Serge Gagnon - Academia.edu (original) (raw)

Papers by Serge Gagnon

Taking into account the original goals of organizational development (OD) practices embeded in Le... more Taking into account the original goals of organizational development (OD) practices embeded in Lewin’s works and human relations mouvement , which are the development of the full potential of autonomy of the person, the participation to cultural change and amelioration of organizational efficiency, I propose in this article a critical reflection on the evolution of OD practices in the last 40 years. For each of the three historic periods analysed, the socio-economic and political context, the characteristics of OD practices as well as their theoretical and ideological foundations are examined. This critical analysis leads us to pose the following question : is it possible to foster in the same time the “ individuation ” of the person, the development of critical thinking in the workplace and the organizational efficiency?

Revue Quebecoise De Psychologie, 2005

Cet article presente une reflexion theorique se situant dans les approches de recherche en psycho... more Cet article presente une reflexion theorique se situant dans les approches de recherche en psychologie positive portant sur les « populations et les contextes specifiques », en l'occurrence le milieu de travail. Il y est d'abord avance que l'etude du climat de travail est une voie prometteuse pour decrire comment favoriser une experience positive au travail. A l'aide d'un modele theorique destine a l'analyse organisationnelle, l'article montre ensuite que l'experience subjective positive au travail, decrite au moyen des differents indicateurs de mesure du climat de travail, est necessaire a l'atteinte d'un equilibre optimal dans la gestion des enjeux internes et externes de l'organisation.

Purpose: This article describes and compares work climate perceptions and intentions to quit amon... more Purpose: This article describes and compares work climate perceptions and intentions to quit among three generations of hospital workers and nurses. Background: Never before in history has the workplace comprised such a span of generations. The current workforce includes three main generations: Baby Boomers (born between 1946 and 1963), Generation X (born between 1964 and 1980), and Generation Y (born between 1981 and 2000). However, very little research has linked turnover among nurses and other healthcare workers to their generational profile. Method: A quantitative study with a correlational descriptive design was used. 1,376 hospital workers of the three generations (with 42.1% nurses, 15.6% support staff, 20.1% office employees, and 22.1% health professionals or technicians), employed in a university-affiliated hospital, completed a selfadministered questionnaire. They answered the Psychological Climate Questionnaire and a measure of turnover intention. Results: Generation Y hospital workers obtained a significantly lower score on the "Challenge" scale than did Baby Boomers. On the "Absence of Conflict" and "Warmth" scales, the opposite occurred, with Baby Boomers obtaining a significantly lower score than Generation Y respondents. If the nurse job category is taken separately, Generation Y nurses expressed a negative perception of the "Goal Emphasis" scale, compared with Baby Boomers. The proportion of Generation Y nurses who intend to quit is almost three times higher than that of other hospital workers from Generation Y. The main reason given by workers from Generations Y and X who intend to quit the organization is their own career advancement. The main reason given by Baby Boomers who intend to quit is retirement. Conclusions: Retention strategies that focus on improving the work climate are beneficial to all generations of hospital workers and nurses. If generationspecific retention strategies are developed, these should focus on the three areas identified to have intergenerational differences: challenges, absence of conflict, and warmth. Clinical Relevance: New nurses will benefit from strategies aimed at supporting their career advancement in the workplace.

The objective of this study is to investigate job satisfaction amongst nurses in Saudi Arabian ho... more The objective of this study is to investigate job satisfaction amongst nurses in Saudi Arabian hospitals. In recent years, there has been considerable growth in the healthcare system in Saudi Arabia, yet little attention has been paid to improving the performance of healthcare professionals, by improving job satisfaction and retention of nursing staff. This paper reviews the research conducted on job satisfaction, and retention of Saudi nursing staff. This is an integrative review of previous studies on job satisfaction and retention of Saudi nursing staff. The electronic databases Google Scholar, CINAHL, PubMed, and Global Health were used to identify peer-reviewed literature published between 2009 and 2018. The literature review showed that the majority of nurses were satisfied in their job. However, there was a shortage of research in retention of nurses. The evidence from this study suggests that the hospitals need to ensure high level of job satisfaction and decent wages of nurses for maximum retention of nurses.

