In a study of psychological well-being, the researcher attempted to address the challenge of preventing mental illness and promoting mental health using an educational psychological perspective based on Unisa's Relations Theory. According to Relations Theory, humans are understood by the relationships they form. The intra-psychic interaction of the components of the intra-psychic structure (I/ego, self, identity and self-concept) is responsible for people's behaviour, with the essences (attachment of meaning, involvement, experience and self-actualising) and the prerequisites (the forming of relations , the life-world and climate) forming the basis of the structure. The researcher developed and administered a questionnaire on psychological well-being and conducted interviews, and on the basis of the findings reports that psychological well-being from an educational psychological perspective consists of a healthy and positive ego and self, clearly defined identities, positive thoughts and feelings, involvement in the life world, a positive and realistic self-concept and constructive self-talk, and self-realisation. / Educational Studies / M. Ed. (Guidance and Counselling)

Mergers and incorporations are relatively new phenomena in the South African higher education landscape. The unbundling of Vista University, and the subsequent incorporation ofVUDEC into the merger between Unisa and TSA, posed a major challenge to all affected employees. This thesis focuses on how these employees experienced the various stages of the incorporation process. A social construction of inner and outer voices heard, shared, and read during the different phases of the incorporation process attempts to describe how to conserve the self in a merger. The aim of the thesis is to build towards a framework for dealing with the human aspect during institutional mergers and incorporations. The thesis consists of a prologue, a series of four manuscripts that report on the experiences of employees during the different phases of the merger process, and an epilogue. Each manuscript focuses on a specific phase or aspect of the incorporation process, with its own research focus, aims, and methodology. The first two manuscripts reflect on the pre-merger phase. The first manuscript reports on employees' preparation for the incorporation. Following a social constructionist grounded theory approach, four participating employees gained the opportunity to reflect on their own experiences of well-being during the pre-merger phase. The manuscript also reports on a wellness development workshop, attended by 35 representatives from various departments and units of Vista University during the pre-merger phase. The second manuscript reports on how employees embraced the VUDEC institutional culture. A case study approach was selected for semi-structured interviews with 17 participants from governance, academic and administrative departments, and post-graduate programmes. By means of content analysis, the institutional culture ofVUDEC was captured on the eve of the incorporation into Unisa. The third manuscript focuses on employees' experiences of the four-year transition and implementation phases of the incorporation. This manuscript follows a social identity approach, and through thematic analysis, reports on how 24 participants experienced the four-year implementation of the incorporation process. The fourth manuscript provides an overview of the human side of mergers as depicted in both national and international literature. The aim is to position the current longitudinal investigation and its findings in the broader higher education landscape, and a survival kit for conserving the self in a merger is proposed. / Psychology / D. Litt. et Phil. (Psychology)

Over the past two decades, India has become an international hub of cross-border surrogacy. The extreme economic and cultural differences between international couples seeking surrogacy and the surrogates themselves, clinics compromising health of surrogates for profit, the stigmatisation of surrogacy in India, and the constant surveillance of these women living in a ‘surrogate house’, have raised concerns regarding the potentially negative psychological impact of surrogacy on Indian surrogates. The primary aims of the thesis were (i) to conduct a longitudinal assessment of surrogates’ psychological problems (anxiety, depression and stress) from pregnancy until several months after relinquishing the baby to the intended parents, (ii) to examine the nature of the bond formed between surrogates and the unborn baby and establish whether this prenatal bond contributes to their psychological problems, and (iii) to explore the experiences of surrogates during and post-surrogacy. Fifty surrogates were compared with a matched group of 69 expectant mothers during pregnancy. Of these, 45 surrogates and 49 compairson group of mothers were followed up 4-6 months after the birth. All surrogates were hosting pregnancies for international intended parents and had at least one child of their own. Data were obtained using standardised questionnaires and in-depth interviews and were analysed using quantitative and qualitative methods. Indian surrogates were found to be more depressed than the comparison group of mothers, both during pregnancy and after the birth. However, giving up the newborn did not appear to add to surrogates’ levels of depression. There were no differences between the surrogates and the expectant mothers in anxiety or stress during either phase of the study. The examination of risk factors for psychological problems among the surrogates showed that anticipation of stigma, experiences of social humiliation and receiving insufficient support during pregnancy were associated with higher levels of depression following the birth. With respect to bonding with the unborn child, surrogates experienced lower levels of emotional bonding (e.g. they interacted less, and wondered less about, the foetus), but exhibited higher levels of instrumental bonding (e.g. they adopted better eating habits and avoided unhealthy practices during pregnancy), than women who were carrying their own babies. Contrary to concerns, greater bonding with the unborn child was not associated with increased psychological problems post-relinquishment. All surrogates were able to give up the child. Meeting the intended parents after the birth positively contributed towards surrogates’ satisfaction with relinquishment whereas meeting the baby did not. The qualitative findings on surrogates’ experiences showed that the majority lacked basic medical information regarding surrogacy pregnancy; hid surrogacy from most people; felt positive and supported at the surrogate house; lived in uncertainty regarding whether or not they would be allowed to meet the intended parents and the baby; and did not actually get to meet them. These findings have important implications for policy and practice on surrogacy in the Global South.

