La santé psychologique en emploi s’avère un sujet d’intérêt au Québec vu ses nombreuses retombées importantes sur les travailleurs et les organisations. Parmi les différents secteurs d’activités, les travailleurs du milieu de l’éducation, plus spécifiquement les directions d’établissement scolaire, présentent un état de santé psychologique moindre que la population générale. Des responsabilités professionnelles composées de conflits relationnels et d’une surcharge de travail engendrent un coût psychologique pour ces travailleurs. Il s’avère donc important d’identifier les moyens qui permettront d’améliorer et de maintenir une bonne santé psychologique. Le modèle des demandes ressources de l’emploi avance que les ressources interagissent avec les demandes de manière à réduire l’effet négatif de ces dernières sur la santé psychologique en emploi. La thèse aura pour objectif de valider l’effet protecteur de certaines ressources en fonction des principales causes de mauvaise santé des directions d’établissement scolaire. En effet, certaines ressources seraient plus appropriées en fonction des caractéristiques de l’emploi. En considérant que leur état de santé psychologique est principalement engendré par les conflits relationnels et la surcharge de travail vécue en emploi, les habiletés politiques et le sentiment d’efficacité personnel ont été retenus comme ressource. En effet, les études antérieures montrent que posséder un niveau élevé d’habiletés politiques protégerait des difficultés relationnelles, alors que le sentiment d’efficacité personnelle s’avérait utile face à une grande charge de travail. Sous cette perspective, le premier article vise à étudier la structure factorielle des dimensions de l’inventaire des habiletés politiques auprès d’un poste de gestion et plus particulièrement de directions d’établissement scolaire. Une étude antérieure réalisée auprès de gestionnaires montre que l’outil se déploie en cinq facteurs chez cette population. Les constats indiquent que l’outil se déploie en quatre facteurs pour une population de directions d’établissement scolaire, tel que l’outil original validé auprès d’une population non-cadre. Le deuxième article valide le rôle des habiletés politiques comme ressources personnelles pour minimiser l’effet néfaste des conflits interpersonnels sur la santé psychologique en emploi, en concordance avec le modèle demande ressource de l’emploi. Le sentiment d’efficacité personnelle sera également considéré comme étant une ressource personnelle pour contrer l’effet des demandes de l’emploi sur la santé psychologique en emploi. Les résultats constatent que seulement la dimension des habiletés politiques, astuce sociale, modère la relation entre l’anxiété et les demandes de l’emploi. / Psychological health at work is a subject of interest in Quebec because of is many important repercussions on workers and organizations. Among the different sectors of activity, workers in the education sector, more specifically school principals, have a lower level of psychological health than the general population. Professional responsibilities composed of relational conflicts and overwork, generate a psychological cost for these workers. It is therefore important to identify ways to improve and maintain good psychological health. The Employment Resource Requests model suggests that resources interact with demands to reduce the negative impact of demands on psychological health in employment. The aim of the thesis will be to validate the protective effect of certain resources according to the main causes of poor health of school management. Indeed, some resources would be more appropriate depending on the characteristics of the job. Considering that their psychological state of health is mainly caused by relational conflicts and the overload of work experienced in employment, political skills and the feeling of personal efficiency were retained as resources. Indeed, previous studies show that having a high level of political skills would protect relational difficulties, while the feeling of self-efficacy proved useful in the face of a large workload. From this perspective, the first article aims to study the factorial structure of the dimensions of the inventory of political skills in a management position and more specifically school management. An earlier study of managers shows that the tool is deployed in five factors in this population. The findings indicate that the tool is deployed in four factors for a population of principals, such as the original tool validated with a non-executive population. The second article validates the role of political skills as a personal resource to minimize the adverse effect of interpersonal conflict on psychological health in employment, in line with the employment demand model. Self-efficacy will also be considered as a personal resource to counter the effect of job demands on psychological health in employment. The results find that only the dimension of political skills, social trick, moderates the relationship between anxiety and job demands.

Existing literature about women in positions of power and leadership is extensive and varied, including popular sectors such as finance, politics, and education. However, previous work has only focused on higher education and homogenized female leadership experience. One of the main issues in our knowledge of female leadership is the lack of diverse perspectives and experiences. This failure to recognize differences among women gives an inaccurate whole picture of how women lead within different contexts. Therefore, using the Ethics of Care as the guiding conceptual framework and social constructivism as its worldview, this narrative inquiry critically examined and concurrently discovered the lived experiences of four Trinidadian women of color who previously held a principal leadership position earlier in their lives. More specifically, the participants were retired primary and secondary school principals representing varying locations across the Caribbean island. Assuming the position of storyteller, participants narrated their approach to leading as storied descriptions of their lived experiences to the researcher. The findings of this study support existing literature on gender inequality female leaders often confront in their workplace and the emotional labor they engage in. The findings also indicated that participants tended to practice transformative leadership. Most importantly, the findings also highlighted existing class-based bias related to colonialism and patriarchal norms. This study contributes to the overall understanding of leadership experiences of Caribbean women of color and adds to the limited literature on this topic within the Caribbean region. Lastly, the findings of this study can support further extensive research on this group of leaders and perhaps inform policies and practices of the Ministry of Education of the Republic of Trinidad and Tobago / Graduate