Le fonctionnement optimal psychologique : apports conceptuels et méthodologiques

Jaotombo, Franck

doi:10.1016/j.pto.2019.06.001

Cited by 3 publications

(2 citation statements)

References 75 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Finally, while the predictive validity of the VOPi on job satisfaction and organizational commitment was demonstrated, it would be interesting to test it on other indicators of wellbeing. Indeed, because VOP promote the psychological health of workers, their relations with flow at work (Gu et al, 2020), flourishing (Diener et al, 2010), or optimal psychological functioning (Jaotombo, 2019) could further confirm their virtuous nature.…”

Section: Discussionmentioning

confidence: 99%

Virtuous Organizational Practices: A New Construct and a New Inventory

et al. 2021

View full text Add to dashboard Cite

Research on the identification of organizational practices that promote individual and organizational performance is now very extensive. However, several studies have revealed the dark side of these practices on employees’ psychological health. Consequently, researchers have called on the scientific community to focus on the well-being of workers and to identify the organizational practices that promote it. Thus, the aim of the present research was to fill this gap by introducing a new conceptualization of organizational practices supporting the psychological health of employees and proposing a new improved measure to assess them. Drawing on the American Psychological Association’s model of Psychologically healthy workplace, we first conceptualized the innovative multidimensional construct of virtuous organizational practices. We then conducted four studies (N = 1,407) to develop and validate the Virtuous Organizational Practices inventory. Results of exploratory statistical analyses provide strong evidence of the second-order factor structure of the inventory in different French samples and of the convergent, predictive and incremental validity of this tool. Implications for researchers, organizations and practitioners and avenues for future research are discussed.

show abstract

Section: Discussionmentioning

confidence: 99%

Virtuous Organizational Practices: A New Construct and a New Inventory

et al. 2021

View full text Add to dashboard Cite

show abstract

“…Occupational health psychology has extended beyond the medical model of health, shifting from a pathogenic to a salutogenic approach, including the promotion of health, well-being and flourishing (Macik-Frey et al , 2007), in which health is seen in terms of optimal functioning (i.e. when individuals have reached their maximum potential in terms of health and performance) (Jaotombo, 2019). Thus, the study of well-being at work is now incorporated into the domain of positive organisational studies, and since the advent of the positive psychology paradigm, it has become a major research topic in occupational psychology (Seligman and Csikszentmihalyi, 2000).…”

Section: Well-being and Performance At Workmentioning

confidence: 99%

Well-being and performance at work: a new approach favourable to the optimal functioning of workers through virtuous organisational practices

Aubouin-Bonnaventure

Chevalier

Lahiani³

et al. 2023

IJOA

View full text Add to dashboard Cite

Purpose The post-COVID-19 era is characterised in the professional field by a deterioration in the psychological health of employees and by “The Great Resignation”. These phenomena require managers to rethink both organisational and HR strategies to protect their workers’ health, to retain them in their job and, in fine, to ensure the sustainability of the organisation. However, studies have demonstrated that high performance work systems (HPWS), which are currently the dominant approach in human resource management, are related to an intensification of work and consequently a deterioration of employees’ health (conflicting outcomes perspective). At the same time, workers’ well-being has been shown to be associated with numerous organisational outcomes, such as individual performance. However, relatively few articles have investigated win–win organisational practices or programmes that promote the well-being and consequently performance of workers. These include virtuous organisational practices (VOPs), which specifically aim to enhance employees’ well-being, considered not as a means to an end, but as an end in itself (mutual gains perspective). This paper aims to develop the general hypothesis that VOPs could increase employees’ performance by protecting their health and thus offer an alternative to HPWS. Design/methodology/approach We review relevant current research on psychological well-being and work performance and present innovative systems of organisational practices such as VOPs that create psychologically healthy workplaces and enhance workers’ optimal functioning (well-being and performance). Findings Based on theoretical arguments and empirical studies, we hypothesise that alternative practices such as VOPs can increase employees’ performance while protecting their health and encouraging them to stay in the organisation. Research limitations/implications After this review, we discuss future avenues for research to encourage the scientific community to test this hypothesis. Practical implications Finally, we make a number of specific recommendations about how to (1) appraise, design and implement VOPs, (2) enhance organisational communication and managerial adherence to VOPs, and (3) train managers in R.I.G.H.T leadership behaviours. Originality/value Presentation of an original approach in this research field: the VOPs.

show abstract

Bifactor exploratory structural equation modeling: A meta-analytic review of model fit

Gegenfurtner

2022

Front. Psychol.

View full text Add to dashboard Cite

Multivariate behavioral research often focuses on latent constructs—such as motivation, self-concept, or wellbeing—that cannot be directly observed. Typically, these latent constructs are measured with items in standardized instruments. To test the factorial structure and multidimensionality of latent constructs in educational and psychological research, Morin et al. (2016a) proposed bifactor exploratory structural equation modeling (B-ESEM). This meta-analytic review (158 studies, k = 308, N = 778,624) aimed to estimate the extent to which B-ESEM model fit differs from other model representations, including confirmatory factor analysis (CFA), exploratory structural equation modeling (ESEM), hierarchical CFA, hierarchical ESEM, and bifactor-CFA. The study domains included learning and instruction, motivation and emotion, self and identity, depression and wellbeing, and interpersonal relations. The meta-analyzed fit indices were the χ2/df ratio, the comparative fit index (CFI), the Tucker-Lewis index (TLI), the root mean square error of approximation (RMSEA), and the standardized root mean squared residual (SRMR). The findings of this meta-analytic review indicate that the B-ESEM model fit is superior to the fit of reference models. Furthermore, the results suggest that model fit is sensitive to sample size, item number, and the number of specific and general factors in a model.

show abstract

Le fonctionnement optimal psychologique : apports conceptuels et méthodologiques

Cited by 3 publications

References 75 publications

Virtuous Organizational Practices: A New Construct and a New Inventory

Virtuous Organizational Practices: A New Construct and a New Inventory

Well-being and performance at work: a new approach favourable to the optimal functioning of workers through virtuous organisational practices

Bifactor exploratory structural equation modeling: A meta-analytic review of model fit

Contact Info

Product

Resources

About