De la régulation individuelle à la régulation d’équipe : intégration théorique et empirique de la théorie de l’autodétermination dans les équipes de travail

L’équipe de travail représente, de nos jours, une forme d’organisation du travail incontournable pour accroître la performance des entreprises. Il est maintenant largement reconnu que la composition d’une équipe de travail est susceptible d’affecter son efficacité et, plus particulièrement, la qualité des relations interpersonnelles au sein de l’équipe et la performance de ses membres. Des études se sont donc attardées à isoler certaines caractéristiques individuelles permettant d’influencer le contexte des équipes de travail. Ainsi, l’effet de la composition des équipes a été étudié sous l’angle des traits de personnalité des membres, de leurs attitudes et de leurs valeurs, ou encore en fonction des habiletés cognitives démontrées par chacun des coéquipiers. Malgré quelques invitations répétées à étudier davantage la motivation des équipes de travail et de leurs membres, peu de travaux ont porté sur la composition motivationnelle de ce contexte collectif. Dans la foulée des études portant sur les équipes de travail, on observe une tendance à ne considérer que la performance des équipes et des coéquipiers comme unique critère d’évaluation de leur efficacité. Devant les données alarmantes concernant les problèmes de santé psychologique vécus par les travailleurs, il appert qu’il est essentiel de se pencher sur les conditions nécessaires à mettre en place dans ce contexte de travail interpersonnel pour contribuer à la fois au bien-être et à la performance des coéquipiers. Avec l’utilisation du cadre d’analyse proposé par la théorie de l’autodétermination, la présente thèse vise à répondre à ces enjeux. Le premier article de la thèse propose un modèle théorique qui définit en quoi la composition d’une équipe de travail, en regard des styles de régulations individuelles des membres de l’équipe, est susceptible d’affecter les relations interpersonnelles au sein de l’équipe et d’avoir un impact sur la performance et le bien-être des membres. S’appuyant sur les mécanismes d’émergence proposés par les théories multiniveaux, ce cadre théorique suggère également que, sous certaines conditions, la composition motivationnelle d’une équipe de travail puisse entraîner la formation d’un phénomène singulier de motivation d’équipe. Les mécanismes favorisant cette émergence sont présentés dans l’article. Le second article de la thèse représente une première vérification empirique de certaines des propositions de l’article théorique. À partir d’un échantillon de 138 équipes, regroupant 680 travailleurs, il a été possible de vérifier, à partir d’analyses multiniveaux, l’impact de la composition autonome ou contrôlée d’une équipe sur la satisfaction au travail des participants. Les résultats de l’étude montrent qu’une forme de composition d’équipe de nature plus autonome est positivement reliée à la satisfaction des travailleurs. Plus encore, on observe une interaction entre la régulation autonome individuelle et la régulation autonome d’équipe quant à la satisfaction vécue au travail. Ainsi, la satisfaction au travail est plus élevée pour les participants dont le style de régulation est plus autonome et qui évoluent dans une équipe à composition motivationnelle plus autonome. Parallèlement, les résultats montrent que la composition motivationnelle plus contrôlée est négativement reliée à la satisfaction au travail. De façon générale, la présente thèse souligne la pertinence de considérer le contexte sociomotivationnel émergeant de la composition de l’équipe en regard des styles de régulations individuelles des membres qui la composent. Cette thèse permet de considérer, avec un regard nouveau, la motivation des équipes de travail et les variables de motivation à évaluer dans la formation des équipes de travail au sein de nos organisations.

Adaptation in knowledge-based teams: An examination of team composition, leader sensegiving, and cognitive, behavioral, and motivational mechanisms

Organizations are increasingly relying on teams to do the work that has traditionally been done by individuals. At the same time, the environments in which these organizations and teams operate have been becoming progressively more complex and uncertain. These trends raise important questions about the factors that enable teams to adapt. In response to these questions, the current study sought to identify the cognitive, behavioral, and motivational processes and emergent states that promote a team's adaptation to unforeseen changes and novel events, and the team compositional characteristics and leadership processes that enabled these processes and emergent states. Two hundred twenty two undergraduate students from a large Southeastern University composed 74 3-person teams, and participated in a computerized decision-making simulation where each team formed the governing body (i.e., Mayor's cabinet) for two separate simulated cities, and made strategic decisions about city operations. Participants were randomly assigned to one of three roles, distributing expertise and creating mutual interdependence. External team leader sensegiving was manipulated through video recorded communications from an external team leader. Results indicate that team cognitive ability, achievement striving, and psychological collectivism, as well as external team leader sensegiving, were all related to the similarity and quality of team members' strategy-focused mental models (cognitive emergent states), and to the amount of information sharing among members (behavioral process). In turn, teams with more similar and higher quality mental models, and who shared greater levels of information, were found to have a greater ability to react and adapt to environmental changes, and to have greater levels of decision-making effectiveness. Results indicate a pattern of relationships consistent with hypotheses, and have important implications for organizations and knowledge-based teams charged with management responsibilities. Organizations should staff teams with the compositional characteristics that enable the development of similar and high quality mental models, and that promote information sharing among teammates. Similarly, organizations which train and develop leaders to engage in sensegiving behaviors enable team adaptability and promote enhanced decision-making effectiveness when faced with unforeseen changes and novel situations.

