A satisfa����o profissional dos enfermeiros especialistas em enfermagem de reabilita����o

Em termos profissionais, a satisfa����o no trabalho �� sem d��vida um tema bastante debatido e atual. Neste sentido, este estudo teve como objetivo analisar a satisfa����o profissional dos enfermeiros especialistas em enfermagem de reabilita����o e tamb��m averiguar se o local de trabalho ou o exerc��cio de cuidados de especialidade influenciam a satisfa����o profissional deste grupo de enfermeiros. A satisfa����o profissional foi avaliada atrav��s da aplica����o da ���Escala de Avalia����o da Satisfa����o no Trabalho dos Enfermeiros���, constru��da e validada por Frederico & Loureiro (2009) a 306 profissionais de Enfermagem, especialistas em enfermagem de reabilita����o. O Alpha de Cronbach foi de 0,85, refletindo um bom n��vel de consist��ncia interna. Foram analisadas seis dimens��es da satisfa����o: satisfa����o com as chefias; satisfa����o com benef��cios e recompensas; satisfa����o com a natureza do trabalho; satisfa����o com a comunica����o; satisfa����o com a equipa e satisfa����o com os requisitos do trabalho. Foi realizado um estudo transversal anal��tico. Na an��lise estat��stica dos dados, recorreu-se �� an��lise fatorial, ao coeficiente de correla����o de Spearman, a testes param��tricos t-student para amostras independentes e One-Way ANOVA. Os resultados mostram que os enfermeiros especialistas em enfermagem de reabilita����o encontram-se ligeiramente insatisfeitos. Os fatores de insatisfa����o est��o relacionados com benef��cios e recompensas, requisitos do trabalho e com a comunica����o. A natureza do trabalho e o relacionamento com a equipa s��o fatores com os quais obt��m maior satisfa����o. Em rela����o ��s chefias existe uma aproxima����o �� satisfa����o. Relativamente �� avalia����o do grau de satisfa����o profissional global, concluiu-se que os enfermeiros que exercem fun����es nos Cuidados de Sa��de Prim��rios encontram-se mais insatisfeitos profissionalmente, do que os que exercem a sua atividade profissional ao n��vel hospitalar. Os enfermeiros que exercem cuidados gerais apresentam-se mais insatisfeitos do que os que exercem cuidados de especialidade. Tamb��m a idade e a remunera����o pelo cargo desempenhado s��o fatores determinantes. Os enfermeiros mais jovens s��o os que se apresentam mais insatisfeitos. Os enfermeiros que n��o s��o remunerados pelo cargo desempenhado demonstram maior insatisfa����o profissional.

Satisfa����o profissional dos enfermeiros em unidades de cuidados continuados integrados

A Satisfa����o no trabalho, definida como rea����es individuais, cognitivas, afetivas e avaliativas perante o trabalho (Locke, 1983), tem sido amplamente estudada no ��mbito das organiza����es. A sua medi����o na ��rea da sa��de contribui para incrementar um bom ambiente na pr��tica e bem-estar dos profissionais e para aumentar a qualidade dos cuidados. Em 2006 surge um novo contexto de trabalho atrav��s da cria����o da RNCCI, que pretende fazer face ao crescente aumento de popula����o em situa����o de depend��ncia ou incapacidade, mas tamb��m aliviar a sobrecarga e custos associados aos cuidados hospitalares. A reorganiza����o do trabalho nas unidades de cuidados continuados acenta nos princ��pios da interdisciplinariedade e coopera����o entre a equipa, requerendo mudan��a e adapta����o �� pr��tica. Sendo os enfermeiros a classe profissional com maior tempo de contacto nos cuidados, importa verificar se est��o satisfeitos com a mudan��a induzida. Assim, este estudo de natureza quantitativa pretende medir e analisar a satisfa����o profissional ddos enfermeiros que trabalham no servi��o de longa dura����o e manuten����o nas unidades de cuidados continuados do distrito de Braga, e verificar se esta vari��vel �� influenciada por fatores sociodemogr��ficos e laborais. Para a recolha de dados utiliza-se a Escala de Avalia����o da Satisfa����o no Trabalho para Enfermeiros - EASPE�� (��=0,814) e um question��rio sociodemogr��fico e profissional. A an��lise dos dados �� efetuada com recurso �� estat��stica descritiva e inferencial com utiliza����o dos testes de Mann-Whitney e de Kruskal-Wallis. Os resultados obtidos evidenciam que os enfermeiros apresentam um n��vel de satisfa����o global no trabalho positivo, mas negativo nas dimens��es satisfa����o com benef��cios e recompensas e satisfa����o com promo����o. Conclui-se, ainda, que a satisfa����o com promo����o �� influenciada pelas habilita����es liter��rias, que a satisfa����o com a comunica����o �� influenciada pela remunera����o, que a satisfa����o com benef��cios e recompensas �� influenciada pelo hor��rio semanal e que a unidade de cuidados �� determinante na satisfa����o global no trabalho.

