A dissertation submitted in partial fulfiIIment of the requirements for the degree of Master of Arts (Clinical Psychology) in the Department of Psychology, University o f Zululand, 2005. / Correctional officers in correctional institutions play a significant role in creating and maintaining the environment within the prison. As a result many issues related to correctional officers have been examined, for instance researchers found that correctional officers experience excessive stress that leads to physical illness, cost money, family problems or inability to perform duties appropriately (Finn, 2000). Most studies examining causes and negative consequences of correctional officers stress were conducted in Western countries, few studies have examined stress and stress related problems among correctional officers in other countries. Thus the present study examined the sources and the extent of stress among correctional officers in South Africa and the effect of these on job satisfaction.

Le monde industriel actuel connaît des changements fréquents et parfois brutaux suite aux progrès que connaissent la science et les technologies, aux besoins des clients, qui sont de plus en plus exigeants, à la forte présence de la concurrence. Cette variabilité des marchés économique engendre souvent des organisations de travail instables et des facteurs de pénibilité, de stress. Par conséquent, les industriels développent des méthodes pour maitriser et améliorer leur processus pour plus de performance. Le Lean management et l’approche ergonomique sont deux de ces méthodes.Mais elles semblent ne pas encore avoir fait totalement leur preuve pour répondre avec efficience à ce double enjeu qu’est la performance industrielle et la santé au travail. La notion de performance globale, qui englobe ce double enjeu, est complexe et pas simple pour les entreprises.De ce fait, notre projet de recherche a pour objectif de proposer une méthodologie de transformation et de pilotage de la performance globale basée sur une approche mettant en synergie le Lean Manufacturing, l’approche Ergonomique et l’approche Ergomotrice. Elle vise à guider l’entreprise sur un itinéraire de progrès construit à partir d’un processus d’évaluation du niveau de maturité de l’organisation. La matrice de maturité dans sa conception reprend les principes du Lean, de l’approche ergonomique et de l’approche Ergomotrice. Nous avons donc pu proposer un cadre de conduite de changement au sein d’un processus de pilotage rythmé permettant de transformer l’organisation industrielle pour atteindre une vision stratégique de performance globale d’une entreprise. L’ensemble de ces travaux a pu être testé au sein de plusieurs entreprises accompagnées par Valessentia et plus particulièrement au sein de l’entreprise Jean Louis Amiotte. / The current industrial world is facing frequent changes, which are sometimes abrupt. This is due to the scientific and technical progresses and increasingly challenging needs of customers. This market variability often creates unstable work organisations and arduousness and stress factors. Therefore, manufacturers are developing methods to control and improve their processes for greater performance. Lean management and ergonomics approach are two of these approaches.But they seem not having totally demonstrated their efficiency for tackling this double issue that is industrial performance and health-at-work. The notion of global performance, which encompasses this double issue, is complex and not so easy for enterprise to manage.Thus, this research project aims at proposing a methodology for transforming organisation and controlling global performance, on the basis of a synergy between the Lean Manufacturing, the ergonomics approach and the ergomotrice one. It aims at guiding an enterprise on a progress journey built upon an evaluation process of the organisation maturity level. The Maturity Matrix in its design takes into account the main principles of the Lean Manufacturing, the ergonomics approach and the ergomotrice one. We propose a framework for change management inside a rhythmed control process allowing to transform an industrial organisation in order to achieve the enterprise strategic vision of global performance.All these research works have been tested in several companies that have been assisted by Valessentia, and more particularly inside Jean-Louis Amiotte.

