Aims and objectives: While research suggests that nurses who experience work-family conflicts (WF... more Aims and objectives: While research suggests that nurses who experience work-family conflicts (WFC) are less satisfied and perform less well, these negative outcomes may be more important for some nurses. This study proposes a mediated moderation model wherein the interaction between two individual characteristics, workaholism and presenteeism, relates to family life satisfaction and work performance with WFC mediating these relationships. Background: Because a limited number of nursing studies have examined the potential outcomes of workaholism and presenteeism, we extend past research to address the question of how workaholism and presenteeism affect nurses' functioning. Design: We used a cross-sectional questionnaire survey design to test our hypotheses. STROBE guidelines for cross-sectional research were followed in designing and reporting this study. Methods: A total of 419 nurses completed measures of workaholism, presenteeism, WFC, family life satisfaction, and work performance. Results: Results revealed that the relationships between workaholism and outcomes (family life satisfaction and work performance) through WFC were stronger among nurses characterized by high levels of presenteeism. Conclusions: These results revealed that high presenteeism may exacerbate the negative relationships of workaholism to family life satisfaction and work performance through WFC. Relevance to clinical practice: Healthcare organizations and managers should consider addressing work environment factors in their efforts to reduce the negative outcomes (e.g., low family satisfaction and work performance) of nurses' workaholism, presenteeism, and WFC.
AbstractPurpose: The aim of this study was to develop and validate a scale to assess work role mo... more AbstractPurpose: The aim of this study was to develop and validate a scale to assess work role motivation in school principals: the Work Role Motivation Scale for School Principals (WRMS-SP). The WRMS-SP is designed to measure intrinsic motivation, three types of extrinsic motivation (identified, introjected, and external), and amotivation with respect to three work roles (adminis-trative, instructional leadership, and informative). Research Design: Data were gathered via a sample of 570 French Canadian school principals who completed an online questionnaire. Findings: Confirmatory factor analyses support (a) the 15-factor scale structure (5 types of motivation × 3 roles), (b) factor structure invariance over gender and job position, and (3) con-struct validity through a multitrait-multimethod matrix method analysis, which confirms the convergent and discriminant validity of the constructs and supports simplex patterns with respect to the roles, as well as intercorrela-tions between...
Social Behavior and Personality: an international journal, 2008
The aim of this study was to understand the processes explaining the effects of private performan... more The aim of this study was to understand the processes explaining the effects of private performance feedback (success vs. failure) on state self-esteem from the stance of sociometer theory and self-determination theory. We investigated whether or not the effect of private performance feedback on state self-esteem was mediated by perceived inclusion as a function of participants' level of task-related identified regulation (i.e., importance of the activity for oneself). Ninety participants were randomly assigned to one of the following three conditions: failure, success, or control. Our regression analyses based on both original and bootstrap samples indicate that perceived inclusion does not mediate the effect of feedback on state self-esteem for individuals high in task-related identified regulation. Such an effect only operates for individuals low in task-related identified regulation. In sum, our results show that the perceived inclusion process proposed by sociometer theory applies more when individuals find that the activity is less important for them (i.e., identified regulation).
The purpose of this study was to determine the role of passion in teachers' burnout symptoms, wor... more The purpose of this study was to determine the role of passion in teachers' burnout symptoms, work satisfaction, and perceptions of positive student classroom behaviors. The dualistic model of passion proposes 2 types of passion: harmonious and obsessive. In previous studies, harmonious passion has been shown to lead to adaptive outcomes (e.g., well-being and satisfaction), whereas obsessive passion has been shown to lead to less adaptive outcomes (e.g., shame and negative affect). In this study, 494 teachers completed measures of passion for teaching and various outcomes associated with the teaching profession twice over a 3-month period. Results of a cross-lag model based on structural equation modeling revealed that increases in harmonious passion for teaching predicted increases in work satisfaction and decreases in burnout symptoms over time, while changes in obsessive passion were unrelated to such outcomes. In addition, increases in both harmonious and obsessive passion predicted increases in teacher-perceived adaptive student behaviors over time. Overall, the results of the present study suggest that passion for teaching is an important concept to consider in education.