Made available in DSpace on 2018-03-22T15:22:34Z (GMT). No. of bitstreams: 1 tese_10973_DISSERTA__O_IRIABULLERJAHN_vers_o final.pdf: 3311017 bytes, checksum: 8beb90c862a85432eab97f98862dd0ac (MD5) Previous issue date: 2017-12-18 / Trabalhar no setor público tornou-se meta de uma grande parcela da população, visando não só a segurança como também outros benefícios que não são propiciados pela contratação baseada na Consolidação das Leis do Trabalho. Em alguns casos, como no Instituto Federal de Educação, Ciência e Tecnologia do Espírito Santo, que possui campus em diversos municípios do Estado, essa busca chegou ao ponto de os profissionais que moram em determinado município fazer concurso ou até mesmo no momento da nomeação aceitar ir para outro local diferente do seu. Essa pesquisa buscou compreender a dinâmica de vida pessoal e de trabalho dos Técnicos Administrativos em Educação (TAE) que estão lotados em campus de cidades do interior. Utilizou-se, para tanto, metodologia quali-quantitativa com triangulação concomitante, do tipo estratégia aninhada. Os dados foram coletados por meio da aplicação de um questionário sociodemográfico e duas escalas (Significados do Trabalho e Bem-estar Psicológico) enviados a todos os TAE que trabalham em campi do interior, resultando em uma amostra de 125 participantes. De maneira complementar, foram realizadas 18 entrevistas a fim de explorar de forma mais detalhada os resultados obtidos. Os dados recebidos por meio do questionário foram tratados com utilização de estatística descritiva e de análise de conteúdo. Os dados das escalas passaram por Análise Fatorial Exploratória, aplicando-se estatística de Alpha de Cronbach para verificar a consistência interna dos fatores, sendo estes depois tratados por estatística descritiva. A entrevista semiestruturada foi objeto de uma análise de conteúdo, de forma complementar ao questionário. Os resultados quanto ao significado do trabalho para esses TAE mostram que a maioria considera o trabalho como uma das coisas mais importantes da vida. Os dois primeiros pontos na ordem de prioridade em relação ao trabalho e demais esferas da vida foram: família e trabalho. Sobre os Produtos Valorizados do Trabalho, os fatores mais expressivos foram: contato social, auto-expressiva e ambiente adequado, agradável e propício. Em relação às normas societais, os respondentes concordam que o empregado deve ter responsabilidade, ser comprometido e respeitar à hierarquia. Por outro lado, também concordam que tem direito à autonomia, ao desenvolvimento no seu trabalho, devendo a remuneração e as tarefas distribuídas serem justas. Além disso, os empregadores devem cuidar da saúde de seus empregados, como também manter um ambiente de trabalho agradável. Sobre o bem-estar psicológico, verificou-se que é importante trabalhar em um campus do interior, uma vez que isso proporciona um processo contínuo de desenvolvimento, permite seguir um propósito de vida, revelado pelo nível de auto-realização e de relações positivas com os outros. De modo geral, mudar de cidade; enfrentar problemas relacionais, de laços familiares e sociais não impactou nos significados do trabalho atribuído pelos TAE ou em seu bem-estar psicológico. Entretanto, o mesmo não se observa ao se comparar os resultados pelos campi de interior. Essa dissertação foi desenvolvida dentro da linha de pesquisa Gestão de Operações no Setor Público. O produto técnico resultante dessa dissertação consiste em um relatório de sugestões ao