Une exploration des effets de la satisfaction au travail des sages-femmes sur le «burnout», l’intention de quitter et la mobilité professionnelle : une étude longitudinale au Sénégal

Dans le contexte actuel de crise des ressources humaines en Afrique sub-saharienne, il est important de comprendre comment les professionnels de santé vivent leur travail et comment cela les affecte. Cette étude longitudinale se focalise sur les sages-femmes du Sénégal en raison de leur rôle stratégique dans la réduction de la mortalité maternelle et infantile dans le pays. Une cohorte de 226 sages-femmes de 22 hôpitaux au Sénégal a participé à l’étude. Leur satisfaction au travail a été mesurée en 2007-8 avec un instrument multidimensionnel développé en Afrique de l’Ouest. Trois effets attendus : le « burnout, » l’intention de quitter et la mobilité professionnelle ont été mesurés deux ans plus tard. Des statistiques descriptives ont comparé celles qui ont quitté leur poste à celles qui sont restées, et une série de régressions multiples a modélisé les liens entre les facettes de la satisfaction au travail et les variables d’effet, en contrôlant pour les caractéristiques individuelles et institutionnelles. Les résultats ont montré un taux relativement faible de « turnover » sur 2 ans (18%), malgré une forte intention de quitter son poste (58.9%), surtout pour faire une nouvelle formation professionnelle. Les départs étaient majoritairement volontaires (92%) et entièrement intra-nationaux. Les sages-femmes se disaient le moins satisfaites avec leur rémunération et leur environnent de travail, et une forte proportion éprouvait des niveaux élevés d’épuisement émotionnel (80.0%) et de dépersonnalisation (57.8%). Toutefois, elles rapportaient être satisfaites de leur moral et de la stabilité de leur travail, et seulement 12% avaient des niveaux faibles d’accomplissement personnel. L’épuisement émotionnel était associé avec l’insatisfaction vis-à-vis de la rémunération et des tâches, la recherche active d’emplois était liée avec être insatisfaite de la stabilité du travail et avoir quitté son poste était associé avec une insatisfaction avec la formation continue. Cette étude montre que les sages-femmes semblent souffrir de « burnout », mais qu’elles se sentent toujours confiantes et accomplies au travail. Les résultats suggèrent que promouvoir la formation continue pourrait aider à retenir les sages-femmes dans leurs postes et dans la profession.

Learning and Adjustment Outcomes in Socialized and Unsocialized Newcomers : An Ex- Post-Facto Comparative Study

Les restructurations et les mutations de plus en plus nombreuses dans les entreprises font évoluer la trajectoire de carrière des employés vers un cheminement moins linéaire et amènent une multiplication des changements de rôle (Delobbe & Vandenberghe, 2000). Les organisations doivent de plus en plus se soucier de l’intégration de ces nouveaux employés afin de leur transmettre les éléments fondamentaux du fonctionnement et de la culture qu’elles privilégient. Par contre, la plupart des recherches sur la socialisation organisationnelle portent sur les « meilleures pratiques », et les résultats qui en découlent sont mixtes. Cette étude comparative cherche à déterminer si et sur quelles variables les nouveaux employés socialisés par leur entreprise diffèrent des nouveaux employés « non socialisés ». Premièrement, cette étude vise à comparer ces deux groupes sur 1) les résultantes proximales (la maîtrise du contenu de la socialisation organisationnelle et la clarté de rôle) et 2) les résultantes distales (l’engagement organisationnel affectif, la satisfaction au travail et l’intention de quitter) du processus de socialisation organisationnelle, ainsi que sur 3) les caractéristiques des réseaux sociaux d’information, en contrôlant pour la proactivité. Dans un second temps, cette étude a pour objectif d’explorer si le processus de socialisation organisationnelle (les relations entre les variables) diffère entre les nouveaux employés socialisés ou non. Cinquante-trois nouveaux employés (moins d’un an d’ancienneté) d’une grande entreprise québécoise ont participé à cette étude. L’entreprise a un programme de socialisation en place, mais son exécution est laissée à la discrétion de chaque département, créant deux catégories de nouveaux employés : ceux qui ont été socialisés par leur département, et ceux qui n’ont pas été socialisés (« non socialisés »). Les participants ont été sondés sur les stratégies proactives, les résultantes proximales et distales et les caractéristiques des réseaux sociaux d’information. Pour le premier objectif, les résultats indiquent que les nouveaux employés socialisés maîtrisent mieux le contenu de la socialisation organisationnelle que les nouveaux employés non socialisés. En ce qui a trait au deuxième objectif, des différences dans le processus de socialisation organisationnelle ont été trouvées. Pour les nouveaux employés « non socialisés », la recherche proactive d’informations et la recherche de rétroaction sont liées à certaines caractéristiques des réseaux sociaux, alors que le cadrage positif est lié à la satisfaction au travail et à l’intention de quitter, et que la clarté de rôle est liée uniquement à la satisfaction au travail. Les nouveaux employés socialisés, quant à eux, démontrent des liens entre la maîtrise du contenu de la socialisation organisationnelle et chacune des résultantes distales (l’engagement organisationnel affectif, la satisfaction au travail et l’intention de quitter). Globalement, l’intégration des nouveaux employés non socialisés serait plutôt influencée par leurs stratégies proactives, tandis que celle des nouveaux employés non socialisés serait facilitée par leur maîtrise du contenu de la socialisation organisationnelle. De façon générale, cette étude comparative offre un aperçu intéressant des nouveaux employés rarement trouvé dans les recherches portant sur les « meilleures pratiques » de la socialisation organisationnelle. Des recommandations pour la recherche et la pratique en suivent.

