Documents found
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2941.More information
Professionalization is often defined as the implementation of actions enabling continuous and situated development of skills through and within work situations. This definition does not differentiate professionalization from work-based training. It is toward what ends they are used that distinguishes professionalization from training. Training is generally focused on the ability to act, while professionalization focuses on the power to act. In this perspective we use the capabilities framework understood as a power to act, in order to consider professionalization approaches, modalities, practices, systems or situations, and to question the capability to professionalize oneself. We first define terms related to capabilities and then describe the capabilities framework. Finally, we will analyze how this theoretical approach can be used to interpret professionalization.
Keywords: Apprentissage, Professionalization, Professionnalisation, Capabilities, Capabilités, Professional development, Développement professionnel, Power to act, Pouvoir d'agir
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2942.More information
The purpose of this study is to provide an overview of key findings from systematic reviews and meta-analyses on the effect of leadership on mental health and well-being in the workplace, and to provide a critical analysis of their application to expatriated workers. The Medline, EMBASE, EBM and Web of Knowledge databases were accessed with keywords specific to leadership, mental health and well-being. The results show that despite the increase in studies to examine the effects of leadership on mental health in an organizational context, the issue remains understudied in international human resources management. To this end, recommendations are made to ensure that supervisors are better equipped to respond to situations where subordinates are deployed abroad.
Keywords: Métacritique, leadership, santé et mieux-être au travail, travailleurs expatriés
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2943.More information
Reflections on human resources (HR) have always been the subject of interest and are constantly being reinvented. There have been successive innovations in HR management and they have diversified numerous times. Each time the innovations required new concepts, tools and methods and new roles for HRM (human resources management). The concept of innovation itself has undergone changes due both to the work and currents and to the practice. The transformations require innovation actors to change status, roles and motivation and to impose organizational innovations in the HRM management methods. The digital transformation of the overall organization and the fourth revolution will also assign other roles and functions to innovation actors. The COVID-19 pandemic emerges in this context, imposing other HR management methods that must be invented, dared and imagined. Innovation actors must once again develop new views. This work aims to analyse these disturbances. It is not mainly a theoretical view. The concern to stick to reality on a relatively new subject does not allow us to have an essentially theoretical subject. The illustrations taken from real situations and choosing teleworking as an example, make it exploratory research work. The analysis leads to two major results. Firstly, we are witnessing an unprecedented extension of the views of innovation actors due to the pandemic that requires new innovative HRM methods. At least four views have been identified. Secondly, with the pandemic, teleworking, which becomes a necessity required by the situation, defines a new landscape of forms of innovation action with levels of HRM function disturbance varying in intensity according to the type of view that innovation actors adopt. Organizational innovations in HRM will have to include this combination of different views, thereby expanding the field of HRM in an exceptional and unprecedented way, and this must be done in record time.
Keywords: Inno'acteurs, GRH, innovation organisationnelle, COVID-19, télétravail
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2944.More information
This paper reports on the results of a computer-based survey of a large sample of 1910 employers in Quebec. The results detail how employers perceive the work of caregivers and present the measures that employers have put in place to adjust to the needs of caregivers and to help caregivers balance their personal and workplace responsibilities, two interconnected spheres. The results highlight the main organizational constraints, as raised by employers, that act as barriers to establishing practices that favour a work-life balance. Those who have hired caregivers over the last five years remarked on the benefits when caregivers had access to work-family balance practices: improved morale as well as increased loyalty and organizational commitment. Negative effects were namely employees being overworked and receiving a reduced income. Overall, the positive effects identified by employers were cited more often than any negative effects. Regarding the positive impacts for organizations due to the work-family balance practices offered to caregivers, these were related to an improved organizational climate, reduced employee turnover, and lower costs due to less absenteeism. The negative impacts for organizations included the overworking of immediate supervisors and colleagues as well as the financial impacts related to work-family balance practices.