IFES de forma a melhorar a permanência dos TAE nesses locais. PALAVRAS-CHAVE: Sentidos e Significados do Trabalho; Bem-estar Psicológico; Trabalho no Interior. / Working in the public sector has become the goal of a large portion of the population, aiming not only for safety but also for other benefits that are not provided by employment based on the Consolidation of Labor Laws. In some cases, such as the Federal Institute of Education, Science and Technology of Espírito Santo, which has a campus in several municipalities of the State, this search has reached the point where the professionals who live in a certain municipality make a competition or even at the time of the appointment accept go somewhere other than yours. This research sought to understand how the Administrative Technicians in Education (TAE) who took office in cities of the interior of Espírito Santo perceive their experiences of life and work and the consequences of these experiences in their work and personal life. Quali-quantitative methodology with concomitant triangulation of the nested strategy type was used. The data were collected through the application of a sociodemographic questionnaire and two scales (Meanings of Work and Psychological Well-being) sent to all the TAE that work on the interior campuses, resulting in a sample of 125 participants. Complementarily, 18 interviews were carried out in order to explore in a more detailed way the results obtained. The data received through the questionnaire were treated using descriptive statistics and content analysis. The scales data were analyzed by Exploratory Factor Analysis, using Cronbach's Alpha statistics to verify the internal consistency of the factors, which were then treated by descriptive statistics. The semi-structured interview was the subject of a content analysis, in a way that complements the questionnaire. The results as to the meaning of the work for these TAE show that most consider work to be one of the most important things in life. The first two points in the order of priority in relation to work and other spheres of life were: family and work. In relation to Valued Products of Work, the most expressive factors were: social contact, selfexpressive and adequate environment, pleasant and conducive. Regarding societal norms, the respondents agree that the employee must be responsible, committed and respect the hierarchy. On the other hand, they also agree that they have the right to autonomy, to development in their work, and the remuneration and the tasks distributed must be fair. In addition, employers must take care of the health of their employees, as well as maintain a pleasant work environment. Regarding the psychological well-being, it was found that it is important to work on a campus of the interior, since it provides a continuous process of development, allows to follow a way of life revealed by the level of self-realization and positive relationships with others. In general, change of city; to deal with relational problems, family and social ties did not impact on the meanings of the work attributed by TAE or on their psychological well-being. However, the same is not observed when comparing the results by indoor campuses. This dissertation was developed within the line of research Operations Management in the Public Sector. The technical product resulting from this dissertation consists of a report of suggestions to the Ifes in order to improve the permanence of the TAE in those places.

