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Université de Montréal Aggression and accountability PDF

270 Pages·2015·0.84 MB·French
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Université de Montréal Aggression and accountability: how caregivers and law enforcers cope Par Steve Geoffrion École de Criminologie, Faculté des Arts et Sciences Thèse présentée à la Faculté des Études Supérieures en vue de l’obtention du grade de doctorat (Ph.D.) en criminologie Févirer, 2015 ©Steve Geoffrion, 2015 Résumé Objectif. L’objectif est de comprendre comment les intervenants en relation d’aide et les agents des forces de l’ordre composent avec la violence au travail et le stress lié à l’imputabilité. Un cadre théorique basé sur l’identité professionnelle est proposé afin de comprendre la modulation de la santé psychologique au travail et testé via le Professional Quality of Life des intervenants en protection de la jeunesse. Les facteurs de prédiction de la banalisation de la violence au travail et des impacts psychologiques de cette banalisation sont également étudiés. Méthodologie. Un sondage mené auprès d’un échantillon représentatif constitué de 301 intervenants en protection de la jeunesse a permis d’examiner le Professional Quality of Life. Les effets de l’exposition à la violence en milieu de travail, à l’exposition au matériel traumatique et du stress lié à l’imputabilité sur la fatigue de compassion ont été analysés à l’aide d’équation structurelle. Les effets indirects attribuables au genre, au soutien organisationnel perçu, à l’adhésion à l’identité professionnelle, aux stratégies d’adaptation et à la confiance en ses moyens pour gérer un client agressif ont été mesurés. Pour l’examen des facteurs de prédiction de la banalisation de la violence au travail, les résultats d’un sondage mené auprès de 1141 intervenants en relation d’aide et des forces de l’ordre ont été analysés à l’aide de régression linéaire. L’analyse des réponses des 376 intervenants de cet échantillon ayant rapporté avoir été perturbé par un acte de violence au travail a permis de mesurer l’impact de la banalisation sur les conséquences psychologiques suite à une victimisation au i travail. Les effets indirects attribuables à la banalisation de la violence ont été mesurés. Des analyses différenciées en fonction du sexe ont également été menées. Résultats. L’exposition à la violence, le sentiment d’imputabilité et l’évitement amplifiaient la fatigue de compassion chez les intervenants en protection de la jeunesse sondés. Les attitudes masculines, l’adhésion à l’identité professionnelle, la confiance en ses moyens pour gérer les clients agressifs l’atténuaient. Quant aux facteurs de prédiction de la banalisation de la violence au travail, les participants masculins étaient plus enclins que les femmes à la normaliser. Les agents des forces de l’ordre percevaient davantage la violence comme tabou que les intervenants en relation d’aide. Les facteurs organisationnels avaient tous un effet négatif sur le tabou entourant la violence au travail. Finalement, l’âge, les victimisations antérieures, les blessures graves et percevoir la violence au travail comme un tabou augmentaient le nombre de conséquences psychologiques suite à une victimisation. Les analyses différenciées en fonction du sexe ont identifié des facteurs de prédiction spécifiques aux hommes et aux femmes. Implications. Lors de déploiement de stratégies organisationnelles afin d’aider les employés à gérer avec les stress liés au travail, les organisations doivent considérer l’identité professionnelle de leur travailleur ainsi que des différences en fonction du sexe et du genre. Mots-clés : violence au travail, sentiment d’imputabilité, identité professionnelle, fatigue de compassion, satisfaction de compassion, intervenants en relation d’aide, agents des forces de ii l’ordre, intervenants en protection de la jeunesse, banalisation de la violence au travail, santé psychologique au travail, intervention organisationnelle. iii Abstract Objective. The goal of this thesis is to understand how caregivers and law enforcers cope with workplace aggression and accountability. Relying on identity theory, a theoretical framework is put forth to understand mental health at work and examined through an adapted version of the Professional Quality of Life for child protection workers. Individual and organizational predictors of trivialization of workplace aggression are also investigated. The impact of trivializing workplace aggression on psychological wellbeing is assessed. Method. To examine the Professional Quality of Life, a survey conducted among a representative sample of 301 Canadian child protection workers was utilized. The effects of exposure to workplace aggression, exposure to traumatic material and stress emanating from accountability on compassion satisfaction and fatigue were evaluated in a path analysis model. The indirect effects through gender roles, perceived organizational support, adherence to professional identity, coping ability and confidence in coping with patient aggression were also tested. To identify predictors of workplace aggression, responses to a survey research conducted among a convenience sample 1141 Canadian caregivers and law enforcers were computed in linear regression modeling. Using the same dataset but only selecting victims of workplace aggression resulting in a sub-sample of 376 Canadian caregivers and law enforcers, individual and organizational factors were used in path analysis modeling in order to predict psychological consequences. Normalizing and tabooing were introduced as intervening iv variables. For the objectives regarding trivialization of workplace aggression, between group differences analyses were also conducted for women and men. Findings. Exposure to workplace aggression, felt accountability and avoidant coping strategies increased compassion fatigue among child protection workers while masculine attitudes, adherence to professional identity and confidence in coping with client aggression decreased it. As for predictors of trivialization of workplace aggression, male respondents were more likely than women to think that workplace aggression was normal. Law enforcers were more likely than caregivers to taboo workplace aggression. Organizational factors were all significant negative predictors of tabooing violence. Finally, being older, prior direct victimization, injury requiring hospitalization and tabooing workplace aggression were positively associated with negative psychological consequences following workplace aggression victimization. Gender-based analyses revealed specific predictors for males (e.g. normalizing). Implications. When developing and disseminating policies to help workers to cope with specific work-related stress, organizations must consider the “professional identity” promoted by the job as well as the gender of the workers. Adapted to these identities, they should sensitize workers on the impact of aggression and accountability in order to break the taboo while fostering strategies that dampen the impact of these stressors. v Keywords: workplace aggression, felt accountability, professional identity, compassion fatigue, compassion satisfaction, caregivers, law enforcers, child protection workers, trivialization of workplace aggression, mental health at work, organizational interventions. vi Table of contents Résumé ...................................................................................................................................................... i Abstract .................................................................................................................................................... iv Table of contents ..................................................................................................................................... vii List of tables ............................................................................................................................................ ix List of figures ............................................................................................................................................ x List of acronyms ...................................................................................................................................... xi Acknowledgments .................................................................................................................................xiii Foreword ................................................................................................................................................ xxi Chapter 1 – Introduction ........................................................................................................................... 