This study hypothesized that college and university basketball coaches who endorse Type A beliefs, have a hostile attitudinal set, an internal attributional style, and express their anger outwardly, are at the greatest risk for cardiovascular disease. Seventy-one head coaches of men's basketball teams from NCAA Division I, II, and III schools completed measures of Type A beliefs, hostility, anger expression, and attributional style. Canonical correlation analyses were performed to assess the relative contribution of each of the psychological measures toward prediction of negative behavior and cardiovascular disease symptomology. A significant multivariate relationship was obtained between measures of Type A beliefs, hostility, stress, and attributional style and measures of negative feelings and actions during contests, but not for measures of health and symptoms of cardiovascular disease. For this sample of coaches, stress was identified as a significant contributor to their negative feelings and actions.

Occuper le rôle de gestionnaire mène inévitablement à être confronté à de nombreuses contradictions et tensions. Cela est d’autant plus vrai lorsque la gestion du personnel occupe une grande place dans le quotidien du gestionnaire. Ce dernier se voit alors attendu de traiter ses employés de manière uniforme tout en considérant les besoins individuels de chacun et en faisant des exceptions. Également, le gestionnaire se doit de maintenir le contrôle en appliquant les règles et procédures organisationnelles tout en permettant un certain degré de flexibilité et d’autonomie à ses employés. Bref, il semblerait qu’un facteur crucial permettant à un gestionnaire d’exceller dans son rôle est sa capacité à répondre aux demandes contradictoires et paradoxales de son environnement, et ce, d’autant plus dans un contexte marqué par le changement. En d’autres mots, il lui faut faire preuve de flexibilité managériale ; un concept ayant gagné de plus en plus en popularité depuis les 30 dernières années dans la littérature scientifique. Bien que les chercheurs et praticiens s’entendent pour dire que la flexibilité comportementale des gestionnaires est tout à fait nécessaire et pertinente dans le contexte organisationnel volatile et changeant d’aujourd’hui, il ne semble toutefois pas y avoir de consensus quant au terme et aux mesures à utiliser pour définir et capturer ce phénomène. Également, le mécanisme par lequel la flexibilité managériale peut influencer les employés n’a été que très peu étudié empiriquement jusqu’ici. Cette thèse vise à mieux comprendre ce qu’est la flexibilité managériale, comment la mesurer en plus de faire le point sur comment elle a été étudiée jusqu’ici. De plus, elle a pour objectif de valider l’impact de la flexibilité managériale sur les employés en plus de mieux comprendre à travers quels mécanismes ce lien opère en contexte de crise. Le premier article de la thèse consiste en une revue systématique de la littérature sur le sujet de la flexibilité managériale. Cette recension de la littérature s’appuie sur 30 ans de recherche et a permis de répertorier 68 articles sur le sujet. S’appuyant sur l’approche des valeurs concurrentes, l’article permet de mettre en évidence trois principales conceptualisations de la flexibilité managériale, soit la complexité comportementale, le leadership versatile et le leadership paradoxal. Aussi, une revue des mesures de la flexibilité managériale est présentée et des recommandations quant à l’utilisation de ces échelles sont offertes. Enfin, un modèle intégrant l’ensemble des recherches empiriques sur le sujet est également suggéré. Le deuxième article de la thèse s’affaire à tester un modèle de médiation-modérée où la relation entre la flexibilité managériale perçue et la performance de rôle des employés est mise à l’épreuve. L’agilité des employés est proposée comme variable médiatrice tandis que le degré d’épanouissement au travail des employés est suggéré comme variable modératrice du lien entre la flexibilité managériale perçue et l’agilité des employés. Un échantillon de 366 employés a été recruté en ligne lors de la crise sanitaire de la COVID-19 afin de contextualiser les résultats dans un environnement marqué par le changement. Les résultats indiquent qu’en temps de crise, la flexibilité managériale perçue mène à une plus grande performance de rôle de la part des employés et l’agilité de ces derniers expliquerait en partie cette relation. Toutefois, bien que l’épanouissement au travail des employés modère la relation entre la flexibilité managériale perçue et l’agilité des employés, cette variable ne semble pas avoir un impact significatif sur l’ensemble du modèle suggéré. / Occupying the role of manager inevitably leads to being confronted with many contradictions and tensions. This is particularly the case when people management takes a large place in the daily life of managers. They are then expected to treat their employees the same way while considering each of their individual needs and making exceptions accordingly. Also, managers must maintain control by applying organizational rules and procedures while allowing a certain degree of flexibility and autonomy to their employees. In short, a crucial factor enabling managers to excel in their role is the ability to respond to the contradictory and paradoxical demands of their environment, even more so in a context marked by change. In other words, managers must exhibit behavioral flexibility; a concept that has gained increasing popularity over the past 30 years in the scientific literature. Although researchers and practitioners agree that managerial behavioral flexibility is necessary and relevant in today's volatile and changing organizational context, there does not seem to be a consensus on the specific concept and measurement to be used in order to define and capture this phenomenon. Also, the mechanism by which managerial flexibility can influence employees has been little studied empirically so far. This thesis aims to better understand what managerial flexibility is, how to measure it in addition to reviewing how it has been studied so far. In addition, it aims to validate the impact of managerial flexibility on employees while providing better understanding of which mechanisms this link operates through in a crisis context. The first article of the thesis consists of a systematic review of the literature about managerial flexibility. This literature review is based on 30 years of research and has identified 68 articles on the subject. Based on the competing values and paradox approach, the article highlights three main conceptualizations of managerial flexibility, namely behavioral complexity, leadership versatility and paradoxical leadership. Also, a review of the measures of managerial flexibility is presented and recommendations on the use of these scales are offered. Finally, a model integrating all the empirical research on managerial flexibility is presented. The second article of the thesis consists of testing a mediated-moderation model where the relationship between perceived managerial flexibility and employee role performance is tested. Employee agility is proposed as a mediating variable while the degree of employee’s thriving at work is suggested as a moderating variable of the link between perceived managerial flexibility and employee agility. A sample of 366 employees was recruited online and the study was conducted during the COVID-19 pandemic in order to contextualize the results in an environment marked by change. The results indicate that in times of crisis, perceived managerial flexibility leads to greater role performance on the part of employees and that employee’s agility would partly explain this relationship. However, although employee’s thriving at work moderates the relationship between perceived managerial flexibility and employee’s agility, this variable does not appear to have a significant impact on the overall suggested model.