El impacto sobre los trabajadores de una gestión de recursos humanos socialmente responsable. Un análisis para Catalunya

Socially responsible human resource management constitutes the conceptual-theory framework of the thesis. The results obtained from the empirical part show the existence of three clusters inasmuch as the application of socially responsible practices for promoting job quality in the case of Catalonia: the group of workers in “organizations with low-level of social responsibility”; those who work in a environment of “work practices for implication” and the group of workers in a environment oriented to “health and safety at work”. Among the determining factors in applying these practices we can find characteristics of the firms where the employees work as well as personal characteristics and those of the job. The research also shows that, in general, applying socially responsible management in human resources does have positive effects on the worker and therefore creates greater trust in management, increased job satisfaction, less stress at work and a lower intention to quit a job.

Multilevel research in the field of organizational behavior: an empirical look at 10 years of theory and research

During the last 30 years, significant debate has taken place regarding multilevel research. However, the extent to which multilevel research is overtly practiced remains to be examined. This article analyzes 10 years of organizational research within a multilevel framework (from 2001 to 2011). The goals of this article are (a) to understand what has been done, during this decade, in the field of organizational multilevel research and (b) to suggest new arenas of research for the next decade. A total of 132 articles were selected for analysis through ISI Web of Knowledge. Through a broad-based literature review, results suggest that there is equilibrium between the amount of empirical and conceptual papers regarding multilevel research, with most studies addressing the cross-level dynamics between teams and individuals. In addition, this study also found that the time still has little presence in organizational multilevel research. Implications, limitations, and future directions are addressed in the end. Organizations are made of interacting layers. That is, between layers (such as divisions, departments, teams, and individuals) there is often some degree of interdependence that leads to bottom-up and top-down influence mechanisms. Teams and organizations are contexts for the development of individual cognitions, attitudes, and behaviors (top-down effects; Kozlowski & Klein, 2000). Conversely, individual cognitions, attitudes, and behaviors can also influence the functioning and outcomes of teams and organizations (bottom-up effects; Arrow, McGrath, & Berdahl, 2000). One example is when the rewards system of one organization may influence employees’ intention to quit and the existence or absence of extra role behaviors. At the same time, many studies have showed the importance of bottom-up emergent processes that yield higher level phenomena (Bashshur, Hernández, & González-Romá, 2011; Katz-Navon & Erez, 2005; Marques-Quinteiro, Curral, Passos, & Lewis, in press). For example, the affectivity of individual employees may influence their team’s interactions and outcomes (Costa, Passos, & Bakker, 2012). Several authors agree that organizations must be understood as multilevel systems, meaning that adopting a multilevel perspective is fundamental to understand real-world phenomena (Kozlowski & Klein, 2000). However, whether this agreement is reflected in practicing multilevel research seems to be less clear. In fact, how much is known about the quantity and quality of multilevel research done in the last decade? The aim of this study is to compare what has been proposed theoretically, concerning the importance of multilevel research, with what has really been empirically studied and published. First, this article outlines a review of the multilevel theory, followed by what has been theoretically “put forward” by researchers. Second, this article presents what has really been “practiced” based on the results of a review of multilevel studies published from 2001 to 2011 in business and management journals. Finally, some barriers and challenges to true multilevel research are suggested. This study contributes to multilevel research as it describes the last 10 years of research. It quantitatively depicts the type of articles being written, and where we can find the majority of the publications on empirical and conceptual work related to multilevel thinking.

