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See detailCréation et validation d’une version française du questionnaire AttrakDiff pour l’évaluation de l’expérience utilisateur des systèmes interactifs
Lallemand, Carine UL; Koenig, Vincent UL; Gronier, Guillaume et al

in European Review of Applied Psychology = Revue Européenne de Psychologie Appliquée (2015)

Introduction While user experience (UX) evaluation is a core concern within the field of human–computer interaction (HCI), there is currently no valid self-administered UX evaluation tool in French. The ... [more ▼]

Introduction While user experience (UX) evaluation is a core concern within the field of human–computer interaction (HCI), there is currently no valid self-administered UX evaluation tool in French. The AttrakDiff 2 scale (Hassenzahl, Burmester, & Koller, 2003) is a UX evaluation tool, which relies on a theoretical model distinguishing pragmatic and hedonic qualities of interactive systems. Objective This paper describes the translation and validation of the French version of the AttrakDiff 2 scale in order to ease UX assessment in French-speaking users. Method Following the cross-cultural methodology developed by Vallerand (1989), the questionnaire was translated by trilingual researchers before being back-translated and validated by a panel of experts. A pre-test was conducted on 26 participants. The characteristics of the French version of the AttrakDiff 2 scale were then evaluated through a quantitative online study involving a sample of 381 users. Results The results confirm the expected 3 factors structure and a good internal consistency of each subscale. The links between factors are consistent with Hassenzahl's theoretical model (2003) where pragmatic and hedonic perceived attributes combine to form a judgment of attractiveness. Conclusion The current French version of the AttrakDiff 2 scale is globally reliable with regards to the initial German version and presents satisfactory levels of validity and reliability. [less ▲]

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See detailFactorial structure and psychometric properties of the French adaptation of the Dissociative Experiences Scale (DES) in non-clinical participants
Larøi, F.; Billieux, Joël UL; Defeldre, A.-C. et al

in European Review of Applied Psychology = Revue Européenne de Psychologie Appliquée (2013), 63(4), 203-208

Introduction The Dissociative Experiences Scale (DES) is a widely used instrument for assessing dissociation. However, there is disagreement regarding the internal structure of the DES and scores tend to ... [more ▼]

Introduction The Dissociative Experiences Scale (DES) is a widely used instrument for assessing dissociation. However, there is disagreement regarding the internal structure of the DES and scores tend to be highly skewed. Objective The present study was designed to test the psychometric properties of a French version of the DES in non-clinical participants, in addition to applying a response scale as recommended by Wright and Loftus (1999) in order to resolve the problem of skewed scores. Results Exploratory and confirmatory factor analysis (computed in two independent samples) suggested a two-factor solution, which seem to represent two forms of dissociation ("automatic pilot" related dissociation episodes and "defensive" dissociation episodes). Results also revealed high internal consistency, and satisfactory results in terms of skewness and floor effects. Finally, significant associations with other measures (anxiety, depression, traumatic experiences) indicate good concurrent validity. Conclusions This study offers evidence that the present version of the French adaptation of the DES reveals good psychometric properties. Analyses of the internal structure of the DES suggest that two types of dissociative experiences are being measured: automatic pilot-related dissociation episodes (e.g., associated with different types of cognitive failures) and defensive dissociation episodes that may act as defensive mechanisms, especially in persons who have been traumatized (e.g., the avoidance of a memory related to a traumatic event). © 2013 Elsevier Masson SAS. [less ▲]

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See detailSocioprofessional and psychological variables that predict job finding
Meyers, Raymond UL; Houssemand, Claude UL

in European Review of Applied Psychology = Revue Européenne de Psychologie Appliquée (2010), 60(3), 201-219

The predictive power of socioprofessional and psychological variables on job finding was investigated with a cohort of 384 unemployed people in Luxembourg. The aimwas to assess whether, in statistical ... [more ▼]

The predictive power of socioprofessional and psychological variables on job finding was investigated with a cohort of 384 unemployed people in Luxembourg. The aimwas to assess whether, in statistical profiling, some psychological variables have incremental validity over and above the more commonly used socioprofessional dimensions. For the period from 0 to 6 months and the period from 0 to 12 months, socioprofessional variables measured at the beginning of the unemployment period, allowed classification of three quarters of the subjects. Adding significant psychological dimensions did not improve the prediction in either case. Further analysis was done on persons still unemployed at 6 months (i.e. those who found it more difficult to find a job). For the period from 6 to 12 months, age and sex allowed correct classification of 62.6% of the subjects. Adding five psychological variables (openness, self-efficacy, social anxiety, symptom reduction coping, intelligence) significantly improves this percentage by 12.1 points. In the proposed model, psychological factors therefore only play a role in job finding for unemployed people who have more difficulty in finding a job. Results are discussed in terms of labour market mechanisms. © 2010 Elsevier Masson SAS. All rights reserved. [less ▲]