Dans un contexte mondial où les taux de roulement des effectifs infirmiers oscillent entre 5% et 17% (Heinen et al., 2013) et où l’OCDE (2016) souligne plus que jamais l’importance de s’attarder à la rétention des infirmières et à la diminution de leur départ de la profession, la présente thèse vise à comprendre plus en profondeur les effets différentiels du leadership tyrannique et authentique, du climat psychologique de travail ainsi que du bien-être et de la détresse psychologique sur l’intention de quitter – son unité, son organisation ou sa profession. Appuyé en partie sur les travaux de Hayes et al. (2012) et de Blau (1964), un cadre d’analyse comprenant les éléments suivants a été conceptualisé : 1) les facteurs organisationnels – regroupant le climat psychologique de travail ainsi que le style de leadership, 2) les facteurs individuels – comprenant la santé psychologique et 3) les facteurs externes touchant aux caractéristiques personnelles et démographiques que sont l’âge, le sexe et le niveau d’éducation. Le climat psychologique de travail et le style de leadership sont positionnés en amont au sein du modèle conceptuel alors que la santé psychologique est en aval. L’intention de quitter l’unité, l’organisation et la profession sont les variables prédites. Il est proposé que le style de leadership lorsqu’authentique influence positivement le climat psychologique de travail de même que la santé psychologique, ce qui en retour diminue l’intention de quitter. Parallèlement, il est proposé que le style de leadership tyrannique influence négativement le climat psychologique de travail ce qui génère en outre de la détresse psychologique et de l’intention de quitter. Un échantillon de 903 infirmiers et infirmières québécois d’une multitude de secteurs a complété un questionnaire en ligne traitant du style de leadership de leur supérieur immédiat, du climat psychologique de travail ainsi que du niveau de santé psychologique et de l’intention de quitter. Les relations entre les variables indépendantes et dépendantes ont été analysées à l’aide d’analyses acheminatoires par équations structurelles. Les relations statistiques observées permettent d’expliquer plus du tiers du phénomène de l’intention de quitter, tous niveaux confondus, de même qu’autant du bien-être psychologique et de la détresse psychologique au travail. Les facteurs organisationnels sont instrumentaux dans la compréhension et le redressement de la santé psychologique de même que de l’intention de quitter. Cette thèse identifie le supérieur immédiat comme un acteur clé ayant une contribution directe sur le climat psychologique de travail, la santé psychologique ainsi que l’intention de quitter. Davantage de résultats ainsi que les implications théoriques et pratiques sont discutés. / In a global context where turnover rates among the nurse workforce vary between 5% and 17% and where the OECD (2016) stresses more than ever the importance of understanding nurse retention and acting on their intent to quit, this thesis aims to understand the differential effects of tyrannical and authentic leadership, psychological work climate and well-being and/or psychological distress on one’s intention to quit. Based in part on the works of Hayes et al. (2012) and Blau (1964), an analysis framework that includes the following was conceptualized: 1) organizational factors –that is psychological work climate and style of leadership, 2) individual factors, including psychological health, and 3) external factors, that is the personal and demographic characteristics such as age, sex and education level. Intent to quit is the variable which we aim to predict and explain by the organizational and individual factors. Specifically, it is hypothesized that the style of leadership when authentic will positively influence psychological work climate as well as psychological health, which will in turn diminish one’s intent to quit. Conversely, it is hypothesized that when the style of leadership is tyrannical it will reflect negatively on psychological work climate, which will in turn augment psychological distress as well as one’s intent to quit. Considering this, a Quebec sample of 903 nurses from a multitude of healthcare sectors completed an online questionnaire in which they were asked about their current immediate superior, the psychological work climate in their organization, their degree of psychological health as well as their intention to quit. The statistical relationships between the independent as well as the dependent variables were analyzed using structural equation modelling. The results show that the variables targeted explain more than a third of the variance in intention to quit across all at all levels (quit one’s unit, one’s organization, one’s profession) as well as both the psychological well-being and the psychological distress. Organizational factors are instrumental in understanding and acting on psychological health as well as intent to quit. This study identifies the immediate superior as a key contributor to psychological work climate, psychological well-being and/or distress as well as intent to quit. Practical implications of the study, as well as further research are discussed accordingly.

The purpose of this thesis is to compile current research knowledge about the social worker’s psychosocial work environment in social services, focusing on themes as work-related stress, psychological well-being, social support and professional identity. The aim is to discover areas of change or improvement within the work environment in social services. The thesis is answering the following research question: what does research, published within the timeframe of 2017-2020, say about the social worker’s psychosocial work environment considering themes as work-related stress, social support, psychological well-being and professional identity? Two theoretical perspectives are applied to make understanding of the empirical data: cognitive theory with a coping perspective and social constructionism. The method used in this study is a thematic analysis. The purpose of this method is to compile research regarding the social worker’s psychosocial work environment according to different themes. The results of the study show that social workers experience both stress and well-being within their work environment. Stress is caused by high demands, lack of resources and lack of control. Work-related stress affects social workers’ health, professionality and their attitudes towards their job. Psychological well-being is promoted by resources such as social support, quality of work, work experience and client affirmation. Social support is a high valued resource among social workers and is often a reason for staying in social services. The social worker’s professional identity is both individual and shared, and built on solidarity. The results show that professional identity is affected negatively by conflicting demands within social services.

