La satisfaction au travail des adultes handicapés mentaux : Adaptation du Questionnaire de Satisfaction du Minnesota

The purpose of the study was to present an adaptation of the Minnesota Satisfaction questionnaire (MSQ) for workers with mental disorders. Based on a sample of 181 respondents, the alpha coefficients indicated high reliability for all scores. The average scores of satisfaction are high for these workers. The original and theoretical two-factor model demonstrated inadequate model fit. A four-factor 17-item model provided an acceptable fit to the data. The results are discussed in the light of previous studies; suggestions for professional use and for future research are proposed.     

Dimensions of Job Satisfaction Identified Among South African Black Middle-level Managers: A Qualitative Investigation

The aim of the present study was to identify the factors contributing to job satisfaction for black middle-level managers and to contextualise these factors in terms of Afrocentric values and South Africa's socio-political and historical background. The sample comprised eight participants (4 males and 4 females), primarily from the educational sector, selected by means of purposive sampling. Semi-structured telephonic interviews were conducted to collect data, and the Interpretative Phenomenological Analysis (IPA) was used for in-depth analysis of the participants' experiences. Social needs consistent with Ubuntu were identified as important. These included a need for effective communication, transparency, trust and tolerance in the face of cultural and work-related differences. The frustrations associated with cultural differences and language barriers were elaborated on. For the participants, professional development and recognition were related to affirmative action policies and practices as well as the socio-political background. These findings contribute to the limited research available for the particular population—an essential contribution, given the cultural diversity of the South African workforce.     

Positive work experiences and life satisfaction: the moderating role of gender

This study investigated the effects of work engagement and psychological meaningfulness on life satisfaction taking into account the moderating effect of gender. A cross-sectional research design was used to capture data on satisfaction with life, work engagement and psychological meaningfulness. The sample consisted of 796 employees from various companies in South Africa (women?=?65.9%; aged between 18 and 67). The results showed work engagement and psychological meaningfulness to significantly predict life satisfaction. A significant interaction effect for gender was found on the relationships between work engagement on life satisfaction and psychological meaningfulness on work engagement respectively. The results indicated that men showed a higher level of life satisfaction when work engagement was high. Women showed lower levels of life satisfaction the more they engage in their work. Women further experienced a higher level of work engagement compared to men; however, the relationship between psychological meaningfulness and work engagement was stronger for men. The more psychological meaningfulness men experience, the more they will engage-unlike women, who tend to experience work engagement irrespective of psychological meaningfulness.     

Authentic leadership,psychological capital,job satisfaction and intention to leave in state-owned enterprises

This study investigated the relations among authentic leadership, psychological capital, job satisfaction and intention to leave within state-owned enterprises in Namibia. Participants were a convenience sample of 452 employees (females?=?49.6%, mean age?=?37.36, SD?=?8.57) state-owned enterprises in Namibia. They completed the Authentic Leadership Questionnaire, Psychological Capital Questionnaire, Job Satisfaction Questionnaire and Turnover Intention Scale. Structural equation modelling was utilised to investigate the relations among authentic leadership, psychological capital, job satisfaction and intention to leave. The findings indicated that authentic leadership was positively associated with psychological capital (i.e. experiences of hope, optimism, self-efficacy and resilience) and job satisfaction. Authentic leadership affected job satisfaction indirectly via psychological capital. Psychological capital had a medium to large indirect effect on employees' intentions to leave. The findings suggest that authentic leadership and psychological capital explain job satisfaction and retention of employees in state-owned enterprises.     

Psychological need satisfaction and thwarting: A test of Basic Psychological Needs Theory in physical activity contexts

ObjectivesTo test Basic Psychological Needs Theory (BPNT; Deci & Ryan, 2002) to determine if psychological need thwarting experienced when physically active contributes to the understanding of well-being and ill-being.Design/methodParticipants (N = 155, 67.70% female, M_age = 37.46 years; SD_age = 19.89 years) completed assessments of psychological need satisfaction and thwarting, subjective vitality and positive/negative affect during separate testing sessions separated by 6 months.ResultsScores from the modified version of the Psychological Need Thwarting Scale (PNTS-PA; Bartholomew, Ntoumanis, Ryan, & Thøgersen-Ntoumani, 2011) demonstrated discriminant evidence of validity, evidence of internal structure and minimal error variance. Changes in psychological need satisfaction positively predicted positive affect (R² = .16, p < .05), subjective vitality (R² = .13, p < .05) and negatively predicted negative affect (R² = .12, p < .05). Additional regression analyses revealed that changes in psychological need thwarting predicted negative affect (ΔR² = .11, p < .05), but not positive affect (ΔR² = .01, p > .05) or subjective vitality (ΔR² = .04, p > .05) beyond contributions made by psychological need satisfaction.ConclusionsOverall, these results extend the potential utility of the PNTS-PA as an instrument for use with BPNT beyond sport and support Deci and Ryan's (2002) contentions regarding the critical role of psychological need thwarting.     