Healthy or burnout

A model of stress, employee health and intention to quit, was tested among psychiatric nurses. Results indicated that organizational support and employees' sense of control positively mediate the stressor-health relationship at individual and organizational levels, while work-family conflict worsens employee health and increases intention to quit. The professional portfolio explores the association between depression and cognitive functioning, and its impact on the use of cognitive behavioural therapy in the treatment of depression.

Predicting smokeless tobacco cessation in a blue -collar population

The use of smokeless tobacco products is undergoing an alarming resurgence in the United States. Several national surveys have reported a higher prevalence of use among those employed in blue-collar occupations. National objectives now target this group for health promotion programs which reduce the health risks associated with tobacco use.^ Drawn from a larger data set measuring health behaviors, this cross-sectional study tested the applicability of two related theories, the Theory of Reasoned Action (TRA) and the Theory of Planned Behavior (TPB), to smokeless tobacco (SLT) cessation in a blue-collar population of gas pipeline workers. In order to understand the determinants of SLT cessation, measures were obtained of demographic and normative characteristics of the population and specific constructs. Attitude toward the act of quitting (AACT) and subjective norm (SN) are constructs common to both models, perceived behavioral control (PBC) is unique to the TPB, and the number of past quit attempts is not contained in either model. In addition, a self-reported measure was taken of SLT use at two-month follow-up.^ The study population was comprised of all male SLT users who were field employees in a large gas pipeline company with gas compressor stations extending from Texas to the Canadian border. At baseline, 199 employees responded to the SLT portion of the survey, 118 completed some portion of the two-month follow-up, and 101 could be matched across time.^ As hypothesized, significant correlations were found between constructs antecedent to AACT and SN, although crossover effects occurred. Significant differences were found between SLT cessation intenders and non-intenders with regard to their personal and normative beliefs about quitting as well as their outcome expectancies and motivation to comply with others' beliefs. These differences occurred in the expected direction, with the mean intender score consistently higher than that of the non-intender.^ Contrary to hypothesis, AACT predicted intention to quit but SN did not. However, confirmatory of the TPB, PBC, operationalized as self-efficacy, independently contributed to the prediction of intention. Statistically significant relationships were not found between intention, perceived behavioral control, their interactive effects, and use behavior at two-month follow-up. The introduction of number of quit attempts into the logistic regression model resulted in insignificant findings for independent and interactive effects.^ The findings from this study are discussed in relation to their implications for program development and practice, especially within the worksite. In order to confirm and extend the findings of this investigation, recommendations for future research are also discussed. ^

Impact of a cognitive-behavioral weight control program on body weight, diet quality, and smoking cessation in weight-concerned female smokers

