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.     

Questionner le sens dans l’accompagnement d’une transition vers la reconversion professionnelle : une recherche-intervention

This contribution is based on a research-intervention contracted by a team of researchers in social psychology with a local authority. It focuses on the support of public sector workers, declared medically inapt to occupy their current position, during the transition that is redeployment period. The contributions of two theoretical approaches allowing to understand this question are first crossed: existential psychology relative to the life-span career counseling on the one hand, and psychology of the socialization, underlied by the activities of personalization mobilized in the construction of meaning on the other hand. Secondly, these approaches are discussed in the light of the experience of support workshops developed and implemented in the field of this research. These workshops, organized in four sessions, aim to help participants to objectify the questions inherent in this professional transition and to give meaning to their life course and their experience of the situation. The exchanges made it possible for the participants to share views on issues such as the situation of inaptitude, their relationships to work or the redeployment package itself. These workshops give evidence of the possibility of supporting subjects, concerned by ruptures in their life, towards the development of a capacity to act and to transform their environment and highlight the psychosocial effects of a support designed as a social support for the change of professional activities.     

影响组织承诺的因素探讨

在组织承诺因素结构分析的基础上,采用单因素方差分析、多重比较、交叉分析等方法,先探讨了人口特征因素与组织承诺的关系。继而,采用结构方程模型(SEM)中的路径分析技术探讨了影响组织承诺的因素模型,从而揭示了五种组织承诺类型各自的影响因素。     

情侣依恋与情感投入：性别的调节作用

考察情侣依恋、情感投入和性别之间的关系。结果发现,承诺和满意度与焦虑依恋和逃避依恋相关显著,对两种依恋预测作用显著。性别调节作用仅存在于承诺和满意度与焦虑依恋的关系中:男生的承诺与焦虑依恋关系较强;女生的满意度与焦虑依恋关系较强。承诺和满意度与逃避依恋的关系没有性别差异。焦虑依恋和逃避依恋相对独立。性别对承诺和满意度与焦虑依恋和逃避依恋的关系中有不同调节作用。     

责任归因对公平感与情感承诺关系的调节作用研究

以上海市部分企业员工为研究对象,运用问卷调查法和分层回归分析技术探讨了责任归因对公平感与情感承诺之间关系的调节作用。结果表明,组织责任分别调节组织人际公平、组织信息公平与组织情感承诺之间的关系;主管责任分别调节主管程序公平、主管人际公平、主管信息公平与主管情感承诺之间的关系。