Keywords: conciliation travail-famille-soins, conditions de travail, proches aidants, rétention de la main-d’oeuvre, temps sociaux
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2945.More information
Keywords: Loisir, intégration, nouveaux arrivants, Montréal
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2946.More information
Indigenous knowledge has been neglected by policy leaders and research for development. This study was carried out in October 2012 in two localities (Mahon and Diéri) located in the Kénédougou province (Burkina Faso). The aim was to valorize indigenous soil classification and soil fertility perception. We studied soil units along topographic units. The toposequences were selected according to geology and geomorphology. Soils classification was established in the field, based on semi structured interviews by using focus group method with tagba and sɛmɛ farmers. Visual method was used to describe topography, color, vegetation and tactile method was used to determine texture and coarse elements. The description was focused on the upper soil (0-20 cm) only. Soil composite samples were taken in the first 20 cm, to assess indigenous soil fertility perception. We found that soil classification criteria were based on topography and soil morphological characteristics and vegetation. Soils fertility was assessed on the basis of color and vegetation. In spite of a few minor variations in some soil qualities, soil physicochemical properties perception was consistent with laboratory results, proving tagba and sɛmɛ farmers had good knowledge on soil classification criteria.
Keywords: Connaissance endogène, classification, fertilité, Kénédougou, Burkina Faso, Indigenous knowledge, soil classification, fertility, Kénédougou, Burkina Faso
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2947.More information
Assessing students with an autism spectrum disorder (ASD) is a constant challenge. It impacts the sense of personal effectiveness of teachers working with these learners who can have multiple specificities and for whom adjustments to pedagogical practices, and specifically assessment practices, are often essential. According to the literature, teachers’ self-efficacy has a direct effect on teaching practices and their mental health. The results of our study suggest that the appropriation of practices can improve teachers’ self-efficacy when they are involved in a professional development process providing suitable material and support.
Keywords: teachers’ self-efficacy, sentiment d’efficacité personnelle, appropriation, appropriation, assessment practices, pratiques évaluatives, développement professionnel, autism spectrum disorder, professional development, trouble du spectre de l’autisme
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2948.More information
This article aims to identify the constraints and resources in the daily lives of police patrol officers in Quebec, in the COVID-19 pandemic context. To this end, semi-structured interviews were conducted in 2020 in videoconference mode with a population (N=20) from a police department in one of the largest cities in Quebec. The results of this study showed that the constraints raised in the daily life of the police population such as the transformation of work, the adjustment of schedules, and the reorganization of teams, have impacts on their psychological health at work and on their well-being, namely work-related stress and work-family balance problems. It was also concluded that patrol officers have a wide range of resources categorized into four IGLO types (Nielsen et collab., 2017), namely individual resources (work experience, personal experience, training, skills and family support), group resources (team cohesion and social support), leadership resources (recognition from superiors) and organizational resources (call screening). Similarly, this study showed that male and female police officers rely on coping strategies that can be individual (personalized work techniques, defensive strategies) or collective strategies (mutual aid between teams). Limits and practical contributions are given at the end of the study.
Keywords: Policiers patrouilleurs, police patrol officers, intensive work situations, situations de travail intenses, contraintes, constraints, ressources, resources, COVID-19, Quebec, Québec
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2949.More information
This article, framed within studies on term implantation, presents the results of the online collaborative project En bons termes between a group of speakers and various actors of language and terminology planning in Canada, including the Office québécois de la langue française (OQLF). The objective of the collaboration was to find suitable terminological solutions to name new concepts in French. With a focus on the terms that were published on 11 term records in the OQLF's termbank, Le Grand dictionnaire terminologique, we analyse how the OQLF integrated speakers' suggestions, including the space and acceptability status that it gave them in the records. Conclusions show that the OQLF was open to speakers' contributions, as per the general socioterminological orientation it adopted over the last couple of decades to ensure the successful implantation of its terminology.
Keywords: aménagement terminologique, externalisation ouverte, projet collaboratif « En bons termes », néologie aménagiste, Office québécois de la langue française (OQLF), terminology planning, online collaboration En bons termes, crowdsourcing, planned neology, Office québécois de la langue française (OQLF)
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2950.More information
AbstractWhat are proper names? Are proper names translatable? A clear answer to those two questions should be prior to any attempt of machine translation of the proper names. Some authors claim that the proper name is untranslatable, while the practice shows the opposite.Different criteria such as the textual genre, the historic context, the source language or the ontological nature of the bearer play a significant role in the decision to modify or to preserve the proper name in its original shape.
Keywords: contexte, culture, nom propre, traduction automatique, typologie