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SummaryThis article deals with some of the effects on Quebec's labour force of the dramatic changes that have been taking place in the rapidly growing economy of the Province of Quebec. World War II called forth a tremendous production effort on the part of Canada which led to the creation of new industries and in turn to the development of new skills in our labour force. Technology was developing and led to new industries and the need for adjustments in older ones resulting from the competition of new materials and processes. About the time that we were getting back onto an even keel following the effects of the war, the outbreak of hostilities in Korea generated new pressures for stepped-up production on the part of our industries and their labour forces. In general, the Canadian economy met this new challenge without too much clashing of gears. While prices went up, they did not reach dangerous heights to some extent. Our labour force in total was adequate to meet our production requirements.CHANGES IN CANADIAN ECONOMYLet us look at the impact of these changes on the Canadian economy as a whole and on the Province of Quebec in particular. Between 1939 and 1953, in Quebec, the production of manufactured goods has more than doubled and in the process more than 2Y2 times as much hydro-electric power has been consumed. Employment in manufacturing industries increased from approximately 200,000 toDÉVELOPPEMENT INDUSTRIEL ET EMPLOI DANS LE QUÉBEC 269375,000. These changes have not only increased the importance of Quebec's tradition industries but have also widened its industrial base by bringing many new industries into the Province. The story of the development of new industries in the Province of Quebec seems to have no end. New developments in manufacturing have been almost matched by the strides made in the exploration and development of Quebec's natural resources. A partial list of recent projects is an impressive one: Chibougamau copper, Gaspe copper, Barraute zinc, ilmenite from Lake Allard; new asbestos properties at Thetford Mines and the dramatic development of iron ore in the north.EFFECTS ON LABOUR FORCEEconomic progress with its changing industrial pattern means not only new kinds of jobs but the decline of old jobs and the movement of workers to new areas. The growth of industrialization has meant the movement of people from the farms into the cities and towns. In the decade 1941 to 1951, 24 out of every 100 agricultural workers in Quebec moved to the factories of the cities.NEW PROBLEMSWe are making progress in understanding and solving some of those problems which peculiarly affect workers in our society by the means of security measures such as unemployment insurance, family allowances and old age pensions. My department has sought to promote a cooperative relationship between management and labour, not only through conciliation work when disputes threaten, but also through encouraging the establishment of labour-management production committees. The rehabilitation of the disabled is one problem to which we are now devoting and increasing amount of effort. Another interesting factor is that of providing for the changing skills required by our labour force through apprenticeship and vocational training.SEASONAL UNEMPLOYMENTOne major problem which has always faced Canada and which is now hitting harder than ever is that of seasonal unemployment. It represents a terrific loss to Canada both in productive and human terms. Some business are affected primarily by climate. The second kind of seasonal unemployment is largely due to habit or custom and is therefore perhaps more subject to human control that the first. At the peak of winter unemployment, it has been estimated that over 100,000 of Quebec's workers were unemployed this last winter for seasonal reasons. Your seasonal industries have also been growing in importance with the possible exception of water transportation.How can we deal with this? It is a question largely of finding ways and means of providing greater stability of employment in our seasonal industries. This will require the co-operation of employers, unions, consumers and governments. No single agency can master the difficulties alone. In the past several years we have given a good deal of study to this question in Ottawa. It has been discussed by the National Advisory Council on Manpower, and in the winter of 1952, the Council asked the National Employment Committee to devote its attention to it, with the help of my Department's Research Branch. For any who are interested I would commend a detailed report called "Seasonal Unemployment in Canada", published by my Department and reprinted in full in the April issue of the Labour Gazette. The Committee has recommended that Governments at all levels study the timing of their construction work with a view to mitigating the seasonal employ-men effects of it. I don't believe that we should accept the limitations of which weather and custom have imposed on us in creating seasonal unemployment. All who have shared the rewards of Canada's boundless advantages have a special responsibility in working together towards lessening this production handicap.

