Comprendre l'attachement au travail pour agir sur le confort au travail

Workplace attachment is defined as the emotional bond resulting from the dynamic interaction between a person and his environment (Rioux, 2006), Adult Attachment in the workplace (AAW) (Neustadt Chamorro-Premuzic, & Furnham, 2006) allows analyzing the quality of employee’ relations in the workplace using the Attachment Theory perspective (Bowlby, 1969). Both are considered an important aspect of comfort at work. We wish to test the effects of these two variables on the attachment dimension of affective commitment (Allen & Meyer, 1990). 240 subjects participated in the study. With the technique of multiple linear regressions, we estimated the impact of these two variables on affective commitment. The results show significant indications for Human Resource Management best practices.     

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.     

Cognitive Mediators of Treatment for Social Anxiety Disorder: Comparing Acceptance and Commitment Therapy and Cognitive-Behavioral Therapy

Objective

To assess the relationship between session-by-session mediators and treatment outcomes in traditional cognitive-behavioral therapy (CBT) and acceptance and commitment therapy (ACT) for social anxiety disorder.

Method

Session-by-session changes in negative cognitions (a theorized mediator of CBT) and experiential avoidance (a theorized mediator of ACT) were assessed in 50 adult outpatients randomized to CBT (n = 25) or ACT (n = 25) for DSM-IV social anxiety disorder.

Results

Multilevel modeling analyses revealed significant nonlinear decreases in the proposed mediators in both treatments, with ACT showing steeper decline than CBT at the beginning of treatment and CBT showing steeper decline than ACT at the end of treatment. Curvature (or the nonlinear effect) of experiential avoidance during treatment significantly mediated posttreatment social anxiety symptoms and anhedonic depression in ACT, but not in CBT, with steeper decline of the Acceptance and Action Questionnaire at the beginning of treatment predicting fewer symptoms in ACT only. Curvature of negative cognitions during both treatments predicted outcome, with steeper decline of negative cognitions at the beginning of treatment predicting lower posttreatment social anxiety and depressive symptoms.

Conclusions

Rate of change in negative cognitions at the beginning of treatment is an important predictor of change across both ACT and CBT, whereas rate of change in experiential avoidance at the beginning of treatment is a mechanism specific to ACT.     

Desire for a positive moral self-regard exacerbates escalation of commitment to initiatives with prosocial aims

Across three experiments, people escalated commitment more frequently to a failing prosocial initiative (i.e., an initiative that had the primary aim of improving the outcomes of others in need) than they did to a failing egoistic initiative (i.e., an initiative that had the primary aim of improving the outcomes of the decision-maker). A test of mediation (Study 1b) and a test of moderation (Study 2) each provided evidence that a desire for a positive moral self-regard underlies people’s tendency to escalate commitment more frequently to failing prosocial initiatives than to failing egoistic initiatives. We discuss the implications of these findings for the resource-allocation decisions that people and organizations face when undertaking initiatives with prosocial aims.     

Ethical climate influences on employee commitment through job satisfaction in a transport sector industry

This study examined the extent to which an ethical climate moderates the relationship between job satisfaction and perceptions of organisational commitment. The study sample consisted of 839 employees of a railway organisation in the Democratic Republic of Congo (DRC) (women = 32%). Perceptions of the organisation’s ethical climate were measured using the Ethical Climate Questionnaire (Victor & Cullen, 1998), job satisfaction was measured using the Job Satisfaction Questionnaire (Lock, 1976), and organisational commitment was measured using the Organisational Commitment Scale (Meyer & Allen, 1997). Data were analysed by applying hierarchical moderator regression analysis to predict employee commitment from job satisfaction, in interaction with the ethical climate. The findings indicated that the ethical climate dimensions of caring, law and code, rule, independence, and instrumental predicted 72% of the variance in job satisfaction and 73% of the variance in employee commitment. Positive perceptions of an ethical work atmosphere and clear code of conduct would enhance employees’ levels of dedication, loyalty, and commitment to the organisation.     

Researching Identity Styles In Pakistan: Confirmatory Factor Analysis and Associations With Commitment and Value Priorities

Identity styles—informational, normative, and diffuse-avoidant—have been studied widely across North America and Europe but infrequently in “non-Western” cultures. We tested the factorial structure of the Identity Styles Inventory-5 (ISI-5) among 479 young adults in Pakistan. Findings supported the predicted three-factor solution, but only when numerous poorly performing items were deleted. We further tested associations among identity styles, identity commitment, and value priorities. As expected, informational and normative styles were associated with higher commitment, whereas diffuse-avoidant style was associated with lower commitment. The three identity styles showed a pattern of divergent associations with value priorities that mostly, but not entirely, replicated the pattern of associations previously found among U.S. and European samples. We conclude that Berzonsky’s three identity styles can be detected in a Pakistani cultural context but that the ISI-5 may not fully capture the breadth and complexity of identity formation processes among Pakistani youth.     

内隐人格观对承诺升级的影响——成功期望的中介效应

研究旨在探讨内隐人格观对承诺升级的影响以及期望在其中的中介作用。研究1比较了个体的实体启动、渐变启动和无启动对照三种条件下,个体的承诺升级倾向是否受不同启动类型的影响。结果发现,被启动渐变论的被试与无启动和实体启动的被试相比,前者表现出更多的承诺升级倾向。研究2使用情景模拟任务,分析了个体不同内隐人格观与承诺升级的关系,并在此基础上探讨了成功期望的中介作用。结果发现:(1)个体越倾向渐变论则更多的产生承诺升级行为;(2)成功期望在内隐人格观与承诺升级的关系中起完全中介作用。