Pratiques Psychologiques最新文献

A number of psychometric tests are aimed at locating the performance of an individual along a continuous range that goes from normal to worrying. In a different paradigm, there are tests whose goal is to assess whether or not an individual is healthy with respect to a psychological, psychiatric or neurological pathology that is defined independently from the test itself. The former rely on a dimensional concept of psychopathologies; the latter imply a categorical concept. The former require to compare the performance of the individual to a standard sample that is representative of the general population; the latter involve a standard sample representative of the healthy population only. The former might imply the use of a cut-off score to indicate that a certain degree of rarity of the performance has been reached, while the latter must involve a cut-off score to make a decision (whether the individual belongs to the “healthy” or “pathological” category), a score that is most often set so as to control the false-positive rate in making this decision. In the former paradigm, the cut-off score defines or contributes to define the pathology. In the latter, it only helps detecting it. This article aims at making clear the difference between these two realms and highlight their practical as well as theoretical impact on psychological practice.

The study aims to develop and present the validation process of a questionnaire on emotional self-efficacy in the work context from the six steps proposed by Dussault et al. (2007). The study is based on the theories of emotional intelligence of Mayer and Salovey (1997), Petrides and Furham (2001) and the self-efficacy of Bandura (1997). Following an expert analysis and a pre-test, the Emotional Self-Efficacy at Work scale is composed of 41 items. The participants are 985 Canadian workers. The results of confirmatory factor analyzes support the seven-dimensional structure, namely the self-efficiency to perceive one's emotions and those of others at work, the self-efficiency to use emotions at work, the self-efficiency to understand one's emotions and those of others at work and finally, the self-efficiency to manage one's emotions and those of others at work. The results also indicate that the seven dimensions have satisfactory internal coherence indices. The results suggest that this questionnaire is well suited to describe emotional self-efficacy at work. The use of the questionnaire will be discussed.

While scientific knowledge informing how to prevent main public health problems builds up since decades, the gap between professional practice and scientific evidence remains important. Regarding disease prevention and health promotion, professionals – including psychologists – aim at enriching their practice by relying on scientific knowledge. However, barriers to knowledge transfer remain. Here we present the Evaluation-Action Approach (DEVA), which has been created to overcome such barriers and provide an operational tool to practitioners willing to use the best available data. This article describes this new project methodology, which is anchored in the evidence-based paradigm, and has been developed based on methodological tools in French, along with assessment practices from different academic disciplines. It has been pre-tested and improved in an academic context and then tested with practitioners (locally and nationally). The DEVA comprises three stages and twelve steps, four of which are evaluations. These evaluative steps aim at checking whether, at each stage, the best available data are used and that the (working and health) objectives are reached. The DEVA can contribute to the need of methodological innovation and the development of professional and practical skills. This project methodology provides an operating procedure to facilitate knowledge transfer and the development of evidence-based prevention and health promotion interventions.

Article 388-1 of the French Civil Code states that “in any proceedings concerning him, a minor capable of discernment may be heard by the judge”. Family court judges have the task of assessing the minor's capacity of discernment by having neither a definition of discernment nor a method of evaluation and by being ordered not to use the age criterion. Following a review of the literature, we propose a sketch presenting the components of discernment and the biopsychosocial factors that can affect the discernment of an expressed choice/opinion. The objective of this research is to compare the representation of judges’ discernment in family cases with this sketch. Thirty-two family judges participated in this study. The results show a partial representation of judgment among the judges surveyed, with some factors being under-represented and others never mentioned. The theoretical and practical implications of this research will be discussed.

Virtual reality (VR) is used in general health care: prevention, physical medicine, chronic and acute pain, quality of life in palliative care, and in psychiatry: anxiety, depression, addiction, psychosis. Our objective is showing VR using among elderly people in French retirement home. Virtual reality is showing efficacy as distraction, anti-pain, tranquillising, antidepressant methods. It should be an answer to many elderly health problems. VR is easy to use, with low side effects. Non-drug treatments among elderly people are recommended. Used as complementary or alternative medicine, VR must be shaped for using with old and fragile people in retirement home.

