scholarly journals RELATIONS ET CONDITIONS DE TRAVAIL ET ENGAGEMENT ORGANISATIONNEL DANS LES ENTREPRISES INDUSTRIELLES DU TOGO / LABOR RELATIONS AND WORKING CONDITIONS AND ORGANIZATIONAL COMMITMENT IN TOGO'S INDUSTRIAL COMPANIES

2021 ◽  
Vol 5 (2) ◽  
Author(s):  
Bodjona Essot’na Héyou ◽  
Kazimna Pazambadi ◽  
Pari Paboussoum
Keyword(s):  
Human Capital ◽  
Organizational Commitment ◽  
Human Resources ◽  
Working Conditions ◽  
Labor Relations ◽  
Ressources Humaines ◽  
Work Relations ◽  
Industrial Companies ◽  
Capital Humain ◽  
Conditions De Travail

Les ressources humaines constituent une richesse indéniable pour toute entreprise. Aussi, le capital humain se trouve t-il au cœur de toute organisation. L’objectif de l’étude est de vérifier l’existence d’un lien entre les relations et conditions de travail et l’engagement organisationnel du personnel des entreprises industrielles du Togo. Les données ont été collectées auprès de 261 participants issus de 16 entreprises industrielles de la place. Elles ont été traitées avec le logiciel SPSS 21. Les résultats obtenus montrent l’existence d’un lien positif entre les composantes du pilier des relations et conditions de travail et les sous-dimensions de l’engagement organisationnel. Il ressort donc que l’amélioration des relations et conditions de travail est indispensable pour un bon engagement du personnel. Human resources are an undeniable asset for any company. Also, human capital is at the heart of any organization. The objective of the study is to verify the existence of a link between the relations and working conditions and the organizational commitment of the personnel of industrial companies in Togo. The data were collected from 261 participants from 16 industrial companies in Togo. They were processed with SPSS 21 software. The results obtained show the existence of a positive link between the components of the pillar of work relations and conditions and the sub-dimensions of organizational commitment. It thus emerges that the improvement of the relations and working conditions is essential for a good commitment of the personnel. <p> </p><p><strong> Article visualizations:</strong></p><p><img src="/-counters-/edu_01/0781/a.php" alt="Hit counter" /></p>

scholarly journals Entre secours et guérison: les enfants de la polio à Montréal vus par les philanthropes, 1930-1955

2017 ◽  
Vol 6 (2) ◽  
pp. 112
Author(s):  
Susanne Commend
Keyword(s):  
Human Capital ◽  
Human Resources ◽  
Social Perception ◽  
Disabled Children ◽  
Ressources Humaines ◽  
The Public ◽  
Capital Humain ◽  
The Social ◽  
De Se

Cet article propose une analyse de la perception sociale des enfants handicapés au Québec entre 1930 et 1950, décennies frappées par des épidémies successives de poliomyélite. À travers l’examen des archives d’une association montréalaise visant à secourir les « enfants infirmes », l’étude démontre que la perception des enfants de la polio est fortement teintée par une idéologie de la guérison qui insiste sur leur redressement physique et moral. Afin de convaincre le public de se montrer généreux, les organisateurs des campagnes de souscription mettent l’accent sur la vulnérabilité de leurs protégés et dépeignent une image sentimentale des bambins. Les fillettes, conceptualisées comme fragiles, incarnent cette représentation de la victime méritante par excellence, plus encore que les garçons. Une logique paternaliste de protection et d’assistance se dégage de la plupart du matériel publicitaire et des documents publiés par la Société de secours. L’organisme se positionne clairement en protecteur des enfants auxquels il vient en aide, parfois même en cherchant à les soustraire à l’ignorance de leurs parents. Une vision plus pragmatique est aussi partagée par les bienfaiteurs puisqu’ils perçoivent leurs protégés comme des « ressources humaines », de futurs citoyens dont l’avenir ne saurait être hypothéqué. La société québécoise ne peut se permettre de gaspiller ce capital humain, c’est pourquoi les philanthropes veulent sauver le joyau de la nation : ses enfants. This article proposes an analysis of the social perception of disabled children in Quebec between 1930 and 1950, decades hit by successive epidemics of poliomyelitis. Through the study of the archives of the Quebec Society for Crippled Children, this paper shows that the image of «polio children» was influenced by an ideology of cure which assets that they can be straightened physically and morally. In order to convince the public to be generous, the organizers of the subscription campaigns emphasize about the vulnerability of their protégés and depict a sentimental image of the toddlers. The girls, conceptualized as fragile, embody par excellence this representation of deserving victim, even more than boys. A paternalistic logic of protection and assistance emanates from most advertising material and documents published by the philanthropic association. The organization is clearly positioned as a protector of the children to whom it helps, sometimes even trying to keep them from the ignorance of their parents. A more pragmatic vision is also shared by the benefactors as they perceive their protégés as "human resources", future citizens whose future cannot be compromised. Quebec society can not afford to waste this human capital, which is why philanthropists want to save the treasure of the nation: its children. 

