André Savoie’s research while affiliated with Université de Montréal and other places

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Publications (70)


School administrators' psychological health and organizational climate : Are they related to socioeconomic status ?
  • Chapter
  • Full-text available

April 2018

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262 Reads

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Laura Bergeron-Bonnelly

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Carole Sénéchal

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André Savoie

The socioeconomic status (SES) affects individuals’ psychological health (Pinquart & Sörensen, 2000). In the other hand, school administrators’ psychological health can affect their whole organization (Norton, 2002). Thus, this study aims to document the relationship between schools’ SES and their administrators’ psychological health at work and perception of organizational climate. A sample of 178 school administrators was recruited. Analyses of variance were performed to compare means of three groups of school administrators (working in a high-, medium- or low-SES area) on psychological health at work and organizational climate. Results show that low-SES schools are characterized by poor organizational climate and their administrators’ disengagement from their work.

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Figure 1 : Solution LPA à 5 classes  
Figure 2 : Solution FMA à 3 classes retenue  
Santé psychologique au travail : une étude des profils

January 2016

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1,373 Reads

La santé psychologique au travail (SPT) serait composée de deux axes (bien-être et détresse), chacun constitué de dimensions liées à la vie émotive, sociale et productive. Or, ces composantes sont habituellement étudiées dans une approche centrée sur les variables plutôt que centrée sur les individus, de sorte qu’il manque de connaissances sur la pertinence de ces axes et dimensions pour caractériser des configurations de SPT chez des groupes d’individus particuliers. Les résultats d’analyses de profils menées sur un échantillon de 1232 enseignants ont permis de répertorier deux profils de SPT qui attestent, soit de la pertinence de ses deux axes, soit de la pertinence de ses dimensions pour rendre compte de configurations de SPT. En contrepartie, la majorité des profils identifiés dans cette étude témoigne de niveaux de SPT plutôt que de configurations particulières et indiquent que les dimensions du bien-être et de la détresse ont tendance à covarier de façon opposée et généralisée.




Les caractéristiques personnelles du consultant associées à l’efficacité en consultation

December 2015

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72 Reads

Psychologie du Travail et des Organisations

Résumé La consultation occupe une part importante de l’exercice professionnel en psychologie du travail, et néanmoins le degré de succès des mandats peut se révéler variable. C’est pourquoi il s’avère important d’identifier les facteurs susceptibles d’affecter so n efficacité, notamment les caractéristiques personnelles des consultants. Ainsi 135 consultants ont participé à l’étude portant sur les liens entre les caractéristiques sociodémographiques et de personnalité (Hogan, 2007) d’une part et des critères d’efficacité en consultation (Roy, 2008) d’autre part. La sociabilité, le fait d’aimer les gens et d’être proactif socialement, la sensibilité interpersonnelle, la confiance en autrui et l’intérêt pour une diversité d’expériences s’avèrent liés à la perception d’efficacité globale en consultation ainsi qu’à plusieurs des critères relatifs à la satisfaction du consultant et à la conduite de son intervention.


La compétence en emploi peut-elle prédire la santé psychologique des enseignants ?

November 2015

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41 Reads

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4 Citations

Le travail humain

Does professional competence predict psychological health in teachers? This research examines whether a single variable–professional competence–may account for workplace psychological health either directly or else indirectly through the satisfaction of basic psychological needs (autonomy, competence, and relatedness). Our sample was composed of 499 teachers at both the elementary and secondary school levels. Structural equation modelling was used to validate the relationships between variables, and the bootstrapping resampling method allowed us to validate the proposed mediation model. The results indicate that two aspects of workplace psychological health (well-being and distress) are influenced by professional competence. The three basic psychological needs play a mediating role in this relationship.


Fig. 1. The model of psychological health at work tested here.
Table 1 Means, standard deviations, and correlations between the study variables.
The impact of job demands, climate, and optimism on well-being and distress at work: What are the mediating effects of basic psychological need satisfaction?

July 2015

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1,023 Reads

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138 Citations

European Review of Applied Psychology

Abstract Introduction Psychological health at work, a multidimensional concept grasped by the absence of negative states and by the presence of positive states, is here approximated in terms of distress and well-being. Objective This study was aimed at examining the extent to which job demands, individual resources (optimism), and organizational resources (climate) are linked to well-being and distress at work. We looked at whether these links are mediated in satisfaction of the three basic psychological needs posited in self-determination theory (competence, relatedness, and autonomy). Method The participants were 298 French elementary, middle, and high school teachers who were asked to answer a questionnaire. The data was analyzed using Hayes and Preacher's method for testing multiple mediations. Results Satisfaction of the psychological needs for competence and relatedness fully mediated the links between job climate and psychological health at work (well-being and distress). Optimism turned out to be an important factor of health, not only because it had a strong impact on well-being and distress, but also because its effects were partially mediated by satisfaction of the need for competence. Conclusion The present results confirm the relevance of the variables used to predict psychological health (particularly optimism). Job demands directly affected well-being and distress levels. The climate - by way of satisfaction of the need for competence and for relatedness - plays a critical role in matters of occupational health.


