Le stress au travail : du paradigme des risques psychosociaux à celui de la qualité de vie au travail

An action research using three classical models of occupational stress enabled us to verify the impact on the results obtained from the choice of model and paradigm: psychosocial risks versus Quality of work life. Four hundred and thirty-six supermarket employees answered a questionnaire including these three measures of stress, the outcomes (satisfaction, fatigue) and a possible cause (role strain). Our results validate the hypotheses of significant differences in stress prevalence levels according to the model, such as links to the factor and the consequences, as well as the importance of the perception of stress to explain the negative experience.     

Antecedents of daily team job crafting

This study investigated potential antecedents of team job crafting defined as the extent to which team members engage together in increasing (social and structural) job resources and challenges, and decreasing hindering job demands. Mindful of the teamwork literature, we hypothesized that individual employee factors (self-efficacy for teamwork, daily affect), team features (team cohesion, climate) and the organizational context of teams (engaging leadership and organizational resources for teamwork) relate positively to daily team job crafting behaviour. Data were collected among 46 multi-professional rehabilitation teams whose members completed two daily surveys after their weekly meetings. Multilevel regression analyses showed that self-efficacy for teamwork and team members’ positive affect were positively associated with team job crafting behaviour at the individual (within-team) level. In addition, a team climate characterized by a clear vision of the teams’ targets, supportiveness and innovation and connecting leadership were positively related to daily team job crafting at both the within- and between-team levels of the data. Overall, the study offers novel insights into the antecedents of teams’ daily job crafting behaviours. For practice, the results suggest that actions and interventions conducive to positive team processes offer the most promising route to enhancing team job crafting behaviour.     

‘A necessary evil’: associations with taking medication and their relationship with medication adherence

Cognitive factors, like beliefs, have been studied extensively as determinants of medication adherence, while affect associated with taking medicines has been studied much less. In the present study (N = 525), we investigated affect by assessing patients’ first associations with taking their medicines. Results showed that these associations were related to self-reported medication adherence: Patients who associated taking medicines with negative affect were the least adherent, while those associating taking medicines with the need to take medicines were the most adherent. Our results support the idea that affect should be considered an important determinant of adherence.     

Job crafting for lean engagement: The interplay of day and job-level characteristics

The quality of working life under the production system known as lean manufacturing (LM) is a heavily debated topic. Little is known about the engagement level of employees under this system. Our study is concerned with how employees in this context craft their jobs to enhance their own engagement, and we specifically consider how daily skill utilization triggers this process. Using a cross-level perspective, we further consider whether job-level characteristics relevant to the lean context, namely task interdependence and boundary control, restrict or facilitate the effects of daily skill utilization. A daily diary study was conducted over 4 working days with 64 employees in a large company utilizing LM. The results of multilevel structural equation modelling demonstrated that on a given day, skill utilization was associated with seeking resources, and this relationship was stronger when employees had high boundary control and low task interdependence in their general job roles. Results further demonstrated that employees experienced higher work engagement on days when they sought resources and challenges. Our findings illustrate the motivational potential of job crafting under LM and how crafting activities can be facilitated by the design of jobs and allocation of daily tasks.     

Assessing clergy work-related psychological health: reliability and validity of the Francis Burnout Inventory

ABSTRACT

Drawing on the classic model of balanced affect, the Francis Burnout Inventory (FBI) conceptualised good work-related psychological health among clergy in terms of negative affect being balanced by positive affect. In the FBI negative affect is assessed by the Scale of Emotional Exhaustion in Ministry (SEEM) and positive affect is assessed by the Satisfaction in Ministry Scale (SIMS). In support of the idea of balanced affect, previous work had shown a significant interaction between the effects of SEEM and SIMS scores, showing that the mitigating effects of positive affect on burnout increased with increasing levels of negative affect. In this paper a convenience sample of 155 priests serving with the Roman Catholic Church in Italy have been assessed on the Purpose in Life Scale (PILS) as an independent measure of well-being and concurrently on the two scales, SEEM and SIMS. Crucially for confirming the idea of balanced affect, there was a significant interaction between the effects of SEEM and SIMS scores on scores recorded on the PILS, confirming that the mitigating effects of satisfaction in ministry on purpose increased with increasing levels of emotional exhaustion.     

