This study aimed to examine relative effect of perceived expressed emotion of schizophrenic patients and their caregivers&rsquo / expressed emotion on the symptom severity and quality of life at the framework of Vulnerability-Stress Model. Before the main study, for evaluating the psychometric properties of the Perceived Expressed Emotion Scale (PEES) a pilot study was conducted with the seventy five patients. Results of the pilot study provided support for the reliability and validity of PEES that had two factors, namely, criticism/hostility and emotional over-involvement. The main study was conducted at two stages. At time one assessment, one hundred and sixteen patients were administered PEES, Positive and Negative Symptom Scale for schizophrenia (PANSS), WHO&rsquo / s Quality of Life Scale (WHOQOL-BREF), and open ended questions to explore the views about their illness. Their caregivers were administered Expressed Emotion Scale (EES). After six month follow up, time two assessment was conducted 103 patients remained on the study using PANSS and WHOQOL-BREF. In order to test the main hypothesis of the study a series of repeated ANOVA analyses were conducted. The results revealed that patients&rsquo / perceived expressed emotion was a more robust component on quality of life and symptom severity than caregivers&rsquo / expressed emotion. It was found that patients&rsquo / perceived criticism/hostility was a toxic element on positive and negative symptoms, and total scores of PANSS, whereas patients&rsquo / perceived emotional over-involvement had a protector effect on social and environmental domain of standardized culture of WHOQOL-BREF. It was seen that symptom severity evaluated using PANSS improved from time one assessment to time two assessment. After discussing the findings in the framework of the literature, the limitations and the clinical implications of the results and directions for future studies were suggested.

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L'évolution de l'environnement du travail, de l'organisation du travail, et des modes de gestion des hommes, introduit de nouvelles pathologies de travail à côté des pathologies traditionnelles dites physiques : il s'agit de pathologies mentales. Ces dernières sont liées à des contraintes organisationnelles ou de marché comparativement aux pathologies traditionnelles rattachées aux conditions physiques et matérielles de la tâche. Dans ce contexte d'émergence de nouvelles formes de mal-être au travail, le concept de souffrance au travail, concept « fantôme » en sciences de gestion, apparaît pertinent car il interroge le fonctionnement organisationnel et le rôle de la gestion des ressources humaines. Cette recherche possède un double objectif : contribuer à une meilleure compréhension de la souffrance au travail par la production d'une définition claire de ce concept, et théoriser le lien entre souffrance et implication au travail en définissant de quelle manière ces construits s'influencent mutuellement. Notre recherche est animée par la question suivante : quelles relations existe-t-il entre souffrance et implication au travail ? Pour y répondre, nous nous appuyons sur la théorie de la conservation des ressources. Les résultats de la recherche montrent que la souffrance au travail naît d'une perte de ressources organisationnelles engendrant une érosion des ressources subjectives permettant à l'individu de se définir, et crée une forme d'implication au travail précise : le sur-engagement. Celui-ci trouve ses origines dans la souffrance au travail elle-même et est orienté par des expériences de travail négatives forçant des sentiments négatifs envers l'organisation. / The evolution of the work environment, work organization, and practices of human ressource management, introduces new pathologies work alongside the traditional pathologies so-called physical pathologies : there are mental pathologies. These are related to organizational or market constraints compared to traditional pathologies related to physical and material task's conditions. In this context of new forms of ill-being at work, the concept of suffering at work, "ghost" concept in management science, appears relevant because it queries the organizational functioning and the role of human resource management. This research has two objectives: contribute to a better understanding of suffering at work in producing a clear definition of this concept, and theorize the link between suffering at work and work commitment in defining how these constructs influence each other. Our research is motivated by the question : what relationship is there between suffering at work and work commitment ? To answer, we rely on conservation of resources theory. The results of this research show that suffering at work arises from a loss of organizational ressources causing an erosion of subjective resources that allow the individual to define himself, and creates a specific form of work commitment : the over-involvement. It is rooted in the suffering at work itself and it is guided by negative experiences of work forcing of negative feelings toward the organization.