Predictors of shy children's coping with a social conflict : mediators and moderators

Shy children are at risk for later maladjustment due to ineffective coping with social conflicts through reliance on avoidance, rather than approach-focused, coping. The purpose of the present study was to explore whether the relation between shyness and children's coping was mediated by attributions and moderated by personality selftheories and gender. Participants included a classroom-based sample of 175 children (93 boys), aged 9-13 years (M = 10.11 years, SD = 0.92). Children completed self-report measures assessing shyness, attributions, personality self-theories and coping strategies. Results showed that negative attribution biases partially mediated the negative relations between shyness and social support seeking, as well as problem-solving, and the positive association between shyness and externalizing. Moreover, self-theories moderated the relation between shyness and internalizing coping at the trend level, such that the positive relation was exacerbated among entity-oriented children to a greater degree than incrementally-oriented children. In terms of gender differences, shyness was related to lower use of social support and problem-solving among incrementally-oriented boys and entity-oriented girls. Thus, shy children's perceptions of social conflicts as the outcome of an enduring trait (e.g., social incompetence) may partially explain why they do not act assertively and aggress as a means of social coping. Furthermore, entity-oriented beliefs may exacerbate shy children's reliance on internalizing actions, such as crying. Although an incrementally-oriented stance may enhance shy girls' reliance on approach strategies, it does not appear to serve the same protective role for shy boys. Therefore, copingoriented interventions may need to focus on restructuring shy children's social cognitions and implementing gender-specific programming for their personality biases.

Resolving conflict : --following the light of personal behavior /

"NAVPERS 15620."

The Moderating Role of Personality on Workplace Conflict and Outcomes

The purpose of this study was twofold. The first was to further clarify and expand or understanding of the relationship between interpersonal conflict, incivility, and their roles as stressors in the stressor-strain relationship. The second goal was to examine how neuroticism, extraversion, agreeableness, conscientiousness, trait anger, and sphere specific locus of control moderate the stressor-strain relationship between task conflict, relationship conflict, incivility and workplace and health outcomes. The results suggest that extraversion, neuroticism, conscientiousness, agreeableness, trait anger, and locus of control play significant roles in how workplace aggression affects individuals. These findings suggest that occupations that experience a high level of workplace aggression should consider incorporating these personality traits into their selection system as a way of limiting or reducing the effects workplace aggression can have on individual health, wellbeing, and job outcomes.

A criança como ator na resolução de conflitos interpessoais

Relatório da Prática Profissional Supervisionada Mestrado em Educação Pré-Escolar

Mediação de Conflitos Interpessoais

Relatório da UC Seminário de Apoio à Prática Profissional Supervisionada Mestrado em Educação Pré-Escolar

O diário de grupo como instrumento mediador na resolução de conflitos entre pares

Relatório da Prática Profissional Supervisionada Mestrado em Educação Pré-Escolar

O papel das crianças e do educador na gestão de conflitos interpessoais

Relatório da Prática Profissional Supervisionada Mestrado em Educação Pré-Escolar

Saber cooperar para saber aprender: contributos da aprendizagem cooperativa na promoção de competências sociais e no sucesso educativo através do desenvolvimento de um projeto curricular integrado

Relatório de estágio de mestrado em Educação Pré-Escolar e Ensino do 1.º Ciclo do Ensino Básico

Passion for Ski Mountaineering and Relationship Quality: The Mediating Role of Team Cohesion

Vallerand and colleagues (2003) developed a dualistic model of passion, wherein two types of passion are proposed: harmonious and obsessive passions that predict adaptive and less adaptive interpersonal outcomes, respectively. The present study examined the mediating role of team cohesion between passion and relationship satisfaction and interpersonal conflict with teammates. We hypothesized that harmonious and obsessive passions would be positively and negatively related to team cohesion, respectively, which, in turn should be associated with high relationship satisfaction and low interpersonal conflict with teammates. Ski mountaineers (N = 559) participating in the "Patrouille des Glaciers" completed an initial questionnaire assessing harmonious and obsessive passions for ski mountaineering and team cohesion before the race. After the race, a second questionnaire was completed and assessed participants' relationship quality with teammates and team conflict during the race. Results from path analyses supported the hypothesized model. Future research directions are discussed in light of the dualistic model of passion and team cohesion literature.

