Les profils recherchés et rejetés par des recruteurs professionnels en France

This research explores the expectations of recruiters in terms of what they think are prerequisite qualifications of applicants at different job levels. The professional recruiters (N=384) practicing in France, read a job profile (managers or blue-collar workers) and subsequently indicated the five most advisable and inadvisable characteristics for performance on the job. The results confirm our hypothesis and are evidence of a strong prevalence of personality traits in recruiters’ choices. Moreover, the profiles of the « ideal » and « unacceptable » personality mentioned by the recruiters differ according to the job level. Finally, for the management level as well as for the blue-collar worker level, the « ideal » profile is not a simple reversal of the « unacceptable » profile, each profile implies specific personality traits.     

L’évolution des normes face au développement des objets de santé connectés

A lot of connected objects can be sold on the Internet and in some general stores. These products can be used in a health environment; they can help to promote a healthy lifestyle. But they do not always have a well determined legal status, that is established to protect the patients or the healthcare professionals. The connected objects can support innovation. They can become an essential help for the patients and the healthcare professionals, nevertheless they can be at the origin of physical injuries, if they are badly used.     

L’insertion professionnelle des travailleurs handicapés en France : principes et réalités

The principle underlying positive discrimination – or “affirmative action” as the phrase went in the US, essentially targeting “racial” discrimination – consists in giving more to those who have less, and defines how we understand the ways handicapped persons can get a job. This translates into policies which, despite being updated many times since their first implementation between the two world wars, have remained true to their initial, protective purpose. Over those past decades, their target groups have grown more and more diverse, but identifying them has always been the work of social and medical organisations where the State and local communities are uniting forces. Simultaneously, the professional insertion of the physically or mentally challenged has been made possible through three actions. One was to clearly define the protected segment of the most handicapped to prevent any doubt on status, while allowing the segment to grow. Another was to multiply placement organisations, such as the Cap-Emploi network, dedicated to rationalizing their own procedures for better performance while improving how they can help the handicapped to better access the ordinary job market. Yet another was to implement innovative instruments such as the AGEPFIPH. Finally we will insist on how employers are reluctant to hire individuals with limited employability. In other words this article proposes to evaluate collective objectives, notably public policies as perceived through the threefold aspect of identification-insertion-reception of the handicapped. Exploring the factors of the all-too-frequent low employment rate of handicapped workers, this article demonstrates how the policy instruments, despite their increasing number, fail to address their own negative impacts, such as the segmentation and substitution of targeted groups. It therefore questions the various logical distortions assumed by the instruments available when confronted with population limits and recipients’ demands. It therefore examines the issues regarding the status and collective management of this unskilled labor force in a context of critically changing working conditions in jobs that remain a very remote perspective.     

Normes d'associations verbales chez des sujets âgés

This study relates the realization of a norm of verbal associations in French starting from 150 words. This norm was established on 130 old people between 56 and 86 years. The proportion of women and men is the same one as in France (55 vs. 45%). Several tables present the alphabetical list of the answers and their associated frequency (for all the sample, the women, the men).     

Valorisation professionnelle des biais attributifs commis par des candidats à un emploi confrontés aux potentialités d’inférences du Gros Cinq

It is of use, in recruiting situation, to characterize the applicants for a job by five dimensions known as personality dimensions. So one frequently uses the psychotechnical tests in which the given answers systematically conduce to assignments, and more precisely to internal assignment, even if they could be often the consequence of external causal factors. Our actual questions are, on the one hand about the possible valorization of these internal inferences, and on the other hand, more extensively, about the possible valorization of the attributive activity. Operationally, we asked to professionals of the recruitment to indicate, facing the items of a big five questionnaire exposing different conducts, the assignments that they should wait from a good (versus a bad) applicant for a job, knowing that missed the information permitting to do rationally any assignment. We observe, on the one hand that the valorization of the internal assignment is not systematic and that it depends notably on the proposed item valence, but especially that some assignments are valorized whereas our questionnaire made any attribution rationally impossible.     

Le logement des réfugiés à Montréal trois ans après leur arrivée: le cas des demandeurs d'asile ayant obtenu la résidence permanente

This article presents the results of a secondary analysis of the housing-related variables contained in a survey of the settlement experiences, of some 400 regularized refugee claimants living in Greater Montréal. It examines housing as a vector of settlement and integration, as well as the related neighbourhood context. The data indicate that the refugees are relatively well housed in terms of dwelling quality, but spend inordinately high percentages of their income on rent, essentially because of their low incomes. More optimistically, the refugees have access to social support from within their ethnolinguistic group, and in their neighbourhoods they are not isolated from the majority cultural groups of Québec society.     

