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This study examines the relationship between supervisors’ transformational leadership behaviors and their work groups’ subsequent affective well-being and job satisfaction under specific moderating conditions (collective efficacy and perceptions of meaningful work). Longitudinal data from 42 work groups in a Canadian government organization was used to test the proposed relationships. Work groups’ collective efficacy has a significant moderating effect on the relationship between transformational leadership and positive group affective well-being. Specifically, groups with lower levels of collective efficacy exhibit a stronger relationship between transformational leadership behaviours and both affective well-being and job satisfaction.

This study examines the relationship between supervisors’ transformational leadership behaviors and their work groups’ subsequent affective well-being and job satisfaction under specific moderating conditions (collective efficacy and perceptions of meaningful work). Longitudinal data from 42 work groups in a Canadian government organization was used to test the proposed relationships. Work groups’ collective efficacy has a significant moderating effect on the relationship between transformational leadership and positive group affective well-being. Specifically, groups with lower levels of collective efficacy exhibit a stronger relationship between transformational leadership behaviours and both affective well-being and job satisfaction.

A plethora of extant research focuses on the positive outcomes of organizational citizenship behaviors (OCB). However, there has been a relatively recent shift of focus that sheds light on the changing parameters and workplace perceptions of what such behaviors entail, as well as their adverse outcomes. As organizations and their employees endure changes, work expectations have consequently changed through differing perceptions of job tasks that individuals feel required or obligated to do, even when it is not included in their formal job description. Such feelings point to the concept of citizenship pressure (CP), which this thesis further explores and adds to the relatively little, but growing, research on the construct. Specifically, this thesis explores the relationship between OCB and job-related affective well-being (JAW), and the impact of CP on that relationship. A survey study was conducted to test the hypothesized moderation of CP on the relationship between OCB and JAW. The participants included 59 individuals over the age of 18 who were employed part-time or full-time, either at the time of their participation or within the preceding six months. While the hypothesized model was not significant, supplemental analyses were run on variations of this model. The additional models provided some significant findings that may lead to viable paths for further research. Future research directions, limitations, and practical implications are included.

[Truncated abstract. Please see the pdf version of the abstract for the complete text.] This study examines the 'happy-productive worker' thesis, by investigating the impact of job-related affective well-being and intrinsic job satisfaction on managers' performance. The fundamental goal of the research was to establish which indicators of managers' affective well-being and intrinsic job satisfaction predict dimensions of their contextual and task performance. A critique was undertaken of the substantial literature on affective well-being, intrinsic job satisfaction and managers' performance. Key theoretical developments were integrated to provide linkages between the conceptual bases of these constructs. Warr's Vitamin Model was identified as the most comprehensive synthesis of research and theories into affective well-being. Evidence has emerged to suggest that managers' job performance comprises both contextual and task performance domains. Decades of research have been unable to establish a strong link between job satisfaction and performance. Affect has rarely been used as a predictor of managers' job performance outcomes. Despite mixed empirical evidence, there is support in the literature to suggest that a relationship exists between affective well-being, intrinsic job satisfaction and managers' performance. A series of ancillary research questions, underscoring the main goal of the study, were developed from the gaps identified in the literature to establish if there was an association between managers' affective well-being, intrinsic job satisfaction and their contextual and task performance. To what extent does affective well-being and intrinsic job satisfaction determine different dimensions of managers' contextual and task performance? Does the construct of managers' performance consist of the two dimensions, contextual and task performance? Does positive affective well-being result in enhanced managers' performance, and is poor affective well-being detrimental to managers' performance? These research questions were formed into hypotheses for testing. Questionnaire items were derived from the literature to establish the affective well-being and intrinsic job satisfaction scales. Managers' contextual and task performance scales were developed through an analysis of the literature. Questionnaire items were further refined using feedback from expert reviewers and a pilot survey. A cross-sectional survey was administered to managers (n=1,552) from a range of occupational groupings in 19 Western Australian private, public, and third sector organisations. A total of 400 useable questionnaires was returned, representing a response rate of 26%. Self-report data were used to measure affective well-being and intrinsic job satisfaction, while superiors' ratings provided an evaluation of managers' contextual and task performance. An empirical methodology was used to test the hypotheses to enable the research questions to be answered and to suggest a Partial Model of Managers' Affective Well-being, Intrinsic Job Satisfaction and Performance. Answering the research questions required the development of an instrument to measure the structure of managers' contextual and task performance. An 8- dimensional measurement model of managers' performance, derived from the survey data, was tested by exploratory and confirmatory factor analysis to differentiate the structure of managers' contextual and task performance. The performance construct was operationalised in terms of four contextual dimensions (Endorsing, Helping, Persisting, Following) and four task dimensions (Monitoring, Technical, Influencing, Delegating). These dimensions were confirmed through multi-sample analysis and cross-validation techniques of managers' and superiors' ratings (n = 200 and n = 125). Canonical correlation and standard multiple regression were used to analyse the linear combination of managers' affective well-being and intrinsic job satisfaction with contextual and task performance. Indicators of affective wellbeing and intrinsic job satisfaction were found to predict dimensions of managers' performance, irrespective of whether the performance scores were from self-report or superiors' ratings. A large amount of the variance of managers' performance was explained by affective well-being and intrinsic job satisfaction. Affective well-being selfreport (Positive Affect, Intrinsic Job Satisfaction) was found to be positively associated with a dimension of superiors' reports on task performance (Influencing). Positive associations for dimensions of affective well-being selfreport (Positive Affect, Anxiety and Relaxation) were also found to be negatively associated with dimensions of superiors' reports on managers' task performance (Monitoring) and contextual performance (Following) that was also negatively associated with the task performance dimension (Technical). As predicted, positive affective well-being was related to enhanced managerial performance, whereas diminished affective well-being indicated poorer performance.