La presente investigación tiene como objetivo determinar la relación entre el bienestar psicológico y las dimensiones de motivación de logro atribucional en estudiantes universitarios peruanos. La muestra estuvo conformada por 344 estudiantes de ingeniería civil, de los cuales, el 54.1% pertenecieron a una universidad pública; y, el 45.9% a una privada de Lima Metropolitana, entre 18 y 29 años. El 17% de la muestra eran mujeres; y, el 83%, hombres. El 12.2% trabaja; mientras que el 87.8% no lo hace. Asimismo, el 54.4% realizan alguna actividad física y el 45.6% no hace. Se utilizó la validación de Domínguez (2014) de la “Escala de Bienestar Psicológico para Adultos” (BIEPS-A); y, la “Escala Atribucional de Motivación de Logro General” (EAML-G) de Durán-Aponte y Elvira-Valdés (2015). Los resultados arrojaron que el puntaje global del bienestar psicológico se correlaciona de manera directa y pequeña con ambos patrones, adaptativo (r= 0,29); y, desadaptativo (r= 0,28). Se concluye que existe relación entre el bienestar psicológico y los patrones de motivación de logro atribucional. Ambos patrones, adaptativo y desadaptativo, presentan relación pequeña con las dimensiones del bienestar psicológico: proyectos, autonomía, vínculos sociales y aceptación. Además, las personas que trabajan muestran mayores vínculos sociales y autonomía; y, quienes realizan actividad física, mayor autonomía y aceptación. / This research aims to determinate the relationship between psychological well-being and the dimensions of the motivation attributional achievement in Peruvian university students. The sample was conforming by 344 civil engineering students, of which 54.1% belonged to a public university; and 45.9% to a private one in Lima Metropolitana, between 18 and 29 years old. The 17% of the sample were women; and 83% men. The 12.2% works; while 87.8% do not. Likewise, 54.4% perform some physical activity and 45.6% do not. The validation of Dominguez (2014) of “Scale of Psychological Well-being for Adults” (BIEPS-A) was used; and, the “General Achievement Motivational Attribution Scale” (EAML-G) of Durán-Aponte and Elvira-Valdés (2015). The results showed that the global score os psychological well-being is directly and slightly correlated with both patterns, adaptative (r = 0.29); and, maladaptive (r = 0.28). It is concluded that there is a relationship between psychological well-being and motivational patterns of attributional achievement. Both adaptative and maladaptive patterns have little relation to the dimensions of psychological well-being: projects, autonomy, social ties, and acceptance. In addition, people who work show greater social ties and autonomy; and, those who do physical activity, greater autonomy and acceptance. / Tesis

El presente trabajo tuvo como objetivo determinar la relación entre la adicción a las redes sociales y el bienestar psicológico en estudiantes de ciencias de la salud en Lima Metropolitana. La muestra estuvo conformada por 281 jóvenes (23.5% hombres y 76.5% mujeres), con edades entre 18 y 25 años (M= 21.4, DE= 2.374). Se aplicó el Cuestionario de Adicción a Redes Sociales (ARS) (Escurra & Salas, 2014) y la Escala de Bienestar Psicológico (BIEPS-A) de Domínguez-Lara (2014) ambos instrumentos presentaron adecuada consistencia interna. Se encontró una correlación inversa entre el uso excesivo de las redes sociales y el bienestar psicológico, al igual que se observaron diferencias en adicción a redes sociales y bienestar psicológico según sexo y cantidad de horas de conexión. / The present work aimed to determine the relationship between addiction to social networks and psychological well-being in health sciences students in Metropolitan Lima. The sample consisted of 281 young people (23.5% men and 76.5% women), aged between 18 and 25 years (M = 21.4, SD = 2,374). The Social Media Addiction Questionnaire (ARS) Escurra & Salas, 2014) and the Psychological Well-being Scale (BIEPS-A) by Domínguez-Lara (2014) were applied, both instruments presented adequate internal consistency. An inverse correlation was found between excessive use of social networks and psychological well-being, as well as differences in addiction to social networks and psychological well-being according to sex and number of hours of connection. / Tesis

