Psychologie du Travail et des Organisations最新文献

This study aims to better understand the effects of digital platforms’ management systems on the work activity of the independent workers who collaborate with these platforms. It is based on focused-on-work groups conducted with six VTC drivers. It shows that digital platforms’ management systems are a crucial determinant of work activity and that these effects constantly depend on the way professionals traduce prescriptions induced by digital platforms’ management systems and adapt it to their own objectives and criteria of work quality and performance. If digital platforms’ management systems are undoubtedly a constraint, the study also highlights the way professionals daily deal with it in order to maintain their power of action.

This article examines the place of emotions in mediated activity. The literature has shown that management tools produce emotions for users. However, this literature mainly analyses users in isolation and without taking into account their work context. Building on the work of Rabardel and 15 interviews with managers, this article shows how the emotions produced by the use of management tools transform the relationship to the activity, the relationship to oneself and the relationship to others and contribute to the transformation of the mediated activity. These results allow to underline the place of emotions in the mediated activity but also to discuss the relevance of the usual distinction between positive and negative emotions.

In this article, we examine the conditions of acceptance of new work organisations (remote mediated work) from their impact on the recognition of work. Based on a case study in a higher education institution, we propose to characterise the consequences of these transformations on professional practices and on new modes of recognition. The methods used attempt to account for these transformations by relying on the extended periods of telework in the year 2020. We identify four recognition processes which lead us to characterise the beginnings of a “recognition activity”, which acts as a meta-labour in that it embodies: a work on work.

This study examines formal deliberation spaces’ structure and how they translate into collegial work structures. Based on a critical experientialist work theory and a materialist feminist perspective it considers formal deliberation spaces and teachers’ lived experiences. The methodology relies on a qualitative research design involving 25 primary school teachers and individual and group interviews. The results show many mandatory formal deliberation spaces within the work organization and highlight the limited possibilities for teachers to deliberate their day-to-day experiences within these spaces. The findings render visible the process by which the structure of formal deliberation spaces can be moulded and instrumentalized to benefit the administration and render invisible teachers’ lived experience, leading to institutional silencing.

The purpose of this research is to measure the relationships between organizational recognition and workplace psychological health for emergency dispatchers by a predictif correlational design. Data collected from a secure online questionnaire sent to dispatchers via four emergency call centers (n = 155) measured psychological health at work (Gilbert et al., 2011) and organizational recognition (Brun and Dugas, 2005). The results of multiple linear regression analyses partially confirmed the hypothesized links between the two variables: they attested that organizational and co-worker recognition partially explained psychological well-being at work (R² = .25, p < .001) and psychological distress at work (R² = .30, p < .001) among emergency dispatchers.

Research on the impact of supervisors’ laissez-faire leadership, a frequent form of passive leadership, is still in its infancy. In the present study, we explore the possibility that laissez-faire leadership by supervisors engenders a feeling of threat among employees regarding their organizational identity. In other words, the lack of attention given to employees by supervisors would create the feeling among employees that their identity as members of the organization is devalued. This perceived identity threat would result in reduced affective, normative, and continuance commitment. We examined these hypotheses in a study using three measurement times, with a time interval of three months. Based on a final sample of 300 participants and latent variable structural equation modeling analyses, the results indicate that supervisors’ laissez-faire leadership engenders a perceived identity threat among employees, which then contributes to reduce affective, normative, and continuance commitment. Finally, laissez-faire leadership was also directly and negatively related to continuance commitment. We discuss how these findings contribute to enhance our understanding of the effects of laissez-faire practices by supervisors.

The aim of this study was to examine how the widespread use of telework during the COVID-19 pandemic may have created a specific work context influencing employees’ psychological health and performance. Results of analyses conducted on a sample of 3771 Canadian teleworkers revealed that telework created additional demands such as task interdependence and professional isolation. These demands had negative effects on telework performance by increasing the frequency of perceived stress. However, the presence of resources such as organizational support appeared to play a buffering role in moderating the direct effect of professional isolation on telecommuting performance.

This exploratory study aimed at identifying which factors affect employees’ intention to use a coworking space as a place to telework. Twenty individual semi-structured interviews were conducted with employees who telework on a regular basis, including eight coworking space users. The analysis of the interviews shows that the participants perceive the opportunity to meet new people, to gain productivity and to have access to a better working comfort as a major benefit of teleworking in a coworking space compared to teleworking at home. However, the cost of the membership and the concern about increased commuting time were found to be factors that strongly impacted participants’ intention to use a coworking space as a telework location.

The aims of this study were to explore the effects of virtuous organizational practices on employees’ citizenship behaviors towards the organization and employees’ intention to remain, and to test the mediating role of the person-organization fit in these relationships. A total of 290 employees from different sectors responded to the study. The results revealed that these practices had positive effects on citizenship behavior and intention to stay in the organization and that person-organization fit mediated these relationships partially and completely respectively. The results of this study, devoted to the innovative construct of virtuous organizational practices and its relationship to work attitudes and behaviors, suggest different avenues for research and action, which are discussed.