Un style décisionnel adapté requiert de l’énergie psychologique : étude auprès de dirigeants de PME québécoises = An adaptive decision-making style requires psychological energy: a study among SME managers in Quebec

Résumé : Afin de mieux comprendre l’apport de certains facteurs psychologiques impliqués dans la prise de décision, cette étude examine le rôle médiateur des états psychologiques (engagement au travail et épuisement émotionnel) dans le lien unissant le sentiment de compétence et le style décisionnel adapté. L’échantillon est composé de 201 dirigeants de petites et moyennes entreprises québécoises qui ont répondu à un questionnaire en ligne autoadministré. Les résultats indiquent que l’engagement et l’épuisement agissent distinctement. Seulement l’engagement permet d’expliquer le lien entre le sentiment de compétence et un style décisionnel adapté. En contexte de pandémie, qui met à l’épreuve la santé psychologique, il devient important à la prise de décision des dirigeants de non seulement prévenir leur état d’épuisement, mais surtout d’accroître leur état d’engagement. To better understand the contribution of certain psychological factors involved in decision making, this study examines the mediating role of psychological states (work engagement and emotional exhaustion) in the relationship between the sense of competence at work and adaptive decision-making style. The sample comprised 201 small and medium-sized enterprises managers in Quebec who completed a self-report online questionnaire. Results indicated that work engagement and exhaustion act distinctly. Only engagement explains the relationship between a sense of competence and an adaptive decision-making style. In the pandemic context, which exacts a high toll on psychological health, it becomes important for the decision-making of managers to not only prevent their state of exhaustion, but also improve their state of engagement

Going the extra mile (or not): A moderated mediation analysis of job resources, abusive leadership, autonomous motivation, and extra-role performance

Abusive leadership is particularly prevalent in nursing and it can have multiple adverse effects on performance at work. However, little research has examined whether and under what conditions abusive leadership may be detrimental to nurses’ extra-role performance. This cross-sectional study explores whether abusive leadership intensifies the effects of emotional job resources on autonomous motivation, a psychological mechanism that could be responsible for extra-role performance. Data were collected from dyads of registered French-Canadian nurses and their immediate supervisors (n = 99 dyads). The models were tested with path analysis using Mplus. Our results show that extra-role performance is positively associated with nurses’ job emotional resources and autonomous motivation, but negatively associated with abusive leadership. Nurses’ cynicism is also negatively associated with autonomous motivation. Importantly, the indirect relation between emotional resources and extra-role performance through autonomous motivation is moderated by abusive leadership, providing support for a moderated mediation effect. These results add to those supporting a similar moderated mediation mechanism to explain employee attitudes and demonstrate the relevance of self-determination theory in a work context. These findings reinforce the need to focus on the quality of leadership practices as well as interventions aimed at promoting the performance of nurses at work

When workload predicts exposure to bullying behaviours in nurses: The protective role of social support and job recognition

Aims: This study examined the moderating role of two resources (social support and recognition) in the longitudinal relationship between workload and bullying behaviours in nurses. Design: A two-wave (12-month) longitudinal study was conducted. Method: French-Canadian nurses (n = 279) completed an online survey (October 2014 and October 2015) assessing their perceptions of job characteristics within the work environment (workload, social support, job recognition) as well as exposure to negative behaviours at work. Results: Workload positively predicted exposure to bullying behaviours over time, but only when job recognition and social support were low. Workload was unrelated to bullying when social support was high and was negatively related to bullying when job recognition was high. Conclusion: This study aligns with the work environment hypothesis, showing that poorly designed and stressful job environments provide fertile ground for bullying behaviours. Impact: Bullying is a growing concern in the nursing profession that not only undermines nurses’ well-being but also compromises patient safety and care. It is thus important to identify work-related factors that can contribute to the presence of bullying behaviours in nurses in the hopes of reducing their occurrence and repercussions. This study contributes to this endeavour and identifies two key social coping resources that can help manage the stress associated with workload, resulting in less perceived bullying behaviour among nurses. © 2021 John Wiley & Sons Lt

Motivational pathways of occupational and organizational turnover intention among newly registered nurses in Canada

Background Staff turnover is a major issue for health care systems. In a time of labor shortage, it is critical to understand the motivational factors that underlie turnover intention in newly licensed nurses. Purpose To examine whether different forms of motivation (the reasons for which nurses engage in their work) predict intention to quit the occupation and organization through distinct forms (affective and continuance) and targets (occupation and organization) of commitment. Methods Cross-sectional data were collected from a sample of 572 French–Canadian newly registered nurses working in public health care in the province of Quebec, Canada. The hypothesized model was tested by structural equation modeling. Findings Autonomous motivation (nurses accomplish their work primarily out of a sense of pleasure and satisfaction or because they personally endorse the importance or value of their work) negatively predicts intention to quit the profession and organization through target-specific affective commitment. However, although controlled motivation (nurses accomplish their work mainly because of internal or external pressure) is positively associated with continuance commitment to the occupation and organization, it directly predicts, positively so, intention to quit the occupation and organization. Conclusion These results highlight the complexity of the motivational processes at play in the turnover intention of novice nurses, revealing distinct forms of commitment that explain how motivation quality is related simultaneously to intention to quit the occupation and organization. Health care organizations are advised to promote autonomous over controlled motivation to retain newly recruited nurses and sustain the future of the nursing workforce. © 2017 The Author