Many people use smoking as a weight control mechanism and do not want to quit because they fear weight gain. These weight-concerned smokers tend to be female, are significantly less likely to stop smoking, are less likely to join smoking cessation programs, and will relapse more often than smokers who are not weight-concerned. Research suggests that a woman’s confidence in her ability to control her weight after quitting relates positively with her intention to quit smoking. Likewise, success in smoking cessation has been associated with increased self-efficacy for weight control. It has been shown that success in changing one negative health behavior may trigger success in changing another, causing a synergistic effect. Recently research has focused on interventions for weight-concerned smokers who are ready to quit smoking. The present study investigated the effect of a cognitive based weight control program on self-efficacy for weight control and the effect on smoking behavior for a group of female weight concerned smokers. Two hundred and sixteen subjects who wanted to lose weight but who were not ready to quit smoking were recruited to participate in a 12-week, cognitive-behavioral weight control program consisting of twelve one-hour sessions. Subjects were randomly assigned to either (1) the weight-control program (intervention group), or (2) the control group. Results of this study demonstrated that subjects in the intervention group increased self-efficacy for weight control, which was associated with improved healthy eating index scores, weight loss, increased self-efficacy for quitting smoking, a decrease in number of cigarettes smoked and triggered positive movement in stage of change towards smoking cessation compared to the control subjects. For these subjects, positive changes in self-efficacy for one behavior (weight control) appeared to have a positive effect on their readiness to change another health behavior (smoking cessation). Further study of the psychological variables that influence weight-concerned female smokers’ decisions to initiate changes in these behaviors and their ability to maintain those changes are warranted.

Outcome Evaluation of a Campus-Based Quit and Win Contest

This study examined abstinence outcomes of a provincial, campus-based Quit and Win contest relative to contestants’ assessments of the prize, buddy support, social support network, and emails. Of the 288 participants providing baseline data, 201 self-reported their smoking and quitting behaviours, use of quit aides, and perceptions of contest components. On 5-point scales, perceived values of the contest prize, buddy support, social support network and email were 4.42, 3.95, 3.89, and 3.46 respectively. Intention to treat analysis showed 27.8% of participants achieved 6-week contest-period abstinence; 19.8% achieved 3-month sustained abstinence. Odds of achieving 3-month abstinence were influenced by age (OR = 1.10, CI =1.03, 1.18) and use of pharmacological quit aides (OR = 0.42, CI = 0.20, 0.88), but not smoking behaviours or contest components. Contest prizes and support were valued, but played an uncertain role in quitting success. Future research might examine their roles in contestant recruitment or retention.

Mediators of the effects of past corporal punishment experiences on the intent to use corporal punishment

Les analyses statistiques ont été réalisées avec le logiciels SPSS 11.0(Statistical Package for Social Sciences) et AMOS 6 (Analysis of Moment Structures. La base de données de l'étude a été crée et receuillie par Caroline Despatie en collaboration avec Dr. Dianne Casoni.

Examination of environmental beliefs and its impact on the influence of price, quality and demographic characteristics with respect to green intention

Research indicates that the environment has had a definite impact on consumer behaviour whereby suggesting to target consumers according to their environmental beliefs. This study investigated the consumers' green purchase behaviour using price and quality attributes as contributors to the formation of purchase intention. It attempts to construct a model that may facilitate the better understanding of green consumers' market segments through the use of an intelligent soft computing model. The model is designed to incorporate knowledge, beliefs, demographic profiles and situational variables. This potentially provides a more direct method for companies to gauge consumers' intention to purchase green products. The results showed strong preference for companies to place higher priority on reducing pollution than on increasing profitability. It highlighted different clusters that demonstrate various levels of the strength of intention to purchase and market segment profiles.

Design and conduct of a pragmatic randomized controlled trial to enhance smoking-cessation outcomes with exercise: The Fit2Quit study

Background: Most smokers want to stop smoking and many try to quit. However abstinence rates are low and most smokers do not manage to abstain for even a week. Relapse to smoking can be related to the occurrence of tobacco withdrawal symptoms (e.g., sleep disturbance, irritability, and craving) and weight gain. If regular exercise mitigates these effects it could have potential as an aid to smoking cessation. The aim of the Fit2Quit study is to determine the effects of a home and community-based exercise intervention on smoking abstinence at six months when used as an adjunct to usual care (telephone smoking-cessation counseling and nicotine replacement therapy; NRT). Methods/design: A prospective parallel two-arm randomized controlled trial. Participants (n = 1400, 700 per arm) will be randomized to a structured home and community-based exercise program plus usual care (behavioral counseling and NRT) or to usual-care alone. It is targeted that at least 25% of the sample will be of Mori ethnicity (New Zealand indigenous). Outcomes to be measured using intention-to-treat analysis include: seven-day point prevalence of smoking abstinence verified by salivary cotinine (primary outcome); 6 months continuous abstinence; body mass index (BMI); cardio-respiratory fitness; physical activity levels; and cost effectiveness. Discussion: The Fit2Quit study is an example of a large, pragmatic randomized controlled trial in a community setting. Specific components of the exercise intervention are outlined in detail. Trial registration: Australian New Zealand Clinical Trials Registry ACTRN12609000637246.

