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The idea of regulating pollutions by means of tradable emission permits on a competitive market was developed for the first time by Dales in 1968. The question of the citizens' participation on these markets received little attention in the economic literature. However, people are allowed to buy emission permits and can therefore reduce the level of pollution by removing them from the market. From a practical viewpoint, the citizen's preferences are not taken into account neither in the elaboration nor in the functioning of pollution permits markets. However, such a situation does not comply with both the democratic values and the prevailing economic principles. This article aims to discuss the legitimacy of a participation of the citizens to a pollution permits market by introducing both the economic efficiency and the ethical dimension. As the problem of free riding is fundamental when the citizen participation takes place, we show that it can be partly solved by funding the citizen demand. In addition, it seems that the free riding behaviour is overestimated by theoretical economics as experimental economics applied to the game of the public good shows. In addition, the ethical stakes associated to the opening of the pollution markets permits to the citizens are analyzed. An ethics based on the freedom and the sovereignty of the citizens commands us to authorize the participation of the citizens to these markets. This point is finally discussed towards the cumulative pollutions and towards the intergenerational dimension of the equity.

Keywords: Équité, Altruisme, bien public, efficacité économique, éthique, participation du citoyen, permis d'émissions négociables, justice intergénérationnelle, pollutions cumulatives, passager clandestin, equity, altruism, public good, economic efficiency, ethics, tradable emission permits, citizen participation, intergenerational justice, free rider, cumulative pollutions

In this paper, the authors attempt to discuss the relationship between intra-organizational conflict and factionalism, and how this manifests itself in different ways in British and American unions. They start with a discussion of conflict, then attempt to set out the characteristics of fractions, They next look at factionalism comparatively, and finally attempt an analytical framework which looks at the dimensions of factionalism.

Every organization (and department) needs to undertake a periodic analysis to pinpoint its existing strengths and weaknesses. At present, there is a growing interest among organizations about learning how to conduct a systematic human resources (HR) assessment. The evaluation of the HR function and its relationship to organizational effectiveness results in an understanding that is useful when modelling the path toward strategie human resources management. Thus, evaluation and control mechanisms are a requisite and contributing factor to the credibility and acceptance of HR management in the eyes of corporate management.Although management understands the need for assessing the effectiveness of their HR services, the approaches and instruments avallable to carry out this task are not very well developed. Recently, however, an approach called "multiple constituency" has emerged. The premise behind this approach is that the effectiveness of the HR department is determined by its reputation with constituents or clients. The multiple constituency approach is on the rise, given the importance accorded to customer satisfaction in the general management literature. With the proliferation of general concepts such as "total quality", "zero defects" and the like, this study attempts to develop a model applicable to human resources; it measures constituent satisfaction with various HR activities (i.e. the dependent variable) as an indicator of the effectiveness of the HR department. Nevertheless, given the notion of limited resources, the underlying assumption in this study is that an effective HR department is one that is able to identify the critical constituents in its organization (i.e., hospitals in this study), and to attempt to satisfy these constituent groups first and foremost. By contrast, it is also assumed that an HR department which falls to address these "core groups", may allocate time, money, and other resources to less important constituents and consequently may have less impact on the organization's overall effectiveness. Thus, the two research questions addressed in this study are:1. What are the key variables affecting the level of satisfaction of different constituent groups with their human resource department?2. Are there differences or similarities pertaining to the level of satisfaction with the HR services amongst the various constituent groups?In order to test the model, the collaboration of the Quebec Hospital Association was sought. A stratified sample was used to select 35 general hospitals (i.e., 12 large, 12 medium-sized and 11 small) of which 27 finally agreed to collaborate. Two types of instruments (questionnaires) were developed to measure 5 principal constituent groups' perceptions about their respective HR effectiveness. The groups included: (1) senior executives, (2) middle managers, (3) nurses, (4) professional employees, and (5) blue-collar workers. In parallel, all of the HR directors were given questionnaires which enabled them to supply information about their services and department (i.e., size, qualifications of the staff in the HR unit, etc.). Based on this stratified sample, and the requirement of a minimum of 42 questionnaires per hospital (i.e., a minimum of 7 employees selected at random for each constituent group), a 68.5% response rate was obtained.The fact that multiple sources of information were used and that analyses were done across hospitals and constituent groups (i.e., the aggregate nature of the analyses), reduced the problem of "method-variance" in the findings.A model pertaining to the determinants of client satisfaction with (and expectations of) the HR department was developed. The determinants of clients' satisfaction (and expectations) were divided into two principal groups: (l)those pertaining to client characteristics (i.e., seniority, age, commitment to the hospital, gender, level of autonomy, frequency of contacts with the HR department, and constituent affiliation), (2) those pertaining to HR department's characteristics (size, power, seniority of the HR department, qualifications of the HR staff, education and the general orientation of the HR strategy in conducting the HR activities). All in all, the results supported the general usefulness of the multiple constituency approach. First, the results of the factorial analysis suggested that the 10 facets of HR activities (i.e., staffing, training, remuneration, etc.) can be grouped into only two dimensions which were labelled in the study: "labour relations" and "traditional HR". Second, it was demonstrated that different constituents have significant differences in their level of satisfaction with respect to labour relations activities ÇF=11.6; P=.001). By contrast, no significant differences in satisfaction were found for the traditional HR dimension. As regards to expectations of the HR department, a significant difference was found for both labour relations and traditional HR activities. Moreover, the findings revealed that three independent variables play a major role in explaining variance in satisfaction with the HR services: (1) level of commitment of the constituent to the hospital, (2) professional qualification of the HR staff, and (3) the frequency of contacts the constituent has with the human resource department. Other findings shed more light on the level of expectation constituents have toward their HR services. The study concludes with a short discussion on how an HR department can increase its effectiveness under circumstances of compatibility and non-compatibility with its clients' expectations, and how the HR department should intervene in order to increase satisfaction thereby increasing effectiveness.

