innovation system based on neuropsychology

In this paper, the performance space measurement of regional innovation system was studied based on neuropsychology. Firstly, the neuropsychology and neural evolution theory were elaborated. Secondly, the genetic algorithm was used to design a regional enterprise performance space measurement model, and this was obtained by connecting the ERP production module and RBF neural network order forecast module. Finally, the algorithm and model constructed in this paper were used to predict the performance of regional foreign trade innovation system. Then, it is concluded that the model constructed in this paper includes the network with the lowest network structure complexity, the smallest training error and the least test error. Therefore, based on this premise, a good neural network that meets the actual needs of users can be obtained, which indicates that the improved method based on evolutionary neural network is effective to measure the performance of regional innovation system.     

Development and initial validation of the job loss grief scale

Background: Research on complicated grief (CG) symptoms following job loss is surprisingly rare. Involuntary job loss can turn someone’s world upside down and can result in loss of identity, social contacts, and self-worth. In this study, we drew on the literature on major life events in conceptualizing involuntary job loss as a significant and potentially devastating life event.

Objectives: The aim of this study was to develop and evaluate an instrument that measures job loss-related CG symptoms, the Job Loss Grief Scale (JLGS). The purpose of the JLGS is to foster systematic research on CG symptoms following job loss.

Design: A cross-sectional study

Methods: We recruited Dutch workers who had lost their job, 130 men and 158 women with an average age of 49.6 years. To examine the psychometric properties of the JLGS and its associations with other concepts we conducted correlational and confirmatory factor analyses.

Results: CFA revealed that the JLGS was a one-dimensional instrument, and that CG symptoms were distinguishable from depression and anxiety symptoms.

Conclusion: The JLGS is a reliable and valid instrument to measure job loss-related CG symptoms. The availability of the JLGS could stimulate systematic research on the antecedents and consequences of involuntary job loss.     

Would you like fries with that? The roles of servers’ personality traits and job performance in the tipping behavior of customers

The present study attempted to expand what is known about how the personality traits of servers are associated with their job performance ratings and the tips they receive from customers. Personality traits were measured in 259 restaurant servers who were evaluated by their actual customers. Conscientiousness was associated with the average job performance ratings of servers. Extraversion was found to moderate the association that job performance had with the tips that servers received such that tipping behavior was associated with job performance for servers with high levels of extraversion but this association did not emerge for servers with low levels of extraversion. These findings are discussed in the context of understanding the connection between personality traits and job-related outcomes.