Certifica����o ISO 9001 e Gest��o de Recursos Humanos: precedentes e consequentes: estudo de caso das Unidades de Servi��os Certificadas da Universidade do Minho

Disserta����o de mestrado em Gest��o de Recursos Humanos

Family doctors' consultations with people suffering from chronic pain without objective findings: Which protective practices might they develop in these challenging medical encounters?

Introduction: Consultations with patients suffering from chronic pain without objective findings represent a challenge fo r family doctors (FDs). A mutual lack of understanding may arise, which threatens the doctor-patient relationship and may lead to dissatisfaction of both patient and doctor and to a breakdown of the therapeutic alliance. Objectives: This study aims to investigate FDs' potential protective practices to preserve the doctor-patient relationship during this type of consultation. Method: In the first step of this qualitative research, I carried out a range of 10 se- mi-structured interviews with FDs to explore their reported practices and repre- sentations during consultations with people suffering from chronic pain without objective findings. The interviews' transcripts were integrally analysed with computer-assisted thematic content analysis (QSR NVivo �� ) to highlight the main themes related to the topic in the participants' talk. Results: At this point of the research, two types of FDs' protective practices can be identified: first the use of complementary sources of knowledge in addition to the medical model to provide explanations to patients, second the collaboration with multidisciplinary teams or support gr oups that allow them to share profes- sional expertise and emotional experiences. Conclusion: The findings could be useful to develop ways to improve the follow- up of patients suffering from chronic pain without objective findings and conse- quently the FDs' work satisfaction.

