🌍💡 Renforçons nos connaissances en actions pour façonner l’avenir climatique et socio-environnemental ! 🌱✨

#OneEarth

🌍💡 Renforçons nos connaissances en actions pour façonner l’avenir climatique et socio-environnemental ! 🌱✨

🔆 Ces défis nous interpellent tous, et il est crucial d’approfondir notre compréhension des ressorts personnels, inter-individuels et collectifs (Sparkman et al., 2023; Weber et al. 2023).

Des concepts pertinents, tels que la cécité d’inattention (Mack, 2003), l’habituation (Rankin et al., 2009), et la diffusion de responsabilité (Booth, 2012), nous aident à comprendre pourquoi ces enjeux cruciaux ne reçoivent pas toujours l’attention nécessaire et pourquoi il est parfois difficile d’agir collectivement (Papies et al., 2022).

–> Les recherches sur l’influence sociale nous enseigne qu’en nous regroupant pour relever les défis collectifs, nos actions “individuelles” peuvent se propager comme une onde positive.
–> Surtout, les actions climatiques qui sont en accord avec nos valeurs personnelles génèrent des émotions positives et un sentiment de bien-être, car elles sont perçues comme étant significatives, vertueuses et moralement justes (Steg, 2023).

De nombreuses études psychologiques sur le changement climatique ne se concentrent souvent que sur deux aspects pouvant parfois négliger la justice climatique et les dimensions politiques et sociales qui lui sont associées (Barnes et al., 2022; Omotayo Oladejo et al., 2023).
📌 D’une part, certaines approches mettent l’accent sur la responsabilité individuelle, en se focalisant sur les choix de consommation et les comportements individuels, sans remettre en question les problèmes structurels liés à la production et à la consommation dans nos systèmes.
📌 D’autre part, certaines études se concentrent sur les effets psychologiques du changement climatique sur le bien-être individuel, en cherchant principalement à atténuer ces effets par des stratégies d’adaptation et de résilience individuelles.

✳️ Pour construire un avenir durable, nous devons dépasser les barrières individuelles et developper les démarches collectives pour embrasser des changements transformationnels.
Les collaborations interdisciplinaires et les communications transparentes et inclusives sont indispensables pour susciter un véritable mouvement de changement (Ferdinand, 2019).

Comme l’avait déjà souligné Spinoza (Eth. III, 9, scolie) :
“Quand nous nous efforçons à une chose, quand nous la voulons ou aspirons à elle, ou la désirons, ce n’est jamais parce que nous jugeons qu’elle est bonne ; mais au contraire, si nous jugeons qu’elle est bonne, c’est précisément parce que nous nous y efforçons, nous la voulons, ou aspirons à elle, ou la désirons.”

Le temps d’agir ne serait-il pas venu ?
Relevons ensemble ces défis !
#ActionClimatique #Durabilité #JusticeClimatique

✅ L’image provient de l’article de Kemp et al. (2022) dans PNAS.
Elle représente les Échecs mondiaux en cascade.
Kemp, L., Xu, C., Depledge, J., Ebi, K. L., Gibbins, G., Kohler, T. A., Rockström, J., Scheffer, M., Schellnhuber, H. J., Steffen, W., & Lenton, T. M. (2022). Climate Endgame: Exploring catastrophic climate change scenarios. Proceedings of the National Academy of Sciences, 119(34), e2108146119. https://doi.org/10.1073/pnas.2108146119
Références 
– Barnes B., Barnwell G., Hendricks L. (2022). Editorial: Psychology, environment and climate change: Foregrounding justice (part one). Psychology in Society, 63, 1–5.
– Booth, C. (2012). Bystanding and Climate Change. Environmental Values, 21(4), 397–416.
– Ferdinand, M. (2019). Une écologie décoloniale: Penser l’écologie depuis le monde caribéen. Seuil.
– Mack, A. (2003). Inattentional Blindness: Looking Without Seeing. Current Directions in Psychological Science, 12(5), 180–184.
– Omotayo Oladejo, A., Malherbe, N., & van Niekerk, A. (2023). Climate Justice, Capitalism, and the Political Role of the Psychological Professions. Review of General Psychology, 10892680231175394.
– Papies, E. K., Barsalou, L. W., Claassen, M. A., Davis, T., Farrar, S. T., Gauthier, E., Rodger, A., Tatar, B., Wehbe, L. H., & Werner, J. (2022). Chapter Three—Grounding motivation for behavior change. In B. Gawronski (Ed.), Advances in Experimental Social Psychology (Vol. 66, pp. 107–189). Academic Press.
– Rankin, C. H., Abrams, T., Barry, R. J., Bhatnagar, S., Clayton, D. F., Colombo, J., Coppola, G., Geyer, M. A., Glanzman, D. L., Marsland, S., McSweeney, F. K., Wilson, D. A., Wu, C.-F., & Thompson, R. F. (2009). Habituation revisited: An updated and revised description of the behavioral characteristics of habituation. Neurobiology of Learning and Memory, 92(2), 135–138.
– Steg, L. (2023). Psychology of Climate Change. Annual Review of Psychology, 74(1), 391–421.
– Sparkman, G., Hackel, L. M., Crosby, J. R., Gross, J. J., & Hard, B. M. (2023). Connecting Introductory Psychology to Climate Change Can Empower Students. Teaching of Psychology, 009862832311779.
– Weber, E. U., Constantino, S. M., & Schlüter, M. (2023). Embedding Cognition: Judgment and Choice in an Interdependent and Dynamic World. Current Directions in Psychological Science, 09637214231159282.

