The aim of this research was first to identify the differences in the perceptions of stress among French and British managers. A second aim was to examine the levels of stress and the role of job demand, support, relationships at work and coping on well-being. Lastly, it was to evaluate the effects of coping resources on well-being. Interviews indicated that differences exist in the understanding of stress. British managers attributed causes of stress more to workload and deadlines, decision latitude and lack of information. French managers viewed relationships at work as a primary cause of stress, followed by incidents and organisational culture. Unclear job role was a similar and important source of stress in both samples. There was no evidence that French managers were more stressed than the British or that they viewed stress as an 'individual issue' as found in previous research. Regression analyses performed on a matching sample of managers (N=156), revealed that job demand had main effects on well-being and intention to quit the organisation in both national samples. However, as already suggested through the interviews, relationships at work turned out to be predictors of intention to quit the company only for the French managers. The UK managers in the repertory grid exercise more often mentioned the term coping in relation to stress than did the French managers. Only in the UK sample, were coping strategies correlated with well-being. While problem-oriented coping strategies correlated positively with well-being, emotion-focused strategies correlated negatively with well-being, confirming previous findings in studies on coping. A longitudinal test of the relationship between job demand and well-being and the moderating effects of coping resources among a French sample (N=150) indicated that some coping resources improved after a training intervention but had no direct or interactive effects on well-being. Only job demand was a significant predictor of well-being. Limitations of the study and implications for further cross-cultural research are discussed.

No description available.

No description available.

This dissertation focuses on the construct and criterion validity of integrity tests and aims to enhance both. To accomplish this goal, three approaches were adopted: First, an overview and systematic comparison of integrity tests was conducted with reference to the construction and application of the tests. Second, the nomological network of integrity tests was expanded with reference to honesty-humility and organizational citizenship behavior at their factor and facet level. Third, two promising methods to reduce faking on integrity tests were tested: the double rating method (Hui, 2001) and the indirect questioning technique. In line with previous research, the results of the overview and comparison of integrity measures confirmed that integrity tests are multidimensional and heterogenous. A clear definition of integrity is urgently needed. The personality trait of honesty-humility and its facets of fairness, and modesty revealed the most significant relationships to integrity. Moreover, organizational citizenship behavior and its facets of altruism, conscientiousness, and sportsmanship were found to significantly relate to integrity. Furthermore, integrity tests were able not only to predict organizational citizenship behavior but also to incrementally predict job performance and organizational citizenship behavior beyond the factor and facet level of the personality traits of conscientiousness and honesty-humility. In contrast to the indirect questioning technique, the double rating method, which includes an other rating and a self rating, was shown to be able to significantly reduce faking on integrity tests in an anonymous survey setting. This dissertation makes an important contribution to better explain the construct and nomological network of integrity, provide a more detailed view on integrity tests and their protection against faking, and expand the predictive and incremental validity of these tests. The implications for future research and practice are further discussed. / Der Fokus dieser Dissertation liegt sowohl auf der Konstrukt- als auch auf der Kriteriumsvalidität von Integritätstests und deren Erhöhung mit Hilfe von drei Ansätzen: (a) Ein Überblick und systematischer Vergleich von Integritätstests mit Bezug auf deren Konstruktion und Anwendung wird erstellt. (b) Das nomologische Netzwerk von Integrität wird erweitert mit Bezug auf Honesty-Humility und freiwilligem Arbeitsverhalten sowohl auf Faktoren- als auch Facettenebene. (c) Zwei vielversprechende Ansätze, um Faking in Integritätstests zu reduzieren, werden getestet: die Doppelte Fragemethode (Hui, 2001) und indirektes Fragen. Im Ergebnis zeigte sich, dass die Multidimensionalität und Heterogenität von Integritätstests bestätigt wurde. Eine klare Definition von Integrität ist dringend notwendig. Mit Blick auf das nomologische Netzwerk zeigte Honesty-Humility und deren Facetten Fairness und Bescheidenheit die höchsten signifikanten Korrelationen mit Integrität. Beim freiwilligen Arbeitsverhalten und deren Facetten Altruismus, Gewissenhaftigkeit und Unkompliziertheit wurden ebenfalls signifikante Zusammenhänge gefunden. Des Weiteren zeigte sich, dass Integritätstests inkrementelle Validität besitzen über die Faktoren und Facetten von Gewissenhaftigkeit und Honesty-Humility hinaus bei der Vorhersage von beruflicher Leistung und bei der Vorhersage von freiwilligem Arbeitsverhalten. Im Hinblick auf die Reduzierung von Faking zeigte nur die Doppelte Fragemethode (d.h. Fremd- und Selbsteinschätzung der Items) in der anonymen Forschungssituation eine signifikante Reduzierung. Diese Dissertation leistet einen wichtigen Beitrag zum besseren Verständnis des Konstruktes und nomologischen Netzwerkes der Integrität, bietet einen detaillierten Einblick in Integritätstests sowie deren Schutz vor Faking und verbessert die prognostische und inkrementelle Validität von Integritätstests. Die Implikationen für zukünftige Forschung und Praxis werden weiterführend diskutiert.