Contribui����o dos factores motivacionais para a satisfa����o no trabalho

A motiva����o �� vista, desde meados do S��culo XX, como o principal factor de satisfa����o no trabalho, de aumento da produtividade e de melhoria da qualidade dos produtos e servi��os. Na conclus��o de um curso conducente ao Mestrado em Gest��o Global, interessou-nos abordar o valor humano da organiza����o, cujo componente importante �� o n��vel de satisfa����o das pessoas no trabalho, obtido da avalia����o a um leque de vari��veis independentes, relacionadas com duas coisas ��� o conte��do do trabalho e o contexto do trabalho. O objectivo da presente disserta����o �� identificar em que medida as vari��veis do meio envolvente do trabalho contribui para a satisfa����o no trabalho. Inspirados na Teoria dos dois Factores (Herzberg, 1959 e 1982) e na Teoria da Avalia����o Cognitiva (Deci, 1971), pretendemos justapor a satisfa����o das pessoas �� diferentes vari��veis particulares que formam dois subsistemas ��� o intr��nseco ou motivador, que inclui a aprendizagem, as emo����es, o trabalho em si, a realiza����o e o reconhecimento; e o extr��nseco ou higi��nico, que inclui o sal��rio, a supervis��o e as condi����es f��sicas. Al��m de uma incurs��o �� literatura especializada, realizamos dois inqu��ritos em empresas cabo-verdianas, um em Outubro de 2003 e outro em Outubro de 2007, que nos permitiram determinar ��ndices espec��ficos e gerais de satisfa����o no trabalho, fazer correla����es e an��lises comparativas. Conclu��mos que as pessoas est��o razoavelmente satisfeitas no trabalho, d��o mais ��nfase aos factores do conte��do que aos factores do contexto do trabalho, mas a fonte de satisfa����o varia de categoria por categoria. Work motivation is viewed, since middle of the 20th Century, as a main factor of job satisfaction, also for increasing of productivity and quality of goods and services. By the ending of a Master���s Programme in Global Management, we was moved by a great interest to research and report about the organization human values, important component of which is the people���s satisfaction level in work conditions, obtained through an evaluation of a great number of independent variables, related to two items ��� work content and work context. The main objective of the present dissertation is to identify in which measure the job environmental variables contribute to work satisfaction. Inspired into the Two Factors Theory (Herzberg, 1959, 1982) and into The Cognitive Evaluation Theory (Deci, 1971), we intent to relate people satisfaction to different particular variables, which perform two subsystems ��� intrinsic or motivator, that includes learning, emotions, work itself, achievement and recognition and; extrinsic or hygienic, that includes salary, supervision and work physical conditions. Besides a specialized literature review, we took up two separated inquiries within capeverdian companies, the first conducted in October, 2003, and the second in October, 2007, which allowed specifics and general job satisfaction indexes, correlations and comparative analysis. We concluded that people are fair satisfied on job, and give more emphasis on work content factors, than on work context factors, but the source of satisfaction is different category by category.

Implementing the intermed in a post-acute care rehabilitation clinic for traumatic injuries: Obstacles and benefits

In 2003, the INTERMED, an instrument to assess biopsycho- social case complexity and to direct care, was introduced in daily clinical practice in the .Clinique romande de r��adaptation suvaCare., a national rehabilitation hospital for traumatic injuries, located in the French speaking part of Switzerland. The introduction of the INTERMED was easy to realize and no major obstacles hampered its systematic implementation. Up to now, about 2,000 patients have been evaluated with the INTERMED and are followed for different outcomes. The INTERMED improved not only patients. assessment by including relevant psychosocial aspects of the clinical situation, it also favoured interdisciplinary communication, enhanced work satisfaction of the nursing staff and allowed early identification and adaptation of treatment for the injured patient showing a high degree of case complexity. Upon follow up, patients with a high degree of case-complexity showed a less favourable outcome, i.e. more health care utilization and lower rates of return to work. In conclusion, the systematic implementation of the INTERMED enabled the reorganization of medical rehabilitation, anchored it in a bio-psycho-social framework, improving interdisciplinary communication and collaboration and ameliorated treatment outcome.

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Career interventions for adults frequently include personality assessment. Personality in career counseling contexts should no longer be considered as vocational personality associated with personality interests but, rather, as a set of dispositions that has an impact on several vocational and career-related outcomes, such as work engagement, work satisfaction, job performance, etc. Although the relationship between personality and the vocational and career related outcomes is not direct, it might certainly be mediated by several regulatory processes, such as work adaptability, and moderated by contextual and environmental factors. Personality assessment initiates an individual's self-regulatory process and contributes to the overall effectiveness of career interventions when feedback is individualized and stimulates a deconstruction, reconstruction, and co-construction of the vocational or multiple self-concept. Personality assessments can also promote the reconstruction of a self-concept more aligned with the perception of the environment about the personality of the counselee, strengthening the reality principle allowing more rational and controlled choices. In addition, some specific personality profiles, such as having high levels of neuroticism and low levels of conscientiousness, can be considered as risk factors frequently leading to career decision-making difficulties. Moreover, people with low conscientiousness benefit less from career interventions, so special attention should be devoted to counselees having that characteristic. Two case studies are provided to illustrate these important aspects of personality assessment in career interventions.

