Motivation, comportements organisationnels discrétionnaires et bien-être en milieu Africain: Quand le devoir oblige?

This study tested an organizational citizenship behaviour (OCB) model based on the motivational model of job burnout (MMJB) with Gabonese employees (N = 146). It was hypothesized that to the degree that employees perceive their supervisors as promoting their autonomy, competence and relatedness, their motivation at work will be more self-determined. Supervisory style and motivation would then predict job satisfaction, which in turn influences life satisfaction. Work motivation and job satisfaction should also determine OCB and the latter should then influence life satisfaction. Structural equation modeling analyses overall support the model. However, altruism OCB was negatively related to self-determined motivations, which then negatively predicted life satisfaction. These results support SDT's prediction that a behaviour regulated by non-self-determined motivations will negatively affect well-being. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Staying well and engaged when demands are high: The role of psychological detachment.

The authors of this study examined the relation between job demands and psychological detachment from work during off-job time (i.e., mentally switching off) with psychological well-being and work engagement. They hypothesized that high job demands and low levels of psychological detachment predict poor well-being and low work engagement. They proposed that psychological detachment buffers the negative impact of high job demands on well-being and work engagement. A longitudinal study (12-month time lag) with 309 human service employees showed that high job demands predicted emotional exhaustion, psychosomatic complaints, and low work engagement over time. Psychological detachment from work during off-job time predicted emotional exhaustion and buffered the relation between job demands and an increase in psychosomatic complaints and between job demands and a decrease in work engagement. The findings of this study suggest that psychological detachment from work during off-job time is an important factor that helps to protect employee well-being and work engagement. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Favoriser la motivation optimale et la santé mentale dans les divers milieux de vie.

Self-determination theory (SDT) differentiates motivation, with autonomous and controlled motivations constituting the key, broad distinction. Research has shown that autonomous motivation predicts persistence and adherence and is advantageous for effective performance, especially on complex or heuristic tasks that involve deep information processing or creativity. Autonomous motivation is also reliably related to psychological health. Considerable research has found interpersonal contexts that facilitate satisfaction of the basic psychological needs for competence, autonomy, and relatedness to enhance autonomous motivation, which comprises intrinsic motivation and well-internalized extrinsic motivation. SDT has been applied in varied cultures and in many life domains, and research is reviewed that has related autonomous and controlled motivation to education, parenting, work, health care, sport, and close relationships. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Developmental trajectories of motivation in physical education: Course, demographic differences, and antecedents.

This study investigated changes in student motivation to participate in physical education and some determinants of these changes over a period of 3 years. Measures were taken twice a year, from age 13 until age 15, from a sample of Greek junior high school students. Multilevel modeling analyses showed significant decreases in task-involving teacher climate, relatedness, identified regulation, and intrinsic motivation. In contrast, there were significant increases in ego-involving climate and amotivation. For some of these variables, the observed linear decreases or increases were somewhat reversed by the beginning of the last year of junior high school. No significant changes were observed in competence need satisfaction and in extrinsic and introjected regulations. The authors found substantial between-student variability in the intercepts and growth trajectories of most variables, and therefore they tested a number of theoretical and demographic predictors to partly account for such variations. The results indicate that increases in maladaptive motivation in physical education over time are not uniform across all students and may be partly tackled by facilitating competence need satisfaction. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Job Resources Buffer the Impact of Job Demands on Burnout.

This study tested and refined the job demands-resources model, demonstrating that several job resources play a role in buffering the impact of several job demands on burnout. A total of 1,012 employees of a large institute for higher education participated in the study. Four demanding aspects of the job (e.g., work overload, emotional demands) and 4 job resources (e.g., autonomy, performance feedback) were used to test the central hypothesis that the interaction between (high) demands and (low) resources produces the highest levels of burnout (exhaustion, cynicism, reduced professional efficacy). The hypothesis was rejected for (reduced) professional efficacy but confirmed for exhaustion and cynicism regarding 18 out of 32 possible 2-way interactions (i.e., combinations of specific job demands and resources). (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The moderating role of employee positive well being on the relation between job satisfaction and job performance.