Dimensions of Success and Motivation Needs Among Managers

In this study, we examined the relationship between needs for achievement (n Ach) and power (n Pwr) and the importance of six dimensions of life success among a sample of 454 managerial women and men in southeastern Florida. Results showed that n Ach was significantly correlated with all four work-related success dimensions: status/wealth, personal fulfillment, and professional fulfillment (positively), and with security (negatively). N Ach was not correlated with either of the two nonwork-related success dimensions of family relationship and social contribution. N Pwr was significantly correlated with all the same work-related success dimensions except professional fulfillment; it was also correlated significantly with the non work-related dimension of social contribution but not with family relationships.     

The Measurement and Interpretation of Organizational Climate

This study describes the development and application of a new organizational climate instrument, the Survey of Organizational Characteristics (SOC). The participants in the development phase were 94 master's of business administration students, and the participants in the validation phase were 77 medical professionals: 24 medical faculty, 17 postdoctoral students, and 36 medical technicians. The final instrument consisted of 8 relatively independent scales with alpha coefficients based on the combined sample ranging from .77 to .98, and with 6 coefficients that were higher than .90. Validity hypotheses based on a priori knowledge about the 3 medical groups were for the most part well substantiated, although the small sample of postdoctoral students was a limitation. In relation to the findings, an attempt was made to clarify and perhaps narrow several of the conceptual and methodological gaps that persist between organizational climate and organizational culture.     

Does Feeling Empathy Lead to Compassion Fatigue or Compassion Satisfaction? The Role of Time Perspective

Research has shown that feeling empathy sometimes leads to compassion fatigue and sometimes to compassion satisfaction. In three studies, participants recalled an instance when they felt empathy in order to assess the role time perspective plays in how empathizers perceive the consequences of empathy. Study 1 revealed that college students perceive empathy as having more negative consequences in the short term, but more positive consequences in the long term. Study 2 showed that service industry professionals perceive the consequences of feeling empathy for customers who felt bad as less negative, and the consequences of feeling empathy for people who felt good as less positive, in the long as opposed to the short term. Because Studies 1 and 2 confounded time perspective with event specificity a third study was conducted in which event specificity was held constant across time perspectives. The same pattern of results emerged. The results of these studies indicate that perceptions of the effects of feeling empathy, whether positive or negative, become less extreme over time. These findings shed light on the relation between empathy and compassion fatigue and satisfaction by suggesting that situations that initially are experienced as stressful can over time make the empathizer stronger.     

Social problem‐solving,perceived stress,depression and life‐satisfaction in patients suffering from tension type and migraine headaches

This study aimed at investigating social problem solving, perceived stress, depression, and life‐satisfaction in patients with tension type and migraine headaches. Forty‐nine migraine and 42 tension type headache patients (n = 91) consenting to participate were compared to a total of 49 matched healthy control group. Participants filled in a questionnaire consisting self‐report measures of problem solving, perceived stress, depression and life satisfaction. They were also asked about headache duration, frequency, pain severity, psychiatric treatment and sense of control in one's life. T‐tests, chi‐square, analysis of variance, logistic regression analysis and Pearson product moment correlation coefficient procedures were used to analyze the data. Tension type headache patients reported having had more frequent headaches than the migraine patients but migraine patients reported having had more intense pain than the tension type headache patients. Instances of psychiatric treatment were more common among tension type headache patients than the migraine and the control group. Compared to the healthy controls, headache patients displayed a deficiency in problem solving, higher levels of perceived stress and depression. Levels of problem solving skills in headache patients were related inversely to depression, perceived stress and the number of negative life events but problem solving skills of headache patients was related positively to life‐satisfaction. The findings from this study suggested that cognitive behavioral problem solving therapy or training might be a viable option for reducing levels of stress and depression, and to increase life‐satisfaction in patients suffering from primary headache.     

A longitudinal experimental study comparing the effectiveness of happiness-enhancing strategies in Anglo Americans and Asian Americans

Growing evidence suggests that well-being interventions can be effective. However, it is unclear whether happiness-increasing practices are equally effective for individuals from different cultural backgrounds. To investigate this question, Anglo Americans and predominantly foreign-born Asian Americans were randomly assigned to express optimism, convey gratitude, or list their past experiences (control group). Multilevel analyses indicated that participants in the optimism and gratitude conditions reported enhanced life satisfaction relative to those in the control condition. However, Anglo Americans in the treatment conditions demonstrated larger increases in life satisfaction relative to Asian Americans, while both cultural groups in the control condition showed the least improvement. These results are consistent with the idea that the value individualist cultures place on self-improvement and personal agency bolsters the efforts of Anglo Americans to become more satisfied, whereas collectivist cultures’ de-emphasis of self-focus and individual goals interferes with the efforts of Asian Americans to pursue enhanced well-being.