Studiens syfte var att undersöka upplevelser av arbetstillfredsställelse hos brandmän. Forskningen om brandmän har i ringa omfattning fokuserat på hälsofrämjande faktorer inom yrket och det finns begränsat med kvalitativ forskning kring arbetstillfredsställelse hos brandmän. För denna studie användes därför en kvalitativ metod. Data har samlats in genom semistrukturerade intervjuer av tio brandmän verksamma inom heltidsstyrkan på en brandstation i Norge. Intervjuerna analyserades enligt en fenomenografisk ansats, för att kvalitativt undersöka olika upplevelser av fenomenet arbetstillfredsställelse. Studien visade att olika faktorer inom den psykosociala och organisatoriska arbetsmiljön har betydelse för arbetstillfredsställelse hos brandmän. De intervjuade brandmännen upplevde arbetet som meningsfullt och uttryckte att de ser fram emot att gå till jobbet. Lärande och säkerhet i arbetet relaterades till arbetstillfredsställelse, liksom tydliga krav och gemensamma strukturer i arbetet. Gemenskapen på arbetsplatsen kopplades till arbetstillfredsställelse, speciellt lyftes stödet från kollegor fram som viktigt. Brandmännen upplevde arbetstillfredsställelse genom styrning och stöd från ledare, men olika ledaregenskaper beskrevs som viktiga och det betonades att ledarskapet måste anpassas till situationen. Arbetstillfredsställelse vid operativt arbete relaterades till att vara förberedd inför händelser, att samarbetet vid insatser fungerar och att det ständigt dyker upp nya utmaningar som måste hanteras. Resultaten från denna studie kan understödja det hälsofrämjande arbetet på brandstationen där studien har genomförts och inom andra jämförbara verksamheter. / The purpose of this study was to examine experiences of job satisfaction among firefighters. The previous research on health-promoting factors within the fire service is scarce and there is limited qualitative research on job satisfaction among firefighters. A qualitative method was subsequently used for this study. Data were collected through semi-structured interviews with ten full-time firefighters at a fire station in Norway. The interviews were analyzed using a phenomenographic approach, to qualitatively examine different experiences of the phenomenon of job satisfaction. The study showed that various factors within the psychosocial and organizational work environment are of relevance to job satisfaction among firefighters. The interviewed firefighters experienced their work as meaningful and looked forward to going to work. Learning and safety at work, as well as clearly defined requirements and shared structures within the organization were related to their job satisfaction. The firefighters experienced job satisfaction through support from colleagues and leaders. Job satisfaction in operational work was related to preparedness, cooperation and coping with new challenges. The results from this study may support the health-promotion efforts at the fire station where the study was carried out, as well as in other comparable organizations.

Bakgrund: Sjuksköterskebristen är ett utbrett problem både nationellt och globalt. Sjuksköterskans särskilda kompetens inkluderar omvårdnad baserad på humanism samt vetenskaplig kunskap. Forskning om hur nyutexaminerade sjuksköterskor upplever övergången från studenter till yrkesverksamma är av stor betydelse. Det är en viktig fråga med tanke på den rådande sjuksköterskebristen och kan främja en positiv start i yrket och en sund arbetsmiljö. Detta har positiva effekter på patientsäkerheten och tillgången på sjuksköterskor. Syfte: Vårt syfte var att belysa nyutexaminerade sjuksköterskors upplevelser av första tiden i kliniskt arbete. Metod: Metoden var en litteraturöversikt, där publicerade vetenskapliga artiklar identifierades, kvalitetsgranskades och analyserades. Översikten byggde på kvalitativa studier. Databaser som användes för insamling av artiklar var CINAHL Complete och PubMed. Resultat: Resultaten indikerade att den initiala perioden i klinisk praxis för nyutexaminerade sjuksköterskor uppfattades som kaotisk och utmanande. Ett tydligt glapp mellan teori och praktik framträdde. Stöd och hjälp från kollegor och organisationen spelade en avgörande roll. Med tiden, när teoretisk kunskap smälte samman med praktisk erfarenhet, utvecklades sjuksköterskornas självförtroende och de kunde identifiera sig som professionella sjuksköterskor. Slutsats: Nyutexaminerade sjuksköterskor upplever ofta en påtaglig klyfta mellan sin teoretiska utbildning och den praktiska erfarenheten, vilket kan leda till stress och överväldigande känslor. Genom att erbjuda effektiv handledning och skapa goda arbetsvillkor kan både den fysiska och psykiska hälsan för de nyutexaminerade sjuksköterskorna främjas. Dessutom leder detta till ökad patientsäkerhet eftersom brister inom vården ofta hänför sig till faktorer som stress, ogynnsamma arbetsförhållanden och kunskapsbrist. / Background: The shortage of nurses is a widespread issue both nationally and globally. The nurse's specific competence encompasses humanistic-based patient care and scientific knowledge. Studying new nurse graduates’ transition is vital, addressing the nurse shortage, and fostering a positive start and a healthy work environment. This, in turn, has positive effects on patient safety and the availability of nurses. Aim: Our objective was to illuminate the experiences of newly graduated nurses during their initial period of clinical practice. Method: The chosen method was a literature review, where we identified, assessed the quality, and analyzed published scientific articles. The review was based on qualitative studies. Databases used for article collection were CINAHL Complete and PubMed. Results: The results indicated that the initial period of clinical practice for newly graduated nurses was perceived as chaotic and challenging. A gap between theory and practice became apparent. Support from colleagues and the organization played a crucial role. Over time, as theoretical knowledge merged with practical experience, the nurses' confidence developed, and they identified themselves as professional nurses. Conclusions: Recently graduated nurses often experience a significant gap between their theoretical education and practical experience, which can lead to stress. By providing effective guidance and establishing favorable working conditions, the well-being of new nurses can be promoted. Furthermore, this contributes to enhanced patient safety since deficiencies in healthcare are often attributed to factors such as stress, unfavorable working conditions, and a lack of knowledge.

