The international literature review on the meaning of work reveals that, there is still an epistemological confusion between the meaning and coherence constructs. To date, no research has empirically proven that the meaning of work, which emerges from the perception of the work, its purpose and its contribution to the meaning of existence, has an autonomous and a distinctive character not only with respect to the perceived and effective coherence existing between the worker and the working environment, but also vis-à-vis other factors which view the meaning as a subset of more important constructs like psychological empowerment. To address this gap, this research aims at continuing the empirical validation on the inventory of the meaning of work while examining not only its factorial structure, but also and especially the conceptual and empirical differences between the meaning and coherence. Confirmatory factor analyzes were carried out on 623 hospital staff in Cameroon, showing that the two-dimensional structure of the meaning inventory presents better statistical indices of adequacy on the real data and accounts for 71.486% of the explained variance. Correlational analyzes that were carried out on 359 samples validated the distinctive and autonomous character of meaning with respect to coherence (r≈-32).

This study aims to ensure that if person's values – organizational climate fit is substantiated, this can predict job satisfaction. Our study gives priority to construe the effects of the coherence between the worker and the working environment. The direct effects of the underlying fit components are not taking into account in this study. We used coefficient from the structural modelling equation. The factors taken separately most obey to a gathering of constraints, so preserving the direct and the interactions effects. The main result of our research reveals that objective coherence effect between the organizational valorization of teamwork and the individual importance attached to interpersonal solidarity is really true on the job satisfaction (Mso : β = -0, 64, p<0,001 et Msp : β = 0,77, p< 0,001 ; R² = . 35). Moreover, it is appear that perceived coherence interacts with the underlying components to determine worker’s job satisfaction.

This study aims to show that, the reproduction of Caledonian complexity of identity positioning in the SLN corporate determines the perception of the organizational culture and mediates the effects of the outline level on the individual commitment towards the organization. In this perspective, we combined ethnological approaches and the analysis of individual behavior to query 430 employees. The main result of our work reveals that, communities membership are essential to understanding the identity attributes whose employees use to enter, grow within the company and justify the rank that they occupy. While the metropolitan’s employees express an emotional attachment towards the SLN, Kanak employees maintain continuance commitment with SLN that they see a source of wealth and employment.

The purpose of this study was to validate the psychometric properties of the scale on the work organization in the hospital developed by the National Agency for Support to the performance of health and medical establishments (ANAP) through the implementation of exploratory and confirmatory analyzes. All these analyzes were performed using SPSS 17 software and Amos. The technique of weighted least squares estimation (Weighted Least Square) from the correlation matrix has been used to evaluate the model. The final results propose four factors (collective work, help at work, organizational and informational change, pace constraints and activity peaks). This provides a factorial appropriate structure and acceptable confirmatory evidence.