The effect of positive and negative emotions on young drivers: A simulator study

The study examined the influence of affect induction on actual risk-taking behavior in a driving simulator, as well as the links between personal variables (relevance of driving to self-esteem, sensation seeking) and the level of risky driving. Eighty young drivers aged 18–21 (M = 19.24, SD = 0.75) were randomly divided into four induction groups: relaxing positive affect; arousing positive affect; negative affect; and neutral affect. The participants drove on a simulator, with various parameters of risky driving measured before and after emotion priming.As predicted, arousing positive affect and negative affect led to increased risky driving, whereas relaxing positive affect moderated risk-taking. In addition, the results confirm previous findings regarding the personal variables, revealing that higher levels of relevance of driving to self-esteem and sensation seeking are associated with higher levels of risk-taking in the simulated driving.The findings indicate that the driver’s emotional state has a significant effect on risk-taking on the road. Moreover, they show that the conventional use of negative affect in safe driving campaigns is liable to heighten the tendency for risky driving rather than reduce it. In contrast, relaxing positive affect was found to lead to lower risk-taking. The study is unique in revealing a correlation between results previously obtained for the willingness to drive recklessly and actual risky driving behavior observed on a driving simulator. By expanding the understanding of the motivations for youngsters’ risky driving, the study may aid in designing effective, theoretically sound, interventions aimed at reducing the tendency for dangerous driving among young drivers.     

TWO PSYCHOTIC PLAYWRIGHTS AT WORK: THE LATE PLAYS OF AUGUST STRINDBERG AND TENNESSEE WILLIAMS

August Strindberg and Tennessee Williams both became severely deranged during their playwriting careers. Both emerged from the most intense form of their derangement and wrote plays afterward. Strindberg, however, wrote his greatest plays after his psychosis; Williams, before his. Strindberg's psychosis spurred his creativity; that of Williams severely damaged his. This paper proposes that Strindberg mastered his psychosis and that in his late plays he dramatically symbolized psychotic processes. Williams, on the other hand, could neither access nor master his, and his late plays embody the repeated, unsymbolized acting out of his psychosis within an aesthetic context. These differences between the two playwrights become clear not through analysis of dramatic characters, but through changes that each playwright made to the dramatic medium itself.     

Accounting for job satisfaction: Examining the interplay of person and situation

In the present study, we investigate the interplay of personality traits (i.e., person) in frontline care staff in nursing homes and the way they relate to the residents (i.e., situation) to account for their job satisfaction. Participants completed a survey including Mini‐IPIP tapping the five‐factor model of personality, Individualized Care Inventory tapping four aspects of person‐centered care and job satisfaction. The results revealed that staff scoring high on neuroticism experienced less job satisfaction. This relationship was partly accounted for by resident autonomy, suggesting that part of the adverse influence of neuroticism on job satisfaction may be mitigated by organizations providing a supportive care environment. In contrast, staff scoring high on agreeableness experienced higher job satisfaction. This relationship was accounted for by another aspect of person‐centered care, that is, knowing the person. This suggests that agreeableness in a sense facilitated adjustment of acts of care toward the unique needs and preferences of residents and this partly explained why the more agreeable the staff was the more they felt satisfied at work. In sum, effects of personality traits on job satisfaction in care staff are partially mediated by the perception of working conditions and care policy and to the extent that a certain personality trait affects whether the staff have a positive or negative perception of the way they relate to the residents, they will experience, respectively, higher or a lower job satisfaction. This finding has implications for how to combine a focus on delivering person‐centered care with improving personal job satisfaction.     

Too hot to help! Exploring the impact of ambient temperature on helping

Building on the conservation of resources model, we conducted three studies to explore the link between ambient temperature and individual prosocial behavior. In study 1, analyzing the two‐wave field data from a chain of retail stores in Eastern Europe, we find that, in hot, as opposed to normal temperatures, employees are less likely to act in a prosocial manner. In study 2, we replicate and extend these findings in a randomized controlled experiment by identifying mechanisms underlying the relationship between hot ambient temperature and helping behavior. Specifically, we find that heat increases fatigue that leads to reduction in positive affect and subsequently reduces individual helping. Finally, in study 3, we replicate these findings in a field experiment. Taken together, our study helps to explain how and through what mechanisms ambient temperature influences individual helping. The theoretical and practical implications of our findings are discussed.