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See detailA French adaptation of the internal and external encoding style questionnaire and its relationships with impulsivity
Billieux, Joël UL; D'Argembeau, A.; Lewicki, P. et al

in European Review of Applied Psychology = Revue Européenne de Psychologie Appliquée (2009), 59(1), 3-8

Recent research has revealed the existence of individual differences in how preexisting schemata (versus cues from the outside world) affect encoding processes, which can be reliably assessed with the ... [more ▼]

Recent research has revealed the existence of individual differences in how preexisting schemata (versus cues from the outside world) affect encoding processes, which can be reliably assessed with the internal and external encoding style questionnaire (ESQ) [Lewicki, P. Internal and External Encoding Style and Social Motivation. In: J. P. Forgas, K. D. Williams, S. M. Laham, (Eds.), Social Motivation: Conscious and Unconscious Processes. Psychology Press, New York (2005). pp. 194-209]. The present study was designed to (1) test the psychometric properties of a French version of the ESQ and (2) explore in-depth its relationship with impulsivity - a trait of central importance in the understanding of emotional psychopathology, and which has been previously related to the internal encoding style. Sixty-three participants were tested using the French versions of the ESQ and the UPPS impulsive behavior scale. The UPPS identifies four distinct facets of impulsivity: urgency, lack of premeditation, lack of perseverance, and sensation seeking. The results showed (1) that the French version of the ESQ has good psychometric properties and (2) that consistent with theoretical considerations, internal encoding style is related to two specific out of the four components of impulsivity: high urgency and low perseverance. © 2008 Elsevier Masson SAS. All rights reserved. [less ▲]

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See detailPhysical violence in the workplace: consequences on health and measures of prevention
Steffgen, Georges UL

in European Review of Applied Psychology = Revue Européenne de Psychologie Appliquée (2008), 58(4), 285-295

Based on definitions and theoretical models of physical violence at the workplace, this paper presents scientific knowledge and working hypotheses regarding both, the causes and effects of physical ... [more ▼]

Based on definitions and theoretical models of physical violence at the workplace, this paper presents scientific knowledge and working hypotheses regarding both, the causes and effects of physical violence on health, and pertinent preventive measures of intervention to be taken by enterprises. Four groups of determinants of violence are presented and discussed: determinants relative to the structure and the culture of the enterprise; the aggressor; the victim; and the socio-cultural environment. The theoretical model by Baron and Neumann [Public Admin Q 21 (1998) 446–64] is used to explain the complex origin of violent behavior at work based on these determinants. Moreover, the various and multiple consequences of a violent act are examined. In addition to the direct effects of such an act on the social, organizational and individual level, the indirect effects are also taken into consideration. In this analytical context, health problems are more particularly underlined, such as the psychological trauma suffered by victims of a violent act. Finally, two different areas of intervention will be distinguished: interventions on the physical environment and interventions on the level of company management or an organizational group which aims at changing the behavior of the members of the organization. Different scientific evaluations of action programs to reduce violent acts are presented. In conclusion, this paper calls for further research on physical violence in the workplace. [less ▲]

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See detailComment évaluer les compétences clés dans le domaine professionnel ?
Meyers, Raymond UL; Houssemand, Claude UL

in European Review of Applied Psychology = Revue Européenne de Psychologie Appliquée (2006), 56(2), 123-138

L'article tente, à partir de la littérature en psychologie cognitive différentielle, en psychométrie et en psychologie du travail et des organisations, de clarifier la question de la définition et de l ... [more ▼]

L'article tente, à partir de la littérature en psychologie cognitive différentielle, en psychométrie et en psychologie du travail et des organisations, de clarifier la question de la définition et de l'évaluation des compétences clés dans le domaine professionnel. Un modèle hiérarchique des compétences est privilégié, à l'intérieur duquel les compétences clés sont à la fois générales aux situations professionnelles et transférables d'une situation à une autre. Les différentes méthodes d'évaluation des compétences clés sont passées en revue, en analysant plus particulièrement la validité des assessment centers et des tests d'intelligence. Le rôle crucial de l'intelligence générale en fonction de la complexité des tâches professionnelles est montré à partir de l'analyse des profils professionnels. Les travaux en psychologie de l'intelligence sont passés en revue afin de montrer l'importance du facteur g comme principal prédicteur de la performance au travail et donc de l'acquisition de compétences clés. Finalement, la combinaison judicieuse de différents outils psychométriques valides et économiques est proposée comme solution la plus efficace et la plus équitable pour évaluer les compétences clés dans les trois situations sociales paradigmatiques qui le requièrent : l'orientation professionnelle, l'engagement du personnel et l'accès à la formation continue. [less ▲]

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