La procrastinación es uno de los principales problemas dentro de las organizaciones, pudiendo causar pérdidas económicas en las entidades y conductas de autosabotaje o tendencia a la infravaloración en los trabajadores. Existen ciertos factores que pueden predisponer el desarrollo de conductas de procrastinación, dentro de estos encontramos a la personalidad. Ante lo expuesto, se propuso como objetivo de la investigación determinar la relación entre procrastinación laboral y rasgos de personalidad en los trabajadores de una entidad estatal con régimen privado en Lambayeque. Para ello, se empleó un diseño no experimental de tipo correlacional; se contó con la participación de 180 trabajadores de puestos administrativos y obreros, de los cuales 53.1% eran hombres (M=35.3, DE=9.43). A quienes se les aplicó el Big Five Inventory-15 y la Procrastination at Work Scale. Se encontró una correlación significativa entre las dimensiones de personalidad y las conductas de procrastinación. / Procrastination is one of the main problems within organizations, leading to economic losses and self-sabotage behaviors or tendencies towards undervaluation among employees. Certain factors, such as personality, can predispose individuals to develop procrastination behaviors. In light of this, the objective of this research was to determine the relationship between work procrastination and personality traits among employees of a private state entity in Lambayeque. A non-experimental correlational design was employed, involving 180 administrative and labor workers who completed the Big Five Inventory-15 and the Procrastination at Work Scale. A significant correlation was found between personality dimensions and procrastination behaviors.

[pt] Este trabalho examina as relações entre recursos pessoais e bem-estar no trabalho de professores brasileiros, e para esse fim foram realizados dois estudos. Os estudos basearam-se no Modelo de Recursos e Demandas de Trabalho, que sugere que os recursos pessoais podem proteger os indivíduos contra o estresse relacionado com o trabalho. Os recursos pessoais examinados nesses estudos incluem autoeficácia ocupacional, trabalho significativo e a flexibilidade psicológica no trabalho. Enquanto dos desfechos possíveis são o burnout, o engajamento e a adição ao trabalho. A amostra foi composta por 111 professores do Ensino Básico, fundamental e médio do estado do Rio de Janeiro, sendo 76 por cento de mulheres, com idade média de 40 anos (DP = 10 anos), 45 por cento instituições públicas. Os instrumentos utilizados foram um levantamento sociodemográfico, com o objetivo de reconhecer a amostra, um levantamento da experiência dos professores com o Ensino Remoto Emergencial (ERE), a Escala de Sentido no Trabalho, a Escala de Autoeficácia Ocupacional – Versão Breve, a Escala de Engajamento no Trabalho de Utrecht, a Escala de Flexibilidade Psicológica no Trabalho, a Escala de Adição ao Trabalho e a Escala de Burnout – 12. Para a análise dos dados foram empregadas análises das correlações de Pearson, modelagem por equações estruturais e análise de moderação. Os resultados dos estudos indicam que as experiências com ERE foram fatores de risco para a Adição ao Trabalho e que os recursos pessoais atuaram como fatores protetivos ao Burnout em professores. Os resultados também sugerem que os recursos pessoais atuaram como antecedentes do engajamento no trabalho, e que a flexibilidade psicológica atuou como variável moderadora da relação dos demais recursos com o engajamento. Tais resultados podem ser relevantes para o desenvolvimento de intervenções que contribuam para a promoção do bem-estar e para a prevenção do adoecimento dos professores. / [en] This paper examines the relationships between personal resources and wellbeing at work in Brazilian teachers during the COVID-19 pandemic, and for this purpose two studies were carried out. The studies were based on the Job Demands and Resources Model, which suggests that personal resources can protect individuals against work-related stress. Personal resources examined in these studies include occupational self-efficacy, meaningful work, and psychological flexibility at work. While possible outcomes are burnout, work engagement and addiction to work. The sample was composed of 111 teachers of Rio de Janeiro, 76 percent of whom were women, with an average age of 40 years (SD = 10 years), 45 percent from public institutions. The instruments used were a sociodemographic survey, with the aim of recognizing the sample, a survey of teachers experience with the ERE, the Work and Meaning Inventory, the Occupational Self-Efficacy Scale – Brief Version, the Utrecht Work Engagement Scale, the Psychological Flexibility at Work Scale, the Dutch Work Addiction Scale and the Burnout Assessment Tool – 12. Pearson correlation analysis, structural equation modeling and moderation analysis were used to analyze the data. The results of the studies indicate that experiences with Emergency Remote Teaching were risk factors for workaholism and that personal resources acted as protective factors against burnout in teachers. The results also suggest that personal resources acted as antecedents of work engagement, and that psychological flexibility acted as a moderating variable in the relationship between other resources and engagement. Such results may be relevant for the development of interventions that contribute to promoting well-being and preventing teachers from becoming ill.

