Abstracts
Résumé
Le présent article analyse la rétention des avocats et avocates dans les cabinets d’avocats du secteur privé. Nous nous appuyons sur une enquête longitudinale portant sur des avocats et avocates de cabinets ontariens dont nous avons suivi les carrières pendant vingt ans. À l’aide de modèles de survie exponentiels et segmentés, nous examinons les facteurs organisationnels et culturels qui poussent les avocats et avocates à quitter les cabinets. L’étude révèle de façon générale une différence entre les sexes qui ne s’explique ni par le capital humain ni par les caractéristiques organisationnelles ou les niveaux de satisfaction au travail. Les résultats démontrent également l’importance de la culture du cabinet — en particulier le sentiment de compatibilité des avocats avec leur cabinet, leur satisfaction à l’égard des possibilités de récompenses, l’existence de politiques d’horaires flexibles en milieu de travail et enfin, la contribution des mentors — pour réduire la fuite des talents d’avocats hors des cabinets.
Mots-clés :
- Cabinet d’avocats,
- collégialité,
- mentors,
- rétention
Abstract
This article analyzes issues relating to the retention of lawyers in private sector law firms. It is based on a longitudinal survey of lawyers working in Ontario law firms over a 20-year period. Referencing exponential and segmented survival models, the article examines the organizational and cultural factors that drive lawyers to leave the firms with which they are associated. Research findings reveal a gender difference that cannot be explained by differences in human capital, organizational characteristics or job satisfaction levels. Results indicate that corporate culture is a determining factor in the rate of retention ; in fact, the ability to keep talent is a function of several factors, such as a lawyer’s personal sense of compatibility or “fit” with the culture of the firm at which he or she is employed, individual satisfaction with reward opportunities, the existence of flexible work hours and the contribution of mentors.
Keywords:
- Law firms,
- collegiality,
- mentors,
- retention
Resumen
Este artículo analiza la permanencia de las y los abogados en bufetes de abogados del sector privado. Nos apoyamos en una investigación longitudinal acerca de las y los abogados en bufetes de Ontario, cuyas carreras hemos seguido durante veinte años. Utilizando modelos exponenciales y segmentados de supervivencia, examinamos los factores organizacionales y culturales que llevan a las y los abogados a abandonar los bufetes. El estudio revela en general una diferencia de género que no se explica ni por el capital humano, ni por las características organizacionales o los niveles de satisfacción laboral. Los resultados demuestran igualmente la importancia de la cultura del bufete, en particular el sentido de compatibilidad de los abogados con su bufete, su satisfacción frente a las posibilidades de recompensa, la existencia de políticas de horarios de trabajo flexibles en el trabajo y, finalmente, la contribución de los mentores a fin de reducir la fuga de talentos de los abogados de los bufetes.
Palabras clave:
- Bufete de abogados,
- colegialidad,
- mentores,
- permanencia
Appendices
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