Jardin thérapeutique,outil de prévention du burnout

The aim of this research was to study the effect of the presence of a garden in a hospital care sector on caregiver burnout. Eighty-eight nurses and caregivers from 9 care sectors answered a questionnaire constructed from the theories and scales of Karasek and Theorell. Three types of services were compared (cognitive behavioral unit, palliative care, post-acute and rehabilitation care) with a garden adapted for therapeutic activities versus with a regular garden versus with no garden. The main result was a lesser incidence of burnout in care services with a garden that those without a garden, irrespective of the type of care service, along with an amplification of the benefit with specially-designed gardens. The feeling of strength, both physical and psychological, was less present when the care services did not have a garden. A trend toward an increase in musculoskeletal disorders in services with a therapeutic garden versus no garden was observed. Upon analyzing the results, the authors recommend particular attention in the designing of hospital gardens in order to facilitate the ergonomics of nursing work. The overall results advocate the use of the garden as a systemic structure conducive to work interactions in a specially-designed area.     

Testing extrinsic and intrinsic motivation as explanatory variables for the safety climate–safety performance relationship among long-haul truck drivers

The paper tests the proposition that the organizational climate-behavior relationship is based primarily on extrinsic motivation induced by climate perceptions. Using safety climate as exemplar, the effect of climate-induced extrinsic motivation was compared with that of engagement-induced intrinsic motivation on safety behavior and subsequent injury outcomes. Using a sample of long-haul truck drivers representing lone employees, (individual-level) safety climate perceptions and employee engagement predicted safety behavior, which mediated their effect on subsequently measured road injury outcomes. Consistent with meta-analytic evidence suggesting a non-symmetric compensatory relationship between extrinsic and intrinsic motivation, high safety climate undermined the effect of engagement on safety behavior with the reverse being true under low safety climate. This resulted in a moderation effect of engagement on the strength of relationship between climate perceptions and safety behavior. Theoretical and practical implications for climate, engagement, and lone work research are discussed.     

Child,Parenting, and Situational Characteristics Associated with Toddlers' Prosocial Behaviour

The infant and toddler years are crucial for the development of prosocial behaviour, such as helping, sharing, comforting and cooperation. Recent evidence suggests that the correlates of different types of prosocial behaviour may differ. The current study investigated whether child, maternal parenting and situational characteristics were differentially associated with toddlers' cooperation and concern with a peer. The sample, drawn from the National Institute of Child Health and Human Development Study of Early Child Care, included the 612 children who participated in the 36‐month dyadic play session and their mothers. The results indicated that girls were more cooperative and expressed more concern than boys. Greater sustained attention to toys was associated with lower cooperation. Children were more cooperative with peers who engaged in more positive social interaction, and expressed more concern with peers that they had a close relationship with. Maternal sensitivity at 24 months was associated with greater cooperation when the peer engaged in more positive social behaviour. Finally, both maternal sensitivity and cognitive stimulation at 15 months indirectly influenced toddlers' cooperation through maternal sensitivity at 24 months, underscoring the predictive power of early parenting when children are rapidly developing the capacity to engage in prosocial behaviour. Overall, the results highlight some differences in the correlates of toddlers' cooperation and concern. Copyright © 2015 John Wiley & Sons, Ltd.     

Change-oriented behavior: A meta-analysis of individual and job design predictors

We propose and meta-analytically test a theoretical model of individual and job-based predictors of change-oriented behaviors. Meta-analytic tests (106 effect sizes, N = 28,402) demonstrate that employee's proactive personality is a stronger predictor of change-oriented behavior than the five-factor model (FFM) personality traits of openness and extraversion. Also, enriched job characteristics (autonomy, complexity, and task significance) are more important in predicting change-oriented behavior, than un-enriched job characteristics (routinization and formalization). Finally, we establish work engagement as a mediator that provides an explanation for how and why proactive personality and enriched job characteristics predict change-oriented behavior. We provide both theoretical and empirical integration of the literature with practical implications for managing change-oriented behaviors, which are increasingly recognized as important to both organizational effectiveness and employee career management.     

Measuring work styles: Towards an understanding of the dynamic components of the theory of work adjustment

Work styles are an important yet largely unexplored component of the theory of work adjustment (TWA), describing a dynamic component of how individuals maintain and adjust fit with their work environment. The active work style (AWS) scale is the first attempt to develop a specific self-report measure of work styles suitable for longitudinal research. Results from three studies support Dawis and Lofquist's (1984) proposed four factor structure, but these factors are related through a second-order factor describing a person's generalised level of work activity and effort across time. The AWS scale demonstrated good evidence for reliability and validity, and strong measurement invariance across time signifying its suitability for longitudinal research. In line with expectations, overall work style was positively related to conscientiousness and work engagement yet unrelated to stress. When controlling for these variables, AWS was positively related to demands–abilities fit, but not needs–supplies fit. Limitations and possibilities for future research are also discussed.     

