Effets du soutien organisationnel perçu et des caractéristiques de l’emploi sur l’anxiété au travail et l’épuisement professionnel : le rôle médiateur de la satisfaction des besoins psychologiques

Based on organizational support theory, job characteristics model, and self-determination theory, we examined the mechanisms that underlie the relations between organizational factors and ill-being. Specifically, the main purpose of the present study was to demonstrate the mediating role of the psychological needs for autonomy (i.e., the need for individuals to feel volitional and responsible for their own behavior), competence (i.e., the need for individuals to interact effectively with their environment), and relatedness (i.e., the need for individuals to feel connected and accepted by others), in the relationships of perceived organizational support (i.e., the degree to which employees believe that their organization values their contributions and cares about their well-being) and three motivational job characteristics (i.e., task identity, task significance, and work scheduling autonomy) to job anxiety and burnout. This is the first research, to the best of our knowledge, to test for the joint effects of perceived organizational support and motivational job characteristics on job anxiety and burnout through psychological need satisfaction. Four hundred and fifty-seven employees (216 men and 241 women) from different sectors (i.e., industry, trade, crafts) took part in the study. Fifty-seven participants worked in companies with less than 10 employees, 105 in companies with 11–49 employees, 138 in companies with 50–249 employees, 33 in companies with 250–499 employees, and 124 in companies with more than 500 employees. The hypothesized model was tested with structural equation modeling analyses. Results provided support for our hypotheses and revealed that all hypothesized paths were significant. Specifically, our results showed that perceived organizational support and job characteristics were positively related to psychological need satisfaction. In addition, satisfaction of these psychological needs was negatively associated with job anxiety and burnout. Therefore, feelings of autonomy, competence, and relatedness play a central role in the development or reduction of well- and ill-being at work. These results are consistent with previous research in the work context, which has shown that social factors (e.g., autonomy-supportive behaviors) have significant effects on workplace mental health through their influence on psychological need satisfaction. Practical and research implications as well as suggestions for future research are discussed.     

“Je suis en terrasse”: Political Violence,Civilizational Politics,and the Everyday Courage to Be

Following the attacks against the Paris offices of the satirical magazine Charlie Hebdo in January 2015 and the subsequent acts of political violence in Paris the following November, a number of memes spread swiftly across social media. Most notable of these were proclamations of “Je suis Charlie,” “Je suis Paris,” “Je suis en terrasse,” and tricolorizing one's Facebook profile page. Although there are various ways by which this phenomenon might be explained, this article argues that, at least for some people, they seem to have operated as key mechanisms by which individuals/society sought to reestablish what Tillich calls “the courage to be,” and which in more contemporary terminology might be labeled a sense of ontological security—the ability to go on in the face of what would otherwise be debilitating anxieties of existential dread. The article argues the memes did this through a number of mechanisms. These included establishing a sense of vicarious identification with the victims; embracing increased levels of danger and seeking to confront the question of mortality head on; reasserting a sense of community and home via the reinstantiation of everyday routines now ascribed with enhanced political and existential significance; and reaffirming a new civilizationally inflected self‐narrative.     

Fifty years of American polarization and the changing roles of faith communities

The 2016 election of Donald Trump as president and the first year of his administration have been accompanied by intensified social and political divides in the United States. A comparison of today's polarization with that during the Vietnam War and civil rights movement of the 1960s suggests strategies for bridging the divides—and in particular for an expanding role by faith communities.     

Transdisciplinary Conversations in Child and Youth Care

Beginning from the proposition that doing transdisciplinary child and youth care (CYC) entails an ethic of risk and vulnerability, four graduate students from differing social, spiritual, bodied, and academic locations trace how our research and professional projects encounter, challenge, support, and disrupt one another. Thinking through two concepts critical to the field of CYC in Canada (politics and care), we aim to (a) make visible the possibilities, tensions, and incommensurabilities that emerge when we collectively risk generous, rigorous dialogue between distinct research projects, practice orientations, and lived ontological and epistemological loyalties; and (b) imagine the practices required to enact, and the creative collaborations that might emerge through, transdisciplinary conversations in child and youth care.     