Suite à la globalisation des affaires et aux multiples changements démographiques, de plus en plus de professionnels vont travailler à l’étranger de leur propre initiative ou encore, pour réaliser un mandat au sein d’une filiale de leur entreprise localisée à l’étranger. L’objectif de cette recherche consiste à étudier le bien-être des travailleurs à l’international en s’appuyant sur deux courants théoriques, celui du bien-être psychologique et du bien-être subjectif. Le bien-être subjectif se réfère à l’évaluation que font les personnes des conditions et des caractéristiques de l’environnement. Le bien-être psychologique fait référence à l’ampleur avec laquelle la personne se sent bien avec elle-même et à la cohérence de son projet de vie avec ses valeurs et ses objectifs de vie. Tenant compte du fait qu’un travail à l’étranger affecte tout autant les vies professionnelle, personnelle et souvent de couple et familiale, cette étude analyse les incidences du conflit et de l’enrichissement travail-famille sur le bien-être des travailleurs en mobilité à l’international. Notre recherche permet aussi d’explorer comment l’articulation travail-famille (tant par les perceptions de conflit que d’enrichissement) des TMI peut être expliquée par trois grands déterminants: le soutien social, l’autoévaluation de soi et l’intelligence culturelle des TMI. L’étude a été menée auprès de 284 travailleurs en mobilité à l’international vivant et travaillant dans différents pays. Au terme de multiples analyses, nos résultats confirment l’importance pour les TMI de ne pas ressentir de conflit travail-famille, mais de percevoir de l’enrichissement travail-famille pour ressentir plus de bien-être. Nos résultats démontrent que le conflit travail-famille est lié négativement aux deux types de bien-être évalués, alors que l’enrichissement travail-famille est seulement lié au bien-être subjectif. Nos résultats confirment aussi les liens négatifs entre d’une part, le soutien offert par l’organisation et la famille et le sentiment d’autoévaluation de soi et d’autre part, sur le conflit travail-famille que ressentent les TMI. Il apparaît aussi que le soutien offert par les collègues a un effet positif sur le sentiment d’enrichissement travail-famille exprimé par les TMI. Cette thèse conclue sur les implications de ses résultats pour la recherche et la pratique. Pour finir, les limites et les perspectives de la recherche future sont exposées / As a result of the globalization of business and the many demographic changes, more and more professionals are working abroad on their own initiative or, to achieve a mandate within a branch of their company located abroad. The objective of this research is to study the concept of the foreign workers well-being. We associated this concept with two theoretical currents refereeing to the subjective well-being and the psychological well-being. The subjective well-being refers to the assessment made by the workers about the conditions and characteristics of the environment. The psychological well-being refers to the extent to which the individual feels good with himself and the consistency of his life project with its values and life goals. Taking into account that working in a foreign context can affect both the professional and personal lives of the individual, often affecting the couple and family, in this study we aim to examine the impacts of work-family conflict and enrichment experienced by workers (that are) in international mobility. Our research also allows us to explore how the work-family articulation (both by perceptions of conflict and enrichment) of workers in international mobility can be explained by three major determinants: social support, self-esteem and cultural intelligence. The study was conducted among 284 workers in international mobility that was living and working in different countries. After multiple analyzes, our results confirm the importance for these workers in international mobility to feel no work-family conflict, but to perceive work-family enrichment in order to experience more well-being. Moreover, our results show that work-family conflict is negatively related to both types of well-being assessed, while the work-family enrichment is only related to subjective well-being. Our results also highlight the negative links between on the one hand, the support offered by the organization and the family with the feeling of self-esteem and on the other, with work-family conflict experienced by workers in international mobility. It also appears that support from co-workers has a positive effect on work-family enrichment experienced and expressed by workers in international mobility. This thesis concludes on the implications of its results for research and practice. Finally, limitations and vision statement for the future research are explained