Ammatti-identiteetin rakentuminen sairaanhoitajilla

Ammatti-identiteetti luo pohjan henkil��n ammattitaidolle, oman, henkil��kohtaisen ammatillisen osaamisen arvostamiselle sek�� koko ammattikuvalle, sille millaisena ty��ntekij��n�� jokainen itsens�� n��kee. Vahva ammatti-identiteetti aikaansaa positiivisen takaisinkytkenn��n, kun hyvin tehdyn ty��n seurauksena saadaan kannustavaa palautetta, mik�� kasvattaa itsetuntoa, joka puolestaan luo positiivinen omakuvan, jonka seurauksena syntyy vahva ammatti-identiteetti. T��m��n tutkimuksen tarkoituksena on selvitt���� mill�� tavoin ammatti-identiteetti rakentuu ja muotoutuu, ja millaisia ovat sit�� muovaavat tekij��t. Samalla pyrit����n selvitt��m����n millainen merkitys ammatti-identiteetill�� on ty��n suorittamiseen, ty��ss�� viihtymiseen sek�� omaan n��kemykseen itsest����n tietyn alan ammattilaisena. Tutkimuksen kontekstina on terveydenhoitoala, ja empiriassa tutkitaan sairaanhoitajien ammatti-identiteetti��. Tutkimuksen perusteella n��ytt���� silt��, ett�� sairaanhoitajat arvostavat ammattiaan ja ammattitaitoaan huolimatta yhteiskunnallisesta aliarvostuksesta. T��m�� tukee k��sityst�� sairaanhoitajien vahvasta ammatti-identiteetist��. Tutkimuksen tulokset osoittavat, ett�� sairaanhoitajan ammatti-identiteetti on moniulotteinen ilmi��. Ammatti-identiteetti ei ole irrallinen henkil��n persoonallisesta identiteetist��, vaan ne tukevat toinen toistaan.

Ty��ponnistus ja organisaation uudistumiskyky:Haluammeko bj��rnborgeja vai henrykissingerej��?

T��m��n Pro Gradu ���tutkielman tavoitteena oli tutkia, onko ty��ponnistuksen ja organisaation uudistumiskyvyn v��lill�� yhteytt��. Lis��ksi selvitettiin, vaikuttavatko ty��tyytyv��isyys, ty��motivaatio ja henkil��kohtainen uudistumiskyky organisaation uudistumiskykyyn. Niiden yhteys selvitettiin my��s ty��ponnistukseen. Tutkimuksessa k��ytettiin kahta erilaista tiedonhankintaa. Esimerkkiyritykselle tehtiin m����r��llinen tutkimuskysely. Lis��ksi tehtiin kolme puolistruktuoitua ryhm��haastattelua. My��s kolme yksik��njohtajaa haastateltiin. Tutkielma antoi selke��n todisteen siit��, ett�� ty��ponnistuksella ja organisaation uudistumiskyvyll�� on yhteys toisiinsa. Viel�� vahvempi yhteys l��ytyi ty��motivaation ja uudistumiskyvyn v��lill��. Henkil��kohtaisen uudistumiskyvyn ja organisaation uudistumiskyvyn v��lill�� oli hyvin heikko yhteys. Viel�� heikompi oli sen yhteys ty��ponnistukseen. Ty��tyytyv��isyys korreloi hyvin vahvasti ty��ponnistuksen kanssa, mutta sen suhde organisaation uudistumiskykyyn oli selv��sti huonompi kuin ty��motivaation ja ty��ponnistuksen. Esimerkkiorganisaation yksikk��jen, osastojen ja suoritusportaiden v��lisi�� eroja tutkittiin my��s. Toimitusosastojen ja muiden osastojen v��lilt�� l��ytyi merkitsevi�� eroja, mutta muuten yrityksen arvot eri tahoilla olivat melko tasaisia.

