Les processus psychologiques à l'œuvre dans la procédure de recrutement

Laberon Sonia. Les processus psychologiques à l'œuvre dans la procédure de recrutement. In: Bulletin de psychologie, tome 56 n°465, 2003. pp. 426-428

Les processus psychologiques à l'oeuvre dans la procédure de recrutement (effet du genre et du niveau du poste sur le choix de caractéristiques rationnelles et irrationnelles requises pour la sélection par une population d'experts et de novices en recrutement)

La présente recherche a pour objectif d'étudier les processus psychologiques à l'oeuvre dans l'une des 1ères étapes du recrutement : la démarche du choix des prédicteurs. Selon l'hypothèse générale, les recruteurs auraient des représentations stéréotypées des caractéristiques liées à la réussite professionnelle des candidats qui seraient indépendantes du niveau d'expertise des recruteurs. Un questionnaire a été construit et propose à des experts en recrutement (N=384) et à des novices (N=384) d'évaluer l'importance et l'adéquation perçues de différentes caractéristiques du candidat pour la sélection à partir de 4 profils de postes fictifs. Les postes présentés varient en fonction de leur genre et de leur niveau et les caractéristiques du candidat proposées sont "rationnelles" et "irrationnelles" (sexe, âge, niveau de formation, espérience professionnelle, internalité, externalité, ...). Les résultats mettent en évidence un certain nombre de représentations stéréotypées globalement dépendantes du genre et du niveau des postes et indépendantes du niveau d'expertise des évaluateurs. Ils montrent aussi que l'importance déclarée et effective de certaines caractéristiques dans la sélection sont divergentes. En outre les caractéristiques socio-démographiques des experts ne prédiraient pas le choix de caractéristiques valides ou stéréotypées mais provoqueraient des effets de similitude qui influenceraient l'adéquation perçue de certaines caractéristiques du candidat. Enfin le choix des techniques d'évaluation dépendrait davantage de leur coût, de leur rapidité d'application et du niveau du poste à pourvoir que de leur validité scientifique. La discussion propose que le choix des prédicteurs soit lié à des logiques différentes de celles de la rationalité scientifique, des logiques plus pragmatiques, sociales et économiques. Ceci permet d'envisager des perspectives fondamentales et appliquées à cette recherche.BORDEAUX2-BU Sci.Homme/Odontol. (330632102) / SudocSudocFranceF

Représentations du « trouble psychique » et adéquation à l’emploi perçue par des employeurs du milieu ordinaire de travail en France

Le processus de stigmatisation est un des principaux freins à l’emploi des personnes présentant des troubles psychiques. Sonder les représentations de l’employeur est un premier indicateur de la compréhension générale des processus psychologiques qui le guident dans le recrutement de ce type de public. La présente étude vise à identifier les représentations d’employeurs vis-à-vis du « trouble psychique » en général et au travail, et des prérequis pour l’embauche afin de comprendre les processus psychologiques qui conduisent à l’exclusion professionnelle des personnes en situation de handicap psychique.Vingt-neuf entretiens semi-directifs ont été menés auprès d’employeurs d’organisations implantées sur le territoire français et soumises à l’obligation d’emploi de travailleurs handicapés (OETH). Les résultats montrent des représentations du trouble psychique très péjoratives axées sur la déviance sociale (non-conformité à la norme sociale) et le préjudice que ces personnes constitueraient pour la société tout entière à cause des perturbations de l’interaction sociale et du fardeau qu’induirait le trouble psychique pour l’entourage et particulièrement pour le milieu de travail. L’analyse des prérequis pour l’embauche de personnes en situation de handicap psychique montre à quel point ces représentations sont des freins au recrutement principalement liés à un manque d’adéquation perçue à l’emploi.Des perspectives de recherche et d’actions visant l’apprentissage et le perfectionnement des pratiques de recrutement et d’intégration en milieu de travail sont proposées pour accompagner les acteurs des organisations dans ce type d’inclusion.Introduction People with mental disorders face stigma and discriminatory hiring practices in the competitive labour market. This study on employers’ representations of mental disorders provides knowledge regarding the specifics of their negative perceptions for this population, which appears to be an important barrier to their inclusion in the workplace. Heilman’s lack of fit model (1983) enabled to show that recruiters seek to match the characteristics they perceive in candidates with those they deem necessary to succeed in the organization. A lack of fit between the two components—candidates and the selection criteria—would explain the non-selection of the applicant. This psychological process can be applied to the recruitment of people with psychiatric disabilities.Objectives The goal of this study was to identify employers’ representations towards mental disorder in general and in the workplace particularly, as well as to determine the prerequisites for hiring this population. As such, this would allow to better understand the psychological processes involved in the exclusion of people with psychiatric disabilities.Method In a qualitative study, 29 semi-structured interviews were conducted with employers and HR Department representatives of organizations in France that were under the French legal obligation to hire people with a disability (organizations having more than 20 employees). We used the free association technique to identify representational contents concerning mental disorder. Qualitative data on the essential prerequisites for recruitment were collected through open-ended questions. The data were processed by a categorical content analysis conducted independently by three researchers. The structure of the representation was identified by distinguishing the components of the central nucleus from those of the peripheral nucleus according to the two criteria of the method of Moliner (1994): the index of popularity of each element and the co-occurrence between each element of the representation.Results Results revealed negative representations of people with mental disorders, focusing on social deviance and harm to society, believing that people with mental disorders would have non-standard skills and behaviours and would be socially disruptive and burdensome, particularly in the workplace. The analysis of the prerequisites for hiring persons with psychiatric disabilities showed how these representations towards mental disorders are barriers for their recruitment, mainly linked to a perceived lack of employment fit.Conclusion Future avenues of research and actions are suggested. They are as follows: learning, education on mental disorders, training and specific techniques to reduce organizational stakeholders’ stereotypes and prejudice. Also, supporting stakeholders for the inclusion of people with mental disorders in the workplace appears fundamental, especially by improving recruitment and integration practises

