François Courcy

From strengths use to work performance: The role of harmonious passion, subjective vitality, and concentration

Research has shown that strengths use and development can foster individual performance and well-being at work. However, to date little is known about the underlying psychological processes that might be operating in this relation. The purpose of this study was first to confirm the strengths use to work performance association and, second, to assess theoretical models of strengths use by testing a path model from strengths use to work performance, through harmonious passion, subjective vitality, and concentration. This study was conducted on a sample of 404 French-speaking Canadian workers and structural equation modeling analyses were performed in order to test the proposed model. Results show an association between strengths use and work performance. Further, this relation is completely mediated by the proposed variables. Theoretical and applied implications are discussed.

Psychosocial Work Environment and Prediction of Quality of Care Indicators in One Canadian Health Center

BACKGROUND Few studies link organizational variables and outcomes to quality indicators. This approach would expose operant mechanisms by which work environment characteristics and organizational outcomes affect clinical effectiveness, safety, and quality indicators. QUESTION What are the predominant psychosocial variables in the explanation of organizational outcomes and quality indicators (in this case, medication errors and length of stay)? The primary objective of this study was to link the fields of evidence-based practice to the field of decision making, by providing an effective model of intervention to improve safety and quality. METHODS The study involved healthcare workers (n = 243) from 13 different care units of a university affiliated health center in Canada. Data regarding the psychosocial work environment (10 work climate scales, effort/reward imbalance, and social support) was linked to organizational outcomes (absenteeism, turnover, overtime), to the nurse/patient ratio and quality indicators (medication errors and length of stay) using path analyses. RESULTS The models produced in this study revealed a contribution of some psychosocial factors to quality indicators, through an indirect effect of personnel- or human resources-related variables, more precisely: turnover, absenteeism, overtime, and nurse/patient ratio. Four perceptions of work environment appear to play an important part in the indirect effect on both medication errors and length of stay: apparent social support from supervisors, appreciation of the workload demands, pride in being part of ones work team, and effort/reward balance. CONCLUSIONS This study reveals the importance of employee perceptions of the work environment as an indirect predictor of quality of care. Working to improve these perceptions is a good investment for loyalty and attendance. In general, better personnel conditions lead to fewer medication errors and shorter length of stay.

Interpersonal aggression and burnout: the mediating role of psychological climate

Using the theoretical perspectives offered by stressor-stress-strain framework and fairness theory, the authors propose that psychological climate will mediate the positive relationship between interpersonal aggression and employee burnout. Data from a survey of 1893 hospital employees suggested that psychological climate partially mediated the relationship between interpersonal aggression and two of the three dimensions of burnout, emotional exhaustion and depersonalization. The theoretical and practical implications of these findings and directions for future research are discussed.

Factors associated with intended and effective settlement of nursing students and newly graduated nurses in a rural setting after graduation: A mixed-methods review

OBJECTIVES To identify factors that influence the initial plan and final decision to choose a rural area as first employment location in final-year nursing students or newly graduated nurses. DESIGN We conducted a mixed-methods review of the literature, including both published and gray literature, using established criteria. Two reviewers performed data extraction of relevant information independently. DATA SOURCES We retrieved empirical studies from the following databases: PubMED, Embase, CINAHL (EBSCO), Web of Science (SCI and SSCI), The Cochrane Library, Business Source Premier (EBSCO), ERIC, Proquest and PsychInfo. We also searched for empirical studies in the technical and gray literature and reviewed journals related to rural health. Additionally, we conducted searches in websites such as the Center for Health Workforce Planning and Analysis, as well as Google and Google Scholar search engines. RESULTS Of the 523 studies thus screened, 15 were included for data extraction. We identified more than 40 factors associated with initial plans and final decision to settle in a rural area among nursing graduates. CONCLUSIONS Only limited literature is currently available on the factors associated with the intention of nursing students or newly graduated nurses of practicing in rural areas and on the relationship between intention and effective behavior. This review highlights the needs for further research in this field.

Measurement and Management of Work Climate: Cross-Validation of the CRISO Psychological Climate Questionnaire

This paper presents research results that offer answers to the “why,” “what” and “how” of work climate measurement. It also submits to the scientific community a confirmatory cross-validation procedure applied to a new measurement tool, consistent with the works of Jones and Jamess (1979) and of Parker et al. (2003) on psychological climate. The results depict a good model fit for both the English and French versions of the questionnaire. This new instrument offers a comprehensive and manageable approach for the development of a healthy workplace.