scholarly journals Examining HRM Practices in Relation to the Retention and Commitment of Talented Employees

2021 ◽  
Vol 13 (24) ◽  
pp. 13923
Author(s):  
Juraj Tej ◽  
Matúš Vagaš ◽  
Viktória Ali Taha ◽  
Veronika Škerháková ◽  
Michaela Harničárová
Keyword(s):  
Human Capital ◽  
Factor Analysis ◽  
Organizational Commitment ◽  
Human Resources ◽  
Management Practices ◽  
Individual Factors ◽  
Hrm Practices ◽  
Human Resource Management Practices ◽  
Talent Retention ◽  
The Right

The claim that human resources or human capital is the most important and valuable asset of organizations is widespread and widely accepted. For this reason, one of the biggest challenges for organizations is to find the right employees with the necessary skills, high potential, and talent. However, the challenge for organizations is not only to find, but also to retain and to use the potential of talented employees. The main aim of this study is to identify the HRM practices which most significantly affect the retention and commitment of talented employees. Based on factor analysis, individual factors of HRM practices were identified. Through canonical analysis, the relationships between the identified factors of HRM practices, talent retention (the intention of talented employees to remain in the organization), and the organizational commitment of talented employees were identified. One of the most important results of the study is the identification of human resource management practices that are most strongly associated with talent retention and commitment.

scholarly journals REFORMAS TRABALHISTAS E SEUS MERCADOS: uma comparação Brasil-França

Caderno CRH ◽  
2019 ◽  
Vol 32 (86) ◽  
pp. 307
Author(s):  
Adalberto Moreira Cardoso ◽  
Christian Azaïs
Keyword(s):  
Economic Growth ◽  
Key Words ◽  
Working Conditions ◽  
Labor Relations ◽  
Job Creation ◽  
Labor Rights ◽  
International Division ◽  
Global Competitiveness ◽  
Labor Legislation ◽  
Conditions De Travail

<p><span>As reformas recentes na legislação trabalhista de Brasil e França abriram uma porta para a comparação. A rationale que as presidiu tem inspiração comum: a flexibilização das formas de uso do trabalho em países nos quais a legislação era reputada muito rígida, dificultando o ajuste das empresas às mudanças constantes na competitividade mundial. Embora Brasil e França ocupem lugares muito distintos na divisão internacional do trabalho, e sofram pressões competitivas também distintas, os motivos alegados pelos reformadores dos dois lados são espantosamente semelhantes. Modernização das relações de trabalho, geração de empregos (e combate ao desemprego), crescimento econômico, melhoria da renda dos trabalhadores e das condições de trabalho. Mas a promessa de segurança socioeconômica vem acompanhada de formas de regulação que geram, na verdade, insegurança no emprego, na renda e nos direitos trabalhistas. O estudo procura avaliar algumas dimensões dessa insegurança, comparando os dois países em torno da noção de “precariedade”.</span></p><p> </p><div><p class="trans-title"><strong>LABOR REFORMS AND THEIR MARKETS: a comparison Brazil-France</strong></p><p>Recent reforms in labor legislation in Brazil and France have opened a door for comparison. The rationale behind them has a common inspiration: flexibilization of forms of labor use in countries where legislation was considered very rigid, making it difficult for companies to adjust to constant changes in global competitiveness. Although Brazil and France occupy very different places in the international division of labor, and face different competitive pressures, the motivation of the reformers on both sides are strikingly similar. Modernization of labor relations, job creation, reduction of unemployment, economic growth, improvement of workers’ income and working conditions. But the promise of socioeconomic security is accompanied by forms of regulation that actually generate insecurity in employment, income, and labor rights. The study tries to evaluate some dimensions of this insecurity, comparing the two countries around the notion of “precariousness”.</p><p><strong>Key words: </strong>Brazil; France; Labor reform; Socioeconomic insecurity; Precariousness</p><p class="trans-title"><strong><br /></strong></p></div><div><p class="trans-title"><strong>LES REFORM</strong><strong>ES DU TRAVAIL ET LEURS MARCHES: une comparaison Brésil-France</strong></p></div><p>Les réformes récentes de la législation du travail au Brésil et en France ont ouvert une porte à la comparaison. Elles sont inspirées par une logique commune : la flexibilisation des formes d’utilisation de la main-d’œuvre dans des pays où la législation était considérée comme très rigide, empêchant les entreprises de s’adapter aux changements de la compétitivité mondiale. Bien que le Brésil et la France occupent des positions très distinctes dans la division internationale du travail avec des pressions concurrentielles différentes, les motivations des réformateurs des deux côtés sont remarquablement similaires. Modernisation des relations de travail, création d’emplois (et lutte contre le chômage), croissance économique, amélioration du revenu et des conditions de travail des travailleurs. Mais la promesse de sécurité socio-économique s’accompagne de formes de régulation qui génèrent effectivement une insécurité en matière d’emploi, de revenu et de droits du travail. L’étude évalue certaines dimensions de cette insécurité en comparant les deux pays autour de la notion de “précarité”.</p><p><strong>Key words: </strong>Brésil; France; Réforme du travail; Insécurité socioéconomique; Précarité</p><p><span><br /></span></p>