Linking Individual Value Orientations to Employee Attitudes: An Exploratory Analysis

This study tested the relationships of individualism, power distance, and mastery orientation to 2 employee attitudes (organizational trust and organizational commitment) that are associated with employees’ psychological benefits within the organization. Results from university employees (N = 706) showed that individualism negatively, whereas mastery positively, related to trust and commitment. Power distance positively related to trust only. The moderating role of mastery was also identified. These findings can help employment or organizational counselors to appreciate value‐related factors that facilitate employees in psychologically integrating into the organization and to explore new ways for employers to foster employees’ positive attitudes.     

Lifeboat politics in the Pacific: Affect and the ripples and shimmers of a migrant saturated future

Affect is explored in relation to the governance of irregular migrants and asylum seekers that turn such vulnerable individuals into a feared category. How are emotions as practices developed, fostered and enacted? The examples developed in the article focus on ‘illegal maritime arrivals’ (asylum seekers arriving by boat) and the emotionally charged response to them in Australia. The article argues that the state, far from embodying a detached and neutral arbiter utilising various steering mechanisms of care and due process, instead governs through fear and anxiety generated in relation to outsiders. The state draws on, and indeed creates, dispositions and feelings, generating a distinct politics of affect. The motif of the lifeboat is an example of a diversion from the anxieties and fears in everyday life; a metaphor for scarcity and a battle for survival. The asylum seeker as ‘illegal maritime arrival’ (boat person) is the exemplar of such a lifeboat politics in the Australian case.     

The Construct Validity of the Work-Related Flow Inventory in a Sample of Australian Workers

The purpose of this study was to examine the construct validity of the WOrk-reLated Flow inventory (WOLF; Bakker, 2008). This instrument was administered to 711 men and women who were working in Queensland, Australia. The results from the confirmatory factor analysis showed that the WOLF has moderately acceptable construct validity, with the three-factor model being a borderline fit to the data. Tests of the convergent validity of the WOLF yielded satisfactory results. However, the analysis of the discriminant validity of the WOLF showed that the instrument poorly discriminated between work enjoyment and intrinsic work motivation. Follow-up exploratory factor analysis, using recommended procedures for determining the number of factors to extract, revealed a two-factor solution, with the work enjoyment and intrinsic work motivation items loading on the same factor. Drawing on literature on psychological flow and motivation, as well as the findings of the present study, questions are raised over the adequacy of the conceptual basis of the three-factor model of work-related flow, the discriminant validity of the WOLF subscales, and the appropriateness of the wording of several of this measure's items. Using alternative methods and measures to investigate flow in work settings is recommended.     

Is Charismatic Leadership Effective When Workers Are Pressured To Be Good Citizens?

Prior research has explored how employees’ perceptions of their leaders impact their work attitudes and behaviors. Studies have shown that charismatic leaders motivate individuals to be more engaged and to exhibit more organizational citizenship behaviors. This study considers how a moderator, citizenship pressure, affects how charismatic leaders might inspire their followers to go above and beyond and be more engaged in their work. Using a sample of 243 workers, this study's findings show that charismatic leadership has a stronger positive effect on job engagement when employees perceive less citizenship pressure. Citizenship pressure did not moderate the relationship between charismatic leadership and organizational citizenship behavior. Implications of this study include an examination of the moderating influence of citizenship pressure, a relatively new construct. Practically, the implications may shed some light on leadership factors that encourage increased effort from employees and greater employee engagement. More specifically, findings suggest that persons are motivated to exhibit more OCBs to meet high expectations of charismatic leaders. However, when seeking engagement, feeling pressure to perform these OCBs has a reverse effect as more job engagement results with less citizenship pressure. Future research suggestions and limitations are discussed.