Le transfert des apprentissages vers la situation de travail constitue un maillon clé pour assurer à l’organisation les bénéfices de ses investissements en formation. Pourtant, malgré les progrès accomplis sur les plans scientifique et pratique, les corrélations entre l’apprentissage et le transfert demeurent modestes. Ce constat interroge la conception applicative et déterministe du transfert, centrée sur les objectifs organisationnels et la performance individuelle. Passant en revue les avancées dans le domaine, cette contribution propose un modèle conceptuel intégré du transfert soutenant une conception plus adaptative, constructiviste et systémique. Ce modèle place l’apprenant au cœur du processus de transfert et situe le transfert dans son contexte organisationnel. Ce modèle ouvre de nouvelles perspectives pratiques pour l’évaluation des effets de la formation.
Objectifs La présente étude explore le processus de résilience chez des femmes en milieu policier. Design et méthodologie Une étude phénoménologique interprétative fût menée auprès de femmes policières québécoises avec un niveau de résilience bas (n=2) ou élevé (n=2). Résultats L’étude permet d’exposer les ressources intrapsychiques et relationnelles, ainsi que les expériences d’adversité ayant un impact sur le processus de résilience chez des policières plus et moins résilientes. Implications La présente étude offre des pistes de réflexion quant aux interventions cliniques afin de soutenir la résilience de femmes policières. Originalité et contributions Exploration de processus de résilience en contexte d’adversité professionnelle en prenant en considération la réalité féminine.
The article aims to develop a French-language instrument for measuring school climate. To achieve this objective, a Cross-cultural adaptation of the Revised version of the School-Level Environment Questionnaire (SLEQ) was conducted. Developed by Johnson et al. (2007), this version includes 21 items distributed across five factors. An empirical study was carried out with a representative sample of Moroccan teachers (n=1054). Following the translation of the instrument, conducted in accordance with the steps outlined in Vallerand's (1989) method and the Guidelines for Translating and Adapting Tests of the International Test Commission (2019), an Exploratory Factor Analysis was performed on the first half of the sample (n1=527), followed by a Confirmatory Factor Analysis on the other half (n2=527). The findings reveal that, although the factor structure of the English version of the SLEQ was retained, some items had to be removed. As adapted in this study, the SLEQ (translated into French as the Questionnaire sur l’Environnement de l’Établissement Scolaire [QEES]) comprises 15 items, evenly distributed across five dimensions. This study offers a validated French adaptation of the SLEQ, potentially serving as a reference for future validations across various contexts.
While remote work became widespread during the pandemic, it also increased the risk of isolation. This study examines the impact of perceived isolation on job satisfaction, work engagement, and preferences for teleworking. A total of 376 people participated in a cross-sectional study by completing an online questionnaire administered during the second wave of COVID-19. Results reveal that isolation has significant negative effects on these three variables. Furthermore, they show the incremental contribution of isolation beyond commonly studied factors (workload, transformational leadership, organizational resources). While conducted in a confinement context, this research highlights the importance of studying the impact of isolation on employees and of adjusting organizational practices accordingly. (c) 2025 AIPTLF. Published by Elsevier Masson SAS. All rights are reserved, including those for text and data mining, AI training, and similar technologies.
With the increasing number of apprentices in higher education in France, numerous issues have emerged regarding their integration into organizations. Through this study, we aim to uncover the underlying processes that facilitate their integration. Drawing on the literature on organizational socialization, we propose that organizational communication, through learning behavior with technologies is related to a better integration of apprentices by increasing role clarity and self-efficacy. We also propose that this relationship is mediated by learning behaviors with technology. We tested our hypotheses through a structural equation modeling analysis on a sample of 350 student-apprentices. Our findings confirm our hypotheses and emphasize that organizational communication is linked to both role clarity and self-efficacy through learning behaviors with technology. Theoretical and practical implications are discussed.
The article examines verbalization on perceptions of so-called 'foreign' accents in the context of recruitment. Drawing on an exploratory qualitative approach, the study is based on interviews with 22 recruiters working in France (8) and Luxembourg (14). The results showed that accent constitutes an implicit evaluation criterion, often justified by concerns of "clarity" and "comprehension". Three main dimensions emerged from the analysis: implicit linguistic norms, technical rationalizations, and contrasting ethical stances. The study highlighted the persistence of accent-related biases, even in multilingual environments. These findings question professional practices and suggest the need for fairer procedures that reduce the risk of accent-based discrimination. (c) 2025 The Authors. Published by Elsevier Masson SAS on behalf of AIPTLF. This is an open access article under the CC BY license (http://creativecommons.org/licenses/by/4.0/).