Mental Health of Expatriates in Finnish Enterprises in Brazil

Expatriation has become increasingly common due to the global trade expansion. Many large companies base their production facilities in far-flung countries, where experts are sent from their own countries to launch the operations. Working in a foreign environment demands from so-called expatriates considerable adaptability. This study aimed to investigate if following expatriation mental health difficulties were experienced by the employees themselves or their family members. This study investigated by a questionnaire and interviews how expatriate employees in Finnish companies operating in different regions of Brazil and their families adjusted. Investigated employees were required to be at least 6 months in expatriation. Data were collected in Brazil during their stay at least 3 months after the arrival. The survey covered 121 expatriate employees, that operated in 17 different companies, from which 71 employees from 10 different companies responded to the questionnaire. All the employees from the two largest enterprises and their spouses were invited to focus groups; in total 43 persons (22 employees and 21 employees��� spouses) participated in a group or individual interviews. No significant mental health difficulties were found among the expatriate employees. Only a tenth of the expatriate employees reported strain. The experience of strain symptoms was found to be related to long working days, intense working rhythm and lack of friends. Work satisfaction seemed to be an important mediator in the coping process. While abroad, the expatriate employees were highly recognized for their work. Due to the immature organization of work they could often use their creative capacities to improve the work flow. The opportunity to see the effects of their own contribution with their own eyes to the development of the enterprise made them feel good. The association between the expatriate employees��� adjustment and that of their spouses��� was evident. The spouses��� situation was markedly different than that of the expatriate employees��� themselves. Expatriation changed the family members��� previous division of tasks considerably. The expatriate spouses had to change their roles more than the expatriate employees themselves; since most of them were highly educated women, who were leaded through an identity crisis due to at least temporary renunciation of own work and career.

Kielikeskuksissa toimivien kieltenopettajien k��sityksi�� ja kokemuksia massayliopiston luomista haasteista

<b>Challenges of mass university conceived and experienced by university language centre language teachers </b> The massification of the university involved not only an expansion but also a transition from one period to another, from elite higher education to mass higher education. Massification cannot be viewed as expansion and structural change but it has to be viewed in a context of a number of changes involving universities, state, economy, society and culture as well as science, technology, education and research. In the Finnish academic context, massification is often associated with negative development and it may be used as an excuse for poor teaching. The objective of the present study is to find out how the mass context is manifested in the work of university language centre language teachers. The data were collected by means of semi-structured questionnaires from 32 language teachers working at language centres at the universities of Helsinki, Jyv��skyl��, Tampere and Turku in Finland. Both Finnish and native speakers, 6 male and 26 female teachers, were included. All the teachers in the study had taught more than 10 years. The data were complemented by interviews of four teachers and email data from one teacher. Phenomenographic analysis of the informants��� conceptions enabled a description of their experiences of students at a mass university, conceptions of teaching and learning and of issues related to work health. Some conceptions were consonant with earlier results. The conceptions revealed differences between two teacher groups, teachers of subject-specific language, or language for specific purposes (LSP), and teachers of elementary and advanced language courses (general language teachers). For the first, the conceptions of the investigated teachers provided a picture of the students as a member of a mass university. The students were seen as customers who demanded special services to facilitate their studies or were selective about the contents of the course. The finding that appeared only in the LSP teachers��� data was the unengaged attitude towards language study, which appeared as mere hunt for credits. On the other hand, the students were also seen as language learning individuals, but a clear picture of a truly interested language learner was evident in the data of general language teachers. The teachers��� conceptions of teaching and learning revealed a picture of experienced teachers with a long background of teaching, reflecting experiences from different time periods and influences from their own education and illustrating the increasing problems with organizing individual tutoring due to large, heterogeneous groups. It seemed, however, that in spite of the large student groups, general language teachers were able to support the students��� learning processes and to use learner-centred methods, whereas LSP teachers were frequently compelled to resort to knowledge transmission type of teaching. The conditions of the mass university were clearly manifested in the respondents��� conceptions about work satisfaction: there were a number of factors related to administration, teaching arrangements and the status of the language centres that were likely to add to the teachers��� work stress, whereas traditional characteristics of academic work were viewed as promoting work satisfaction. On the basis of the teachers��� conceptions, it is safe to assume that academic mass context and students��� orientations have an effect on the teacher���s approach to teaching, while there is no unequivocal association between mass university teaching and poor teaching.