Revisiting the interplay between burnout and work engagement: an exploratory structural equation modeling (ESEM) approach

This study aimed to investigate the interplay between burnout and work engagement. More specifically, we examined the energy and identification continua theorized to underlie the relationship between burnout and work engagement by simultaneously evaluating the factorial structure of the Maslach Burnout Inventory-General Survey (MBI-GS) and the Utrecht Work Engagement Scale (UWES). Results from Exploratory Structural Equation Modeling (ESEM) offered little support for these continua, suggesting that burnout and work engagement are not diametrical counterparts. Moreover, ESEM significantly altered the relationships burnout and work engagement hold with job demands and resources (i.e., work overload, job autonomy, and recognition), as well as health-related (i.e., psychological distress) and motivational (i.e., turnover intention) outcomes. These findings shed new light on the health-impairment and motivational processes theorized by the JD-R model. © 2015 The Authors

Committed, inspiring, and healthy teachers: how do school environment and motivational factors facilitate optimal functioning at career start?

This study aimed to deepen the understanding of the role of work motivation in teachers at career start. Participants were 589 beginning French-Canadian teachers working in public elementary and high schools. In addition to situating the forms of motivation (autonomous versus controlled) that drive teachers in the three first years of their career, the results provide support for a model explaining the motivational pathways by which school environment factors (work overload, control, recognition, and sense of community) relate to teachers’ psychological health (emotional exhaustion), attitude toward the job (occupational commitment), and behaviors in the classroom (climate that fosters student attentiveness). © 2016 The Author

Revisiting the Multidimensional Work Motivation Scale (MWMS)

This multi-sample study (5 samples) revisited the content and factor structure of the Multidimensional Work Motivation Scale (MWMS) through exploratory structural equation modelling. Specifically, the operational representation of, and the relations between, the types of behavioural regulation were investigated as was their relation to theoretical outcomes. Results suggest the removal of three problematic items and show that work motivation, as measured by the MWMS, is best represented by a factor structure reflecting autonomous motivation, introjected and external regulation as well as amotivation. Furthermore, introjected regulation is more strongly represented by its avoidance subscale, whereas the two types of external regulation (material and social) are not distinguishable. Lastly, autonomous motivation is linked to optimal employee functioning (e.g., vigor/vitality, satisfaction, lower turnover intention). The two controlled types of regulation have differentiated relations with performance, but are both linked to poor employee health and turnover intention, with (avoidance) introjected regulation being a particularly important predictor. By revisiting the content of the MWMS and cross-validating its structure in five samples, this study provides an empirically adequate representation of the types of regulation and their outcomes. Suggestions for future research aimed at improving the content of the MWMS are also offered

How and when does personal life orientation predict well-being?

Abstract We examined the direct and indirect––as mediated by job satisfaction––effects of personal life orientation on life satisfaction. We also examined whether these direct and indirect associations differed between employees working onsite or remotely. Using data from 432 employees (152 working onsite and 280 working remotely), our results revealed that personal life orientation was positively related to life satisfaction and negatively related to job satisfaction. Moreover, both of these direct associations were stronger among onsite employees than among remote employees. As a result, the indirect effects of personal life orientation on life satisfaction were significantly mediated by job satisfaction among employees working onsite, but not among employees working remotely. This study thus reveals that working remotely may act as a double-edged sword by buffering the negative effects of personal life orientation on job satisfaction, but also by limiting the positive effects of personal life orientation on life satisfaction

Revisiting the Multidimensional Work Motivation Scale (MWMS)

ABSTRACT This multi-sample study (5 samples) revisited the content and factor structure of the Multidimensional Work Motivation Scale (MWMS) through exploratory structural equation modelling. Specifically, the operational representation of, and the relations between, the types of behavioural regulation were investigated as was their relation to theoretical outcomes. Results suggest the removal of three problematic items and show that work motivation, as measured by the MWMS, is best represented by a factor structure reflecting autonomous motivation, introjected and external regulation as well as amotivation. Furthermore, introjected regulation is more strongly represented by its avoidance subscale, whereas the two types of external regulation (material and social) are not distinguishable. Lastly, autonomous motivation is linked to optimal employee functioning (e.g., vigor/vitality, satisfaction, lower turnover intention). The two controlled types of regulation have differentiated relations with performance, but are both linked to poor employee health and turnover intention, with (avoidance) introjected regulation being a particularly important predictor. By revisiting the content of the MWMS and cross-validating its structure in five samples, this study provides an empirically adequate representation of the types of regulation and their outcomes. Suggestions for future research aimed at improving the content of the MWMS are also offered