Psychologie du Travail et des Organisations最新文献

In the United States, between 3% and 12% of employees are part of the LGBTQ+ community. Despite numerous anti-discrimination laws, they continue to be the target of discrimination in their workplaces. The purpose of this systematic review is to examine the impact of direct and indirect discrimination against LGBTQ+ individuals in the workplace and on the organization. Sixty-one articles published between January 2000 and June 2021 and indexed in PsycINFO, Web of Science, Business Source Premier and Gender Studies Data Base and Erudit were analyzed. The results first show that there is no consensus on the definition of discrimination and that few studies distinguish between direct and indirect discrimination. The effects of direct discrimination on individuals can be summarized into five broad categories: 1) hiding one's sexual orientation or gender identity, 2) experiencing financial consequences, 3) experiencing mental or physical health problems, 4) being excluded, and 5) feeling discomfort. The four effects of indirect discrimination on individuals are 1) hiding sexual orientation or gender identity, 2) experiencing negative emotions, 3) mental or physical health problems, and 4) lack of promotion. Finally, the five categories of consequences of direct discrimination on organizations are 1) lack of commitment and satisfaction, 2) lack of trust in the organization, 3) loss of workforce, 4) decreased performance, and 5) harassment. The only identified effect of indirect discrimination on the organization is a deteriorated work climate.

Objective

The existing literature testifies to the presence of discrimination against obese people in hiring. The present study aimed to test the effects of candidates’ weight on value judgment and recruitability by taking into account their gender and personality. The study using the judges’ paradigm involved a sample of 279 recruiters. The recruiters were asked to judge eight fictitious CVs including a photo of the candidate, their education, their work experience and their answers to a personality test (proactive or reactive personality). The target job was a medical laboratory technician.

Results

Analyses of variance revealed significant effects of applicants’ weight, and proactivity on judgements of agreeableness, effort, competence and recruitability. Indeed, obese people are discriminated against in hiring whereas proactivity would be a variable increasing the recruitability judgment. Moreover, the gender of applicants alone is no longer a variable that encourages discrimination.

Conclusion

This study opens up a new field of research on proactivity as a social norm of judgement and corroborates previous studies on weight discrimination in personnel selection. The limitations of the study open up new avenues of research.

Our organisations have been severely shaken by the COVID-19 pandemic and the world of work has not been spared. Only essential activities continued in order to maintain a minimum level of functioning, just like in hospitals or in local authorities. During the first five months of the crisis in 2020 (from March to July), 34 interviews were conducted in these two public service entities in order to examine the management of urgent matters in the light of “activity” and at the heart of the crisis. The results show that while the emergency is mainly managed by an improvisation activity based on the intuition of the actors in the field, the crisis is managed by governance in a rational manner leading to the drafting of procedures after the event. This crisis situation pushed organisations to reconfigure themselves in an emergency, allowing the development of new professional practices. The strategies of damage control and proceduralization will be discussed. Perspectives are opened on the questions of training for these crisis situations against a background of developing presumption of ignorance.

The aim of this study was to explore the relationships between the meaning of work and the intention to leave, job satisfaction and workload in a pre-pandemic context. In a population highly affected by turnover problems, care assistants working in French EHPAD (n = 125) completed a self-administered online questionnaire. The results of the study show a significant link between the variables mentioned above. Job satisfaction exerts a mediating effect between the meaning of work and the intention to leave. This mediation is not found for workload. This study highlights the interest of working on the meaning of work as a possible lever against the intention to leave.

This article presents an exploratory study aimed at identifying the représentations of female chefs regarding their management activity in often exclusively mal teams. In order to carry out this research, 20 female chefs were questioned via individual interviews, equipped with projective maps from the DIXIT game. The thematic analysis shows that female leaders have a family heritage that prompted them to enroll in this profession, without necessarily having received training in management activities. Chefs are looking for their own style, which they distinguish from that of men. Finally, the heads express having to build their own professional environment to protect themselves. These results will be discussed in the last part.

This study aims to highlight the mediating role of burnout and psychological violence between objectification and its consequences on the perception of oneself as an object. In total, 180 professionals responded to an online questionnaire to measure these constructs. The results reveal a direct effect of objectification on self-objectification, this effect being mediated by both burnout and the level of psychological violence. This study invites to question dehumanizing relationships at work and their conditions of emergence as a framework for interpreting risks at the workplace.

This article explores the implementation of Patient-Centered Care approaches that have been spreading since the 2000s in French hospitals. Questioning their acceptance, the authors mobilize the framework of analysis of the management dispositive, applied to the orthopedic department of a Parisian hospital (3 weeks of observations and 43 interviews). They identify the socio-material resources mobilized (spaces, instruments and language) and their arrangement under the influence of an ideology. The article underlines the hybrid and situated nature of the arrangements as well as the reciprocal influences between the resources of the arrangement. The article thus extends the reflection on situated acceptance, showing that the dispositive studied is not fixed, but is the result of a collective activity, both mediated and subject to retroactions.