Modes d'expression en sociologie et en ethnologie

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La methode empirique en sociologie

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Quelques remarques subjectives sur l'objectivite en sciences et en philosophie

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Interpretations en Mathematiques

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Problemes psycho-linguistiques en physique moderne

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Tendances constructives en logique moderne

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Sur la notion de modele en microphysique

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Modele d'Interaction entre corpuscules en theorie fonctionnelle

Conclusions Il y a trop de distance entre les conceptions abstraites de la Physique et les modèles intuitifs empruntés à l'univers concret pour que l'on puisse espérer tirer de l'utilisation de ceux-ci des indications exactes. Il faut recourir à des modèles déjà conceptuels et abstraits empruntés plutôt à l'univers mathématique qu'à l'univers sensible.     

Note sur l'Interpretation de la Causalite en Physique Moderne

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Le Calcul de L'Ambiguite de Shannon en Code Binaire

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Les activites mentales en rapport avec les expressions symboliques logioques et mathematiques

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Les Activities Mentales en rapport avec les Expressions Symboliques logiques et mathematiques

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Effects of Race, Gender, Perceived Similarity, and Contact on Mentor Relationships

This study examined the effects of similarity, both actual (race and gender) and perceived, and amount of contact between mentor and protégé on the quality of mentor relationships. Mentor relationship quality was measured by liking, satisfaction, intended retention, and degree of psychosocial and instrumental functions experienced by the protégé. The participants were 104 summer intern protégés and their volunteer staff mentors employed at a large West coast media organization. Protégés were randomly assigned to one of two types of mentor pairings—same and different race mentors. Results indicate that liking, satisfaction, and contact with mentor were higher when protégés’ perceived themselves to be more similar to their mentors. Actual race pairing was related to protégés’ perceptions of the amount of career support and to mentors’ liking of protégés.     

Mentor status,occupational context,and protégé career outcomes: Differential returns for males and females

We report two studies examining the moderating effects of mentor status and protégé gender, along with the moderating role of occupational context, in the relationship of mentoring with protégé career outcomes. Our research replicates and extends previous findings, especially those by Ramaswami et al. (2010b). Results from Study 1 indicated that business school alumni with senior-male mentors earned more compensation than those with no mentors. Additionally, a 3-way interaction (protégé gender × senior-male mentor × occupation type) indicated that the senior-male mentor effect for compensation was especially prominent for females in male-gendered occupation types. Study 2, conducted in an aerospace manufacturing firm comprising both a male-gendered occupation and industry context, confirmed mentor-status by protégé gender interaction for compensation. Female protégés with senior mentors received more compensation than females with no mentors, and also more compensation than males with senior mentors. In contrast, protégés with “other” (not senior) mentors received less compensation than those with no mentors, with this negative effect being especially strong for females. Taken as a whole, these results confirm the importance of mentor status for protégé career success. The results also underscore the importance of considering both mentor attributes and work context in understanding male and female protégés' career returns from mentoring.     

The Mentoring Relationship Challenges Scale: The impact of mentoring stage, type, and gender

The current study investigated the role of relational challenges as reported by 309 protégés in various stages and types of mentoring relationships. The Mentoring Relationship Challenges Scale (MRCS) was newly constructed using the results of an earlier qualitative study (Ensher & Murphy, 2005). The scale measured three factors of relational challenges which were: Demonstrating Commitment and Resilience, Measuring Up to a Mentor's Standards, and Career Goal and Risk Orientation. The results demonstrated that with respect to mentoring stages, those protégés in the beginning stages of their relationships reported experiencing significantly fewer challenges related to Demonstrating Commitment and Resilience than those in the mature or ending stages of the relationship. Also, it was found that the type of mentoring relationship (traditional, step-ahead, or peer) affected the prevalence of the three types of challenges. Protégés in peer relationships reported significantly fewer of all three types of challenges than those in step-ahead or traditional relationships. However, contrary to predictions, there were no significant differences found between those in informal versus those in formal mentoring relationships. As expected, protégé and mentor gender interacted significantly. Female protégés reported experiencing significantly fewer challenges related to the factor of Measuring Up to a Mentor's Standards, than did male protégés. Also, female protégés reported experiencing a significantly higher degree of relational challenges related to Career Goal and Risk Orientation from their male mentors than from their female mentors. Finally, after controlling for perceptions of career and psychosocial support for protégés in traditional mentoring relationships, two of the three relational challenges factors remained significant and explained a significant amount of variance in overall satisfaction with the mentoring relationship. This suggests that relational challenges, at least for traditional mentoring relationships, serve as an important mechanism to impact overall relationship satisfaction.     

Langage,Mathematiques Et Observables

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Protégé-mentor agreement about the provision of psychosocial support: The mentoring relationship, personality, and workload

Protégé-mentor agreement (PMA) about the provision of psychosocial support was examined in relation to job satisfaction, organizational commitment, and work self-esteem. One-hundred and sixty-six junior administrative and information technology (IT) staff at an Australian university and their matched mentors completed a questionnaire that assessed three antecedents to PMA: (1) structural and experience aspects of the mentorship (type and length of relationship, frequency of meetings, previous experience with mentoring, and gender-mix); (2) protégé and mentor personality (agreeableness, openness, extroversion, neuroticism, and conscientiousness); and (3) protégé and mentor workload. Structural Equation Modeling using Partial Least Squares revealed that PMA was predicted by structural and experience aspects of the mentorship (type of mentorship, frequency of meetings, and experience of the mentor), protégé personality (agreeableness, openness, extroversion, and conscientiousness), mentor personality (agreeableness, openness, and extroversion), and mentor workload. Protégé-mentor agreement was positively related to job satisfaction and organizational commitment for protégés and mentors.     

My Mentor,My Self: Antecedents and Outcomes of Perceived Similarity in Mentoring Relationships

This study examines the antecedents and outcomes of perceived similarity in mentoring relationships in a sample of 82 matched mentor-protégé dyads. Polynomial regression analyses were used to examine the association between actual and perceived similarity. Protégés were more likely to see themselves as similar to their mentors when they and their mentors shared either higher or lower levels of attachment security. However, sharing similar levels of relational self-construal was unrelated to protégés perceptions of similarity with their mentors. Path analyses revealed that protégés reported more organizational and professional commitment when they saw themselves as similar to their mentors, and that these associations were mediated by protégés’ reports of their mentors providing role modeling functions. These findings suggest that the effects of actual mentor-protégé similarity on perceptions of similarity may depend on the shared attribute, and provide further evidence of the importance of perceived similarity to not only mentoring relationships, but also to organizations.     

Antecedents of mentoring support: a meta-analysis of individual,relational, and structural or organizational factors

The value of mentoring is growing substantially as organizations take a renewed interest in employee development to better survive in the dynamic and competitive market today. In the wake of this renewed interest, this meta-analysis was conducted to quantitatively review the multi-level antecedents (e.g., individual, relational, and structural/organizational) of different kinds of mentoring support (e.g., career, psychosocial, role modeling) in organizational settings and to revisit the theoretical underpinnings of each antecedent. Results indicated some key antecedents of mentoring support at individual (e.g., protégé's proactivity, protégé's learning goal orientation, mentor's transformational leadership), relational (e.g., affect based trust, perceived similarity), and structural/organizational levels (e.g., organizational support for mentoring, supervisory mentoring). Recommendations for future research and organizational practice of mentoring are presented.     

Etudiants juifs à la faculté de médecine de Montpellier,dernier quart du XIVe siècle

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