Dynamique des valeurs culturelles au travail en contexte gabonais : influence de la culture nationale et de la culture d’entreprise occidentale

More and more Western organizations settle in Africa and import their corporate culture. This contrasts strongly with local national culture. The present study examines the direct links and the interactive effect of Gabonese culture and Western corporate culture on workplace cultural values. A total of 650 Gabonese employees working in Western organizations answered a questionnaire. The results indicate that Gabonese national culture and Western corporate culture are differentially linked with collectivism at work, given that the former is positively associated whereas the latter is negatively associated. Moreover, an additive effect of both cultures on the distance to power. Thus, the cohabitation between Gabonese national culture and Western corporate culture leads to a mismatch of cultural values at workplace.     

Help‐Seeking Behaviors of African Americans After a Loss

We investigated attitudes toward seeking professional psychological help, ethnic identity, and complicated grief symptoms among 86 African Americans after they experienced the death of a loved one. There were no significant correlations among ethnic identity, help‐seeking attitude, and complicated grief symptoms. Multiple regression analyses indicated that gender and education level predicted help‐seeking attitude, F(2, 84) = 4.64, p < .05, and that gender, education level, and religious affiliation predicted complicated grief symptoms, F(3, 79) = 3.73, p < .05. We explore the results, implications, and areas for future research. Investigamos las actitudes hacia la búsqueda de ayuda psicológica profesional, la identidad étnica y los síntomas de duelo complicado en 86 personas afroamericanas tras experimentar la muerte de un ser querido. No se hallaron correlaciones significativas entre la identidad étnica, la actitud de búsqueda de ayuda y los síntomas de duelo complicado. Los análisis de regresión múltiple indicaron que el sexo y el nivel de educación pronosticaron la actitud de búsqueda de ayuda, F(2, 84) = 4.64, p < .05, y que el sexo, el nivel de educación y la afiliación religiosa pronosticaron los síntomas de duelo complicado, F(3, 79) = 3.73, p < .05. Exploramos los resultados, implicaciones y áreas para investigaciones futuras.     

新三元付出-回报失衡模型框架下护士的付出、回报和过度投入与工作倦怠的关系

摘 要 目的：在护士群体中检验付出、回报和过度投入及其交互作用对工作倦怠的影响,验证新三元付出-回报失衡模型。方法：采用问卷法测查了456名女护士的付出、回报、过度投入和工作倦怠。采用分层线性回归分析验证自变量对因变量的影响。结果：付出、过度投入和付出-回报比正向影响情绪耗竭和去个性化,付出和付出-回报比负向影响职业效能,回报负向影响去个性化,正向影响职业效能。付出对工作倦怠的影响最大,其次是过度投入,回报的影响最小。过度投入能调节付出-回报比对情绪耗竭、职业效能的影响。结论：新三元付出-回报失衡模型适用于女护士群体。     

It's a Total Way of Life? Catholic Priests,Women's Ordination,and Identity Work

Research has shown Catholic priests to be polarized on a few issues, including women's ordination. Explanations have been offered for why priests are initially polarized—particularly the influence of ordination cohort—but not for how attitudes are maintained over time. Using 31 in‐depth interviews with Catholic priests in the United Kingdom, I find that priests are indeed polarized into groups I call “Total Identity Priests” and “Plural Identity Priests.” Taking the example of women's ordination, I show that these two groups of priests maintain their anti‐ or pro‐women's ordination attitudes (respectively) via patterned, everyday identity work, in which they mobilize available cultural schemata. I highlight four areas in which their identity work differs: explicit identity talk, narratives of calling, clericalism and titles, and clothing. This identity work serves to summarize, communicate, and reinforce their personal identities, which in turn reinforce their existing attitudes towards women's ordination.     

The Conceptualization of Team Flow

Despite the noted potential for team flow to enhance a team's effectiveness, productivity, performance, and capabilities, studies on the construct in the workplace context are scarce. Most research on flow at the group level has been focused on performance in athletics or the arts, and looks at the collective experience. But, the context of work has different parameters, which necessitate a look at individual and team level experiences. In this review, we extend current theories and essay a testable, multilevel model of team flow in the workplace that includes its likely prerequisites, characteristics, and benefits.     

Grief Therapy: An Experiential Workshop

The authors conducted a workshop at a family therapy conference in South Africa in 1997 to explore the use of healing rituals in grief work. There were two levels involved: First, an experiential workshop, and, second, a metalevel in exploring the use of rituals as a rite of passage to facilitate transitions. A draft of the authors' paper was sent to all participants for their comments, which are included in the text.     

John Polkinghorne and the Task of Addressing a "Messy" World

As a physicist-theologian, John Polkinghorne has done a great service for the community of scholars engaged in the theology-and-science dialogue as well as for a broader audience of interested persons. We examine Polkinghorne's theological method to see what it suggests about his understanding of the function of systematic theology and his philosophy of science. His strong emphasis on rationality in theology corresponds to his epistemological discussions. Polkinghorne links his methodology to "thinking," so "experience" seems relegated to the minds, and not the lives, of the believers. Consequently, his theology does not easily engage ethical, political, and cultural landscapes where the concrete contexts of particular people's lives engage their faith. The challenge for those of us in religion-and-science is to come to grips with this messy, complicated world.     

The significance of organizational factors for the incidence of bullying

It is frequently assumed that a poor psychosocial working environment will create conditions that encourage bullying. However, few studies have examined this assumption while comparing work environment ratings of bullied and non-bullied employees who work in the same organization and/or department. The objective of this study was to examine the relationship between organizational factors and the incidence of acts of bullying based on two different approaches: the first by comparing bullied with no-bullied, the second by comparing departments with widespread bulling with departments with little bulling. The study was a part of a general survey study of the work environment and employee well-being in 12 different local social security offices. A total of 898 persons participated in the study (a response rate of 88%).
First, the results showed a clear relationship between bullying and fear of organizational change; secondly, weak, but significant, correlations between bullying and other organizational factors; thirdly, the subsequent analyses compared departments in which bullying were most widespread with the rest of the departments. The results supported the hypothesis that departments that suffer from much bullying also have a poorer psychosocial work environment, results that support the assumption that organizational factors such as changes in one's position, pressure of work, performance demands, autocratic management and role conflict and lack of role clarity, as well as a poor social climate can contribute to the emergence of higher incidences of bullying.