The influence of social communication networks on intentions to purchase on the web

Despite the increased offering of online communication channels to support web-based retail systems, there is limited marketing research that investigates how these channels act singly, or in combination with online channels, to influence an individual' s intention to purchase online. If the marketer's strategy is to encourage online transactions, this requires a focus on consumer acceptance of the web-based transaction technology, rather than the purchase of the products per se. The exploratory study reported in this paper examines normative influences from referent groups in an individual's on and offline social communication networks that might affect their intention to use online transaction facilities. The findings suggest that for non-adopters, there is no normative influence from referents in either network. For adopters, one online and one offline referent norm positively influenced this group's intentions to use online transaction facilities. The implications of these findings are discussed together with future research directions.

Adolescent protective behaviour to reduce drug and alcohol use, alcohol-related harm and interpersonal violence

Typically adolescents' friends are considered a risk factor for adolescent engagement in risk-taking. This study took a more novel approach, by examining adolescent friendship as a protective factor. In particular it investigated friends' potential to intervene to reduce risk-taking. 540 adolescents (mean age 13.47 years) were asked about their intention to intervene to reduce friends' alcohol, drug and alcohol-related harms and about psychosocial factors potentially associated with intervening. More than half indicated that they would intervene in friends' alcohol, drug use, alcohol-related harms and interpersonal violence. Intervening was associated with being female, having friends engage in overall less risk-taking and having greater school connectedness. The findings provide an important understanding of increasing adolescent protective behavior as a potential strategy to reduce alcohol and drug related harms.

Predicting behaviour to reduce stroke risk in at-risk populations : the role of beliefs

Aims: Changing behaviour to reduce stroke risk is a difficult prospect made particularly complex because of psychological factors. This study examined predictors of intentions and behaviours to reduce stroke risk in a sample of at-risk individuals, seeking to find how knowledge and health beliefs influenced both intention and actual behaviour to reduce stroke risk. Methods: A repeated measures design was used to assess behavioural intentions at time 1 (T1) and subsequent behaviour (T2). One hundred and twenty six respondents completed an online survey at T1, and behavioural follow-up data were collected from approximately 70 participants 1 month later. Predictors were stroke knowledge, demographic variables, and beliefs about stroke that were derived from an expanded health belief model. Dependent measures were: exercise and weight loss, and intention to engage in these behaviours to reduce stroke risk. Findings: Multiple hierarchical regression analyses showed that, for exercise and weight loss respectively, different health beliefs predicted intention to control stroke risk. The most important exercise-related health beliefs were benefits, susceptibility, and self-efficacy; for weight loss, the most important beliefs were barriers, and to a lesser degree, susceptibility and subjective norm. Conclusions: Health beliefs may play an important role in stroke prevention, particularly beliefs about susceptibility because these emerged for both behaviours. Stroke education and prevention programmes that selectively target the health beliefs relevant to specific behaviours may prove most efficacious.

Supervision practices in allied mental health : relationships of supervision characteristics to perceived impact and job satisfaction

This study examined whether supervision characteristics impacted on mental health practice and morale, and developed a new Supervision Attitude Scale (SAS). Telephone surveys were conducted with a representative sample of 272 staff from public mental health services across Queensland. Although supervision was widely received and positively rated, it had low average intensity, and assessment and training of skills was rarely incorporated. Perceived impact on practice was associated with acquisition of skills and positive attitudes to supervisors, but extent of supervision was related to impact only if it was from within the profession. Intention to resign was unrelated to extent of supervision, but was associated with positive attitudes to supervisors, accessibility, high impact, and empathy or praise in supervision sessions. The SAS had high internal consistency, and its intercorrelations were consistent with it being a measure of relationship positivity. The study supported the role of supervision in retention and in improving practice. It also highlighted supervision characteristics that might be targeted in training, and provided preliminary data on a new measure.