Psychosocial work environment is a subject that has increased over the years. Questions surrounding psychosocial work environment include almost everything that has to do with employees’ mental health at their workplace, such as well-being, community, meaningfulness, influence, and personal development. Previous studies have shown that the number of reported occupational diseases has increased, and therefore it is interesting and important for organizations to get some knowledge on their employees’ psychosocial work environment and to enable them to actively work to improve their work environment. This essay has focused on learning more about the psychosocial work environment in municipal health sector. This was studied through a qualitative interview survey with six employees and two managers at two assisted living facilities with the aim of taking part in the interviewees' experiences of the psychosocial work environment. To get a deeper understanding of their experiences, theories about effort-reward and human relationships has been applied. The main results showed that the interviewee for the most part is satisfied with their work environment, but there is still room for improvement especially when it comes to manager presence, social affirmation, and higher salary. The results also showed that the interviewees to some extend feels stressed and overcommitted when it comes to work tasks.

L’injustice au travail engendre des émotions négatives chez les employés, ces émotions influencent les résultats du travail. Cette recherche vise à mettre en évidence cette perspective en utilisant deux approches théoriques alternatives de l’injustice au travail : La justice organisationnelle et le déséquilibre effort-récompense ainsi que leurs conséquences sur les deux différents échantillons. Basé sur une étude transversale, ce travail compare la justice organisationnelle et le déséquilibre effort-récompense en examinant les perceptions de l’injustice par les employés et leurs relations aux rendements au travail au Pakistan (N=583) et en France (N=241). En plus, nous examinons les effets modérateurs des valeurs humaines sur la relation entre l’injustice au travail et le rendement. Cependant, les résultats de l'analyse de la régression hiérarchique révèlent que les deux modèles théoriques de l’injustice (la justice organisationnelle et le déséquilibre effort-récompense) étaient positivement liés à l'épuisement lié au travail et à l'intention de départ, et négativement liés à l'engagement organisationnel, et au comportement au travail. Nous avons démontré que les valeurs humaines et la sensibilité à l’équité modèrent la relation entre l’injustice et les conséquences du stress dans les deux échantillons. Nous avons aussi abordé notre contribution à la littérature existante, les multiples implications managériales et les pistes de recherches. / Unfairness at work often causes in inducing negative emotions among employees that influence their work outcomes or strains. In this research, we seek to advance this perspective by using two alternative theoretical models of unfairness at work: organizational (in)justice and effort-reward imbalance and its consequences on two different samples of employees. Based on cross-sectional two different samples this study offered a comparison between organizational (in)justice and effort-reward imbalance in examining employees' unfair perceptions and their relationships to work outcomes in Pakistan (N=583) and in France (N=241).Further, this research examined the moderating effects of personal human values and equity sensitivity between the relationships of unfairness at work and outcomes. However, results of hierarchical regression analysis revealed that both theoretical models of unfairness (organizational (in)justice and effort-reward imbalance) were positively related to job-burnout, turnover intention whereas negatively related to organizational commitment, employees’ performance, and employees in role behavior. We also found that personal human values and equity sensitivity moderated the relationship between unfairness and stress outcomes in both samples. Contribution towards the existing literature, managerial implications, and future research direction was also discussed.

The growth of a country's economy is highly dependent on the levels of skills available in that country. South Africa has a stark shortage of skilled individuals due to an inadequate and failing education system (Horwitz, 2013). As a response to this problem the South African government actively incentivises organisations to develop the skillset of their employees in order to build a strong economy, improve job creation and promote social development (Department of Higher Education and Training, 2019). It is therefore important that all stakeholders involved yield a return on this investment. It is also a global phenomenon that an increasing number of fulltime employees are also engaging in formal further studies due to the rapid changes in the labour market. For example, advancements in technology have had a major impact on traditional business models and the roles, and skills needed. These employees are referred to as non-traditional students and are the subject of this study. Research shows that trying to manage both work and school simultaneously can cause psychological strain for non-traditional students (Adebayo et al., 2008). The psychosocial safety climate (PSC) is an emerging construct which refers to the shared perceptions regarding policies, practices and procedures designed to protect the psychological health of employees (Dollard et al., 2012). This study builds on existing research in the work - school interface by investigating its application within the South African context. Participants in this research (n=127), comprised of non-traditional students (n=40) and employees who are not engaged in further studies (n=87). Correlation analysis demonstrated that PSC had a positive relationship with work school facilitation (WSF) and a negative relationship with work school conflict (WSC). It was further confirmed that job control (JC) mediated the relationship between PSC and WSF and that PSC mediated the relationship between JC and WSF. These findings show that PSC is an antecedent to the work school interface in that it promotes the positive outcomes of studying while working (work school facilitation). It further demonstrates that PSC also reduces the negative outcomes (work school conflict). This study confirmed that the working environment plays a crucial role in the work school interface and introduces PSC as a construct South African organisations should be concerned with and make a priority, based on the resources it provides employees, more especially their non-traditional students. This study's findings will add to the existing body of research and provide practical insights for enhancing the PSC application within South African organisations who have non-traditional students.