This study aimed to deepen our understanding of the motivational mechanisms involved in the relat... more This study aimed to deepen our understanding of the motivational mechanisms involved in the relationship between transformational leadership (TFL) and employee functioning. Drawing on the TFL literature, the job demands-resources model and self-determination theory, we propose an integrative model that relates TFL to employee psychological health (burnout and psychological distress), attitudes (occupational commitment and turnover intention) and performance (professional efficacy, self-reported individual and objective organizational performance) through two explanatory mechanisms: perceived job characteristics (job demands and resources) and employee motivation (autonomous and controlled). This research was conducted in two occupational settings (nurses and school principals), using a distinct variable operationalization for each. Results of both studies provide support for the hypothesized model, suggesting that TFL relates to optimal job functioning (psychological health, job attitudes and performance) by contributing to favourable perceptions of job characteristics (more resources and less demands) and high-quality work motivation (more autonomous motivation and less controlled motivation) in employees. Theoretical contributions and managerial implications as well as directions for future research are presented.
ABSTRACT This study examines a motivational premise of burnout: in order to burn out, an employee... more ABSTRACT This study examines a motivational premise of burnout: in order to burn out, an employee must first be fired up. Based on the dualistic model of passion, we propose that the types of passion –harmonious or obsessive – that drive novice teachers differentially affect the three components of burnout. We further propose that job autonomy (i.e. decision latitude) differentially predict the two types of passion for work. These hypotheses are tested in two studies conducted in Canada in teachers with five years’ or less experience. Study 1, using a cross-sectional design, showed that job autonomy positively predicted harmonious passion but negatively predicted obsessive passion. Harmonious passion negatively predicted all three components of burnout, whereas obsessive passion positively predicted emotional exhaustion and depersonalization. A second, 12-month longitudinal study revealed unidirectional effects of job autonomy on the two types of passion. The results also showed unidirectional effects of harmonious passion on professional efficacy and obsessive passion on emotional exhaustion. Neither type of passion predicted cynicism over time. These findings suggest that a more nuanced understanding of passion is required to predict burnout at career start. Implications for theory and further research on burnout and passion for work are discussed.
Drawing on self-determination theory, this study proposes and tests a model investigating the rol... more Drawing on self-determination theory, this study proposes and tests a model investigating the role of basic psychological need satisfaction in relation to workplace bullying and employee functioning (burnout, work engagement, and turnover intention). For this study, data were collected at 2 time points, over a 12-month period, from a sample of 699 nurses. The results from cross-lagged analyses support the proposed model. Results show that workplace bullying thwarts the satisfaction of employees' basic psychological needs and fosters burnout 12 months later. In addition, when taking into account the cross-lagged effect of workplace bullying on employee functioning, basic need satisfaction fosters work engagement and hinders turnover intention over time. Implications for workplace bullying research and managerial practices are discussed.
ABSTRACT Two studies tested a model in which passion for work predicts psychological adjustment t... more ABSTRACT Two studies tested a model in which passion for work predicts psychological adjustment to retirement through the satisfaction of basic psychological needs. With a sample of 103 French-Canadian retirees from a variety of occupations, the first study used a retropsective cross-sectional design. The second study followed 73 French-Canadian teachers over a 6-year period and examined the relationship between passion for work, assessed when participants were still working, and psychological adjustment to retirement, measured when participants were retired. All participants completed questionnaires on demographics, passion for work, basic psychological needs and psychological adjustment to retirement. Results from structural equation modeling confirmed the hypothesized model, such that both studies confirmed the mediating role of basic psychological needs satisfaction in the passion – psychological adjustment to retirement relationship. Needs satisfaction significantly mediated the relationship between harmonious passion for work and psychological adjustment to retirement in Studies 1 and 2. The mediation was also confirmed between obsessive passion and psychological adjustment to retirement in Study 1, but not in Study 2. These findings suggest that passion for work matters in psychological adjustment to retirement. Being passionate about work can thus lead to positive or negative outcomes in retirement, depending whether the passion is harmonious or obsessive, respectively.
Based on self-determination theory, this study proposes and tests a motivational model of intrain... more Based on self-determination theory, this study proposes and tests a motivational model of intraindividual changes in teacher burnout (emotional exhaustion, depersonalization, and reduced personal accom-plishment). Participants were 806 French-Canadian teachers in public elementary and high schools. Results show that changes in teachers' perceptions of classroom overload and students' disruptive behavior are negatively related to changes in autonomous motivation, which in turn negatively predict changes in emotional exhaustion. Results also indicate that changes in teachers' perceptions of students' disruptive behaviors and school principal's leadership behaviors are related to changes in self-efficacy, which in turn negatively predict changes in three burnout components.