The health care sector is of growing importance in most of the economies andcosts pressures associated with an ageing population and the rapid developmentof innovations and new technologies have opened the debate for the privatizationof health care markets and services. The existing role of the insurance schemes inmany countries creates market segmentation and a non-competitive environment.Taking into account the participants in the market: (a) the health care providers,(b) the insured patients, and (c) the insurance schemes financing ail or part ofhealth care, the purpose of this paper is to examine the role of private insuranceschemes in the functioning of the market.

In this study, we examine the role of mutual trustworthiness between labour representatives and management and its relationship with the adoption of High Performance Work Systems (HPWS) in the Korean employment relations context. We argue that trustworthiness is a feature of the parties to the exchange, as opposed to trust, which explains the nature of exchange relationships. We follow existing literature on trustworthiness and agree that it is composed of three variables, i.e., ability, integrity, and benevolence. We test the effects of these three variables as important antecedents for the adoption of HPWS at the workplace level. Using the National Establishment Survey 2009 conducted by Statistics Korea as a sample frame, we survey a representative sample of Korean establishments. These data consist of 1,353 paired responses from labour representatives and managers.Our results show that labour-management mutual ability trustworthiness (MAT) has a positive and significant relationship with the adoption of high performance work systems ( Hypothesis 1 ); mutual benevolence trustworthiness (MBT) has a positive and significant relationship with the adoption of high performance work systems ( Hypothesis 2 ); and mutual integrity trustworthiness (MIT) has a positive and significant relationship with the adoption of high performance work systems ( Hypothesis 3 ). These results show that mutual trustworthiness in Korean employment relations is an important antecedent for the adoption of HPWS and can enable Korean industry to improve its position in the global economy. In the final analysis, it is implied that employment relations actors pursuing cooperative employment practices should ensure the development of a virtuous cycle of mutual trustworthiness.

Keywords: mutual trustworthiness, cooperative employment relations, high performance work systems, Korea, loyauté mutuelle, contexte professionnel coopératif, systèmes de travail à haute performance, Corée, fiabilidad mutua, relaciones laborales cooperativas, sistemas de trabajo a alto rendimiento, Corea

The successive transformations of work environments, particularly in terms of technology, prove to be emotionally demanding and are likely to impact worker attitudes and performance. In this context, manager emotional intelligence (EI) has been highlighted as a substantial resource to support and influence their subordinates. However, given the wide range of empirical findings on the potential effects of manager EI on subordinates at work and the variety of measurement instruments for EI, finding information on comprehension of these potential effects in the literature remains a challenge up to now. This systematic review, conducted using the PRISMA 2020 protocol, provides a qualitative synthesis of the potential effects of manager EI on subordinates and on the processes involved, classifying the results based on the three trends of EI. Following the selection and quality assessment process of the studies, a total of 56 studies (1990-2023) were selected. The results reveal that manager EI has a significant potential effect on subordinate performance (individual performance; team performance and effectiveness; innovation creativity and behaviours; organizational citizenship behaviours) in approximately 85% of the studies found. The results also showed that manager EI had a significant potential effect on the attitudes (individual and work group satisfaction; commitment and burnout), affects, and other variables related to subordinates in approximately 92% of the studies. This study comprehensively and accessibly illustrates the potential effects of manager EI on subordinates and provides researchers a starting point to build their study models.

Keywords: Intelligence émotionnelle, gestionnaires, subordonnés, impacts, recension systématique

This article proposes to analyze scientific research as the main path for the integration of states outside the Arctic region. We show that for a set of European and Asian states, their scientific involvement in the Arctic has been the driving force behind their integration into the regional political system especially in governance, and whose main structure has been the Arctic Council since 1996. Composed solely of the eight States recognized as sovereign in the region and six indigenous organizations, the Council has incorporated thirteen States with “observer” status. In this article, we, therefore, focus on the scientific activity of these Observer states and the broader dimension of science as an instrument of diplomacy, for participation in governance. However, the Arctic Council framework alone is limited and we show that science is the path to other forms of integration.

Keywords: Science, diplomatie scientifique, gouvernance, coopération, États observateurs, Arctique, Science, science diplomacy, governance, cooperation, Observer states, Arctic