Une étude sur le rôle modérateur des traits de personnalité sur la relation entre les conditions de l’organisation du travail et la détresse psychologique

Parent-Lamarche, Annick; Marchand, Alain

doi:10.1016/s1420-2530(16)30162-5

Cited by 4 publications

(3 citation statements)

References 113 publications

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“…Inversely, agreeableness and neuroticism are directly associated with a higher level of psychological distress. Those results are consistent with those of previous studies on self-esteem [ 43 , 60 , 61 ], locus of control [ 19 , 38 , 60 , 66 ] and neuroticism [ 20 , 54 ].…”

Section: Discussionsupporting

confidence: 93%

“…Openness refers to being intellectually curious, keeping an open mind and a rich emotional life [ 55 ]. In terms of its association with psychological distress, openness does not seem to have much of an impact on workers’ mental state [ 19 , 38 ].…”

Section: Empirical Backgroundmentioning

confidence: 99%

“…Locus of control influences one 's emotional response to an event [ 65 ]. Internal locus of control has been found to be associated with a lower level of psychological distress [ 19 , 38 , 60 , 66 ]. These personality-relevant constructs have also been found to play a moderating role by attenuating the effects of adverse work organization conditions on psychological distress [ 19 ].…”

Section: Empirical Backgroundmentioning

confidence: 99%

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A multilevel analysis of the role personality play between work organization conditions and psychological distress

2021

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Background Psychological distress in the workplace is usually attributed to work-related variables as well as non-work-related variables. Individuals working in the same organization can differ in terms of their appraisal of work-related stressors and coping strategies used to face them. The present study aims to evaluate the moderating role personality plays between work organizations conditions and psychological distress in a large sample of Canadian participants working in various occupations and workplaces. Methods Multilevel regression analyses were conducted on a sample that followed a hierarchical structure with workers (N1 = 1958) nested in workplaces (N2 = 63). The direct contribution of workplace and personality was tested in a variance component model as a first step. Following this initial step, we introduced interaction variables by blocks of 11. Those interaction variables refer to each interaction combined with a specific personality variable. Results Psychological demands, number of hours worked, job insecurity, neuroticism, and agreeableness were associated with higher levels of psychological distress. Inversely, decision authority, job recognition, self-esteem, locus of control were associated with lower levels of psychological distress. Lastly, agreeableness played a moderating role between low social support garnered from one’s supervisor and psychological distress. Conclusions To intervene on work-related variables, organizations could reduce psychological demands, minimize the number of hours worked through job redesign, allow teleworking and encourage work schedule flexibility. To reduce job insecurity, organizations could explicitly communicate future organizational plans. In the same vein, decision authority could be targeted by reducing hierarchical steps and increasing autonomy. Lastly, the results pertaining to agreeableness stand in contrast with those of previous studies. We assumed that workers scoring high on agreeableness tend to put themselves last and please others first. These tendencies could make them more susceptible to health issues. With that said, work environments still need workers who are agreeable and nice to be around. To prevent high levels of agreeableness leading to psychological distress, training and information workshops are recommended. Those include stress management interventions and workshops pertaining to time management and relaxation techniques.

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Section: Discussionsupporting

confidence: 93%

Section: Empirical Backgroundmentioning

confidence: 99%

Section: Empirical Backgroundmentioning

confidence: 99%

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A multilevel analysis of the role personality play between work organization conditions and psychological distress

2021

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Employee well-being in the COVID-19 pandemic: The moderating role of teleworking during the first lockdown in the province of Quebec, Canada

Parent-Lamarche

Boulet

2021

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BACKGROUND: The COVID-19 pandemic has had a profound effect on all aspects of society, including mental health. Many employees have had to pivot suddenly to teleworking to prevent the virus from spreading. While teleworking may have some negative consequences, it may also represent a human resources practice that may improve employee well-being. OBJECTIVE: The study main objective was to determine if teleworking played a moderating role in the relation between potential stressors and employee well-being during the first months of the COVID-19 pandemic when working from home. This was based on the theory of conservation of resources. METHODS: Multivariate regression analyses were conducted with Stata 13 software to determine the contribution of potential stressors on employee well-being, as well as the moderating role of teleworking on a sample of 480 Canadian employees. Data were collected once for white and blue collar from both public (67.08%) and private (32.92%) business sectors. RESULTS: Results indicated that work-life imbalances, workload, and marital tension were associated with lower levels of well-being. On the other hand, teleworking and household income were associated with higher levels of well-being. Teleworking also moderated the differences in well-being between the public and private sectors. Teleworking in the public sector seems to increase employee well-being. Conversely, working on-site in the public sector seems to decrease well-being. CONCLUSIONS: Employers need to proactively address work-life imbalances, workloads, and teleworking to maintain employee well-being. Specific recommendations are offered to ensure that teleworking remains positive for employee well-being both during a pandemic and afterward.

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Psychological distress in the workplace: The indirect contribution of work organization conditions to work performance

Parent-Lamarche

Marchand

Saade

2022

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BACKGROUND: Psychological distress affects between 5 and 27% of the general population [1]. Workers facing stressful work conditions are especially at high risk for experiencing psychological distress [1]. OBJECTIVES: To evaluate the association between work organization conditions and work performance via psychological distress. While the individual contribution of work organization conditions to psychological distress and work performance has been examined in the scientific literature, their combined influence on work performance remains relatively unknown. METHODS: To adjust for design effects, we relied on cluster sampling (employees working in organizations). MPlus was used to conduct path analyses [2]. RESULTS: While psychological demands, number of hours worked, and job insecurity were positively associated with psychological distress, job recognition was negatively associated with it. In the same vein, irregular work schedules and job insecurity seem to be negatively associated with work performance. On the one hand, skill utilization, decision latitude, recognition, and job promotion, all seemed to be positively associated with employee’s work performance. On the other hand, psychological demands, number of hours worked, and job insecurity were negatively and indirectly associated with work performance. CONCLUSIONS: Understanding the indirect association between work variables and workers’ psychological distress could promote their work performance. Understanding this association could help shed light on the difficulties employees with psychological distress face while meeting their job requirements. The results of this study should serve as a reminder to intervene on work organization conditions.

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Une étude sur le rôle modérateur des traits de personnalité sur la relation entre les conditions de l’organisation du travail et la détresse psychologique

Cited by 4 publications

References 113 publications

A multilevel analysis of the role personality play between work organization conditions and psychological distress

A multilevel analysis of the role personality play between work organization conditions and psychological distress

Employee well-being in the COVID-19 pandemic: The moderating role of teleworking during the first lockdown in the province of Quebec, Canada

Psychological distress in the workplace: The indirect contribution of work organization conditions to work performance

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