Over the years, various studies addressing different populations have consistently raised concern... more Over the years, various studies addressing different populations have consistently raised concerns about the unidimensionality of the Revised UCLA Loneliness Scale. In the present study, the factorial structure of the scale was examined by comparing it to alternative models. In a sample of 1,157 French Canadian teachers, results of confirmatory factor analysis support a three-factor model solution. Support for the invariance of this model across sexes and teaching levels (i.e., elementary and high school) was also obtained.
the aim of this paper was to propose and test the factor structure of a new self-report questionn... more the aim of this paper was to propose and test the factor structure of a new self-report questionnaire on leadership. a sample of 373 school principals in the Province of Quebec, canada completed the initial 46-item version of the questionnaire. In order to obtain a questionnaire of minimal length, a four-step procedure was retained. first, items analysis was performed using classical test Theory. Second, Rasch analysis was used to identify non-fitting or overlapping items. Third, a confirmatory factor analysis (CFA) using structural equation modelling was performed on the 21 remaining items to verify the factor structure of the scale. Results show that the model with a single third-order dimension (leadership), two second-order dimensions (transactional and transformational leadership), and one first-order dimension (laissez-faire leadership) provides a good fit to the data. Finally, invariance of factor structure was assessed with a second sample of 222 viceprincipals in the Province of Quebec, canada. this model is in agreement with the theoretical model developed by , upon which the questionnaire is based.
The passion scale, based on the dualistic model of passion, measures 2 distinct types of passion:... more The passion scale, based on the dualistic model of passion, measures 2 distinct types of passion: Harmonious and obsessive passions are predictive of adaptive and less adaptive outcomes, respectively. In a substantive-methodological synergy, we evaluate the construct validity (factor structure, reliability, convergent and discriminant validity) of Passion Scale responses (N = 3,571). The exploratory structural equation model fit to the data was substantially better than the confirmatory factor analysis solution, and resulted in better differentiated (less correlated) factors. Results from a 13-model taxonomy of measurement invariance supported complete invariance (factor loadings, factor correlations, item uniquenesses, item intercepts, and latent means) over language (French vs. English; the instrument was originally devised in French, then translated into English) and gender. Strong measurement partial invariance over 5 passion activity groups (leisure, sport, social, work, education) indicates that the same set of items is appropriate for assessing passion across a wide variety of activities--a previously untested, implicit assumption that greatly enhances practical utility. Support was found for the convergent and discriminant validity of the harmonious and obsessive passion scales, based on a set of validity correlates: life satisfaction, rumination, conflict, time investment, activity liking and valuation, and perceiving the activity as a passion.
Aims and objectives: While research suggests that nurses who experience work-family conflicts (WF... more Aims and objectives: While research suggests that nurses who experience work-family conflicts (WFC) are less satisfied and perform less well, these negative outcomes may be more important for some nurses. This study proposes a mediated moderation model wherein the interaction between two individual characteristics, workaholism and presenteeism, relates to family life satisfaction and work performance with WFC mediating these relationships. Background: Because a limited number of nursing studies have examined the potential outcomes of workaholism and presenteeism, we extend past research to address the question of how workaholism and presenteeism affect nurses' functioning. Design: We used a cross-sectional questionnaire survey design to test our hypotheses. STROBE guidelines for cross-sectional research were followed in designing and reporting this study. Methods: A total of 419 nurses completed measures of workaholism, presenteeism, WFC, family life satisfaction, and work performance. Results: Results revealed that the relationships between workaholism and outcomes (family life satisfaction and work performance) through WFC were stronger among nurses characterized by high levels of presenteeism. Conclusions: These results revealed that high presenteeism may exacerbate the negative relationships of workaholism to family life satisfaction and work performance through WFC. Relevance to clinical practice: Healthcare organizations and managers should consider addressing work environment factors in their efforts to reduce the negative outcomes (e.g., low family satisfaction and work performance) of nurses' workaholism, presenteeism, and WFC.
AbstractPurpose: The aim of this study was to develop and validate a scale to assess work role mo... more AbstractPurpose: The aim of this study was to develop and validate a scale to assess work role motivation in school principals: the Work Role Motivation Scale for School Principals (WRMS-SP). The WRMS-SP is designed to measure intrinsic motivation, three types of extrinsic motivation (identified, introjected, and external), and amotivation with respect to three work roles (adminis-trative, instructional leadership, and informative). Research Design: Data were gathered via a sample of 570 French Canadian school principals who completed an online questionnaire. Findings: Confirmatory factor analyses support (a) the 15-factor scale structure (5 types of motivation × 3 roles), (b) factor structure invariance over gender and job position, and (3) con-struct validity through a multitrait-multimethod matrix method analysis, which confirms the convergent and discriminant validity of the constructs and supports simplex patterns with respect to the roles, as well as intercorrela-tions between...