Introduction

Based on the observation that autonomy is a fundamental concept in a world of work characterized by many transitions, this paper presents the construction and validation of a model and a scale of autonomy in career transitions.

Objective

The scale was developed to measure autonomy during adult career transitions.

Method

A series of items was first produced following interviews with experts and employees. Three successive surveys involving 336, 314 and 450 participants made it possible, through item analysis and factor analysis, to reduce the number of items and to build a model composed of 14 items and 4 oblique factors.

Results

After confirmatory factor analysis, the data fit the model well and a study of external validity shows strong convergences with other measures of autonomy.

Conclusion

The model and the measure of autonomy in career transition can be of great help in supporting employees. It makes it possible to identify the people who are most in difficulty and offers benchmarks to support and train organizations to modulate career paths and strengthen the acquisition of certain resources.

Nursing homes were particularly impacted by the COVID-19 pandemic during the two waves of contamination in 2020. Caregivers had no previous support and knowledge to think this crisis. The confinement, the sanitary rules came to reinforce the split between the external world and the interior of these establishments. Everyone was active, in an almost maniacal movement, to reject the death's anxiety. It is in a transitional space between inside and outside that the role and the practice of the psychologist have found their full meaning, by trying to maintain a fragile link with the familiar. From a clinical situation illustrating the evolution of the link between an elderly resident in nursing home, Mrs. O. and her daughter, this article attempts to show how the psychologist needs to reorient his intervention framework, by flirting with limits of it. Not only did this crisis provide irrefutable proof of our vulnerability, but it also allowed us to exploit new resources in our practices.

Introduction

The COVID-19 crisis has exacerbated the demand for group arrangements dedicated to healthcare professionals and more widely hospital and medicosocial staff.

Objective

This article attempts to shed light on the issues at stake in the opening of group settings, between supply and demand, as well as their main organizational and psychological contributions and limitations, through the synthesis of multiple feedbacks from group arrangements carried out by clinical psychologists and researchers during the COVID-19 pandemic.

Method

Six female researcher-clinicians met to discuss their experiences in setting up group care facilities. The analysis of the feedback used the concepts of work psychodynamics and group psychoanalysis, making it possible to bring out the organizational and psychological characteristics of group arrangements dedicated to professionals in the healthcare sector.

Results

Our results show that the group arrangement, by allowing the sharing of experiences, helps the mutual recognition between professionals, and thus new identifications in order to avoid the fragmentation of work collectives. The most central point seems to be the capacity of group arrangements to deal with the aggressiveness and anger felt when facing the powerlessness to act in crisis situations. The limits of these groups concern their difficulty in allowing individual rather than collective words to be expressed, and the risk of being the site of a repetition of the trauma for the professionals who sometimes attack or flee from these mechanisms, for fear of what they might bring back to the surface.

Conclusion

Several points of vigilance and recommendations from the experiences reported in this article are explained, in order to enlighten and guide future group facilitators when offering group arrangements built with and for professionals in the healthcare field.

Introduction

The Covid-19 pandemic disrupted the organization of work and represented a turning point in the deployment of mediated and remote work. Wherever the continuation of the activity was possible at a distance, telework was imposed. Nevertheless, it is exercised in new conditions and the organization of work modalities is defined according to the evolution of the situation and governmental health measures.

Objective

In this context, the objective of this study is to understand what are, from the point of view of middle managers, the impacts of telework in confinement and then during the progressive re-establishment of the activity on site, on the one hand, on the work, its organization and its conditions of realization and, on the other hand, on the work collectives, the relationship to work and the quality of life of the employees.

Method

In this perspective, we carried out an exploratory and comprehensive study through semi-structured interviews with 17 directors of service in a French public organization.

Results

The lexical and morphosyntactic analysis performed shows that the modalities of work organization/reorganization at different moments of the crisis, their impact on work activity, the psychosocial experience of telework within the services and the managerial practices deployed (3 classes) could constitute opportunities but also generate risks.

Conclusion

The results of this study allow us to identify the benefits but also the potentially deleterious effects of the use of telework in times of crisis and provide elements for consideration in its post-pandemic deployment.