The Influence of a Wound Care Teleassistance Service on Nursing Practice: A Case Study in Quebec

BACKGROUND Although telehealth is a promising solution for healthcare professionals who work in remote and rural regions, the influence of specific telehealth applications on the nursing workforce remains unknown. This case study aimed to explore the potential influence of a teleassistance service in wound care (the acronym in French is TASP) on nursing practices and on nurse retention in peripheral areas. MATERIALS AND METHODS We carried out an exploratory single case study based on 16 semistructured interviews with two promoters of TASP, five nursing managers, and nine nurses from three levels of expertise associated with this service. RESULTS According to participants, the main positive influences of TASP were observed in quality of care, professional autonomy, professional development, and decrease of professional isolation. Participants mentioned increased workload associated with global patient data collection at first consultation as a negative effect of TASP. Finally, three possible effects of TASP on nurse retention were identified: none or minimal, imprecise, or mostly positive. CONCLUSIONS This case study highlights the positive influence of TASP on several dimensions of nursing practice, in addition to its essential role in improving the quality of care. However, it is important to consider that the service cannot be considered as a solution to or replacement for the shortage of nurses.

The Effects of Exposure to Psychological Violence in the Workplace on Commitment and Turnover Intentions The Moderating Role of Social Support and Role Stressors

Exposure to workplace violence has been identified as a serious and universal issue facing modern organizations. The present study focuses more specifically on exposure to psychological violence, and its association with turnover intentions as mediated by workplace affective commitment. In addition, we also explore the moderating role of various facets of job demands (role stressors) and resources (social support) on the aforementioned relations. Data collected from 1,228 university employees indicated that experiencing psychological violence at work was associated with lower levels of workplace affective commitment and higher levels of turnover intentions, and that the relation between psychological violence and turnover intentions was partially mediated by commitment. Furthermore, role stressors and social support were found to moderate the negative relation between exposure to psychological violence and workplace affective commitment, as well as between commitment and turnover intentions, but not the direct relation between psychological violence and turnover intentions. Theoretical and research implications for the literature on psychological violence and practical suggestions for minimizing its damaging consequences are proposed.

Distress and job satisfaction after robbery assaults: a longitudinal study

BACKGROUND External/intrusive violence at work can result in psychological distress and can be an important risk to employee health and safety. However, the vast majority of workplace violence studies have employed cross-sectional and correlational research, designed to examine immediate reactions after being assaulted at work. AIMS To explore whether exposure to robbery as a traumatic event may contribute to the onset of typical symptoms of psychological distress (anxiety depression, dysphoria and loss of confidence) and job dissatisfaction over time. METHODS We collected data by using a two-wave panel design, in which employees working the days of bank robberies, in an Italian bank, filled in a questionnaire between 48h and 1 week after the robbery (T1) and 2 months after the robbery (T2). We performed structural equation models to evaluate the fit of different models to our data. RESULTS There were 513 participants at T1 (58% women) and 175 (34%) participants at T2 (62% women). There was a simultaneous association in which psychological distress leads to job dissatisfaction both following robbery and 2 months later. CONCLUSIONS Our findings support a synchronous effects model and suggest that interventions after suffering physical assaults, apart from helping employees to recover their health, should consider restoring their trust and confidence in the organization. This study contributes to understanding the dynamic relationships between a robbery at work and its outcomes over time, by addressing several methodological deficiencies in previous longitudinal studies.

Évaluation et intervention en matière de climat psychologique de travail chez le personnel infirmier : une revue de la littérature

Cette revue de litterature a pour theme central l’influence du climat psychologique de travail et de la satisfaction au travail sur l’intention de quitter chez les infirmieres. Plus specifiquement, il s’agit d’abord d’exposer l’influence des dimensions du climat psychologique de travail, soit les perceptions liees a la nature de l’emploi, au role professionnel, a la qualite du leadership, a la qualite de l’equipe de travail ainsi qu’a l’organisation dans son ensemble, sur l’intention de quitter l’organisation ainsi que la profession chez les infirmieres. Ensuite, il s’agit de mettre en evidence le role mediateur potentiel de la satisfaction au travail dans l’explication du mecanisme par lequel un individu passe d’une perception defavorable des dimensions du climat psychologique de travail aux intentions de quitter. Ce travail se termine sur une recension des pratiques d’evaluation et d’intervention qui pourraient favoriser le succes des demarches d’amelioration du climat psychologique et de la satisfaction au travail aupres des infirmieres.