This research provides further clarification to the age-old quest to better understand the happy/productive worker thesis. Using data from 109 managers employed by a large (over 5000 employees) customer services organization on the West Coast of the United States, both job satisfaction (r = .36, p     

From inequity to burnout: The role of job stress.

This research examined burnout (i.e., emotional exhaustion, depersonalization, and lack of personal accomplishment) among 2 samples of Dutch teachers as a function of inequity and experienced job stress in 3 different exchange relationships (with students, colleagues, and the school). It was hypothesized that inequity would he linked to burnout through the stress resulting from this inequity. Analysis of a cross-sectional sample (N?=?271) revealed that this was indeed the case. Findings were replicated longitudinally using an independent sample of 940 teachers. It is concluded that the often-reported effect of inequity on burnout can partly be interpreted in terms of elevated levels of job stress. Implications of the findings are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Style motivationannel des évèves du secondaire: Developpement d'un instrument de mesure et relations avec d'autres variables pédagogiques.

This paper presents 3 validation studies of a questionnaire on secondary school students' motivation based on goal theory. 162 girls and 136 boys (aged 12-19 yrs) participated. Exploratory factor analyses and the comparison of several factorial structures through confirmatory factor analyses support the distinction between 3 motivational orientations: learning goals, performance goals, and work avoidance. Results did not support the hypothesis of a separation between an approach and an avoidance component among performance goals. The questionnaire shows the expected properties for internal consistency, test-retest reliability, and external validity. Its relations with several educational variables (perceived ability, learning strategies, persistence, school goals structures, teacher-student relationships, feeling of belonging to school) demonstrate its conceptual validity. Interactions between goal orientations were found for some of those variables. Moreover, a distinction between two types of perceived ability is proposed. This distinction allows to reconcile contradictory findings in the literature. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Fonction du geste interactif et du regard dans la régulation de la résponse d'écoute chez des conjoints conjugalement satisfaits et insatisfaits.

Notes that previous research has shown that spouse's responsive listening contribute to the perception of support by the partner. Videotaped conjugal support interactions of 10 maritally satisfied couples and 10 maritally dissatisfied couples were used to examine the communication regulation of spouses discussing a personal problem. Two regulators of responsive listening were studied: gaze and interactive gestures. The study objectives were (1) to compare the efficacy of gaze and interactive gestures in the regulation of responsive listening, and (2) to verify whether maritally satisfied spouses, compared with dissatisfied spouses, produced more responsive listening contingent to the regulators. The results show that the concurrent occurrences of gaze and interactive gestures were the most effective regulators of responsive listening, particularly for satisfied spouses. The results of this study underline the importance of studying responsive listening to understand the contribution of social support to marital satisfaction. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Organizational characteristics, work characteristics, and relationships with psychologic work reactions in nursing: A longitudinal study.

The aim of this study was to investigate longitudinal relationships between (a) organizational characteristics and work characteristics and (b) organizational characteristics and psychologic work reactions. To get insight into patterns of relationships, self-administered questionnaires were distributed to 596 nurses at time 1 and 379 at time 2. A two-wave full crosslagged structural panel model was used to analyze the data. With regard to the relationships between organizational characteristics and work characteristics, the crosslagged analyses showed stronger support for a pattern of reversed "causation." Considering relationships between organizational characteristics and psychologic work reactions, no reversed crosslagged relationships were found, although hypothesized cross-sectional relationships were supported. This lack of relationships over time was explained by methodological as well as theoretical arguments. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Ressources personnelles et détresse psychologique en lien avec le rendement scolaire et le stress chez des élèves de quatrième secondaire.

The goal of this study is to predict school performance and psychological distress from three indicators of distress, two personal resources, gender and, from an exploratory variable entitled "anxiety before exams". Data was collected from 374 French Canadian speaking (grade 10) teenagers. They completed questionnaires on psychological stress, depression, loneliness, feelings of self-efficacy, and self-esteem. School performance scores were obtained at the end of the first semester. Findings indicated that girls, as compared to boys, were more threatened by daily hassles, showed more psychological distress and less personal resources, but obtained a similar score of school performance even though they felt much more worried before exams. Both regression analyses showed that school performance (7% of the variance obtained) and psychological stress (58% of the variance obtained) are significantly associated with the variables introduced in this study. (PsycINFO Database Record (c) 2010 APA, all rights reserved)