This article examines the transition of learners in adult general education (“formation générale des adultes”, or “FGA”) who decide, after obtaining their high school diploma in this educational framework, to register in college programs. The ethnographic inquiry approach used for this research relies on Long's theoretical model (1989) and Bélanger's lifelong learning model (2011). On this rarely addressed subject, pedagogical expertise in the field is engaged in a co-construction process from an adult education perspective. The psychological, pedagogical, and andragogical issues at play show the significant commitment adult learners must make and the reconstructive path they have chosen to facilitate social integration. The need to create a bridge between FGA and the college environment is presented as a way to support the educational emancipation of adults in Quebec society.

SummaryDrawing from Nicholson and Johns (1985) typology of absence culture (N = 460 from 43 work groups), we found that greater similarity in union membership status between co-workers was associated with a lowering of a member's absence culture, as was a more harmonious union-management (UM) climate. In addition, greater similarity in union membership was related to a lowered absence culture when the UM climate was perceived to be positive. The theoretical and practical implications of these findings for understanding the social context in which the absence culture of union members is engendered are discussed.

Genre-based approaches are known for their benefits in first and second language classes. In Québec, the intensive English program offered in sixth grade focuses on the teaching of English – less time is therefore devoted to other disciplines, including French. Through this study, our pedagogical goal was to help students develop their writing skills in both French and English. To do so, we invited a classroom teacher and a second language English teacher to bilingually coteach a unit that zeroes in on the characteristics of a specific genre, the written recommendation of a narrative piece. The analysis of approximately 30 recommendations written by students at the end of this unit sheds light on the characteristics found in these texts. More specifically, this article highlights how writers address the reader, how they summarize the narrative pieces, and how they showcase the quality of the pieces in both their English and French texts. These results allow us to believe that pupils build a good understanding of the genre at stake and that the unit created in the context of this study should be developed further.

Foster carers require high-quality training to support them in caring for children with trauma-related difficulties. This paper describes a mixed methods approach that was applied to evaluate the complex intervention Fostering Connections: The Trauma-Informed Foster Care Programme, a recently developed trauma-informed psychoeducational intervention for foster carers in Ireland. A quantitative outcome evaluation and a qualitative process evaluation were integrated to capture a comprehensive understanding of the effects of this complex intervention. A convergent mixed methods model with data integration was used. Coding matrix methods were employed to integrate data. There was convergence among component studies for: programme acceptability, increased trauma-informed foster caring, improvement in child regulation and peer problems, and the need for ongoing support for foster carers. This research provides support for the intervention suggesting the importance of its implementation in Ireland. The integrative findings are discussed in relation to effects and future implementation.

Keywords: foster care, trauma-informed care, evaluation, mixed-methods

Introduction: The COVID-19 pandemic impacted nurses’ psychological health and work-family balance, including in ambulatory care settings. The results presented in this article are part of a study aiming to describe and contextualize the psychological health and changes in nurses’ follow-up practices in Quebec (Canada) during the COVID-19 pandemic. Objective: Explore and describe factors that influenced ambulatory care nurses’ psychological health and work-family balance during the first wave of the COVID-19 pandemic. Methods: Exploratory mixed data cross-sectional study using the SurveyMonkey platform. We collected data from July 2020 to September 2020. The target population comprised all practicing nurses in Quebec whose clinical activities included the follow-up of ambulatory patients, 200 of whom completed the survey.  Results: Multiple linear regression models indicated that anxiety (GAD-7 scores) and depressive symptoms (PHQ-9 scores) were associated with younger age, living alone, worries about transmitting COVID-19, and feeling that one’s work was not coherent with one’s values. Work-family balance was considered more difficult than before the pandemic by 54.5 % of participants. Factors perceived as influencing work-family balance were either related to work conditions (e.g., schedule and time at work, access to work from home, redeployment to another work setting), to family-related responsibilities/tasks or were specific to the pandemic. Discussion and conclusion: Apart from age, the feeling that one’s work was not coherent with their values was the only variable correlated with both GAD-7 and PHQ-9 in multivariate models. Further research should investigate the relationships between sense of coherence, psychological health, and work conditions like schedule flexibility and access to work from home.

Keywords: nurses, infirmières, psychological health, santé psychologique, work-family balance, conciliation travail-famille, pandémie, pandemic, soins ambulatoires, ambulatory care

This study was conducted in a Tunisian context with the aim of understanding the role that the union and the works council can play in the process of Corporate Social Responsibility (CSR). Three companies were studied by means of an interpretive epistemological approach and qualitative methodology. To carry out this comprehensive research, data were collected from three sources : field notes ; semi-structured interviews ; and the company's CSR reports. The main results show differences from one case to another in (1) CSR types, (2) CSR commitment reasons and (3) types of regulation. The type of regulation depended on the rule governing the mode of CSR practice and management. The results allow us to conclude that, in all cases, the union and the works council are an essential stakeholder in CSR through their mobilizing capacity and the various types of regulation that strengthen or weaken the CSR process. Social dialogue appears as a powerful lever to legitimize and develop CSR practices through joint collective action. As a CSR tool that is both robust and pragmatic, social dialogue regulates the process and reifies the actor's aspirations around this construct (CSR).

Keywords: Syndicat, Comité d'entreprise, Dialogue social, Types de RSE, Régulation, union, works council, social dialogue, CSR types, regulation