The evolution of electronic workplace surveillance technologies over the past decade presents new challenges regarding privacy. Several researchers have identified gaps in the scientific literature concerning the perception of intrusiveness of these technologies and suggest studying their correlates in terms of individual characteristics and the relationship with the supervisor. This study was conducted with a sample of 266 workers from the United Kingdom, Canada, and the United States. It reveals that the perception of intrusiveness is negatively associated with agreeableness and the quality of the leader-member relationship and positively associated with openness. The findings highlight the importance of considering workforce individual characteristics in the use of surveillance technologies. (c) 2025 AIPTLF. Published by Elsevier Masson SAS. All rights are reserved, including those for text and data mining, AI training, and similar technologies.
Objectives The study examined the links between two kinds of leadership (LMX, and tyrannical) and satisfaction with work-life balance, while assessing the mediating roles of digital psychosocial risks (telepressure at work and cyberbullying). Design and methodology A self-administered online questionnaire was completed by employees in the Hauts de France from commerce, banking, insurance sector (n = 203). Results Telepressure and cyberbullying played a partial mediating role in the relationship between LMX and work-life balance satisfaction. Implications Different levels of prevention are to be implemented given the pivotal role of digital mediators for LMX. Originality and contributions: the study clarifies the effects of two leaderships on life-balance satisfaction, taking into account digital risks. (c) 2025 AIPTLF. Published by Elsevier Masson SAS. All rights are reserved, including those for text and data mining, AI training, and similar technologies.
The purpose of this study was to explore the effects of recognition at work on volunteer organizational loyalty and to test the mediating role of affective commitment in this relationship. To achieve this aim, 179 volunteers from a humanitarian organization in Abidjan were interviewed using a questionnaire measuring recognition at work, emotional commitment and volunteer loyalty. The results indicate the indirect effect of recognition on organizational loyalty and the partial mediating role of affective commitment in the relationship between recognition and organizational loyalty. These results provide managers of non-governmental organizations with the elements they need to develop relevant strategies for recruiting and retaining volunteers. @ 2024 AIPTLF. Published by Elsevier Masson SAS. All rights are reserved, including those for text and data mining, AI training, and similar technologies.
Schools' principals experience many stressors that can negatively influence their psychological health. Several elements of the organizational world can influence employees' psychological health, including the work climate, resilience, and political skills. Thus, this article proposes a model of the direct links between these three drivers, and psychological health among principals of French-speaking schools in Ontario and Quebec (Canada). According to the structural equation model, resilience and the work climate significantly influence well-being and psychological distress. Resilience is also the variable that best explains psychological health. When modeled with resilience and the work climate, political skills do not predict psychological health. Several limitations of the article are discussed. @ 2025 The Authors. Published by Elsevier Masson SAS on behalf of AIPTLF. This is an open access article under the CC BY-NC-ND license (http://creativecommons.org/licenses/by-nc-nd/4.0/).
While previous research has illustrated the role of organizational commitment components in employee satisfaction, loyalty, and performance, less attention has been paid to their relationships to indicators of health and stress, and optimal functioning at work. This study uses three independent samples to examine the distinction among affective, normative, perceived sacrifice, and few alternatives commitments and their relationships with emotional exhaustion, depressive symptoms, interpersonal guilt, challenge and hindrance stressors, self-esteem, supervisor-rated job dedication, and job engagement. Findings indicate that affective commitment negatively relates to emotional exhaustion and depressive symptoms and positively relates to interpersonal guilt, job dedication, self-esteem, and job engagement. Normative commitment was negatively associated with self-esteem and job engagement while perceived sacrifice commitment was positively related to these variables. Finally, few alternatives commitment was positively related to emotional exhaustion, depressive symptoms, and job stressors, and negatively related to self-esteem. These findings illustrate both the bright and dark sides of organizational commitment.
En s’appuyant sur la psychologie environnementale appliquée au travail, la théorie du Person–Environment Fit et le job crafting, cette étude examine le processus d’appropriation de l’espace chez les travailleurs hybrides et la manière dont il peut être interprété comme une forme de job crafting environnemental susceptible de soutenir la construction du sens au travail. À partir de 17 entretiens qualitatifs réalisés auprès de salariés italiens en mode hybride, analysés au moyen de l’analyse phénoménologique interprétative et de l’analyse de contenu, les résultats suggèrent que la personnalisation et la configuration active de l’environnement favorisent les processus identitaires, la motivation et la congruence entre soi, le lieu et le rôle professionnel. L’appropriation apparaît ainsi une ressource stratégique soutenant le bien-être et l’engagement, plutôt que comme simple décor. Encourager ces pratiques pourrait faciliter des transitions vers des formes de travail hybride plus durables et centrées sur l’humain. L’étude contribue enfin à enrichir la théorie du job crafting en intégrant explicitement une dimension spatiale, ouvrant de nouvelles perspectives pour la recherche et la pratique managériale.