Köln, Universiẗat, Diss., 2001.

Current diagnostic criteria for autism are guided by the 'Triad of Impairments' (Wing & Gould, 1979), of which 'social impairment' forms an individual category. Social difficulties have been observed in children with autism under the age of two years and the difficulties continue throughout adulthood. Few studies have used computer-based training packages (CBTP's) to facilitate social competency in individuals with autistic spectrum disorder (ASD). The present study was completed in two phases: Phase I -compared 14 individuals with ASD (IQ ý: 70), ten individuals with no disabilities (ND) and eight individuals with mild mental retardation (MR; IQ 50-70) on their ability to identify appropriate and inappropriate social interactions using 12 scenarios on a tailor-made DVD. Phase H- the ASD group was divided into two groups. Eight individuals were trained using six of the scenarios from Phase I and eight new scenarios. Following training, both groups with ASD re-viewed the 12 scenarios shown in Phase I. The results showed that individuals with ASD were less able_to identify appropriate and inappropriate social skills than individuals with MR (t (18) = 4.9, p<00 1) or ND (t (13) = 7.5, p<00 1). The severity of the autistic symptoms negatively impacted on performance (r (14) =- . 83, p<. 001). The training group significantly improved their performance (z = -2.52, p= . 05) on both trained (z = -2.207, p= . 027) and untrained scenarios (z = -2.032, p . 042). The untrained group scores showed no significant difference between Phase I and Phase II. The current study identified that individuals with autism have more difficulty understanding inappropriate and appropriate behaviour than their MR and ND peers. However the DVD was an effective method of training a component of social competency for this population. Within the trained group, ability improved on untrained as well as trained scenarios, this suggests a generalisation of skills rather than rote learning or practice effects. Future studies would benefit from addressing how to generalise this skill from computers to 'real-life' situations.

Cette recherche interroge les liens entre l'activité, la vigilance et la pause dans un contexte particulier qu'est le travail de nuit hospitalier. Le travail de nuit est pénible et difficile, car l'opérateur doit à la fois lutter contre la baisse de vigilance (somnolence) et produire une activité dans un état de désactivation nocturne de son organisme (rythme circadien). Ce double effort est à l'origine d’une sur-fatigue propice aux erreurs, aux risques d'incidents et d'accidents. Pour faire face à cet état de fatigue, le travail de nuit a recours à la pause. Mais, dans un contexte caractérisé par la dimension collective de l'activité tel que le travail hospitalier, la prise de pause est influencée par les contraintes de celles-ci. Ainsi, à partir de l'analyse de l'activité du personnel soignant de nuit d'un service d'hospitalisation cardiologie français, la présente thèse suggère que l'activité collective permet non seulement de prendre des pauses collectives, mais également de faire en sorte qu'elles soient de longue durée. De plus, les pauses selon leur durée ont un effet distinct sur la vigilance. En effet, les pauses longues améliorent la vigilance et les pauses courtes stabilisent plutôt la vigilance. En outre, la pause est un moyen de régulation interindividuelle de la fiabilité dans l'équipe en termes de vigilance / This research questions the links between activity, vigilance and breaks during night shift in a healthcare environment. The night shift is tiresome and difficult because the worker must fight against somnolence and perform in a state of nocturnal deactivation of his or her organism (circadian rhythm). This double effort is the cause of the over tiredness, which can cause errors and potential risks of accidents and incidents. To face this state of fatigue, the employee on the night shift needs a break. However, in an environment characterized by how much work is done collectively as in hospital taking a break is influenced by this collective activity. Thus, after analysis of the activity of the night shift of personnel of French cardiology hospital, this thesis recommands that collecty performance allow not only to take collective breaks but also to make them longer. Morever, breaks depending on their duration have a distinct impact on vigilance. Indeed, longer breaks improve vigilance and shorter breaks stabilize vigilance. Besides, a break is a mean interpersonal regulation og rehability on a team.