Worldviews on Evidence-Based Nursing, 2013

Few studies link organizational variables and outcomes to quality indicators. This approach would... more Few studies link organizational variables and outcomes to quality indicators. This approach would expose operant mechanisms by which work environment characteristics and organizational outcomes affect clinical effectiveness, safety, and quality indicators. What are the predominant psychosocial variables in the explanation of organizational outcomes and quality indicators (in this case, medication errors and length of stay)? The primary objective of this study was to link the fields of evidence-based practice to the field of decision making, by providing an effective model of intervention to improve safety and quality. The study involved healthcare workers (n = 243) from 13 different care units of a university affiliated health center in Canada. Data regarding the psychosocial work environment (10 work climate scales, effort/reward imbalance, and social support) was linked to organizational outcomes (absenteeism, turnover, overtime), to the nurse/patient ratio and quality indicators (medication errors and length of stay) using path analyses. The models produced in this study revealed a contribution of some psychosocial factors to quality indicators, through an indirect effect of personnel- or human resources-related variables, more precisely: turnover, absenteeism, overtime, and nurse/patient ratio. Four perceptions of work environment appear to play an important part in the indirect effect on both medication errors and length of stay: apparent social support from supervisors, appreciation of the workload demands, pride in being part of one's work team, and effort/reward balance. This study reveals the importance of employee perceptions of the work environment as an indirect predictor of quality of care. Working to improve these perceptions is a good investment for loyalty and attendance. In general, better personnel conditions lead to fewer medication errors and shorter length of stay.

Healthcare Management Forum, 2009

This paper presents research results that offer answers to the &a... more This paper presents research results that offer answers to the "why," "what" and "how" of work climate measurement. It also submits to the scientific community a confirmatory cross-validation procedure applied to a new measurement tool, consistent with the works of Jones and James's (1979) and of Parker et al. (2003) on psychological climate. The results depict a good model fit for both the English and French versions of the questionnaire. This new instrument offers a comprehensive and manageable approach for the development of a healthy workplace.

Healthcare Management Forum, 2010

Taking into account the original goals of organizational development (OD) practices embeded in Le... more Taking into account the original goals of organizational development (OD) practices embeded in Lewin’s works and human relations mouvement , which are the development of the full potential of autonomy of the person, the participation to cultural change and amelioration of organizational efficiency, I propose in this article a critical reflection on the evolution of OD practices in the last 40 years. For each of the three historic periods analysed, the socio-economic and political context, the characteristics of OD practices as well as their theoretical and ideological foundations are examined. This critical analysis leads us to pose the following question : is it possible to foster in the same time the “ individuation ” of the person, the development of critical thinking in the workplace and the organizational efficiency?

Revue Quebecoise De Psychologie, 2005

Cet article presente une reflexion theorique se situant dans les approches de recherche en psycho... more Cet article presente une reflexion theorique se situant dans les approches de recherche en psychologie positive portant sur les « populations et les contextes specifiques », en l'occurrence le milieu de travail. Il y est d'abord avance que l'etude du climat de travail est une voie prometteuse pour decrire comment favoriser une experience positive au travail. A l'aide d'un modele theorique destine a l'analyse organisationnelle, l'article montre ensuite que l'experience subjective positive au travail, decrite au moyen des differents indicateurs de mesure du climat de travail, est necessaire a l'atteinte d'un equilibre optimal dans la gestion des enjeux internes et externes de l'organisation.