Los desafíos que demanda la sociedad actual han evidenciado la necesidad de contar en el ámbito educativo con docentes competentes en conocimientos y sobre todo en habilidades emocionales que permitan mejorar su bienestar y desempeño profesional, debido a que se ha demostrado que están expuestas a largas jornadas laborales, al cansancio y a situaciones que le producen estrés. En este contexto se realizó una investigación con el objetivo de diseñar talleres Temotions para potenciar la Inteligencia emocional intrapersonal en docentes de educación inicial de instituciones educativas de Chiclayo. Se utilizó un diseño no experimental básico propositivo en una muestra de 26 docentes, seleccionada mediante un muestreo no probabilístico de tipo intencionado, a través del TMMS-24, escala que tiene por objetivo medir la percepción que las personas tienen sobre su inteligencia emocional en las dimensiones de percepción, comprensión y regulación emocional. Los resultados más resaltantes evidencian que el 50% de docentes presentan una adecuada percepción emocional, en tanto que, el 50 % restante requieren mejorarla debido a que prestan poca atención 46% y demasiada atención 4%, habilidad base y esencial para el desarrollo de las siguientes habilidades como la comprensión y regulación, las cuales en el presente estudio se ubican en un nivel adecuado y excelente. La investigación llegó a la conclusión que las maestras requieren potenciar las tres habilidades de la inteligencia emocional intrapersonal de modo que beneficie su bienestar personal y profesional, en este sentido se presentan talleres innovadores y válidos que buscan potenciar la problemática evidenciada. / The challenges demanded by today's society have shown the need to have competent teachers in the educational field with knowledge and especially in emotional skills to improve their well-being and professional performance, because it has been shown that they are exposed to long working hours, fatigue and situations that cause stress. In this context, a research was conducted with the objective of designing Temotions workshops to enhance intrapersonal emotional intelligence in early childhood education teachers of educational institutions in Chiclayo. A non-experimental basic propositional design was used in a sample of 26 teachers, selected by means of a non-probabilistic purposive sampling, through the TMMS-24, a scale whose objective is to measure the perception that people have of their own emotional intelligence in the dimensions of perception, understanding and emotional regulation. The most outstanding results show that 50% of teachers have an adequate emotional perception, while the remaining 50% need to improve it because they pay too little attention 46% and too much attention 4%, a basic and essential skill for the development of the following skills such as understanding and regulation, which in this study are located at an adequate and excellent level. The research concluded that teachers need to enhance the three skills of intrapersonal emotional intelligence in order to benefit their personal and professional wellbeing, and in this sense, innovative and valid workshops are presented that seek to enhance the evidenced problems.

Yes / This study adopted a mixed methods approach, with the quantitative element forming the core component and the qualitative dimension assuming the supplementary component to assess Job Satisfaction (JS)and Organisational Commitment (OC) as mediators in the relationship between Spirit at Work (SAW) and Organisational Citizenship Behaviour(OCB) within the Australian higher education sector. It is expected that by 2025, job satisfaction and burnout will cause large numbers of academic staff to leave Australian universities. Regression and structural equation modelling analysed the study’s quantitative data. NVivo was used to analyse qualitative data. The findings illustrate that SAW significantly affects OCB, JS and OC. Most notably, the results indicate no significant differences between the permanent and casual staff’s level of SAW and none between their JS, OC and OCB levels. This finding contradicts previous research. The overall findings in this article further highlight necessary changes to Australian universities’ current management and leadership approaches to create more satisfied and committed employees.