Social Behavior and Personality: an international journal, 2008
The aim of this study was to understand the processes explaining the effects of private performan... more The aim of this study was to understand the processes explaining the effects of private performance feedback (success vs. failure) on state self-esteem from the stance of sociometer theory and self-determination theory. We investigated whether or not the effect of private performance feedback on state self-esteem was mediated by perceived inclusion as a function of participants' level of task-related identified regulation (i.e., importance of the activity for oneself). Ninety participants were randomly assigned to one of the following three conditions: failure, success, or control. Our regression analyses based on both original and bootstrap samples indicate that perceived inclusion does not mediate the effect of feedback on state self-esteem for individuals high in task-related identified regulation. Such an effect only operates for individuals low in task-related identified regulation. In sum, our results show that the perceived inclusion process proposed by sociometer theory applies more when individuals find that the activity is less important for them (i.e., identified regulation).
The purpose of this study was to determine the role of passion in teachers' burnout symptoms, wor... more The purpose of this study was to determine the role of passion in teachers' burnout symptoms, work satisfaction, and perceptions of positive student classroom behaviors. The dualistic model of passion proposes 2 types of passion: harmonious and obsessive. In previous studies, harmonious passion has been shown to lead to adaptive outcomes (e.g., well-being and satisfaction), whereas obsessive passion has been shown to lead to less adaptive outcomes (e.g., shame and negative affect). In this study, 494 teachers completed measures of passion for teaching and various outcomes associated with the teaching profession twice over a 3-month period. Results of a cross-lag model based on structural equation modeling revealed that increases in harmonious passion for teaching predicted increases in work satisfaction and decreases in burnout symptoms over time, while changes in obsessive passion were unrelated to such outcomes. In addition, increases in both harmonious and obsessive passion predicted increases in teacher-perceived adaptive student behaviors over time. Overall, the results of the present study suggest that passion for teaching is an important concept to consider in education.
This study aimed to deepen our understanding of the motivational mechanisms involved in the relat... more This study aimed to deepen our understanding of the motivational mechanisms involved in the relationship between transformational leadership (TFL) and employee functioning. Drawing on the TFL literature, the job demands-resources model and self-determination theory, we propose an integrative model that relates TFL to employee psychological health (burnout and psychological distress), attitudes (occupational commitment and turnover intention) and performance (professional efficacy, self-reported individual and objective organizational performance) through two explanatory mechanisms: perceived job characteristics (job demands and resources) and employee motivation (autonomous and controlled). This research was conducted in two occupational settings (nurses and school principals), using a distinct variable operationalization for each. Results of both studies provide support for the hypothesized model, suggesting that TFL relates to optimal job functioning (psychological health, job attitudes and performance) by contributing to favourable perceptions of job characteristics (more resources and less demands) and high-quality work motivation (more autonomous motivation and less controlled motivation) in employees. Theoretical contributions and managerial implications as well as directions for future research are presented.
ABSTRACT This study examines a motivational premise of burnout: in order to burn out, an employee... more ABSTRACT This study examines a motivational premise of burnout: in order to burn out, an employee must first be fired up. Based on the dualistic model of passion, we propose that the types of passion –harmonious or obsessive – that drive novice teachers differentially affect the three components of burnout. We further propose that job autonomy (i.e. decision latitude) differentially predict the two types of passion for work. These hypotheses are tested in two studies conducted in Canada in teachers with five years’ or less experience. Study 1, using a cross-sectional design, showed that job autonomy positively predicted harmonious passion but negatively predicted obsessive passion. Harmonious passion negatively predicted all three components of burnout, whereas obsessive passion positively predicted emotional exhaustion and depersonalization. A second, 12-month longitudinal study revealed unidirectional effects of job autonomy on the two types of passion. The results also showed unidirectional effects of harmonious passion on professional efficacy and obsessive passion on emotional exhaustion. Neither type of passion predicted cynicism over time. These findings suggest that a more nuanced understanding of passion is required to predict burnout at career start. Implications for theory and further research on burnout and passion for work are discussed.
Drawing on self-determination theory, this study proposes and tests a model investigating the rol... more Drawing on self-determination theory, this study proposes and tests a model investigating the role of basic psychological need satisfaction in relation to workplace bullying and employee functioning (burnout, work engagement, and turnover intention). For this study, data were collected at 2 time points, over a 12-month period, from a sample of 699 nurses. The results from cross-lagged analyses support the proposed model. Results show that workplace bullying thwarts the satisfaction of employees' basic psychological needs and fosters burnout 12 months later. In addition, when taking into account the cross-lagged effect of workplace bullying on employee functioning, basic need satisfaction fosters work engagement and hinders turnover intention over time. Implications for workplace bullying research and managerial practices are discussed.
