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  • About
  • The Global ETD Search service is a free service for researchers to find electronic theses and dissertations. This service is provided by the Networked Digital Library of Theses and Dissertations.
    Our metadata is collected from universities around the world. If you manage a university/consortium/country archive and want to be added, details can be found on the NDLTD website.
81

Harcèlement moral au travail et inducteurs organisationnels, quels impacts sur l’engagement affectif, l’intention de quitter et la détresse psychologique : le soutien social et la théorie de l'autodétermination comme mécanisme explicatifs / Workplace moral harassment and organizational failures, what impact on emotional engagement, intention to leave, and psychological distress : social support and the theory of self-determination as an explanatory mechanism

Malola, Pascal 12 December 2018 (has links)
La présente thèse porte sur le harcèlement moral au travail (HMT). Elle a pour objectif d’étudier d’une part ses effets sur la justice organisationnelle (JO), le climat de sécurité psychosociale (PSC), la détresse psychologique, l’intention de quitter l’entreprise et l’engagement affectif. D’autre part, elle cherche à étudier le rôle médiateur du soutien social de la hiérarchie et de la théorie de l’autodétermination (TAD) (satisfaction et frustration des besoins psychologiques).Afin de répondre à ces objectifs, trois études ont été réalisées. La première étude évalue d’une part les effets du HMT sur la détresse psychologique et l’intention de quitter l’entreprise et, d’autre part,le rôle médiateur du soutien social de la hiérarchie. La deuxième étude propose de tester le rôle médiateur de la satisfaction des besoins psychologiques entre les inducteurs organisationnels (HMTet JO) et individuels (l’intention de quitter l’entreprise et l’engagement affectif). Une troisième étude examine, les effets du HMT et le PSC sur les inducteurs individuels (l’intention de quitter l’entreprise et l’engagement affectif) dans le secteur de la santé. Cette dernière étude montre également le rôle médiateur de la frustration des besoins psychologiques. Pour conclure, les résultats de la thèse montrent l'impact négatif du HMT et d'autres facteurs tels que l'OJ et PSC chez les salariés. Soulignons que ces résultats révèlent également que les besoins psychologiques(satisfaction et frustration) jouent un rôle déterminant en milieu organisationnel. La discussion générale de la thèse dégage les implications et les conclusions découlant des études. / This thesis deals with workplace bullying (WB). It aims to study on one hand its effects onorganizational justice (OJ), psychosocial safety climate (PSC), psychological distress, intention toleave the company and emotional commitment. On the other hand, it seeks to study the mediatingrole of the social support of the hierarchy and the theory of self-determination (SDT) (psychologicalneed satisfaction and frustration). To meet these objectives, three studies were conducted. The firststudy evaluates, firstly, the effects of WB on psychological distress and the intention to leave thecompany and secondly the mediating role of the social support of the hierarchy. The second studyproposes to test the mediating role of the satisfaction of psychological needs between theorganizational and individual inducers (WB, OJ, the intention to leave the company and theemotional commitment). A third study examines the effects of BWP and PSC on individual inducers(intention to leave the company and emotional engagement) in the health sector. This last study alsobrings out the mediating role of the frustration of psychological needs. In conclusion, the results ofthe thesis attest the negative impact of bullying at work and other factors such as OJ and PSCamong employees. It should be noted that these results also reveal that psychological needs(satisfaction and frustration) play a determinant role in an organizational environment. The generaldiscussion of the thesis therefore releases the implications and conclusions of the studies.
82

說與不說的背後真相?未來時間觀對調節焦點、意見表達行為之影響:知覺心理安全氛圍之調節效果 / The Truth Behind Voice and Silence? The Influence of Future Time Perspective on Regulatory Focus and Opinion Expression Behavior: The Moderating Effect of Perceived Psychological Safety Climate

黃上銘, Huang, Shang Ming Unknown Date (has links)
在全球化的背景下,企業間的競爭變得愈加劇烈,需要員工提供寶貴的意見想法,方能幫助組織成長與發展,因此瞭解員工說與不說的背後原因,便顯得更加重要。本研究以社會情緒選擇理論(socioemotional selectivity theory, SST)理論為基礎,並以兩種未來時間觀:開放式未來時間觀(open-ended future time perspective)與限制式未來時間觀(limited future time perspective)分類方式進行探討,期望進一步瞭解其對兩種員工意見表達行為:建言行為(voice behavior)與沉默行為(silence behavior)的影響效果,以及兩種調節焦點:促進性焦點(promotion focus)、預防性焦點(prevention focus)在其中所扮演的中介角色。同時,本研究探討知覺心理安全氛圍(perceived psychological safety climate)對未來時間觀與意見表達行為間關係的調節效果。本研究採問卷調查法施測,共蒐集249對員工-同事對偶樣本。研究結果顯示:(一)開放式未來時間觀與促進性建言呈顯著正相關;開放式未來時間觀與抑制性建言未具有顯著相關;限制式未來時間觀與沉默行為呈顯著正相關;(二)調節焦點並未中介未來時間觀與意見表達行為間之關係;(三)知覺心理安全氛圍並未調節未來時間觀與意見表達行為間關係。最後,針對研究結果,進一步討論理論與實務意涵、研究限制與未來研究方向。 / This study is based on the socioemotional selectivity theory (SST), and has three objectives: First, to assess the effect of future time perspective (open-ended / limited) on opinion expression behavior (voice / silence). Second, to test the mediating role of regulatory focus (promotion / prevention) in the relationship between the future time perspective and the opinion expression behavior. Third, to examine the moderating role of perceived psychological safety climate on the relationship of future time perspective and opinion expression behavior. The results collected of 249 valid dyad (employee-colleague) pair showed that (1) open-ended future time perspective was positively related to promotive voice behavior, but not to prohibitive voice behavior; limited future time perspective was positively related to silence behavior. (2) regulatory focus did not mediate the relationship between future time perspective and opinion expression behavior. (3) no support was found for the expected moderating role of perceived psychological safety climate in the future time perspective—opinion expression behavior relationship. Finally, the study’s implications for theory and practice are discussed, its limitations are identified, and directions for future research are suggested.
83

Nurse Perceptions: The Relationship Between Patient Safety Culture, Error Reporting and Patient Safety in U.S. Hospitals

Hyatt, Rick D. 15 December 2020 (has links)
No description available.

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