Esimiehen ydinkompetenssit tuloksen ja ty��tyytyv��isyyden selitt��j��n�� ��� Case S-market

Ty��n tarkoituksena on kehitt���� suorittavalle esimiestasolle ty��kalu, mill�� voidaan mitata esimiehen kompetensseja. S-market esimiehen ydinosaamiset ty��ss�� jakautuvat kahteen kokonaisuuteen vuorovaikutus- ja ketjuyksik��n johtamiseen. Ty��n tavoitteena on my��s tarkastella mill�� esimiehen ydinosaamisella on merkityst�� ty��tyytyv��isyyteen ja yrityksen tulokseen. Tutkimus on kvantitatiivinen ja sen aineisto on verkkokyselylomakkeen avulla ker��tyst�� 129 vastauksesta. Verkkokyselylomakkeen v��itt��m��t ovat rakennettu esimiesty��n kompetensseista, jotka pohjautuvat tutkielman teoriaan. Verkkokyselyn, ty��tyytyv��isyyden ja tuloksen lukuarvot on analysoitu tilastollisella tulostenk��sittelyohjelmalla, SPSS:ll��. Ty��tyytyv��isyystulokset ovat koottu tutkimukseen osallistuneen viidentoista S-marketin ty��tyytyv��isyystutkimuksen tuloksista vuodelta 2008. Tuloksen mittareina tutkielmassa on k��ytetty samojen S-markettien ty��tehokkuutta ja toimintakateprosenttia vuodelta 2008. Ty��n tulokset vahvistivat sen, ett�� esimiesty��ll�� on suora syy-seuraussuhde ty��tyytyv��isyyteen ja tuloksellisuuteen. Tutkimustuloksien perusteella esimiesk��ytt��misen vaikutus ty��tyytyv��isyyden kokemiseen on vahva. Hyv��ll�� vuorovaikutusjohtamisella tuloksien perusteella oli vaikutusta ty��tyytyv��isyyteen. Tuloksista k��vi ilmi, ett�� ty��tyytyv��isyyteen esimiehen kompetensseista eniten vaikuttivat yksil��llinen huomiointi, tavoitteisiin kannustaminen ja motivointi sek�� asiakasl��ht��isyys. Tuloksen mittareihin eniten vaikutti tulos- ja tavoitejohtaminen. Tuloksellisuuteen vaikuttavat tutkimuksen mukaan esimiehen j��m��kk�� ja vaativa tavoitteisiin ohjaava toiminta sek�� p����t��ksenteko ja organisointikyky. Tarkempien ja t��sm��llisimpien S-market esimiehen kompetenssien l��yt��miseksi kehitysehdotuksena tutkielmassa on laajemman tutkimusaineiston k��sittely nelj��n faktorin avulla.

Le Programme Hors Normes en sant�� au travail : repr��sentations d���infirmi��res du secteur public