1 1.1 The current thesis ........................................................................................................................ 4 1.2 The theoretical framework .......................................................................................................... 6 1.3 Chapter contents ........................................................................................................................ 11 Chapter 2 - Review of the literature ........................................................................................................ 13 2.1 Work-related stressors assessed in this thesis ........................................................................... 13 2.2 Mental health at work ................................................................................................................ 25 2.3 Sex and gender influences ......................................................................................................... 31 Chapter 3 - Methodology ........................................................................................................................ 35 3.1 From subjective to objective ......................................................................................................... 35 3.2 Conventional methodology section ............................................................................................... 41 Chapter 4 - Rethinking Compassion Fatigue through the Lens of Professional Identity: The Case of Child Protection Workers ....................................................................................................................... 52 4.1 Background ............................................................................................................................... 53 4.2 Compassion fatigue ................................................................................................................... 57 4.3 Identity ...................................................................................................................................... 65 4.4 Child protection workers, professional identity and the structuring of compassion fatigue ..... 71 4.5 Conclusion ................................................................................................................................. 78 Chapter 5 - Compassion fatigue among child protection workers: An examination of an adapted version of the Professional Quality of Life model .................................................................................. 81 5.1 Theoretical foundations ................................................................................................................ 82 5.2 Introducing accountability stress as a fourth stressor ................................................................ 86 5.3 Factors influencing compassion state ........................................................................................ 87 5.4 Aims of the study ...................................................................................................................... 91 vii 5.5 Hypotheses ................................................................................................................................ 91 5.6 Method ...................................................................................................................................... 94 5.7 Results ..................................................................................................................................... 102 5.8 Discussion ............................................................................................................................... 108 5.9 Conclusion ............................................................................................................................... 117 Chapter 6 - Predictors of trivialization of violence among workers of two at-risk sectors .................. 118 6.1 Introduction ............................................................................................................................. 118 6.2 Method .................................................................................................................................... 125 6.3 Results ..................................................................................................................................... 130 6.4 Discussion ............................................................................................................................... 145 6.5 Conclusion ............................................................................................................................... 154 Chapter 7 - The Effects of Trivialization of Workplace Aggression on its Victims: Is Gender an Issue? .............................................................................................................................................................. 156 7.1 Introduction ............................................................................................................................. 156 7.2 Method .................................................................................................................................... 166 7.3 Results ......................................................................................................................................... 171 7.4 Discussion ............................................................................................................................... 180 Chapter 8 - Conclusion ......................................................................................................................... 187 8.1 When the clothes make the man: the stress-mitigating effect of the professional role ........... 187 8.2 Contributions ........................................................................................................................... 191 8.3 Intervening in a criminological setting: simultaneously caring and controlling ..................... 201 8.4 Strengths and limitations of the thesis ..................................................................................... 204 8.5 Questions raised and directions for future research ................................................................ 206 References ............................................................................................................................................. 209 viii

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traumatique et du stress lié à l'imputabilité sur la fatigue de compassion ont été analysés .. 5.2 Introducing accountability stress as a fourth stressor .
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