La santé mentale des jeunes est préoccupante. La présence d’un trouble mental et les conséquences associées à l’adolescence et au début de l’âge adulte peuvent entraîner diverses répercussions négatives sur le bien-être et le fonctionnement à long terme et complexifier cette délicate période développementale. Il importe donc de développer des stratégies de soutien au mieux-être et à l’adaptation des jeunes qui soient ajustées à leurs caractéristiques et besoins développementaux. Go with the flow est un programme novateur d’intervention par la danse pour des jeunes vivant avec des troubles mentaux, piloté à l’été 2021 avec le soutien du Laboratoire Espace Transition du Centre hospitalier universitaire Sainte-Justine. Dans le cadre d’une étude exploratoire qualitative, nous avons investigué en quoi et comment la danse peut être un outil d’intervention pertinent pour favoriser le bien-être et l’adaptation de ces jeunes. Nous avons réalisé des entrevues semi-structurées auprès des sept participant.e.s âgé.e.s entre 13 et 25 ainsi que de leur accompagnateur clinique (n = 8). Nous avons procédé à l’analyse thématique des matériaux colligés afin de répondre à deux objectifs de recherche : 1) documenter les effets perçus de la participation au programme Go with the flow relativement au bien-être affectif et 2) mettre en lumière les ingrédients et mécanismes d’action associés. Les résultats de notre étude exploratoire suggèrent que le programme Go with the flow a le potentiel de favoriser le mieux-être affectif des participant.e.s, en augmentant notamment les pensées et affects positifs, en diminuant les pensées et affects négatifs, et en accroissant l’énergie et la motivation. Ces changements favorables perçus seraient attribuables à plusieurs composantes du programme, telles l’activité physique, l’univers du hip-hop, les éléments à caractère identitaire, les compétences et attitudes de l’artiste-animatrice, ainsi que certaines activités spécifiques du programme. Ces composantes auraient servi d’ingrédients contribuant à la mise en place de divers mécanismes de changement tels la transfusion d’énergie, l’exploration de son corps ainsi qu’un retour à soi et la possibilité de sortir de sa zone de confort et de lâcher prise. Ensemble, ces résultats nous ont permis de dégager une première théorie d’action du programme Go with the flow en matière de bien-être affectif et d’ainsi contribuer à la compréhension du potentiel de la danse comme médium d’intervention en soutien au rétablissement et au développement positif des jeunes vivant avec des troubles mentaux. / The youth’s mental health state is concerning. The presence of mental disorders and the consequences related to teenage years and the beginning of adulthood may cause various negative repercussions on the well-being and social functioning of young ones, which complexify their development period. Therefore, it is important to develop some self-care strategies, which must be adapted to their characteristics and development needs. Go with the flow is an innovative intervention program using dance with the youth living with mental health problems. The program was piloted with the support of the CHU Sainte-Justine’s Laboratoire Espace Transition (LET), during the summer of 2021. A qualitative exploratory study deepens how dance could be an intervention tool to promote well-being and help adaptation for these young people. Semi-constructed interviews were conducted with seven participants, aged 13 to 25 years, as well as their clinical coach (n = 8). The data collected was analysed with a thematic analysis, wanting to answer 2 goals: 1 ) To document the perceived effects of the program on the emotional well-being of the participants and 2) to shed light on the associated mechanisms of action. Data analysis had enabled us to identify a first theory of action about affect change. The findings of the study suggest that the Go with the flow program would increase the feeling of well-being, reduce stress and calm the subject. Indirectly, the program would also increase positive thoughts and the feelings of energy and motivation, while reducing negative thoughts. These perceived effects would be attributable to several components of the program: physical activity, emphasis on pleasure, the bi-weekly recurrence of the program, the use of music, the hip-hop universe, the verbal sharing, the identifying characteristics, the skills, and attitude of the artist-host, as well as the other program activities. These components would have contributed to generating a share of energies, to promote an inclusive, adapted, positive, entertaining, and pressure-free experience that has made the young person feel comfortable, to allow the exploration of their body as well to refocus themselves, allowing them to get out of their comfort zone. This study brings out some reflections on the potential of using dance as an intervention tool and show some similarities between the Go with the flow program and theoretical models in psychoeducation theories.