Nurses’ psychological health at work : �not as bad as it seems�.

In Canada, over 75% of work-related disabilities are due to mental health problems (Gilbert, Dagenais Desmarais & Savoie, 2011). On the one hand, among scientific literature on nurses, who constitutes the primary care providers in Canada (Health Canada, 2007), the proportion of them in distress oscillates between 43% (Lavoie-Tremblay et al., 2008) and 50% (Giasson, 2007). On the other hand, following a Health Canada (2007) research, 94% of nurses are in good psychological health. This disparity is at the roots of this study. To investigate this matter, 907 nurses from Quebec’s healthcare system have completed an online survey assessing the well-being and psychological distress at work (Gilbert, Dagenais Desmarais & Savoie, 2011). Representativeness is respected regarding gender, the 35 to 54 age group, the health care sectors and the holders of an undergraduate certificate. Our results obtained from two-step cluster analysis support those of Health Canada (2007). The psychological health construct is divided into three categories; excellent psychological health (very high well-being, low distress) (39%), good psychological health (high well-being, low-medium distress) (47%) and paradoxical health (high well-being, high distress) (14%). Nurses do not suffer from low well-being.


L’incidence du leadership destructeur sur les attitudes et comportements au travail

January 2015

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3,223 Reads

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2 Citations

Humain et Organisation

La documentation scientifique traite abondamment du leadership idéal, mais qu’en est-il du leadership destructeur, un vocable qui regroupe les leaderships tyrannique, machiavélique, narcissique et laisser-faire. Ce type de leadership est susceptible d’avoir des effets, entre autres, sur la santé psychologique, le climat de travail et la performance. Cet acte traite des conséquences du leadership tyrannique sur les attitudes et les comportements d’infirmières québécoises. Parmi les 7997 infirmières (membres de l’Ordre des infirmières et infirmiers du Québec) sollicitées, 907 ont répondu au questionnaire électronique. Les résultats démontrent que 9 à 34% des infirmières participantes perçoivent à l’occasion ou régulièrement des comportements tyranniques chez leur supérieur. Cette perception de leadership tyrannique aurait des conséquences négatives sur le rendement au travail, les comportements de mobilisation, le bien-être et la détresse psychologique, le climat de travail et l’intention de quitter l’unité, l’organisation et la profession.


Personal caracteristics of the consultant associated with consultation effectiveness

January 2015

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32 Reads

Consultation is an important part of the professional practice in work psychology, yet the degree of success of the mandates may vary. This is why it is important to identify factors that may affect its effectiveness, including the personal characteristics of the consultants. Therefore, 135 consultants participated in a study on the relationship between socio-demographic and personality characteristics (Hogan, 2007) and efficiency criteria in consultation (Roy, 2008). Personality traits such as sociability, love for other people, being socially proactive, interpersonal sensitivity, trust in others, and interest in a variety of experiences, seem to be related to the perception of the overall effectiveness as well as to several consultation criteria related to the satisfaction of the consultant and the conduct of its intervention.


Citations (46)


... Il est convenu que la performance d'une équipe de travail passe par un processus de maturation en quatre phases successives (Savoie & Brunet, 2012) : une phase de formation au cours de laquelle les membres apprennent à se connaître ; le focus est mis sur la dimension organisationnelle de l'équipe : il s'agit de définir les rôles de chacun sur la base des compétences identifiées et des missions à accomplir ; une phase de turbulence qui consiste en une critique de ce qui s'est mis en place : certains voudraient revoir, modifier la structure organisationnelle de l'équipe ; une phase de normalisation : les problèmes organisationnels étant résolus, l'équipe de travail se consacre aux missions qu'il doit accomplir ; et enfin la phase de performance où l'équipe de travail, marquée par une forte cohésion, peut sans difficulté coopérer avec d'autres équipes pour augmenter sa performance. Une équipe de travail peut régresser si elle se trouve confrontée à des transformations comme le départ/remplacement d'un équipier, une nouvelle forme de management, une transformation technologique ou culturelle... ...

Reference:

Equipe de travail
L’équipe de travail et l’intervention psychologique systémique
  • Citing Chapter
  • February 2012

... Hartman et Rutherford, 2015 ;Huang et al., 2016 ;Rubenstein et al., 2018 ;Zimmerman et al., 2019). Le climat de travail est un concept multidimensionnel qui correspond à la perception des individus à l'égard de différents attributs organisationnels (Brunet et Savoie, 2016). La centralité des processus psychologiques associés à la perception et à l'interprétation de l'environnement de travail amène Gagnon et al. (2008) à qualifier ce concept de « climat psychologique au travail ». ...