Work-related stress and well-being: the roles of direct action coping and palliative coping

The purpose of the present study is to analyze the roles of direct action coping and palliative coping in the relationship between work stressors and psychological well-being, as well as their possible interactions, in a sample of 464 bank employees. Hierarchical regression analyses showed main effects of direct action coping on well-being. Palliative coping predicts higher levels of psychological distress. Contrary to what was expected, the interactions between work stressors and direct action coping were not significant. Palliative coping interacted with work stressors when predicting psychosomatic complaints. The interaction between the two types of coping was significant on psychosomatic complaints and psychological distress, but not on job satisfaction. The paper discusses theoretical and practical implications of these results, in order to design intervention strategies to prevent and manage job stress.     

The costs of today’s jobs: Job characteristics and organizational supports as antecedents of negative spillover

This study examined job characteristics and organizational supports as antecedents of negative work-to-nonwork spillover for 1178 U.S. employees. Based on hierarchical regression analyses of 2002 National Study of the Changing Workforce data and O∗NET data, job demands (requirements to work at home beyond scheduled hours, job complexity, time and strain) had positive relationships, and job resources (autonomy and skill development) and organizational supports (flexible work arrangements and two work-life culture facets) had negative relationships to negative spillover, but not all relationships held when multiple predictors were examined. Organizational supports did not moderate relationships of job characteristics to negative spillover, and relative weights analysis indicated that job characteristics accounted for the majority of explained variance in negative spillover. The findings underscore the importance of job characteristics, and suggest that job characteristics and organizational supports both need to be considered when developing work-life policies intended to reduce employees’ negative work-to-nonwork spillover.     

Achievement motivation among urban adolescents: Work hope, autonomy support, and achievement-related beliefs

Drawing upon expectancy value, hope, and self-determination theories, this study explores the contributions of work-based beliefs and autonomy support as predictors of adaptive achievement-related beliefs. Two hundred and one urban high school students who were enrolled in a work-based learning program completed measures of work hope, autonomy support, and achievement beliefs. Results from the full canonical correlation model revealed that work hope, career planning, and autonomy support shared 37.5% of the variance with achievement-related beliefs. Moreover, work hope and teacher autonomy support further contributed unique variance in explaining these beliefs. The findings contribute to the theoretical knowledge base concerning the value of work-based learning in fostering academic motivation among adolescents.     

Remuneration disparities in Oceania: Papua New Guinea and Solomon Islands

This paper explores the impact of remuneration differences on workers in the Solomon Islands and Papua New Guinea. In these countries remunerative differences are linked to government policy (in Papua New Guinea) and job contracts (in the Solomon Islands), and have impacted on industrial relations in both settings (strike action). A total of N = 350 professionals (n = 60 expatriates) from 54 organizations in aid, government, higher education and industry (mean response rate = 36%) responded to an organizational survey form. Remuneration ratios between international and local respondents based on the World Bank's index of purchasing power parity approached 9:1. In both sites staff compared pay and benefits (remuneration) packages: Internationally remunerated staff rated their ability higher than their local counterparts did; locally remunerated groups reported more injustice in remuneration, were more demotivated by the gaps, and were more likely to be thinking about leaving the organization. In-country workshops of N = 40 largely local stakeholders from aid and community organizations plus government ministries considered the survey's findings and recommended: in Solomon Islands, (a) introducing a policy of localization, (b) establishing a remuneration commission (already existent in Papua New Guinea), and (c) reducing the remunerative gap; in Papua New Guinea, (d) reversing the post-Independence "dual pay system" (currently official policy), (e) instituting pay-for-performance, and (f) ensuring the existent localization policy is applied to recruitment, selection, and staff career planning and management.     

Women’s preference of therapist based on sex of therapist and presenting problem: An analog study

An analog study was conducted to examine differences in women’s preference for and anticipated comfort self-disclosing to hypothetical therapists of different sexes based on the type of hypothetical presenting problem. The impact of general level of self-disclosure was also examined. Participants included female college students (n?=?187). Anticipated comfort self-disclosing to male or female therapist was rated by subjects when presented with therapists of each sex with the same qualifications. Women preferred and reported higher levels of anticipated comfort self-disclosing to a female therapist. The type of hypothetical presenting problem and general level of self-disclosure also impacted anticipated comfort self-disclosing. There was an interaction between general level self-disclosure and the sex of therapist on anticipated comfort self-disclosing. General level of self-disclosure only impacted anticipated comfort self-disclosing when the therapist was male. This information is relevant for therapists or organizations that provide psychosocial services to women. Organizations may want to inquire about a client’s preferences about sex of therapist beforehand and, if possible, cater to the client’s preference.