The purpose of this study was twofold: (a) to take a step towards conducting a functional assessment of an employee skill deficit in an applied, organizational setting and (b) to investigate the effectiveness of building response frequencies when training necessary skills to employees of an organization. A functional assessment procedure was administered to each participant and designed to identify the possibility of insufficient component skills that may have been responsible for employee ineffectiveness. Results of this assessment procedure identified two of the these targeted skill areas as deficient. Based on these results, two primary dependent variables designed to measure two component skills, See/Say 4-digit operation code descriptions (recall) and See/Type 4-digit operation codes (data entry) were established. During treatment, instructional and measurement procedures based on Precision Teaching and designed to increase rates of responding (i.e., frequency) were used to present the material, to guide instruction, and to record the results. A pair of multiple baseline across participants designs were used to evaluate the effectiveness of the intervention. In addition, three composite skill tests (pretest, midtest, posttest) were administered to measure and evaluate the application of each of the two component skills. The results of treatment suggest that the methods used in this study are a cost-effective way of training product knowledge and data entry skills for organizations. Implications for the field of Organizational Behavior Management are discussed and suggestions for future research are provided.

Early Maladaptive Schemas, as defined by Young (1990), are relatively permanent psychological constructs which influence human information processing. They consist of self-perceptions, attitudes and beliefs which are primarily the result of early childhood experiences. These schemas produce faulty thinking about an individual's self and environment, producing cognitive distortions. They are also the source of dysfunctional behavior as well as a wide range of mental conditions including depression, phobias and anxiety. Burnout is a significant problem among today's teachers which adversely effects the operation of schools (Maslach & Jackson, 1986). It is the result of teachers having to solve complicated problems, on a day-to-day basis, in their classrooms. Solutions to these problems are not always easily reached. This leads to frustration among teachers, culminating in cynical attitudes toward work, hostility toward students, absenteeism and job-leaving. The purpose of this study was to investigate the relationship between Early Maladaptive Schemas and teacher burnout. The Schema Questionnaire and the Maslach Burnout Inventory (MBI) were administered to fifty teachers employed by the Los Banos Unified School District, a middle-sized, suburban school district in central California. Subjects were asked to complete both self-report scales and given reimbursement for doing so. Forty-seven sets of questionnaires were collected. It was found that two of the higher order factors on the Schema Questionnaire, Overconnection (OVRC) and Exaggerated Standards (EXST), correlated strongly with the Emotional Exhaustion (EE) scale of the MBI. Weaker, but still significant, correlations were found between OVRC and the other two MBI factors, Depersonalization (DP) and Personal Accomplishment (PA). These relationships were all in the expected directions. Additionally, correlational data analyses suggested differences in gender, age and years of teaching on some of the Schema Questionnaire and MBI factors. Subsequent statistical analysis of mean differences indicated women scored significantly higher on OVRC and EE than did men. Analysis of mean differences, however, did not substantiate significant differences in scores on the Schema Questionnaire factors and the three MBI factors according to age and years of teaching experience.

Schmitt and Dorans (1990) hypothesized that one possible reason for apparent test bias on the Scholastic Aptitude Test (SAT) against African Americans was related to a difference in processing speed between White and African American examinees. They based this hypothesis on an analysis of data generated by the administration of the SAT. Specifically, if one omitted those items that African Americans did not reach, the differential item functioning that led to bias against African Americans virtually disappeared. This study utilized data collected during the preliminary item tryout phase of Form E of the General Aptitude Test Battery (GATB) to examine the extent to which item position effects might be linked to differential item functioning (DIF). During the item pretest study, a set of arithmetic reasoning items was presented to a nationwide sample of examinees. Roughly half of the examinees were presented the items in forward order and the other half were presented the items in reverse order. This allowed an evaluation of the extent to which an item's ordinal position affected examinee performance. The study failed to provide direct evidence for Schmitts' and Dorans' (1990) hypothesis due to the fact that very little DIF was identified. However, several troubling observations emerged. First, White examinees answered 32 out of the 33 items correctly at a greater proportion than African American examinees (p $<$.05). Second, there were statistically significant differences between how White and African American examinees selected incorrect item alternatives. Third, when evaluated using a biserial or point-biserial correlation coefficient as an estimator of the effectiveness of an item at discriminating between high and low ability examinees, the test items tended to predict scores for White examinees better than for African American examinees indicating that they may not be a valid measure of the African American examinees' arithmetic reasoning ability. Finally, there is a significant correlation between item position and the difference between White and African American examinee performance. Items administered early in the examination tended to work more equally well for both groups while items administered later tended to work better for White examinees than for African American examinees.

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