Le rôle médiateur de la réflexivité et du climat entre la distance de pouvoir et l’efficacité d’une équipe de travail

Auzoult, Laurent; Abdellaoui, Sid

doi:10.1016/j.pto.2016.10.002

Cited by 4 publications

(2 citation statements)

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“…Team reflexivity behaviors at work can be induced through the development of trust values (Widmer, Schippers, & West, 2009), leadership (Lyubovnikova & al., 2017) or power sharing (Auzoult & Abdellaoui, 2011). By developing the team reflexivity, it becomes possible to facilitate the regulation of objectification and its consequences.…”

Section: Discussionmentioning

confidence: 99%

Polish Psychological Bulletin

Auzoult

2021

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Objectification in the workplace refers to relationships in which employees can be reduced to the status of objects. This phenomenon has deleterious consequences for health. In this study we examine the protective role of reflexivity, i.e. self-consciousness and team reflexivity. 98 employees answered an online questionnaire which measured objectification, self-consciousness, team reflexivity, mentalization and instrumentality/humanness. The results highlighted a moderation effect of private self-consciousness in the relations between objectification and its consequences. An elevation of self-consciousness is associated with a decrease in dementalization and is associated with an increase in instrumentality. Team reflexivity promotes a decrease in instrumentality and an elevation in humanness either directly or indirectly via the diminution of objectification. The two forms of reflexivity are therefore complementary when facing objectification in the workplace and its consequences. The question of the articulation of the self and co-regulation processes is discussed in connection with these results.

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Section: Discussionmentioning

confidence: 99%

Polish Psychological Bulletin

Auzoult

2021

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“…Ces éléments renvoient globalement à un type de performance « in-role » avec la recherche d'efficacité au travers de l'atteinte des objectifs fixés. La littérature sur cette thématique de recherche recense plusieurs facteurs pouvant avoir de l'influence sur l'efficience des équipes de travail comme les valeurs au sein du collectif, la composition de l'équipe ou encore l'ambiance au sein de l'équipe (Auzoult & Abdellaoui, 2016). La principale variable qui nous intéresse ici concerne l'influence du style de leadership, en l'occurrence habilitant, sur la perception qu'ont les travailleurs quant à l'efficacité de leur équipe.…”

Section: Leadership Habilitant Et Performance In-role (De Tâche)unclassified