Le climat de travail
  • Citing Book
  • January 2016

... This study relies on the Job Demands-Resources (JD-R) model (Bakker & Demerouti, 2007;Demerouti et al., 2001) to identify the effects of different work characteristics on profile membership. Indeed, formal connections have been established between the JD-R model and SDT (Boudrias et al., 2011(Boudrias et al., , 2014De Gieter et al., 2018;Morin et al., 2023;Van den Broeck et al., 2008), positioning need satisfaction as a mechanism through which job demands and resources affect employees. ...

Verification of a Predictive Model of Psychological Health at Work in Canada and France
  • Citing Article
  • January 2014

... Il peut en effet aussi bien concerner le travail que s'en détacher, et s'exprime dans différents espaces, différents temps… Même situés dans l'établissement scolaire, les échanges informels entre collègues relèvent de la sphère privée comme publique et demeurent polymorphes, flous et difficiles à appréhender. Le terme "informel" peut désigner ici des relations interpersonnelles spontanées, non imposées par l'organisation, et à première vue non indispensables à la réalisation des tâches prescrites (Brunet et Savoie, 2018). Nous les regardons, à l'instar de Fustier, comme des interstices au travail, des moments d'entre-deux -transitions, pauses, flottements -offrant des espaces-temps intermédiaires de discussion entre pairs (2012). ...

La face cachée de l'organisation: Groupes, cliques et clan
  • Citing Book
  • January 2003

... L'utilisation d'une approche par composites permettrait d'augmenter le potentiel de prédiction du comportement puisque les composites n'incluent que des traits reconnus comme lui étant liés (Hurtz et Donovan, 2000 ;Ones et Viswesvaran, 2001;Ones et al., 2005). Cependant, la recherche sur l'utilisation de variables composites de personnalité demeure embryonnaire et les conclusions qui s'en dégagent ne soutiennent pas systématiquement ses promesses (Longpré, 2014;Longpré, Boudrias, Durivage, Guindon et Savoie, 2013). La poursuite de la recherche sur des modélisations par composites est donc de mise afin d'en vérifier la valeur ajoutée pour prédire des comportements d'intérêt au travail. ...

L’approche des variables composites de personnalité pour prédire les compétences en emploi : résultats d’une recherche québécoise

... The self-determination theory (SDT; Ryan & Deci, 2020, 2000 posits that individuals have tendencies to grow and function and move toward activities that enable their development and optimal functioning (Van den Broeck et al., 2016). The SDT argues that satisfying the basic psychological needs for autonomy, competence, and relatedness generates self-motivation as a predictor of outcomes related to well-being (Brien et al., 2011;Van den Broeck et al., 2016). In the entrepreneurship literature, some research finds that the entrepreneurs' intrinsic motivation when they experience psychological need satisfaction at work positively affects their PWB and health (Nikolaev et al., 2019;Shir et al., 2018;Stephan, 2018). ...

Promoting psychological health and performance in educational work context: how the satisfaction of three basic psychological needs can help achieve both
  • Citing Chapter
  • January 2010

... It is important to note that with the above measurement, the response scale did not specify the exact frequency: for some participants, "rarely" could correspond to once a month whereas for others, this could refer to less than once every six months. To avoid this problem, similarly to Rioux, Savoie and Brunet (2003), we proposed the following frequency scale: never, every 6 months, every 3 months, every month, every week, every day. ...

Etude descriptive des comportements anti-sociaux au travail
  • Citing Article
  • January 2003

Psychologie du Travail et des Organisations

... Boudrias and Savoie (2006) developed a measure of BI incorporating a broad range of behavioural expressions of employee empowerment. In two studies (N = 1,121), Boudrias et al. (2009) and Boudrias, Rousseau, Aub e et al. (2010) confirmed the presence of five distinct, yet interrelated dimensions of BI: (1) conscientiousness in performing job tasks, which can be defined as completing expected tasks with proficiency; (2) improvement efforts in job tasks, which is to bring changes to do one's work better and make it more useful; (3) group collaboration to maximize group efficiency, which is to collaborate with one's colleagues to insure optimal workgroup performance; (4) personal initiative to improve group efficiency, which is to review workgroup processes and acting to increase their efficiency; and (5) involvement at the organizational level, which is participation in the maintenance and amelioration of efficiency at the organizational level. Although the concept of BI was developed within the framework of empowerment theory, this construct encompasses many types of active contributions that are highly valued by organizations (Frese, 2008) and reflected in organizational research under other appellations. ...

Behavioural empowerment at work: Factorial structure and convergence / distinction with psychological empowerment
  • Citing Article
  • January 2010

... In Europe and North America, the majority of organizations currently rely on work teams because they would promote, among other things, an increase in productivity, flexibility, innovation and employee satisfaction, as well as a reduction in the number of work accidents, production costs and absenteeism [2]. ...

Group regulating interventions and team performance: A theoretical model
  • Citing Article
  • July 2006

Le travail humain