René Mokounkolo

Validation d’une Échelle de Frustration des Besoins Psychologiques au Travail (EFBPT)

Resume Les trois etudes presentees concernent l’adaptation en langue francaise et au contexte du travail d’un questionnaire developpe par Bartholomew, Ntoumanis, Ryan et Thogersen-Ntoumani (2011) permettant de mesurer la frustration des besoins de competence, d’autonomie et d’appartenance sociale. Des analyses factorielles exploratoire (Etude 1) et confirmatoire (Etude 2) ont ete realisees chez des salaries francais. Les resultats obtenus attestent d’une consistance interne satisfaisante et confirment la structure tridimensionnelle de ce nouvel outil (i.e., EFBPT). De plus, la validite de construit de cette echelle de mesure a egalement ete soutenue (Etude 3).

Emotional labour profiles: Associations with key predictors and outcomes

ABSTRACT The present study examines how three emotional labour strategies (hiding feelings, faking emotions, and deep acting) combine within different profiles of workers among two samples characterised by different types and intensity of customer contact. In addition, this research investigates the role of perceived workload as well as perceived organisational support, supervisor support, and colleagues support in the prediction of profile membership. Finally, this research also documents the relation between emotional labour profiles and adaptive and maladaptive work outcomes (job satisfaction, work performance, emotional exhaustion, sleeping problems, psychological detachment, and counterproductive work behaviours). Latent profile analysis revealed three similar emotional labour profiles in both samples. Results also showed the most desirable levels on all outcomes to be associated with Profile 3 (Low Emotional Labor/Low Surface Acting and Moderate Deep Acting), followed by Profile 2 (Moderate Emotional Labor/Moderate Surface Acting and High Deep Acting) and Profile 1 (High Emotional Labor), with most comparisons being statistically significant in both samples. In contrast, a more diversified pattern of findings was observed in the prediction of profile membership. For instance, perceived colleagues support did not predict membership into any of the profiles, while supervisor support predicted an increased likelihood of membership into Profile 3 relative to Profiles 1 and 2.

Psychosocial variables related to the international professional mobility of Congolese and Moroccan executives

Taking a sociocognitive approach, the aims of our research were to identify the links between Psychosocial variables and the international professional mobility of Moroccan and Congolese executives, and to examine the extent to which this desire can be explained by a hypothetical model, setting the explanatory psychosocial variables and the explained variable in a nomological space. The investigation was conducted through a set of questionnaires completed by 63 Congolese and 128 Moroccan executives. The results identify the executives who are satisfied with their present career and their life in general and who believe in the advantages of a national career, and those who express a desire for change and believe in the advantages of an international career. The former aspire to a sedentary life, while the latter show a tendency towards mobility. The discussion underlines the relevance of this sociocognitive approach and method based on nomological space to explain these results. It also raises management issues regarding the international mobility of African executives in a context of accelerated globalization.