Comparative Management of Human Resources between USA and Japan

2018 ◽  
Vol 9 (1) ◽  
pp. 93-100
Author(s):  
Evelyne Ingrid Mitu ◽  
Mile Vasic
Keyword(s):  
Human Resources ◽  
Labor Relations ◽  
Management Styles ◽  
Cultural Management ◽  
Japanese Management ◽  
Global Competitiveness ◽  
Comparative Management ◽  
The Us ◽  
Huge Impact ◽  
National Economies

Abstract Despite the differences between Japanese and styles, both will have a huge impact on their national economies. In terms of cultural management styles will continue to present significant differences. Although nothing is certain, both Americans and Japanese must continue to adapt their management styles to maintain global competitiveness. In general, human resources, labor relations within organizations are mainly features that differentiate the Japanese management system of other countries, especially the US.

Pengarug Gaya Kepemimpinan, Budaya Organisasi, dan Kepercayaan Pegawai terhadap Komitmen Organisasi pada Suku Dinas Pendidikan Dasar Kota Administrasi Jakarta Barat

2015 ◽  
Vol 3 (3) ◽  
Author(s):  
Soeparlan Kasyadi
Keyword(s):  
Organizational Culture ◽  
Organizational Commitment ◽  
Strategic Planning ◽  
Human Resources ◽  
Path Analysis ◽  
Leadership Style ◽  
Basic Education ◽  
Human Resources Development ◽  
Resources Development ◽  
Unit Analysis

<p>This research is aimed at obtaining information related to the affect of the <br />leadership style, organizational culture, and employees’ trust on organizational <br />commitment. Research has been implemented using path analysis after all variables put into a matrix of correlation. In this research, employees had been chosen as a unit analysis and 65 samples selected randomly. The results of research found out that: (1) there is direct affect of leadership style on employees’ trust; (2) there is direct affect of organizational culture on employees’ trust; (3) there is direct affect of leadership style on organizational commitment; (4) there is direct affect of organizational culture on organizational commitment; and (5) there is direct affect of employees’ trust on <br />organizational commitment. Based on those findings it could be concluded that any changing or variation which occurred to the organizational commitment of Basic Education Office in West Jakarta had been effected by leadership style, organizational culture, and trust to employees. Therefore, leadership style, organizational culture, and employees’ trust should be put into strategic planning of human resources development in increasing the organizational commitment of Basic Education Office in West Jakarta, however other variables are necessary to be taken into account properly. <br /> <br /><br /></p>

HUMAN CAPITAL ROLE IN FORMATION OF REGIONAL INVESTMENT-INNOVATIVE SYSTEMS

2019 ◽  
pp. 12-15
Author(s):  
A.V. Berezhnaya
Keyword(s):  
Human Capital ◽  
Human Resources ◽  
Innovative Development ◽  
State Control ◽  
Regional Investment ◽  
Innovative System ◽  
Major Factors ◽  
Development Prospects

Human resources of the region are one of the major factors of its innovative development under conditions of economy transition to the digital type as even the most perfect technologies re-quire maintenance and state control and technologies are created by, first of all, people. Research of human capital, its state and development prospects are one of the first formation stages of co-ordinated regional investment-innovative system.

scholarly journals Can Working Conditions and Employees’ Mental Health Be Improved via Job Stress Interventions Designed and Implemented by Line Managers and Human Resources on an Operational Level?

2021 ◽  
Vol 18 (4) ◽  
pp. 1916 ◽  
Author(s):  
Magnus Akerstrom ◽  
Linda Corin ◽  
Jonathan Severin ◽  
Ingibjörg H. Jonsdottir ◽  
Lisa Björk
Keyword(s):  
Human Resources ◽  
Sickness Absence ◽  
Working Conditions ◽  
Employee Turnover ◽  
Reference Groups ◽  
Intervention Effect ◽  
Intervention Effects ◽  
Line Managers ◽  
Operational Level ◽  
Organisational Level

Organisational-level interventions are recommended for decreasing sickness absence, but knowledge of the optimal design and implementation of such interventions is scarce. We collected data on working conditions, motivation, health, employee turnover, and sickness absence among participants in a large-scale organisational-level intervention comprising measures designed and implemented by line managers and their human resources partners (i.e., operational-level). Information regarding the process, including the implementation of measures, was retrieved from a separate process evaluation, and the intervention effects were investigated using mixed-effects models. Data from reference groups were used to separate the intervention effect from the effects of other concurrent changes at the workplace. Overall, working conditions and motivation improved during the study for both the intervention and reference groups, but an intervention effect was only seen for two of 13 evaluated survey items: clearness of objectives (p = 0.02) and motivation (p = 0.06). No changes were seen in employees’ perceived health, and there were no overall intervention effects on employee turnover or sickness absence. When using operational-level workplace interventions to improve working conditions and employees’ health, efforts must be made to achieve a high measure-to-challenge correspondence; that is, the implemented measures must be a good match to the problems that they are intended to address.

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