ABSTRACT Two studies tested a model in which passion for work predicts psychological adjustment t... more ABSTRACT Two studies tested a model in which passion for work predicts psychological adjustment to retirement through the satisfaction of basic psychological needs. With a sample of 103 French-Canadian retirees from a variety of occupations, the first study used a retropsective cross-sectional design. The second study followed 73 French-Canadian teachers over a 6-year period and examined the relationship between passion for work, assessed when participants were still working, and psychological adjustment to retirement, measured when participants were retired. All participants completed questionnaires on demographics, passion for work, basic psychological needs and psychological adjustment to retirement. Results from structural equation modeling confirmed the hypothesized model, such that both studies confirmed the mediating role of basic psychological needs satisfaction in the passion – psychological adjustment to retirement relationship. Needs satisfaction significantly mediated the relationship between harmonious passion for work and psychological adjustment to retirement in Studies 1 and 2. The mediation was also confirmed between obsessive passion and psychological adjustment to retirement in Study 1, but not in Study 2. These findings suggest that passion for work matters in psychological adjustment to retirement. Being passionate about work can thus lead to positive or negative outcomes in retirement, depending whether the passion is harmonious or obsessive, respectively.
Based on self-determination theory, this study proposes and tests a motivational model of intrain... more Based on self-determination theory, this study proposes and tests a motivational model of intraindividual changes in teacher burnout (emotional exhaustion, depersonalization, and reduced personal accom-plishment). Participants were 806 French-Canadian teachers in public elementary and high schools. Results show that changes in teachers' perceptions of classroom overload and students' disruptive behavior are negatively related to changes in autonomous motivation, which in turn negatively predict changes in emotional exhaustion. Results also indicate that changes in teachers' perceptions of students' disruptive behaviors and school principal's leadership behaviors are related to changes in self-efficacy, which in turn negatively predict changes in three burnout components.
Over the years, various studies addressing different populations have consistently raised concern... more Over the years, various studies addressing different populations have consistently raised concerns about the unidimensionality of the Revised UCLA Loneliness Scale. In the present study, the factorial structure of the scale was examined by comparing it to alternative models. In a sample of 1,157 French Canadian teachers, results of confirmatory factor analysis support a three-factor model solution. Support for the invariance of this model across sexes and teaching levels (i.e., elementary and high school) was also obtained.
the aim of this paper was to propose and test the factor structure of a new self-report questionn... more the aim of this paper was to propose and test the factor structure of a new self-report questionnaire on leadership. a sample of 373 school principals in the Province of Quebec, canada completed the initial 46-item version of the questionnaire. In order to obtain a questionnaire of minimal length, a four-step procedure was retained. first, items analysis was performed using classical test Theory. Second, Rasch analysis was used to identify non-fitting or overlapping items. Third, a confirmatory factor analysis (CFA) using structural equation modelling was performed on the 21 remaining items to verify the factor structure of the scale. Results show that the model with a single third-order dimension (leadership), two second-order dimensions (transactional and transformational leadership), and one first-order dimension (laissez-faire leadership) provides a good fit to the data. Finally, invariance of factor structure was assessed with a second sample of 222 viceprincipals in the Province of Quebec, canada. this model is in agreement with the theoretical model developed by , upon which the questionnaire is based.
The passion scale, based on the dualistic model of passion, measures 2 distinct types of passion:... more The passion scale, based on the dualistic model of passion, measures 2 distinct types of passion: Harmonious and obsessive passions are predictive of adaptive and less adaptive outcomes, respectively. In a substantive-methodological synergy, we evaluate the construct validity (factor structure, reliability, convergent and discriminant validity) of Passion Scale responses (N = 3,571). The exploratory structural equation model fit to the data was substantially better than the confirmatory factor analysis solution, and resulted in better differentiated (less correlated) factors. Results from a 13-model taxonomy of measurement invariance supported complete invariance (factor loadings, factor correlations, item uniquenesses, item intercepts, and latent means) over language (French vs. English; the instrument was originally devised in French, then translated into English) and gender. Strong measurement partial invariance over 5 passion activity groups (leisure, sport, social, work, education) indicates that the same set of items is appropriate for assessing passion across a wide variety of activities--a previously untested, implicit assumption that greatly enhances practical utility. Support was found for the convergent and discriminant validity of the harmonious and obsessive passion scales, based on a set of validity correlates: life satisfaction, rumination, conflict, time investment, activity liking and valuation, and perceiving the activity as a passion.
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Papers by Claude Fernet