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OBJECTIVES: To study stress in general medicine and to evaluate the value of mindfulness­ based interventions in the management of GP's stress. METHODS: This work consists of (1) a literature research on the state of stress in general medicine and prevention proposals, (2) a literature review about MBl's for GP's stress management and (3) a discussion with general practitioners (focus group) to analyze stress in general practice and evaluate a MBI.RESULTS : The GP has many stressors, and it appears important to have hand at different levels (individual and organizational) to ensure his well-being, also for optimal quality of patient care. MBI's appear to be acceptable and feasible and have demonstrated effectiveness in managing GP’s stress (improving well-being and decreasing burnout).CONCLUSION : With a sufficient level of evidence (moderate to high), MBI's can be offered to general practitioners for better stress management and prevention of bum out. Objectifs : étudier le stress en médecine générale et évaluer l’intérêt des interventions basées sur la pleine conscience dans la gestion du stress du médecin généraliste. Méthodes : Ce travail consiste en (1) une recherche documentaire à propos de l’état des lieux de stress en médecine générale et à des pistes de prévention, (2) une revue de la littérature à propos des interventions basées sur la pleine conscience (IBPC) dans la gestion du stress du médecin généraliste et (3) une investigation du stress en médecine générale auprès des médecins généralistes (focus groupe) afin d’analyser le stress en médecine générale et d’évaluer une intervention basée sur la pleine conscience. Résultats : Le médecin généraliste a de nombreux facteurs de stress, et il semble important d’intervenir à différents niveaux (individuel et organisationnel) afin de s’assurer de son bien-être, aussi pour une qualité optimale des soins aux patients. Les IBPC semblent acceptables et faisables et ont une efficacité démontrée dans la gestion du stress du médecin généraliste (amélioration du bien-être et diminution du burnout). Conclusion : Avec un niveau de preuve suffisant (modéré à élevé), les IBPC peuvent être proposées aux médecins généralistes pour une meilleure gestion du stress et la prévention du burnout.

Occupational Stress --- Mindfulness --- General Practitioners --- Review

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Présentation de l'éditeur : "Si l entrepreneuriat connaît un regain d intérêt ces dernières années, la souffrance de l entrepreneur est quant à elle un phénomène peu médiatisé, notamment en comparaison de la santé des salariés en général. Pourtant, il arrive que la solitude face aux responsabilités, l absence d aide et de soutien et les représentations sociales associées à la figure de l entrepreneur entraînent une souffrance psychologique pouvant conduire au suicide. Comment dès lors accompagner les entrepreneurs pour prévenir cette souffrance ? À l appui de nombreux témoignages (magistrats, psychologues, chefs d entreprise...), cet ouvrage soulève une question de société à la croisée de la justice commerciale et de la santé publique. Par des pistes de réflexion et des actions novatrices sur les bonnes pratiques et la prévention des risques, ce livre aidera les entrepreneurs et les professionnels à trouver les mots pour exprimer leur souffrance et amorcer un processus de prise en charge."

Occupational Stress --- Burnout, Professional --- Suicide --- Entrepreneurship --- Occupational Groups

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Quatrième de couverture : "Le monde chirurgical est traversé par un malaise grandissant qui se traduit par une exaspération croissante à l'égard des conditions d'activité et des nouvelles règles d'évaluation et de formation. Un groupe restreint de chirurgiens, réunis sous le collectif de Nicolas Andry, s'est donné pour tâche de nommer les errements contemporains, dont ils n'ont ni la maîtrise ni la responsabilité, et de proposer des mesures correctives. Ce " Manifeste de chirurgiens en révolte " est destiné à un large public : patients et futurs patients, acteurs de soins, responsables de formation, décideurs en santé pourront y trouver matière à réflexion pour donner sens à une action commune et renouvelée au service de la collectivité."

Surgeons --- Education, Medical --- Professional-Patient Relations --- Occupational Stress

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Over the last three decades a large body of research has showed that psychosocial job dimensions such as time pressure, decision authority and social support, could have significant implications for psychological distress and well-being. Theoretical models, such as the job demand-control-social support model (JDCS model), the effort-reward imbalance model (ERI model), the job demands-resources model (JDR model) and the vitamin model suggest that distress and positive dimensions at work (well being and motivation) can be considered as two sides of the same coin. If the job is designed to provide the right mix of psychosocial job dimensions (e.g., optimal time pressure, decision authority and social support), work can boost job engagement and well-being as well as productive behaviors at work. When the job is not designed in an optimal way (e.g., too much time pressure and too little decision authority) work can trigger stress reactions and burnout. Although some insight has been gained on how job dimensions could predict distress and well-being, and also into the dimensions that might moderate and mediate these associations; research still faces several challenges. Firstly, most of this research has been cross-sectional in nature, thus making it difficult to conclude on the long-term effects of psychosocial job dimensions. Another challenge concerns how the contextual dimensions can be incorporated into micro-levels models on employee stress and well-being. Nowadays, work is carried out in the context of a wider environment that includes organizational variables. So far the role of the organizational variables in the theoretical frameworks for explaining the relationships between psychosocial job dimensions, employee distress and well-being, has often been underplayed. The main aim of this research topic is to bring together international research from different theoretical and methodological perspectives in order to advance knowledge and practice in the field of work stress.

Occupational stress --- Engagement --- Burnout --- Recovery dimensions --- Illegitimate tasks --- Individual differences --- Psychosocial job dimensions --- Job satisfaction --- Job strain --- Job resources --- Occupational stress --- Engagement --- Burnout --- Recovery dimensions --- Illegitimate tasks --- Individual differences --- Psychosocial job dimensions --- Job satisfaction --- Job strain --- Job resources

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Over the last three decades a large body of research has showed that psychosocial job dimensions such as time pressure, decision authority and social support, could have significant implications for psychological distress and well-being. Theoretical models, such as the job demand-control-social support model (JDCS model), the effort-reward imbalance model (ERI model), the job demands-resources model (JDR model) and the vitamin model suggest that distress and positive dimensions at work (well being and motivation) can be considered as two sides of the same coin. If the job is designed to provide the right mix of psychosocial job dimensions (e.g., optimal time pressure, decision authority and social support), work can boost job engagement and well-being as well as productive behaviors at work. When the job is not designed in an optimal way (e.g., too much time pressure and too little decision authority) work can trigger stress reactions and burnout. Although some insight has been gained on how job dimensions could predict distress and well-being, and also into the dimensions that might moderate and mediate these associations; research still faces several challenges. Firstly, most of this research has been cross-sectional in nature, thus making it difficult to conclude on the long-term effects of psychosocial job dimensions. Another challenge concerns how the contextual dimensions can be incorporated into micro-levels models on employee stress and well-being. Nowadays, work is carried out in the context of a wider environment that includes organizational variables. So far the role of the organizational variables in the theoretical frameworks for explaining the relationships between psychosocial job dimensions, employee distress and well-being, has often been underplayed. The main aim of this research topic is to bring together international research from different theoretical and methodological perspectives in order to advance knowledge and practice in the field of work stress.

Occupational stress --- Engagement --- Burnout --- Recovery dimensions --- Illegitimate tasks --- Individual differences --- Psychosocial job dimensions --- Job satisfaction --- Job strain --- Job resources