Inhomogénéité des évaluations de durée d’incapacité totale de travail. Comparaison d’évaluations des durées d’incapacité totale de travail entre les médecins légistes,les médecins généralistes et les urgentistes

Setting a total length for time off work is a forensic act that all physicians must be able to perform. Given the importance of the legal consequences of this evaluation, it seems desirable that this practice is mastered by all practitioners. However, in practice there is often a disparity between forensic assessments and evaluations provided by other practitioners. To assess this difference in evaluation, we conducted a retrospective study, looking at 4 years of archives, of victims of Marseille's forensic service (CHU Timone), and highlighted a disparity between medical examiners, GPs and emergency physician's assessments. In both comparisons between medical examiners versus GPs (n = 367) or medical examiners versus emergency physicians (n = 511), were found in one third of cases of forensic requalification. The majority of checks on where GP's (80%) determined on over 8 days leave were reassessed under this limit by a medical examiner. This trend is reversed for the majority of (61%) requalification cases of emergency assessments (assessment over eight days by medical examiners. This study, proving a fact long suspected, raises many questions about these disparities evaluation we have discussed.     

Relationship of cultural values to counterproductive work behaviour: The mediating role of job stress

The purposes of this study were to investigate how cultural values are related to counterproductive work behaviour (CWB), and to examine whether individuals' job stress acts as a mediator between cultural types and CWB. Using an anonymous questionnaire survey, the sample was comprised of 440 employees working in government institutes and private sectors in Thailand. The results show that job stress not only has a direct relationship to CWB, but also partially mediates the relationship between cultural values and CWB. The strong mediating links were between horizontal collectivism and CWB and between vertical individualism and CWB.     

Mo(ve)ments in the academic supervision relationship: Ethics in practice

Context: The context of the article is a supervisory relationship between an academic supervisor and a student‐researcher and an ethic of risk within the research and supervision. Focus: The challenges for supervisor and student, and thus the supervisory relationship, and the strategies to move beyond the ethical dilemmas encountered in the research project, within an ethic of risk, form the focus of the article. Discussion: This article highlights the moments when a student counsellor/ researcher came to an impasse in transcribing and analysing data generated in an auto‐ethnography, and the author, the academic supervisor's responses to these difficulties. The use of specific knowledge, skills and strategies in the supervisory relationship opened space for agency and movement within these moments of impasse. Text work and researcher identity work was facilitated through the use of particular listening skills and narrative therapy informed questions.     

The importance of emotional display rules for employee well-being: A multi-group comparison

‘Serving with a smile’ has generally been associated with negative effects for employee well-being. The present study investigated whether emotional display rules also relate to positive outcomes by distinguishing demands to suppress negative emotional response (negative display rules) from demands to express positive emotions (positive display rules). In line with the job demands-resources model, outcomes involved emotional exhaustion and work engagement. Participants were employees in three occupational groups in the human service profession: sales (N?=?480), healthcare (N?=?399), and education (N?=?220). The outcomes of a multi-group analysis in LISREL revealed for all three occupational groups that negative display rules were related to emotional exhaustion while positive display rules were associated with work engagement. Together, these findings suggest that ‘serving with a smile’ can enhance employee well-being, when the emphasis is on showing positive affects instead of suppressing negative affects.     

Work Experiences of Foreign‐Born Asian Women Counseling and Psychology Faculty

Eleven foreign‐born and ‐raised Asian women faculty in counseling and psychology programs in the United States were interviewed about their work experiences. Analysis using consensual qualitative research revealed 7 sources of stressors, 6 emotional reactions associated with stressors, 5 coping strategies, and 4 types of intrinsic rewards gained from encountering challenges. The results of the study provide information about the unique experiences of this understudied group and have implications for the U.S. higher education system. Se entrevistó a once profesoras universitarias asiáticas de programas de consejería y psicología en Estados Unidos nacidas y criadas en el extranjero acerca de sus experiencias de trabajo. Un análisis basado en investigación cualitativa consensuada reveló 7 fuentes de estrés, 6 reacciones emocionales asociadas a los motivos del estrés, 5 estrategias de afrontamiento y 4 tipos de recompensa intrínseca ganada por afrontar los desafíos. Los resultados del estudio proporcionan información sobre las experiencias únicas de este grupo que no ha sido estudiado suficientemente, y tienen implicaciones para el sistema de educación superior en Estados Unidos.     

认知负荷理论在临床诊疗中的应用探讨

认知负荷理论是近年来迅速发展起来的用于解释认知资源分配的心理学理论。临床诊疗工作本质上是医生对患者的病情信息认知加工并进行决策的过程。医生的认知负荷情况决定着医生认知加工的效率,认知加工效率决定了医生的工作效率。提高医生的认知加工效率可以通过对诊疗任务分配的调整,使诊疗任务产生的内在认知负荷与医生所能承受的认知负荷相适应,减少外在认知负荷,增加相关认知负荷三个方面来实现,从而可以提高诊疗的质量和效率,引导医生认知资源的合理分配。     

Work support,psychological well-being and safety performance among nurses in Hong Kong

This study investigated the mediating role of psychological well-being between work support and safety performance of 314 Hong Kong nurses, using self-reported questionnaires. Results showed that psychological well-being mediated the effects of work support on safety performance. The findings illustrate that work support was an important element to improve psychological well-being. This could generate better safety performance of the nurses. Implications and limitations are discussed.     

Stress in remote work: two studies testing the Demand-Control-Person model

The popularity of remote work continues to rise, but uncertainty remains about how it influences employee well-being. We extend the Demand-Control-Person (DCP) model to test both person and job factors as important considerations in remote work, suggesting that emotional stability influences the utility of autonomy as a job resource in protecting employees from strain. Additionally, we test self-determination theory (SDT), positioning need satisfaction for autonomy, relatedness, and competence as mechanisms explaining the relationship between remote work and strain. In two field studies, high–emotional stability employees reporting high levels of autonomy experienced the lowest levels of strain, with negative relationships between extent of remote work and strain. In contrast, low–emotional stability employees who also have high autonomy appear more susceptible to strain, and this may increase when they work remotely more often. Our multilevel structural equation modelling revealed that high–emotional stability employees with high autonomy appear best positioned to meet their needs for autonomy and relatedness, even when remote work is more frequent; these in turn reduced the likelihood of strain. Thus, our results support the DCP and SDT models, revealing theoretical and practical implications for designing and managing remote work arrangements.