Job Demands and Organizational Citizenship Behavior: The Roles of Organizational Commitment and Social Interaction

Drawing from the Job Demands-Resources (JD-R) model and research on social exchange relationships, this study investigates the impact of three job demands (work overload, interpersonal conflict, and dissatisfaction with the organization’s current situation) on employees’ organizational citizenship behavior (OCB), the hitherto unexplored mediating role of organizational commitment in the link between job demands and organizational citizenship behavior (OCB), as well as how this mediating effect might be moderated by social interaction. Using a multi-source, two-wave research design, surveys were administered to 707 employees and their supervisors in a Mexican-based organization. The hypotheses were tested with hierarchical regression analysis. The results indicate a direct negative relationship between interpersonal conflict and OCB, and a mediating effect of organizational commitment for interpersonal conflict and dissatisfaction with the organization’s current situation. Further, social interaction moderates the mediating effect of organizational commitment for each of the three job demands such that the mediating effect is weaker at higher levels of social interaction. The study suggests that organizations aiming to instill OCB among their employees should match the immediate work context surrounding their task execution with an internal environment that promotes informal relationship building.

L'étude de la relation entre la culture organisationnelle et la violence au travail

Ce mémoire a pour objectif d’étudier la relation entre la culture organisationnelle et la violence au travail. Plus spécifiquement, les résultats permettent de déterminer comment la perception des cultures organisationnelles de type groupal, développemental, hiérarchique et rationnel de l’approche des valeurs concurrentes de Cameron et Quinn (1999) s’associent aux conflits interpersonnels et au harcèlement physique et sexuel dans les organisations. Les données proviennent de l’Étude SALVEO, menée par l’Équipe de recherche sur le travail et la santé mentale de l’Université de Montréal. À notre connaissance, aucune étude n’a étudié les perceptions des cultures organisationnelles globales des entreprises. Les études antérieures se sont intéressées à certains traits spécifiques des cultures, telles que l’acceptation, la tolérance et la banalisation de la violence, sans considérer intégralement la culture organisationnelle. Il est possible d’utiliser le modèle de Cameron et Quinn (1999) avec l’échelle de Marchand, Haines et Dextras-Gauthier (2013) pour mesurer la perception que les travailleurs se font de leur culture organisationnelle pour pouvoir les associer avec les niveaux de conflits interpersonnels et de harcèlement physique et sexuel par la suite. Les analyses multiniveaux de cette recherche ont révélé que la culture groupale s’associe à des niveaux plus bas de conflits interpersonnels et la culture développementale à des niveaux plus élevés. Bien que les résultats ne soient pas significatifs pour tous les types de culture organisationnelle, les entreprises qui adoptent des caractéristiques de la culture groupale, telles que le soutien social, la participation des travailleurs et la justice organisationnelle, semblent mieux prévenir le phénomène de la violence au travail. D’autre part, l’intégration d’un grand nombre de variables contrôles a permis de déterminer que les facteurs individuels et organisationnels les plus associés à la violence sont : le fait d’être une femme, d’être jeune, d’être syndiqué, l’effort au travail et l’injustice organisationnelle.

La réaction de stress physiologique à la violence au travail

Directeur(s) de thèse : Alain Marchand. M. Sc. Université de Montréal 2015. Comprend un résumé en anglais et en français. Disponible en format Adobe PDF.

Longitudinal platelet reactivity to acute psychological stress among older men and women

Platelet reactivity to acute stress is associated with increased cardiovascular disease risk; however, little research exists to provide systematic methodological foundations needed to generate strong longitudinal research designs. Study objectives were: 1) to evaluate whether markers of platelet function increase in response to an acute psychological stress test among older adults, 2) to establish whether reactivity remains robust upon repeated administration (i.e. three occasions approximately 1 year apart), and 3) to evaluate whether two different acute speech stress tasks elicit similar platelet responses. The 149 subjects (mean age 71 years) gave a brief impromptu speech on one of two randomly assigned topics involving interpersonal conflict. Blood samples drawn at baseline and post-speech were assayed using flow cytometry for platelet responses on three outcomes (% aggregates, % P-selectin expression, and % fibrinogen receptor expression). Three-level hierarchical linear modeling analyses revealed significant stress-induced increases in platelet activation on all outcomes (p < 0.001). No significant habituation on any measure was found. Additional reactivity differences were associated with male gender, history of myocardial infarction, and use of aspirin, statins, and antidepressants. The results demonstrate that laboratory acute stress tests continued to produce robust platelet reactivity on three activation markers among older adults over 3 years.