Le bien-être psychologique au travail des professionnels du médical et du paramédical : rôles des échanges leader-membres, du soutien organisationnel perçu, du sentiment d’efficacité et médiations par la satisfaction des besoins psychologiques

Information sharing and feeling of competency at work: a proactive training seeking perspective

“…This individual-level outcome equates to eudemonic well-being at work that depends on the individual's intentional effort to use his/her full potential, while enabling him/her to fulfill organizational responsibilities and expectations (Ryff, 1989). This state results from individuals' need for competency (Dose et al, 2019) and affects one's competency (Deci and Ryan, 2000); that Figure 1 Theoretical model is, the extent to which individuals can perform their job duties competently and successfully through knowledge, skills, abilities and other characteristics (Mansfield, 1996).…”

“…If employees perceive that the organization values their participation and learning behaviors in this new environment, they will feel responsible and try to help the organization achieve its goals (Parker et al, 2019). Employees perceiving clear signals should seek proactive self-training to be up to date with the competencies required for their new high-tech organizational reality (Yang et al, 2022) and feel more competent in their work (Dose et al, 2019).…”

“…FCW corresponds to the "perception of possessing the necessary aptitudes to do one's job efficiently and have mastery of the tasks to perform" (Dagenais-Desmarais and Savoie, 2012, p. 670). FCW is related to the desire to interact effectively with the environment, to feel that one can use one's abilities (Ackerman and Kanfer, 2020;Dose et al, 2019). Without information shared about the expected company's goals, employees will quickly find themselves overwhelmed, which will impact their FCW and thus their behavioral performance (Van Esch et al, 2018).…”

“…Information sharing stands out for its informative and learning nature (Mostafa, 2017). According to signaling theory (Bergh et al, 2014) and self-determination theory (Stone et al, 2009), if individuals understand organizational goals, they should perceive a control and fit to the organizational change, they will feel competent in challenging tasks (Dose et al, 2019) and will identify more with organizational goals (Bos-Nehles and Veenendaal, 2019). Thus, they will consider the different keys that allow them to implement proactive training-seeking behaviors (Parker et al, 2019) and therefore adapt to their environment (Grant and Ashford, 2008) to meet their FCW needs (Stone et al, 2009).…”

Influence du leadership habilitant sur le bien-être au travail et l’engagement organisationnel : étude comparative entre une organisation « habilitante » et une organisation « classique »

“…Cette approche conçoit le BEPT comme une expérience individuelle positive se formant dans le rapport à soi (sérénité), dans les rapports aux autres (harmonie sociale) et dans le rapport au travail (engagement) (Gilbert, Dagenais-Desmarais, & Savoie, 2011 ;Massé et al, 1998). L'amélioration du BEPT est aujourd'hui un enjeu majeur pour les organisations et les pratiques managériales « bientraitantes » occupent une place centrale dans cette mission (Bernaud et al, 2016 ;Caillé & Jeoffrion, 2017 ;Dose, Desrumaux, Colombat, 2019). Quelques études ont bien démontré les liens entre le LH et le bien-être au travail, mais en s'appuyant sur des indicateurs négatifs de santé tels que la dépression (Kim & Beehr, 2017) ou l'épuisement émotionnel (Biron & Bamberger, 2011;Kim & Beehr 2018), mais aucune n'a véritablement testé les liens entre le LH et un indicateur positif de santé au travail tel que le BEPT.…”