Psychologie du Travail et des Organisations最新文献

In the current socioeconomic context, companies are called more than ever to transform themselves for more social and economic performance. Various attempts are made, sometimes promoting health or damaging it. The psychology of work also seeks to think of theoretical and methodological models to support this work of alliances between social and economic performance and questions in particular a psycho-socio-organizational approach to management. In view of these challenges, this article presents an action-research conducted within a service of the medico-social sector struggling with major conflicts and whose actors wanted rapid transformations. This context was the opportunity to test the transitional innovation mechanism developed by Guidou and Sarnin (2021) to support transformations even in a degraded situation. However, an evolution has been proposed to shorten its duration. After presenting the situation, we explain how we accompanied this collective of 22 professionals. We show how the device promotes the emergence and development of transitional activities that generate creativity and innovation, making it possible to overcome the difficulty of going from diagnosis to transformation. We particularly question the transformations taking place within the activity system and try to deduce relevant indicators to observe the transitional innovation process.

Objectives

Design and methodology

Results and implications

Objective

Design and methodology

Results

Implications

Originality and contributions

Based on self-determination theory, this study aimed to investigate the associations between supervisors’ interpersonal behaviors and subordinates’ motivation through the latter's psychological need states. A questionnaire survey was completed by 562 French employees. A mediation model was tested and supported the existence of two distinct motivational pathways. The first one linked supervisors’ supportive behaviors to subordinates’ autonomous motivation through the satisfaction of their psychological needs. The second one linked supervisors’ indifferent behaviors to poor motivation among subordinates (i.e., lower autonomous motivation and higher amotivation) through the unfulfillment of their psychological needs. Theoretical and practical contributions are discussed.

An abusive leader uses humiliation, belittlement and manipulation to influence employees in achieving work-related goals. A better understanding of the antecedents and mechanisms that promote abusive supervision would help tailor organizational processes in order to reduce its occurrence and negative consequences. However, issues related to the measurement of abusive supervision necessitate attention, such as the multiplicity of tools and variants, and possible differences when measuring the construct across cultures. This systematic review focuses on empirical prepandemic studies published between 2015-2020 that have quantitatively measured Tepper's (2000) abusive supervision, and aims to increase knowledge regarding the targeted measurement issues. The goal is to help researchers and practitioners in choosing and adapting their measuring instrument in order to more effectively capture the construct.

This study aims to analyze the conditions and workloads of ambulatory surgery nurses and to propose a method for identifying the real constraints of the activity. The results showed discrepancies between the constraints perceived by the organization's prescribers and the reality of outpatient work. The use of NASA-TLX, integrated into an activity-centric work analysis approach, contributes to the identification of the impacts of the activity. The global approach guides actions on working conditions and human resources management strategy.

Due to the Covid-19 pandemic, teleworking was imposed on several employees in Québec (Canada), suddenly upsetting their work experiences. Drawing on self-determination theory, this study examines whether and how, in the context of forced telework, supervisors’ recognition acts on teleworkers’ need satisfaction and, in turn, on their perception of organizational support. Data were collected among 347 French-speaking employees of professional staff from universities in Québec who answered an online questionnaire. Using the PROCESS macro of SPSS, a series of mediation analyses were conducted. The results reveal that supervisor's recognition at work acts on employees’ perceptions organizational support through satisfaction of need for autonomy and relatedness. These results highlight the importance of supervisor's recognition at work, especially in the context of forced telework.