Déterminants et conséquences du workaholisme chez des salariés français

The first purpose of the present research was to test the indirect effects of perfectionism (i.e., self-oriented perfectionism and socially prescribed perfectionism) on workaholism (i.e., working excessively and working compulsively) through controlled motivation. The second aim was to examine the links between the two dimensions of workaholism, perceived stress, burnout, and work-family conflict. Two hundred seventy-three French employees completed a questionnaire assessing these different dimensions. Correlation analyses were conducted and provided preliminary support for our hypotheses. We then tested a mediational model through path analysis. Results revealed that both forms of perfectionism were positively linked to controlled motivation that in turn, was associated with high levels of workaholism. They also showed that working excessively and working compulsively positively related to perceived stress, burnout, and work-family conflict. These results are in line with our hypotheses. Theoretical and practical implications of this research are discussed.     

Effet des représentations et des conditions d’activités sur l’épuisement professionnel des policiers français dans un contexte de réformes

The purpose of this article is (1) to test the hypothesis of the primacy of subjective factors (professional representations) compared to objective factors of activity (ratio of police to population and ratio of police to reported offences) and sociobiographic factors (age and seniority), in the determination of the professional exhaustion expressed by French policemen in the current context of administrative reforms. A determination of professional representations and professional exhaustion by the status of the policemen are also advanced (2). The empirical study (N=143) confirmed these expectations and allowed to engage a psychosocial analysis concerning identity issues connected to professional representations within the framework of politics of prevention of the police professional exhaustion.     

Leadership transformationnel du superviseur et solitude professionnelle des employés

Based on the multifactor leadership theory (Bass, 1985), the study aims at testing the relationship between dimensions of transformational leadership (charisma, intellectual stimulation, individualized consideration, contingent reward, management-by-exception, laisser-faire) and employees’ loneliness. Participants were 288 adults employed across several organizations. A path analysis with structural equation modeling was performed to test the relationship between dimensions of leadership and loneliness. All relationships were significant except between charisma and loneliness. The results tend to shed light on the importance of transformational leadership in explaining loneliness at work.     

Actes du Ille Congrès des Sociétés de Philosophie de Langue française

Sans résumé     

Similitudes et différences de perceptions chez des salariés hommes et femmes

This study investigates men and women perceptions in the work, accros the relations between work conditions and job satisfaction. Similarity and difference are questionned about the mean dimensions of the work conditions (factor analysis) as well as the prédictive value of theses dimensions for the job satisfaction (regression analysis). In the same point of view, similarity and difference are analysed about health, importance of life domains and work-family interferences. Men and women seem to organize in the same way work conditions. Three factors are retained (Relations with superiors, Development and autonomy, Work intensity), wich the first two predict job satisfaction, for the men and the women. Nevertheless we note some differences, both about the force of the prediction and about specific item. Results and and futur works are discussed.     

L’habilitation des salariés : le rôle du supérieur et des collègues

Organizational initiatives to empower employees have limited success if they are supported only by top managers. The goal of this study is to examine how two actors in the workers’ proximal social environment, the supervisor and colleagues, contribute to employee empowerment. A questionnaire study was conducted with a sample of 418 workers relying both on psychological and behavioral self-report measures of employee empowerment. Multiple regressions revealed that contributions from the supervisor and colleagues are distinct, additive and interact in a synergic way to increase employee empowerment. These results suggest that it is important to foster favorable conditions in the workers’ proximal social environment to instill employee empowerment.     

Les travailleurs handicapés sont-ils perçus comme des travailleurs compétents ?

Building on recent research in the area of social judgment, this paper examines how persons with disability are evaluated in a professional context. In three studies, participants without disability had to rate persons with or without disability, with or without a job, on traits reflecting the fundamental dimensions of social judgment (social desirability and social utility). Our results showed that persons with disability were systematically judged more negatively on social utility, but more positively on social desirability than persons without disability. Focusing on social utility, persons with disability were perceived as less competent, but more courageous than persons without disability. These results are discussed with regard to chances of persons with disability to succeed in the workplace.