Depuis 2006, le Programme Hors Normes (PHN) dicte une nouvelle marche �� suivre que doivent privil��gier les ��quipes de sant�� au travail (SAT) lorsque des travailleurs sont expos��s �� des concentrations environnementales de produits chimiques sup��rieures aux valeurs d���exposition admissibles, c���est-��-dire �� des �� hors normes ��. Le PHN encadre les activit��s de signalements des hors normes aux instances concern��es et demande des suivis plus rigoureux en ��tablissements. Ce faisant, il red��finit les r��les des infirmi��res et des membres des ��quipes SAT. Dans le but de mieux comprendre l���implication des infirmi��res dans le cadre du PHN, sept entretiens individuels semi-dirig��s ont ��t�� r��alis��s afin d���explorer et de d��crire leurs repr��sentations. L���analyse qualitative de ces repr��sentations, par cat��gorisation et comparaisons constantes des discours, r��v��le que les infirmi��res se repr��sentent de diverses fa��ons leur pratique dans le cadre du PHN. En effet, les r��sultats de l�����tude montrent qu���afin de comprendre l���implication des infirmi��res dans ce programme d���intervention, il importe de consid��rer les quatre ��l��ments suivants : l���organisation du travail, les aspects relationnels (dynamique de relations), les cibles d���intervention et l���utilit�� du travail des infirmi��res (sens donn�� au travail). Afin de faciliter leur participation dans les programmes d���intervention et d���encourager la collaboration, tant intersectorielle qu���interprofessionnelle, il est sugg��r�� en premier lieu de favoriser l���implication des infirmi��res dans les processus d�����laboration et d���implantation de programmes d���intervention. En second lieu, il est propos�� de mettre en place une formation continue interprofessionnelle permettant une meilleure harmonisation des pratiques professionnelles.

Favoriser la sant�� psychologique des professionnels de la sant�� en d��but de carri��re : l'importance du soutien �� l'autonomie, de la concordance des t��ches et de la conscience de soi

Les ��tudes mettent en ��vidence des probl��mes de sant�� psychologique chez les professionnels de la sant��. Par contre, les facteurs permettant d���expliquer ces difficult��s sont peu connus (p. ex., Cohen & Patten, 2005). Le but de cette th��se est d�����tudier les d��terminants de la sant�� psychologique des professionnels de la sant�� en se basant sur une th��orie valid��e empiriquement. �� cette fin, la th��orie de l���autod��termination (Deci & Ryan, 1985, 2000) est utilis��e comme cadre conceptuel et le soutien �� l���autonomie (Black & Deci, 2000; Grolnick & Ryan, 1989) est propos�� comme d��terminant principal de la sant�� psychologique. Le premier article consiste en une recension des cons��quences et corr��lats associ��s au soutien �� l���autonomie dans divers domaines de vie. Le deuxi��me article a pour objectif de tester un mod��le pr��dictif de la sant�� psychologique aupr��s de m��decins r��sidents. Le mod��le propose que la concordance des t��ches (Sheldon & Elliot, 1999) et la conscience de soi (Goldman & Kernis, 2002) sont deux sources distinctes d���autonomie qui pr��disent de fa��on ind��pendante la sant�� psychologique. De plus, le soutien �� l���autonomie de la part des superviseurs est sugg��r�� comme ��tant un d��terminant important de la concordance des t��ches et de la conscience de soi. Au total, 333 m��decins r��sidents de la province de Qu��bec (Canada) ont rempli un questionnaire comportant diff��rentes mesures. Des analyses par ��quations structurelles r��v��lent une excellente ad��quation du mod��le. Le troisi��me article examine l���influence du soutien �� l���autonomie des coll��gues sur la satisfaction au travail ainsi que sur la sant�� psychologique des professionnels de la sant��. Au total, 597 jeunes professionnels de la sant�� ont rempli un questionnaire incluant diverses mesures. Les r��sultats confirment que le soutien �� l���autonomie per��u de la part des coll��gues pr��dit la sant�� psychologique et la satisfaction au travail. De plus, des r��gressions hi��rarchiques d��montrent que le soutien �� l���autonomie des coll��gues contribue �� la pr��diction de la satisfaction au travail, du bien-��tre subjectif et des id��ations suicidaires au-del�� de ce qui est pr��dit par le soutien �� l���autonomie des superviseurs. Les implications th��oriques et pratiques de ces recherches sont discut��es.

��tude exploratoire des facteurs de risque du d��tournement en interne du patrimoine informationnel

Rapport de stage pr��sent�� �� la Facult�� des arts et sciences en vue de l'obtention du grade de Ma��trise ��s sciences (M. Sc.) en criminologie (option Analyse Criminologique).