The feeling of impeded work: a quantitative exploratory study

This article presents an empirical investigation of the emerging concept of “feeling of impeded work” (FIW) based on theoretical reflection. For Clot (2010), this feeling is at the root of much suffering at work. We suggest to define it as a repressed expectation of results, in the framework of a social cognitive model of motivation. For Bandura (1997), outcome expectations are beliefs that certain behaviors will lead to desired material, social and self-evaluative outcomes. Before him, Vroom (1964) conceived expectation as the intensity of the belief that the required performance can be achieved through effort. We consider that FIW is experienced at both levels. People could be demotivated because the way they do their work does not provide access to sufficient financial resources, comfort, satisfaction or prestige. And people could also be demotivated because the way in which they are asked to do their work does not correspond to their personal technical or moral standards. Thus conceived, the FIW is at the heart of motivational processes potentially linked to both mental health and job performance. Using Flanagan’s methodology (1954), we asked workers to recount episodes during which they had felt impeded in their work. We then constructed a 70-item questionnaire based on their answers. The questionnaire was submitted to a sample of 561 workers. We carried out two types of factor analysis: one without rotation and one with Varimax rotation. The unrotated analysis revealed one factor, opposing most FIW items to outcome expectations, which supported the theoretical approach. The Varimax analysis yielded an eight-factor solution: impediment by colleagues, workload, low outcome expectations, material, lack of autonomy, poor health, embarrassment, inadequate communication. There were no gender differences in the FIW or any of the eight factors. Age-related variance was small. There were some variations related to certain levels of qualification and certain socio-professional categories. The overall FIW was significantly and negatively correlated with self-efficacy, job satisfaction, organizational commitment, life satisfaction and well-being. The FIW dimensions were variously related to these variables. The limitations of this study are discussed, as are the opportunities that consideration of this concept opens up for interventions in work and organizational psychology. The main hypothesis that FIW is an important source of demotivation is supported here and calls for further research.