Motivational interviewing and cognitive behaviour therapy in the treatment of adolescent overweight and obesity : study design and methodology

Background

Despite the high prevalence and negative physical and psychosocial consequences of overweight and obesity in adolescents, very little research has evaluated treatment in this population. Consequently, clinicians working with overweight and obese adolescents have little empirical research on which to base their practise. Cognitive behavioural therapy has demonstrated efficacy in promoting behaviour change in many treatment resistant disorders. Motivational interviewing has been used to increase motivation for change and improve treatment outcomes. In this paper we describe the rationale and design of a randomised controlled trial testing the efficacy of motivational interviewing and cognitive behaviour therapy in the treatment of overweight and obese adolescents.
Methods

Participants took part in a motivational interview or a standard semi-structured assessment interview and were then randomly allocated to a cognitive behavioural intervention or a wait-list control condition. The cognitive behavioural intervention, the CHOOSE HEALTH Program, consisted of 13 individual treatment sessions (12 face-to-face, 1 phone call) followed by 9 maintenance sessions (7 phone calls, 2 face-to-face). Assessments were conducted prior to participation, after the treatment phase and after the maintenance phase of intervention. Improvement in body composition was the primary outcome; secondary outcomes included improved cardiovascular fitness, eating and physical activity habits, family and psychosocial functioning.
Conclusion

Despite the demonstrated effectiveness of motivational interviewing and cognitive behavioural therapy in the long-term management of many treatment resistant disorders, these approaches have been under-utilised in adolescent overweight and obesity treatment. This study provides baseline data and a thorough review of the study design and treatment approach to allow for the assessment of the efficacy of motivational interviewing and cognitive behavioural therapy in the treatment of adolescent overweight and obesity. Data obtained in this study will also provide much needed information about the behavioural and psychosocial factors associated with adolescent overweight and obesity.

Pediatric motivational interviewing to address obesity and overweight

Not only are obesity and overweight associated with a myriad of medical and psychological concerns in childhood, but these health problems can persist even into adulthood. With the obvious need for better approaches in tackling childhood obesity and overweight and the strong evidence of motivational interviewing's effectiveness in the adult population, it is likely that an updated review will provide a more complete picture of the application of motivational interviewing in the pediatric population. The objective of this review is whether or not motivational interviewing will be instrumental in promoting factors that help in reducing the number of children who are or become overweight or obese. A literature search was completed that identified ten studies that incorporated MI as an intervention. Studies focused on either behavior health changes like increased physical activity, improved nutrition, or reducing parameters of weight like BMI or body composition. Three out of the 10 articles were still in progress and no results were provided. Five studies were able to achieve statistical significance in health benefits to control childhood overweight and obesity. Results revealed the overall feasibility of applying MI in the pediatric overweight and obese population, but the scarce number of studies limits conclusions about its efficacy. Therefore, additional scientific evidence is necessary to fully understand MI's role in affecting behavior changes in this population.^

Intrinsic motivation in two exercise interventions: Associations with fitness and body composition

OBJECTIVE: To examine the motivational process through which increases in aerobic capacity and decreases in total body fat are achieved during high-intensity intermittent training (HIT) and moderate-intensity continuous training (MICT) interventions. METHOD: Eighty-seven physically inactive adults (65% women, age = 42 ± 12, BMI = 27.67 ± 4.99 kg/m²) took part in a 10-week randomized intervention testing group-based HIT, operationalized as repeated sprints of 15-60 s interspersed with periods of recovery cycling ≤ 25 min/session, 3 sessions/wk⁻¹, or MICT, operationalized as cycling at constant workload of ∼65% maximum aerobic capacity (VO₂max, 30-45 min/session⁻¹, 5 sessions/wk⁻¹. Assessments of VO₂max and total body fat were made pre- and postintervention. Motivation variables were assessed midintervention and class attendance was monitored throughout. Path analysis was employed, controlling for treatment arm and baseline values of VO₂max and total body fat. RESULTS: The 2 groups differed in adherence only, favoring HIT. Baseline VO₂max predicted intrinsic motivation midintervention. Intrinsic motivation predicted program adherence, which in turn predicted increases in VO2max and decreases in total body fat by the end of the study. CONCLUSION: Intrinsic motivation in HIT and MICT is positively linked to adherence to these programs, which can facilitate improvements in fitness and body composition.