Effet de la qualité perçue de la procédure de recrutement sur la perception de la réussite d’intégration organisationnelle.

International audienc

Psychosocial transition to retirement and adjustment to retired life: influence on well-being and mental health in retired farmers.

This article investigates the relationship between psycho-social transition to retirement on the wellbeing and mental health of retired farmers through their adjustment to retired life. The sample was taken from the Approche Multidisciplinaire Intégrée cohort, a French prospective study of retired farmers living in rural areas in south-western France. Cross-sectional analyses were conducted on a sample of 530 participants. The wellbeing and mental health of retirees were investigated through three outcomes: satisfaction with current life, perceived health and depression. Multiple mediator models show that the more retirees consider retirement as a positive event, the better they adapt to the new temporality of their retirement life and the more they feel satisfied with their current life, healthy and less depressed. Acceptance of the end of working life is also a mediator in the perceived health model. These results highlight the centrality of the adjustment to the new temporality induced by retirement. They indicate that the level of this adjustment is linked to how retirement is affectively experienced, regardless of its duration

Stratégies de retour au travail d’employés ayant fait l’expérience d’une dépression : perspectives des employeurs et des cadres des ressources humaines

La dépression majeure est l’une des premières causes d’incapacité au travail dans le monde et a de nombreuses conséquences tant sur l’employé concerné qu’auprès des acteurs du milieu de travail.Objectif Nous visons à documenter, selon la perspective des employeurs et des cadres des ressources humaines, les stratégies que ces acteurs préconisent dans leur organisation pour faciliter le retour au travail (RaT) d’employés en absence maladie due à une dépression.Méthode Deux cent dix-neuf employeurs et cadres de ressources humaines (n = 219) ont accepté de répondre à une entrevue semi-structurée téléphonique. La question abordée dans cet article était : « Selon vous, quelles sont les stratégies les plus efficaces pour aider un employé ayant reçu un diagnostic de dépression à retourner au travail ? » La codification du verbatim a été effectuée à partir d’études empiriques et de théories existantes.Résultats Trente-quatre (34) stratégies réparties sur six grands principes ont émergé : 1) Contact avec l’employé en absence maladie (10 stratégies) ; 2) Évaluation et planification du RaT sans précipitation (6) ; 3) Formation des gestionnaires et du collectif de travail à la problématique de la santé mentale au travail (4) ; 4) Concertation des acteurs clés du RaT (4) ; 5) RaT progressif avec aménagements (4) ; 6) Suivi de la santé de l’employé et de son travail (6).Conclusion Ces principes articulés autour de 34 stratégies du RaT vont au-delà d’un processus étapiste de nature chronologique. Articulés dans un programme de RaT, ils devront être testés afin d’évaluer leurs retombées dans les organisations, notamment sur la gestion de l’incapacité au travail.Major depression is one of the leading causes of work disability across the world. In Canada, the lifetime prevalence of depression varies from 10 to 12%. Depression impacts not only the employee who is often stigmatized and can lose his professional identity, but also has consequences on colleagues and supervisors in organizations. In the literature, four models are described from which employers and managers use in their organizations to make decisions regarding the work disability of employees on sick leave: biomedical, financial management, personnel management, and organizational development. These models can also be supported by economic, legal and ethical interests. Even though these models are essential to better understand the decision of employers and HR regarding work disability, information remains scarce regarding the concrete strategies used by these stakeholders to facilitate the return to work for employees on sick leave due to depression.Objectives the aim of this paper is to document, considering employers’ and human resources’ perspectives, the best strategies to put in place to facilitate the return to work of employees on sick leave due to depression.Method This study was part of a larger study carried out in Canada to assess factors influencing the return to work after a depression-related sick leave, taking into account the viewpoint of four types of stakeholders: employers/human resources, supervisors, unions and people diagnosed with depression. 