Cette recherche vise à examiner la relation entre le conflit de rôles et la performance des employés. La littérature scientifique ne présente pas des résultats unanimes concernant ce sujet. Dans notre étude, la première hypothèse de recherche suggère que la relation entre le conflit de rôles et la performance au travail est négative. Notre hypothèse est basée sur la théorie d’interférence qui considère le conflit de rôle comme un obstacle à la performance. L’échantillon de l’étude comporte 3621 individus qui travaillent dans 45 entreprises canadiennes. Les données de l’étude sont hiérarchiques, c’est pourquoi nous avons effectué des régressions dans un modèle linéaire mixte. La deuxième hypothèse de recherche teste l’effet d’une variable modératrice sur la relation entre le conflit de rôles et la performance au travail. Cette variable modératrice est le type d’emploi qui est classifié selon le fait que la performance dépend de l’interaction avec d’autres individus ou pas. Les résultats de notre étude valident notre première hypothèse, mais ne supportent pas notre deuxième hypothèse. / The aim of this study is to examine the relationship between role conflict and the performance of employees. The scientific literature presents inconsistent results regarding this relationship. In this study, the first hypothesis suggests that there is a negative relationship between role conflict and performance. This hypothesis is based on the interference theory that considers role conflict an obstacle to performance. Our sample includes 3621 people working in 45 Canadian organizations. The data we used is hierarchical, which is why we conducted regressions in a linear mixed model. The second hypothesis tests the effect of a moderating variable on the relationship between role conflict and performance. This variable is the job type, which is classified according to whether performance depends on the interaction with other individuals or not. The results of our study validate the first hypothesis but show no support for the second one.

The research reported in this thesis examines some aspects of upward influence behaviours at work, and in particular, the relationship between type of influence behaviours used and a number of potential correlates, including sex of agent, sex of target, sex-role identity, locus of control, job level, job type (secretarial worker or not) and educational level of agent. To examine these relationships. 64 male and 173 female white-collar workers (at AS01 to AS06 levels, or equivalent) in three large organisations in Canberra (A.C.T.) were surveyed, with a questionnaire containing measures of influence behaviours, attitudes to influencing upwards at work, a measure of sex-role identity, and a measure of locus of control beliefs, as well as demographic information. The data gathered from this survey was analysed using univariate, bivariate. and multivariate methods. Results showed limited support for stereotypical differences between males and females in influence behaviours used, and no support for hypotheses involving sex of target, sex-role identity, or secretarial workers. Influence behaviours previously identified as having positive outcomes for the agent were found in this study to be significantly associated with job level and educational level; influence behaviours previously identified as having negative outcomes for the agent were significantly associated with the tendency to explain outcomes in terms of control by powerful others, and with a sex-role identity characterised by negative masculinity traits. These findings suggest the importance of both structural and personal factors in choice of upward influence strategies at work. Suggestions for further research are provided.

Ce mémoire a pour but de vérifier l’existence possible d’un lien entre le rapport des individus aux nouvelles technologies d’information et de communication (NTIC) et leur niveau de bien-être psychologique. Également, il a comme intention de vérifier si ce lien est modéré en fonction de la génération à laquelle appartiennent les individus. Le dernier objectif est d’évaluer si le genre et le type d’emploi influencent ce lien entre le rapport aux NTIC et le niveau de bien-être psychologique. L’étude a été réalisée auprès de 1034 panélistes de l’Observateur. Les données utilisées ont été recueillies lors de l’étude Relations et différences intergénérationnelles. Les résultats de cette étude montrent qu’il existe un lien entre certaines dimensions du rapport aux NTIC des individus et le niveau de bien-être psychologique. De plus, ce lien est parfois modéré en fonction de la génération à laquelle appartiennent les individus. En ce qui concerne l’influence du genre et du type d’emploi sur le lien entre le rapport aux NTIC et le niveau de bien-être psychologique, nos résultats ne montrent aucun lien entre le genre ou le secteur d’activité et le niveau de bien-être psychologique. Cependant, plus un individu a un niveau de scolarité élevé, plus son niveau de bien-être psychologique est élevé. Aussi, le fait d’occuper un emploi à temps partiel est associé à une diminution du niveau de bien-être psychologique chez les individus appartenant à certaines générations. / The aim of this dissertation is, firstly, to verify the link between the predisposition of individuals towards new information and communication technologies (NICTs) and their level of psychological well-being. It then seeks to verify whether this link varies when individuals belong to different generations. Finally, it assesses whether gender and type of employment influence the link between the relationship to NICTs and the level of psychological well-being. The study was carried out among 1034 panelists of the Observer. The results of this study show that there is a link between specific dimensions of individuals' relationship to NICTs and the level of psychological well-being. Moreover, this relation is sometimes moderate depending on the generation to which the individuals belong. Furthermore, our results show no connection between gender or sector of activity and the level of psychological well-being. However, the higher an individual's level of education, the higher his or her level of psychological well-being. Part-time employment is also associated with a decrease in the level of psychological well-being among individuals belonging to certain generations.

This study sought to explore the challenges faced by older workers who do not fit the age-type of their jobs and how older workers adapt to overcome those challenges. Specifically, I surveyed a national sample of 227 workers 50 years of age and older, in a wide variety of jobs, on measures of perceived age discrimination and adaptation behaviors. I found that fit, as determined by career timetables theory, but not prototype matching theory, successfully predicted perceived age discrimination. Specifically, more age discrimination was perceived when fewer older workers occupied a job. Additionally, multiple regression analysis showed that career timetables theory, prototype matching theory, and measures of perceived discrimination interacted to predict adaptation behaviors. That is, older workers made more efforts appear younger at work when they perceived age discrimination in jobs occupied by fewer older workers and older women expressed greater desires to appear younger at work when they perceived age discrimination in jobs viewed as more appropriate for younger workers. Although older workers made a wide variety of efforts to appear younger at work, from changing the way they dressed to undergoing surgical procedures, the adaptation efforts believed to be the most effective against age discrimination were more oriented toward enhancing job performance than one’s appearance. It is especially troubling that greater perceived age discrimination was found in young-typed jobs (than in old-typed jobs) given that the number of older workers occupying young-typed jobs is expected to rapidly grow in the near future and perceived discrimination is associated with mental and physical consequences for older adults. Understanding effective adaptations to age discrimination is a valuable first step in helping older workers overcome the iv disadvantages they may face in the workplace, especially when they occupy young-typed jobs. Implications for theory and research are discussed