🌍💡 Let’s enhance our knowledge and take action to shape the future of climate and socio-environmental well-being! 🌱✨

#OneEarth
🌍💡 Let’s enhance our knowledge and take action to shape the future of climate and socio-environmental well-being! 🌱✨
🔆
These challenges concern us all, and it’s crucial to deepen our understanding of individual, interpersonal, and collective dynamics (Sparkman et al., 2023; Weber et al., 2023).
Relevant concepts such as inattentional blindness (Mack, 2003), habituation (Rankin et al., 2009), and diffusion of responsibility (Booth, 2012) help us comprehend why these crucial issues don’t always receive the necessary attention and why collective action can be challenging (Papies et al., 2022).
—> Research on social influence teaches us that our “individual” actions can spread like a positive wave when we come together to address collective challenges.
—> Especially climate actions aligned with our personal values generate positive emotions and a sense of well-being as they are perceived as meaningful, virtuous, and morally just (Steg, 2023).

 

❌ Many psychological studies on climate change often focus on only two aspects, occasionally neglecting climate justice and its associated political and social dimensions (Barnes et al., 2022; Omotayo Oladejo et al., 2023).
📌 On the one hand, some approaches emphasize individual responsibility, focusing on consumption choices and individual behaviors without questioning the structural issues related to production and consumption in our systems.
📌 On the other hand, certain studies concentrate on the psychological effects of climate change on individual well-being, primarily seeking to mitigate these effects through individual adaptation and resilience strategies.

✳️ To build a sustainable future, we must transcend individual barriers and develop collective approaches to embrace transformative changes. Interdisciplinary collaborations and transparent, inclusive communication are essential to ignite a genuine movement of change (Ferdinand, 2019).

As Spinoza highlighted (Eth. III, 9, scholium):
“When we strive for something, when we want it or aspire to it, or desire it, it is never because we judge it to be good; on the contrary, if we judge it to be good, it is precise because we strive for it, want it, aspire to it, or desire it.”

Isn’t it time to take action? Let’s rise to these challenges together! #ClimateAction #Sustainability #ClimateJustice

Kemp et al. (2022). Cascading global climate failure. This is a causal loop diagram, in which a complete line represents a positive polarity (e.g., amplifying feedback; not necessarily positive in a normative sense) and a dotted line denotes a negative polarity (meaning a dampening feedback).

✳️ A “sociality of emotions” not just individual but also socially constructed experiences influenced by the environment

#EMOTIONS

📚 Albert Einstein once said, “Creativity is seeing what others see and thinking what no one else ever thought.”

Those words were brought to life through the inspiring work of Urszula ŁagowskaBirgit Schyns, and the entire staff of Neoma, who organized this exceptional conference, Leadership and Positive Change in Organisations.

I am grateful to these remarkable individuals and all the exceptional attendees for their kindness and support 🙏

The event brought together scholars from diverse backgrounds, experiences, and cultural approaches, successfully gathering experts from various fields.

Everyone’s involved dedication and benevolence created an atmosphere where we could share our knowledge, ideas, and research findings.

Witnessing so many brilliant minds come together, each with unique perspectives and insights, was a genuinely inspiring experience for me.

Throughout the conference, we engaged in stimulating discussions, challenged each other’s assumptions, and explored new avenues of inquiry.

In addition, we learned from each other through formal presentations, panel discussions, and informal conversations during coffee breaks…

✳️ A “sociality of emotions” that is not just individual but also socially constructed experiences influenced by the environment.

✴️ As I tried to present, our emotions are shaped by social norms, cultural beliefs, and interpersonal relationships.

✴️ These factors interact with individual biological and psychological processes to create our affective experience.

This conference was a powerful testament to the importance of collaboration and fostering a supportive and inclusive academic community.

Thank you for an unforgettable conference experience 🙏

#Neoma2023 #AbusiveSupervision #Conference

Are you ready to weather the storm of abusive supervision at work?

Are you ready to weather the storm of abusive supervision at work?

Our latest study explores the interplay between emotional abilities and motives and how they can help employees navigate rough waters and stay afloat.

Using cross-sectional data from French-speaking employees across various sectors, we examined the impact of abusive supervision on ethical work-related behaviors and affective experiences toward supervisors.

Our findings confirm the disastrous consequences of abusive supervisors for employees’ well-being and sustainable organizations.

Thus, we highlight emotional expertise, combining abilities and motives, as essential in mediating the relationship between abusive supervision and unethical reactions, mainly through forgiveness toward the supervisor.

Additionally, we identified a three-way interaction between supervisory perceptions, emotional abilities, and affect regulation motives, emphasizing the importance of broadening emotional expertise when understanding the effects of abusive supervision on employee outcomes.

Our study’s results offer valuable insights into developing strategies to promote positive supervision practices in the workplace.

Join us at the International Conference in NEOMA BS in Reims, from April 13th to 14th, for our presentation on Leadership and Positive Change in Organizations, organized by Dr. Urszula Łagowska and Dr. Birgit Schyns.

So, if you want to learn more about how emotional expertise can mitigate the impact of abusive supervision and promote ethical behaviors in the workplace, check out our study, and let’s meet at the conference.

Let’s guide through the stormy waters of abusive supervision together and come out stronger than ever to defeat it!

Check out the program and many guest researchers here:
https://neoma-bs.com/faculty-and-research/research/mini-conference-on-leadership-and-positive-change-in-organisations/programme/

David Hampton-Musseau 
University of Toulouse Capitole
TSM-R – CNRS UMR 5303
Doctoral Candidate in Organizational Behavior

#abusive #supervision #emotional #expertise #forgiveness#motives #ethics

Leadership conference NEOMA 2023, programme