219 employers (68.5%) and human resources directors (31.5%) from 82.6% organizations having more than 100 employees accepted to answer a telephone semi-structured interview. The question of interest in this study is: In your opinion, what are the best strategies to help an employee who has had a depression to return to work? Coding was influenced by empirical findings and theories related to psychosocial risk factors that the authors use in their respective disciplines as well as return to work principles/steps mentioned in the literature. The main objective was to keep all the strategies mentioned by participants, and analyzing them with major principles of return to work.Results 24 return to work strategies spread on six principles emerged: 1) Contact with the employee during his sick leave (10 strategies); 2) Evaluate and plan the return to work without precipitating it (6); 3) Training for managers and colleagues regarding mental health in the workplace (4); 4) Concertation between key return to work stakeholders (4); 5) Progressive return to work with work accommodations (4); 6) Health and work follow-up regarding the employee (6).Conclusion These six principles including 34 strategies are usually related to the timeframe process of the return to work, though they can be implemented sometimes in parallel. This possible overlap reinforces the idea to consider the return to work as sustainable in order to prevent potential relapses and improve the performance at work. Next steps will be to systematically implement these principles and strategies in organizations in order to evaluate their impact on return to work of employees on sick leave due to depression

Psychosocial risks in small enterprises: the mediating role of perceived working conditions in the relationship between enterprise size and workers’ anxious or depressive episodes

International audiencePurpose. The relationship between enterprise size and psychosocial working conditions has received little attention so far but some findings suggest that conditions are more favorable in small enterprises. This could have a positive impact on workers’ mental health. The objective of this study was to test the mediating effect of perceived working conditions in the relationship between enterprise size and anxious or depressive episodes. Methods. Data from the 2010 SUMER – Surveillance Médicale des Expositions aux Risques professionnels (French periodical cross-sectional survey) were analyzed; N = 31,420 for the present study. Anxious or depressive episodes were measured with the hospital anxiety and depression scale and the perceived working conditions were psychological demand, decision latitude and social support as assessed with Karasek's job content questionnaire. The indirect effect was tested according to the method proposed by Preacher and Hayes. Results. In a multivariate logistic regression, the risk of anxious or depressive episodes was found to be lower in micro enterprises (2–9 employees). Formal tests pointed to a significant indirect effect of enterprise size on mental health through perceived working conditions, with a larger effect for psychological demand. Conclusion. This study highlights perceived working conditions as an explanation of the effects of enterprise size

Psychological transition and adjustment processes related to retirement: Influence on cognitive functioning

peer reviewedObjective: To investigate the relationship between psychological transition and adjustment to retirement and cognitive performances in older adults. Methods: The study’s sample was taken from the Approche Multidisciplinaire Int egr ee cohort, a French prospective study of retirees from agriculture, aged 65 and over, living in rural settings in southwestern France. The cross-sectional analyses were conducted on a sample of 590 elderly people without dementia at baseline and for whom information on perception of the work setting, experience of the retirement transition and adaptation to retirement life (nine variables) as well as neuropsychological measures (global cognitive functioning, episodic memory, verbal fluency, attention and psychomotor speed) were available at first visit. Results: Multivariable linear regression analyses, including nine variables related to retirement and adjusted for potential confounding factors, indicated that three of them positive consideration of former work situation, development of new activities during retirement and good adaptation to free time were associated with better cognitive performances. Conclusions: We found that several factors proved to be determinants of good cognitive functioning at retirement and could serve as a basis for the development of more efficient intervention programs aimed at helping retirees to maintain good cognitive functioning after retirement