The practice of humanitarian work psychology

Humanitarian work psychology (HWP) seeks to improve the welfare of workers who provide a broad range of support to survivors of calamities both natural and man-made. It is an emerging interdisciplinary field of practice spanning expertise from many psychological fields to promote decent work and safe work conditions for those at the forefront of acute disasters of any kind. Personnel functions and health and safety issues are critical to humanitarian service roles. Research is needed to best inform the practice of humanitarian work in a globalised world culture, including strategies to support the well-being of individuals that are involved in humanitarian work.     

Divergent and Convergent Validation of the Complicated Grief Prototype Narrative

Although there is a prototype narrative for complicated grief (CG), there are neither divergent nor convergent validity studies of its clinical value. We evaluated the CG prototype narrative using a sociodemographic questionnaire and the Clinical Interview for Complicated Grief Diagnosis. We first conducted a convergent validation analysis followed by a divergent validation analysis. Results showed that participants with CG identified significantly more with the complicated grief prototype narrative than participants without CG.     

Examining how aspects of vocational privilege relate to living a calling

The current study examined how aspects of vocational privilege directly – and indirectly via work meaning and career commitment – related to living a calling. With an economically diverse sample of 361 employed adults, both social class and work volition were found to moderately to strongly correlate with work meaning, career commitment, and living a calling. We used a structural equation model and found career commitment and work meaning to significantly predict living a calling and fully mediate the link between work volition and living a calling. Additionally, social class related to work meaning and career commitment via work volition. Findings suggest that the links between social class, work volition, and living a calling may be explained by individuals working in jobs they are committed to and that are meaningful, and that work volition may represent the gateway from social class to the experience of fulfilling work. Implications for practice are discussed.     

Recognizing the Emotion Work in Deliberation. Why Emotions Do Not Make Deliberative Democracy More Democratic

Critics of deliberative democracy theory have argued that deliberation should be supplemented with forms of emotional expression to eliminate the inequalities of gender, race, and class which are reproduced in deliberations that privilege rational discussion. This article presents results from a qualitative empirical study on emotion work in deliberations. Emotional expression requires emotion work on the part of the participants. The capacity for such emotion work appears to depend on the individual participant's emotional capital. The results show that, given the participants' varying levels of emotional capital, an emphasis on emotion work tends to reproduce inequalities, rather than to eliminate them.     

Proactive Vitality Management and Creative Work Performance: The Role of Self-Insight and Social Support

Integrating proactivity and creativity literatures, we argue that people can perform more creatively at work when they proactively manage their levels of vitality. Proactive vitality management is defined as individual, goal-oriented behavior aimed at managing physical and mental energy to promote optimal functioning at work. We hypothesize that this process may be facilitated by being aware of one's own state and by support from others. A total of 242 employees participated in a weekly diary study for three consecutive weeks, yielding 610 observations. Results of multilevel analyses show that participants reported more creative work performance during weeks in which they had proactively used vitality management. In addition, in line with our predictions, self-insight and social support for creativity in the workplace acted as cross-level moderators and strengthened the relationship between proactive vitality management and creativity. We conclude that a proactive approach regarding physical and mental energy is an important bottom-up strategy that may foster creativity in work settings.     

Accompagner et instrumenter l’intervention dans une organisation en transition (SCOP) : quand l’intervenant doit prendre et trouver sa place

Our contribution is based on the observation in immersion of a collective of workers engaged in the struggle to take back its factory in Scop. We seek to understand, from the analysis of this intervention, what is the place and the role that the psychologist of work takes or is given in this context of transformation. From this perspective, the use of the intervention method has produced a large body of data that we have chosen to analyze according to the job four-dimensional model (Clot, 2008). We seek then to make visible our slippages in the use of this method, the interferences that may be the cause, the way in which they affect us, and what we can make of it. As we believe that these affects, however uncomfortable, can be transformed into objects of analysis to the benefit of the collective and its current activity.     

L’analyse des risques psychosociaux en ESAT parmi des travailleurs en situation de handicap (TSH) : éléments de réflexion

Unlike the mainstream world of labour, studies on psychosocial risks (PSR) in Establishments and Work Assistance Services (ESAT) among workers with disabilities are scarce. Given the adverse effects of the PSR on both these workers and on the work itself, it seems essential to focus specifically on the PSR in the context of ESAT. The paper shows that the application of different theoretical models of PSR from the mainstream environment to the ESAT is possible. The health at work for people with disabilities requires taking into account the disorders influencing the identification and the mobilization of resources and skills. Working conditions in ESAT allow health promotion if they are adapted to the specificities and needs of people with disabilities.     

人际冲突与安全工作行为：愤怒和报复动机的多重中介效应

为探讨人际冲突和安全工作行为之间的关系,以及愤怒和报复动机的多重中介作用,采用时间滞后的数据搜集方法,通过上级-下属配对的方式对229名公交司机及其主管进行调查。结果表明：人际冲突能够对安全工作行为产生显著的负向影响,人际冲突可以通过激发愤怒情绪来减少安全工作行为,也能够通过刺激报复动机对安全工作行为产生消极影响,愤怒和报复动机在人际冲突与安全工作行为之间发挥着多重中介效应。