La satisfaction du patient et du personnel sont considérés comme des indicateurs importants afin de mesurer la qualité dans le secteur hospitalier.<p>Dans les services de revalidation, les rencontres thérapeutes-patients présentent une valeur significative par le temps consacré, l'approche thérapeutique mais également la relation qui découle du processus de soin.<p>L'objectif de la recherche fut d'évaluer la satisfaction du personnel travaillant dans les services de revalidation physique (thérapeutes et techniciens ou assistants) et les différents variables démographiques ou liés à l'environnement du travail ainsi que la satisfaction des patients traités dans ces services.<p><p>Une analyse transversale par questionnaire a permis de mesurer la satisfaction au travail et les éléments de productivité dans les services de revalidation. Simultanément, une enquête concernant la satisfaction des patients a été réalisée dans ces mêmes départements. La recherche fut effectuée au sein de dix centres hospitaliers au moyen d'un questionnaire d'enquête commun basé sur le modèle " Effort- Reward Imbalance" ou “déséquilibre efforts-récompenses” et des informations complémentaires sur les conditions de travail ont étés collectées au moyen de questionnaires spécifiques. L’étude met en évidence des variables démographiques tells l'âge, la nationalité, le niveau d'éducation, ainsi que la charge travail et les types de cas traités comme facteurs significatifs influençant le stress au travail.<p>Les résultats confirment une corrélation positive entre le stress au travail par le déséquilibre Efforts-Récompenses et la performance quantitative (productivité) des thérapeutes en revalidation. Il est basé sur la satisfaction des thérapeutes en fonction des heures de travail, du nombre moyen de patients par jours ainsi que des mesures de productivité élevées du département. En ce qui concerne les récompenses perçues comme positives, le soutien du médecin et du superviseur apparaissent comme facteurs de motivation importants. Il a été également déterminé que les thérapeutes appréciaient la participation et l’expression de son opinion dans la gestion thérapeutique du patient. Bien qu’une corrélation entre la satisfaction des patients et le degré de stress au travail des thérapeutes n’ait pas été démontrée, ces deux mesures varient de manière significative en fonction des types d’hôpitaux et du degré de « Over-commitment » des thérapeutes dans leur travail.<p>Les déterminants essentiels de la satisfaction des patients en revalidation apparaissent toutefois liés à l’intervention du thérapeute tel que sa capacité à rassurer le patient ou la qualité de l’information liée au plan de traitement et doivent être considérés dans l’approche thérapeutique en revalidation.<p>Les résultats de l’étude ont permis de concevoir un modèle systémique de satisfaction et de stress au travail résumant les éléments liés de manière significative au déséquilibre des efforts et récompenses dans les services de revalidation physique et qui pourrait inspirer les directeurs ou gestionnaires hospitaliers a promouvoir une atmosphère de travail positive. <p><p>Patient and staff satisfaction are considered as important indicators to monitor quality in healthcare. In rehabilitation services the patient and therapist encounters are of significant value by the amount of time, the therapeutic approach but also the personal relations in the care process. The aim of the research was to evaluate the staff job satisfaction in physical rehabilitation services and the related variables as well as its correlations to patients’ satisfaction. <p><p>A cross sectional survey approach in the rehabilitation services has measured the job satisfaction and the related elements of productivity. Simultaneously a survey of the patients’ satisfaction was performed. As the research in the physical rehabilitation services was conducted in ten different health care facilities of the Jeddah region, a common assessment tool was utilized based on the Effort Reward Imbalance (ERI) model and complementary information were collected using specifically developed survey questionnaires. Socio-demographic variables such as age, nationality, work specialty, educational levels, as well as the caseload and workload appeared also as significantly influencing job satisfaction. <p>The findings confirmed a positive correlation between the Effort Reward Imbalance and the quantitative performance (productivity) of the rehabilitation staffs. It is supported by the level of job satisfaction of the therapists which is related to the number of patients per day, caseload, hours of work and high productivity measures. From the aspects of positive rewards, the role of the supervisor and doctors appear as important motivators. It was also found that therapists valued the fact of being given the opportunity to participate and discuss opinions in the patient management and quality improvement.<p>While no evidence confirmed a positive correlation between patients’ satisfaction about the rehabilitation treatments and the staff job satisfaction, both measured patients’ and staff satisfaction varied significantly according to the hospital type and the degree of Over-commitment. <p>Essential determinants of patients’ satisfaction appeared however related to the therapists' input, such as the ability to reassure or the quality of information given in the treatment plan and have to be taken into account when delivering the patients’ care.<p>All the results allowed the design of a systemic model of staff job satisfaction resuming the significant related elements of effort and reward in the rehabilitation services and could be utilized to inspire the hospital leaders, managers and executive directors to promote a healthy work life environment based on a valued human resources approach. <p> / Doctorat en Sciences de la santé publique / info:eu-repo/semantics/nonPublished