Introduction Le sens au travail constitue une dimension essentielle de l’emploi et un enjeu sociétal majeur. De nombreux individus cherchent à donner du sens à leur activité professionnelle. Les outils existants mesurent principalement le sens perçu ne permettant pas d’accéder à la satisfaction des individus vis-à-vis de leur sens au travail. Objectifs L’Inventaire de satisfaction du sens au travail a été conçu pour évaluer à la fois le sens perçu et le sens attendu. Le calcul de l’écart entre ces deux dimensions permet d’appréhender la satisfaction liée au sens du travail. Méthode L’outil a été administré par questionnaire en ligne auprès de 706 participants exerçant dans différents secteurs professionnels. Résultats Les résultats montrent de bonnes qualités psychométriques, confirmant la cohérence interne, la stabilité du modèle et la pertinence des dimensions proposées. Conclusion L’Inventaire de satisfaction du sens au travail constitue un outil fiable et novateur pour évaluer la satisfaction associée au sens au travail. En intégrant la mesure des attentes, il ouvre des perspectives d’action concrètes pour renforcer le sens au travail au sein des organisations.
La performance adaptative (PA) correspond aux comportements d’un individu pour s’ajuster, réagir et soutenir les changements dans ses tâches. Le sentiment d’efficacité personnelle et l’engagement au travail sont reconnus comme deux déterminants motivationnels de la PA, mais leur étude conjointe demeure rare. Cette recherche visait à analyser leur contribution distincte et combinée, tout en vérifiant si l’ampleur du changement dans les tâches rehausse l’apport du sentiment d’efficacité personnelle à s’adapter. Les résultats indiquent que les deux déterminants motivationnels sont associés positivement et de façon distincte à la PA. L’ampleur du changement ne modifie pas l’apport du sentiment d’efficacité personnelle à s’adapter. Ces résultats invitent les organisations à stimuler ces deux déterminants, peu importe l’ampleur du changement, pour favoriser la PA des travailleurs. La discussion fournit quelques pistes à cet effet.
Cette étude examine les processus psychologiques susceptibles de prévenir ou d’expliquer l’ennui au travail. Elle propose un modèle de médiation modérée où le sens au travail médiatise la relation entre travail passif du modèle de Karasek et Theorell (1990) et ennui au travail. L’analyse porte également sur le rôle modérateur du soutien social dans la relation entre travail passif et sens au travail. Menée auprès de 204 travailleurs français, elle révèle que le travail passif accroît l’ennui en réduisant le sens accordé au travail. De plus, le soutien social agit comme modérateur : lorsqu’il est faible, la relation entre travail passif et réduction du sens au travail est renforcée. Les implications théoriques et pratiques ouvrent de nouvelles perspectives de prévention de l’ennui au travail.
This cross-sectional study aims to better understand the moderating role of motivations to remain silent and the mediating role of the psychological contract in the relationship between bullying at work and satisfaction (both job and life satisfaction). The results show that bullying is negatively associated with both types of satisfaction, but that the psychological contract does not play a mediating role in this relationship. Motivations to remain silent related to the situation and climate moderate the relationship between bullying and the psychological contract, whereby bullying negatively predicts the psychological contract when these motivations to remain silent are high. (c) 2024 AIPTLF. Published by Elsevier Masson SAS. This is an open access article under the CC BY-NC-ND license (http://creative-commons.org/licenses/by-nc-nd/4.0/).
This research aims to study the links between emotional regulation strategies, psychological health and social support at work among Gabonese employees. It also tests the indirect effects of social support at work between emotional regulation strategies, psychological well-being at work and psychological distress at work. A questionnaire was completed by 169 Gabonese employees. The results show that emotional regulation strategies are correlated with social support at work, psychological well-being at work and psychological distress at work. Mediation analyzes showed that social support at work has a partial mediating effect in the relationships between drivers and psychological well-being at work. (c) 2025 AIPTLF. Published by Elsevier Masson SAS. All rights are reserved, including those for text and data mining, AI training, and similar technologies.
The aim of this exploratory and descriptive study is to examine, in the context of coworking, how individuals working in an open space evaluate their concentration, what factors enhance it, and what strategies they employ to maintain it and manage their telephone conversations despite the reduction in aural and visual privacy. The method is based on systematic observation, self-evaluation and a semi-structured interview. The results show that concentration was positively perceived thanks to factors relating to work conditions and environment, and thanks to occupation strategies. They then show that the location of telephone conversations is chosen according to their predictability, duration and confidentiality. In addition to contributing to the literature on coworking spaces, the study proposes several avenues for improvement in their design, layout and animation.
This article presents the scientific validation process of the Inventory of Quality of Life and Working Conditions (I-QVCT). This questionnaire assesses the perception of quality of life and conditions at work (QVCT). It is composed of 114 items divided into 32 indicators grouped within 8 factors. The study was conducted using a representative sample of French workers (N = 956). The examination of validity, discriminant power, and reliability were satisfactory and demonstrated good psychometric properties of the I-QVCT. The theoretical and practical implications were discussed with regard to the issues of evaluation and improvement of the quality of life and working conditions in France. (c) 2025 AIPTLF. Published by Elsevier Masson SAS. All rights are reserved, including those for text and data mining, AI training, and similar technologies.