Made available in DSpace on 2016-08-03T16:34:46Z (GMT). No. of bitstreams: 1 WELLINGTON DONIZETI SILVERIO.pdf: 592436 bytes, checksum: 7390e9c9c072bf3ac1d4280c9ae2a68a (MD5) Previous issue date: 2008-08-25 / n high-pressure environment, competition and need for the creation of consistent differential that may contribute to the longevity of organizations, there is the search, and sometimes radical changes in patterns of business management and management of the human being in the business. At the core of the current studies on human behaviour and its relations with the various institutions in which man can be seen inserted include efforts aimed at understanding the role and value of the contribution of human beings to working environment and strengthening of organizations. Increasing have shown the concern and understanding about the factors that impact the general welfare, the well-being at work, workers' health and emotional variables from interpersonal relations common to the whole social body. The combination of emerging themes and rich in significance as well-being at work, satisfaction and involvement with the work, organizational commitment affective, emotions, affections and feelings, point out as a wide field and instigating the search for a broader adaptation of organizational environment to human being. This study aimed to submit to test the empirical relationship between emotional experiences in the organizational context and three dimensions of well-being at work - satisfaction at work, involvement with the organizational work and emotional commitment. The sample was composed of 253 employees of a metallurgical industry of the great Sao Paulo, 213 males and 29 females, most at the age between 26 to 30 years old, distributed between unmarried and married. For data collection it was used a questionnaire for self-fulfillment with four scales that evaluated positive and negative affects, satisfaction at work, involvement with the organizational work and emotional commitment. Data analysis was performed using the SPSS, version 16.0 and various sub-programs that led to calculate descriptive analyses and multiple regression analysis for evaluating the impact of positive and negative affects on well-being at work. The results of this study revealed that the main predictor of the dimensions of well-being at work were the positive affects. Thus, it seems appropriate to say that well-being at work is a psychological state supported particularly by the experience of positive emotions in organizational context. It is suggested that the promotion of health and well-being within organizations are hotbeds of future studies, representing valuable contribution to the fields of knowledge of the psychology of health and organizational psychology, and the consequent strengthening of links between business and workers.(AU) / Em ambiente de elevada pressão, competição e necessidade de criação de diferenciais consistentes que venham contribuir com a longevidade das organizações, nota-se a busca e, às vezes, radicais transformações nos modelos de gestão de negócios e gestão do ser humano no meio empresarial. No campo central dos estudos atuais acerca do comportamento humano e de suas relações com as diversas instituições em que o homem se vê inserido, figuram os esforços voltados à compreensão do papel e valor da contribuição do ser humano ao ambiente de trabalho e fortalecimento das organizações. Crescentes se mostram a preocupação e o entendimento sobre os fatores que impactam o bem-estar geral, o bem-estar no trabalho, a saúde dos trabalhadores e as variáveis emocionais oriundas das relações interpessoais comuns a todo organismo social. A combinação de temas emergentes e ricos em significância como bem-estar no trabalho, satisfação e envolvimento com o trabalho, comprometimento organizacional afetivo, emoções, afetos e sentimentos, caracterizam-se como um vasto e instigante campo de pesquisa para uma adaptação mais ampla do ser humano ao ambiente organizacional. O presente estudo teve como objetivo submeter ao teste empírico as relações entre experiências afetivas no contexto organizacional e três dimensões de bem-estar no trabalho - satisfação no trabalho, envolvimento com o trabalho e comprometimento organizacional afetivo. A amostra foi composta por 253 profissionais de uma indústria metalúrgica de autopeças na grande São Paulo, sendo 213 do sexo masculino e 29 do sexo feminino, com maior freqüência na faixa etária compreendida entre 26 a 30 anos, distribuída entre solteiros e casados. Para a coleta de dados foi utilizado um questionário de auto-preenchimento com quatro escalas que avaliaram afetos positivos e negativos, satisfação no trabalho, envolvimento com o trabalho e comprometimento organizacional afetivo. A análise dos dados foi feita por meio do SPSS, versão 16.0 e diversos sub-programas permitiram realizar análises descritivas bem como calcular modelos de regressão linear para verificar o impacto de afetos positivos e negativos sobre bem-estar no trabalho. Os resultados deste estudo revelaram que o principal preditor das dimensões de bem-estar no trabalho foram os afetos positivos. Assim, parece ser adequado afirmar que bem-estar no trabalho seja um estado psicológico sustentado, em especial, pela vivência de emoções positivas no contexto organizacional. Sugere-se que a promoção da saúde e do bem-estar dentro das organizações sejam focos de estudos futuros, representando valiosa contribuição aos campos de conhecimento da psicologia da saúde e da psicologia organizacional, bem como ao conseqüente fortalecimento dos vínculos entre empresa e trabalhadores.(AU)

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.