Ce doctorat de psychologie sociale a eu pour cible principale l'étude des couples mixtes franco-marocains résidant au Maroc (femmes marocaines et hommes français), thème relativement nouveau au Maroc, avec pour objectif l'analyse des représentations que les femmes avaient d'elles-mêmes et de leur partenaire dans cette situation de mixité culturelle conjugale. La recherche a porté sur les niveaux manifeste (par entretiens précédés d’observations...) et latent (récits à six cartes projectives -quatre du Thématique Apperception Test et deux du Family Apperception Test-). Elle a été menée auprès de 20 femmes issues de couples mixtes et de 20 femmes de couples marocco - marocains. L'analyse des résultats (à partir des travaux de Barbara, Hammouche, Streiff-Fenart, Tribalat, Varro, Lemaire et de Klein) démontre la présence de différences statistiques attribuables à la composition culturelle des couples. Elles portent notamment sur : l'intérêt manifesté à la culture du partenaire ; la place du projet de la religion et de l'enfant via la transmission ; la présence de rapports différents au temps qui constituent des générateurs de distance entre les conjoints, voire de conflits. Au niveau de l'imaginaire, les femmes des couples mixtes sont fortement marquées par un vécu de "persécution" dont elles sont à la fois auteurs et destinataires, les hommes étant vécus comme "dépendants" d'elles et "absents", répondant également moins que les hommes des couples autochtones aux désirs des femmes. En conclusion, ces résultats conduisent à s'interroger sur la place du projet et du temps et incitent à approfondir et les mécanismes psychiques impliqués dans ses relations du fait de résultats à teinte parfois paradoxale / This PhD in social psychology was mainly focused on the study of mixed Moroccan and Moroccan couples living in Morocco (Moroccan women and French men), a relatively new theme in Morocco, with the aim of analyzing the representations that women had of "Themselves and their partner in this situation of conjugal cultural diversity. The research focused on manifest levels (through interviews preceded by observations ...) and latent (six-projective storybooks - four from the Apperception Test Theme and two from the Family Apperception Test). It was conducted with 20 women from mixed couples and 20 women from Moroccan - Moroccan couples. The analysis of the results (based on the work of Barbara, Hammouche, Streiff-Fenart, Tribalat, Varro, Lemaire and de Klein) shows the presence of statistical differences attributable to the cultural composition of couples. These include : interest in the partner's culture ; the place of the project of religion and the child via transmission ; the presence of different relationships at the time that constitute generators of distance between the spouses or even conflicts. At the level of the imaginary, women of mixed couples are strongly marked by a "persecution" experience of which they are both authors and recipients, men being experienced as "dependent" and "absent", also responding less than the men of the indigenous couples to the desires of the women. In conclusion, these results lead us to question the place of the project and time and incite to deepen and the psychic mechanisms involved in its relations due to results with sometimes paradoxical hue

Throughout our lives we engage in problem solving, which is thought to depend on executive functions (EFs) e.g., inhibition, shifting and working memory. Previous work has identified the need to consider these abilities in an everyday context. EF skills are known to be impaired in Williams syndrome (WS) and Down syndrome (DS). This thesis aims to investigate experimental and real-life problem solving in WS and DS, and how these groups use EF skills to solve problems, through experimental and questionnaire-based cross-syndrome comparisons. Participants with WS and DS aged 12-24 years (Ns=20) and typically developing (TD) controls (N=56; nonverbal matched subset = 20) completed the Tower of London (TOL) problem-solving task and a battery of EF tests. In a separate study, parents (WS, DS, TD; total N=112) completed the BRIEF (Behavioral Rating Inventory of Executive Functioning) and a novel Problem-Solving Questionnaire. The WS group, but not the DS group, scored more poorly on the TOL than the nonverbal-matched controls. In WS, developmental trajectory analysis indicated over-reliance on planning for TOL performance for low planning scores. For the DS group only speed of picture matching was associated with TOL performance, while more rule violations were exhibited than for the WS group. Questionnaire scores were poor for the WS group in relation to DS and TD groups. Asking for help for the DS group, and becoming emotional for the WS group, was related to reaching the solution. In general, associations between experimental and everyday measures were scarce. It was concluded that: while EFs (planning, visuospatial working memory) were constraining factors for WS problem solving, alternative strategies were used by the DS group to reach the solution; real-life problem solving should be considered in its own right; and poor WS problem solving may be related to emotional difficulties.

The Portfolio presented here is concerned with the subject of Authentic Leadership Development. This subject has become the focus of much attention in the last 10 years by both researchers and practitioners in the leadership and leadership development field. Over the decades there has been a variety of leadership themes and concepts that have garnered similar attention, for example, Transformational & Transactional Leadership, Situational Leadership, Servant Leadership, Contingent Leadership, Ethical Leadership…and now Authentic Leadership. It has probably come to the fore as a result of high profile examples of poor leadership on a global scale. Even before the financial crisis of 2008 there were the examples of Enron and Worldcom and since 2008 there have been the examples of Arthur Andersen and Lehman Brothers (http://www.accounting-degree.org/scandals) and more recently Toshiba, Volkswagen and even FIFA (http://fortune.com/2015/12/27/biggest-corporate-scandals-2015). Although over this last decade there has been this considerable interest in the idea of Authentic Leadership, both as a construct and an effective form of leadership practice, what has been notably lacking, particularly in the academic field, are ideas of how to actually develop authentic leaders. Both anecdotal evidence from the practitioners and empirical evidence from the researchers all point towards Authentic Leadership achieving desirable organisational and business benefits. Yet there is almost a complete absence of any research demonstrating how Authentic Leadership is actually developed. This is the sole purpose of this piece of research, to investigate one particular approach to Authentic Leadership Development (ALD) to see if it works and if so, to try and understand how it works.