Purpose: This article describes and compares work climate perceptions and intentions to quit amon... more Purpose: This article describes and compares work climate perceptions and intentions to quit among three generations of hospital workers and nurses. Background: Never before in history has the workplace comprised such a span of generations. The current workforce includes three main generations: Baby Boomers (born between 1946 and 1963), Generation X (born between 1964 and 1980), and Generation Y (born between 1981 and 2000). However, very little research has linked turnover among nurses and other healthcare workers to their generational profile. Method: A quantitative study with a correlational descriptive design was used. 1,376 hospital workers of the three generations (with 42.1% nurses, 15.6% support staff, 20.1% office employees, and 22.1% health professionals or technicians), employed in a university-affiliated hospital, completed a selfadministered questionnaire. They answered the Psychological Climate Questionnaire and a measure of turnover intention. Results: Generation Y hospital workers obtained a significantly lower score on the "Challenge" scale than did Baby Boomers. On the "Absence of Conflict" and "Warmth" scales, the opposite occurred, with Baby Boomers obtaining a significantly lower score than Generation Y respondents. If the nurse job category is taken separately, Generation Y nurses expressed a negative perception of the "Goal Emphasis" scale, compared with Baby Boomers. The proportion of Generation Y nurses who intend to quit is almost three times higher than that of other hospital workers from Generation Y. The main reason given by workers from Generations Y and X who intend to quit the organization is their own career advancement. The main reason given by Baby Boomers who intend to quit is retirement. Conclusions: Retention strategies that focus on improving the work climate are beneficial to all generations of hospital workers and nurses. If generationspecific retention strategies are developed, these should focus on the three areas identified to have intergenerational differences: challenges, absence of conflict, and warmth. Clinical Relevance: New nurses will benefit from strategies aimed at supporting their career advancement in the workplace.

The objective of this study is to investigate job satisfaction amongst nurses in Saudi Arabian ho... more The objective of this study is to investigate job satisfaction amongst nurses in Saudi Arabian hospitals. In recent years, there has been considerable growth in the healthcare system in Saudi Arabia, yet little attention has been paid to improving the performance of healthcare professionals, by improving job satisfaction and retention of nursing staff. This paper reviews the research conducted on job satisfaction, and retention of Saudi nursing staff. This is an integrative review of previous studies on job satisfaction and retention of Saudi nursing staff. The electronic databases Google Scholar, CINAHL, PubMed, and Global Health were used to identify peer-reviewed literature published between 2009 and 2018. The literature review showed that the majority of nurses were satisfied in their job. However, there was a shortage of research in retention of nurses. The evidence from this study suggests that the hospitals need to ensure high level of job satisfaction and decent wages of nurses for maximum retention of nurses.

Worldviews on Evidence-Based Nursing, 2013

Few studies link organizational variables and outcomes to quality indicators. This approach would... more Few studies link organizational variables and outcomes to quality indicators. This approach would expose operant mechanisms by which work environment characteristics and organizational outcomes affect clinical effectiveness, safety, and quality indicators. What are the predominant psychosocial variables in the explanation of organizational outcomes and quality indicators (in this case, medication errors and length of stay)? The primary objective of this study was to link the fields of evidence-based practice to the field of decision making, by providing an effective model of intervention to improve safety and quality. The study involved healthcare workers (n = 243) from 13 different care units of a university affiliated health center in Canada. Data regarding the psychosocial work environment (10 work climate scales, effort/reward imbalance, and social support) was linked to organizational outcomes (absenteeism, turnover, overtime), to the nurse/patient ratio and quality indicators (medication errors and length of stay) using path analyses. The models produced in this study revealed a contribution of some psychosocial factors to quality indicators, through an indirect effect of personnel- or human resources-related variables, more precisely: turnover, absenteeism, overtime, and nurse/patient ratio. Four perceptions of work environment appear to play an important part in the indirect effect on both medication errors and length of stay: apparent social support from supervisors, appreciation of the workload demands, pride in being part of one's work team, and effort/reward balance. This study reveals the importance of employee perceptions of the work environment as an indirect predictor of quality of care. Working to improve these perceptions is a good investment for loyalty and attendance. In general, better personnel conditions lead to fewer medication errors and shorter length of stay.

Healthcare Management Forum, 2009

This paper presents research results that offer answers to the &a... more This paper presents research results that offer answers to the "why," "what" and "how" of work climate measurement. It also submits to the scientific community a confirmatory cross-validation procedure applied to a new measurement tool, consistent with the works of Jones and James's (1979) and of Parker et al. (2003) on psychological climate. The results depict a good model fit for both the English and French versions of the questionnaire. This new instrument offers a comprehensive and manageable approach for the development of a healthy workplace.

Healthcare Management Forum, 2010