La contagion émotionnelle se définit comme la tendance à imiter automatiquement les expressions non verbales avec celles des autres pour ainsi converger émotionnellement. Cette convergence peut être bénéfique si celui qui la reçoit sait comment la gérer en réalisant qu’il s’agit de l’émotion de l’autre, et non de la sienne. Toutefois, lorsqu’un intervenant perd le contrôle des effets de la contagion émotionnelle, il peut en résulter une détresse empathique. En travaillant auprès d’une clientèle en détresse, les intervenants représentent alors, eux aussi, un groupe à risque de vivre ces états émotionnels. Ainsi, connaitre sa vulnérabilité à la contagion émotionnelle serait un atout essentiel pour le travail et la santé psychologique des intervenants. La contagion émotionnelle se mesure à partir d’un questionnaire autorapporté : le Emotional Contagion Scale (ECS). Cet outil présuppose que les personnes qui le remplissent connaissent bien leur réactivité émotionnelle aux émotions des autres. Cependant, ce n’est pas toujours le cas, puisque des travaux ont montré que les personnes peu conscientes de leurs émotions étaient plus à risque de difficultés à réguler leurs émotions. Ainsi, il nous apparait essentiel de développer un outil complémentaire et quantitatif afin de contourner les biais liés aux questionnaires autorapportés. Le but de ce projet est de créer et d’évaluer un outil permettant une mesure comportementale de la contagion émotionnelle chez des étudiants universitaires en psychoéducation. Pour ce faire, nous avons mesuré automatiquement les réactions faciales des participants pendant qu’ils visionnaient un ensemble de stimuli vidéo suscitant diverses réactions émotionnelles. Les résultats indiquent que les deux instruments de contagion émotionnelle (quantitatif et autorapporté), ne semblent pas mesurer les mêmes construits psychosociaux, mais demeurent complémentaires. Aussi, le nouvel outil quantitatif de contagion émotionnelle permet de prédire le risque de présenter des symptômes dépressifs ainsi que de vivre certaines formes de stress chronique et d’épuisement professionnel chez les participants de l’étude. Les implications pour la recherche et la pratique sont discutées. / Emotional contagion is defined as the tendency to automatically mimic and synchronize facial expressions, vocalizations, postures and movements with those of another person’s and, consequently, to converge emotionally. This emotional convergence can be beneficial if one knows how to deal with it and realizes that it’s another person’s emotion, instead of his/her own. However, when one loses control over the effects of emotional contagion, it can cause empathic distress. By working with a clientele in distress, social workers are among the professionals who are the most at risk of experiencing emotional contagion. Thus, being aware of their own susceptibility to emotional contagion would be a way to prevent empathic distress, and to improve their professional work and personal well-being. Emotional contagion is usually measured by a self-report questionnaire: The Emotional Contagion Scale (ECS). The ECS relies on the fact that people who use it are conscious of their emotional reactivity. However, it is not always the case. Previous research has shown that people who are unaware of their emotions are at risk of having problems with regulating their emotions. Therefore, it seems important to develop a complementary and quantitative measure of emotional contagion to counterbalance bias related to subjective measures. The goal of this study is to develop and validate a behavioral measure of emotional contagion in a sample of psychoeducation students from the University of Montreal. To do so, we used a facial coding tool to automatically measure participants’ facial expressions as they watched emotion-eliciting film excerpts. Results indicate that both instruments of emotional contagion (quantitative and self-report) do not measure the same psychosocial constructs but remain complementary. Also, the new quantitative measure of emotional contagion seems to predict the risk of developing depressive symptoms and different forms of chronic stress and burnout among participants of this study. Implications for research and practice are discussed.