La métropolisation que connait le monde depuis quelques décennies a créé une hypertrophie urbaine, faisant de la sécurité urbaine un enjeu primordial pour les Etats. Après avoir démontré l’existence d’un lien fort entre urbanisation et criminalité, nous avons examiné l’influence des politiques urbaines sur la criminalité urbaine. Les études criminologiques et sociologiques menées par de nombreux chercheurs dont Durkheim, Szabo, Shaw et McKay, nous ont servi de base scientifique afin de mener des travaux de recherche sur le terrain. De Lyon à Oran, notre analyse compare l’évolution et l’efficience des politiques urbaines françaises et algériennes. Les résultats de nos recherches démontrent l’influence des politiques urbaines de constructions massives sur le développement de zones urbaines anomiques et socio-économiquement ségréguées, mais également l’impact de l’hyper sécurisation sur le sentiment de sécurité et la cohésion urbaine. / The metropolisation that the world has known for a few decades has created an urban hypertrophy, making urban security a major issue for the Nations. After highlighting a strong connection between urbanization and crime, we’ve studied the influence of urban policies on urban crime. The criminological and sociological studies conducted by many researchers, including Durkheim, Szabo, Shaw and McKay, have served as a scientific basis for conducting field research. From Lyon to Oran, our analysis compares the evolution and effectiveness of French and Algerian urban policies. The results of our research works illustrate the influence of massive urban construction policies on the development of urban anomic and socio-economically segregated areas, but also the impact of hyper-security on the sense of security and urban cohesion.

La recente crisi internazionale ha acceso un intenso dibattito sulla composizione degli organi di governo societario delle istituzioni finanziarie. Questo studio si pone l’obiettivo di indagare le determinanti della struttura del consiglio di amministrazione nel settore bancario europeo. Il primo capitolo è dedicato all’analisi dei fattori capaci di condizionare la dimensione del consiglio e la presenza di componenti non esecutivi e di componenti indipendenti. I risultati ottenuti dimostrano l’esistenza di un equilibrio complessivo tra i fattori idiosincratici propri delle singole banche e le caratteristiche dei Paesi in cui esse operano nell’influenzare la dimensione dell’organo amministrativo. Di contro, le peculiarità del contesto di riferimento spiegano la maggior parte della variabilità nelle percentuali di amministratori non esecutivi e di amministratori indipendenti. Con riferimento alle caratteristiche specifiche degli intermediari, vengono identificate relazioni sistematiche tra la struttura del consiglio di amministrazione e l’operatività aziendale o la struttura proprietaria, in funzione del trade-off tra i costi e i benefici associati a configurazioni alternative dell’organo di gestione. Nel secondo capitolo, viene sviluppata l’analisi delle determinanti della presenza di amministratori di genere femminile. Il modello empirico integra le variabili esplicative relative alle caratteristiche delle singole banche con un ampio numero di indicatori della condizione della donna in ciascun Paese, attinenti all’istruzione, alla famiglia, al bilanciamento tra vita privata e lavoro, all’occupazione e al coinvolgimento nella politica e nelle istituzioni pubbliche. Le evidenze dell’analisi fanno emergere con chiarezza che la partecipazione femminile al consiglio delle banche è uno specchio dell’immagine della donna nell’ambiente esterno. In questo senso, i Paesi con costumi più emancipativi e un più efficace sistema di welfare a supporto della parità tra i generi presentano la più elevata partecipazione femminile al consiglio di amministrazione degli intermediari nazionali. / The recent financial crisis has brought board of directors of financial institutions into the spotlight. This study investigates the determinants of board structure in the European banking industry. In the first chapter, we analyze factors that can affect the number of board members, the percentage of non executive directors and the percentage of independent directors. We prove the existence of an overall equilibrium between bank-specific and country-specific characteristics in explaining variation in board size. In contrast, country-specific characteristics explain most of the variation in the percentages of non executive directors and independent directors. As regards bank-specific characteristics, we find systematic relationships between board composition and bank’s operating variables or ownership structure variables, according to benefits and costs embedded in different board structures. In the second chapter, we examine the determinants of female participation in the boardroom. In this case, bank-specific characteristics are complemented by country-specific explanatory variables of women’s status covering the areas of education, family life, economic activity and employment, work-life balance, participation in public life and decision making. The results provide evidence that female representation on bank boards is a mirror of the general status of women in the country in which the banks operate. In this sense countries that exhibit more emancipative values, as well as more advanced welfare systems to promote effective equality between women and men, are the ones that present higher percentages of female board directors in their banks.

MCom / Department of Human Resource Management and Labour Relations / The objective of this study was to investigate the effects of workforce diversity on employee performance in a selected Higher Educational Institution in South Africa. Various legislative measures were introduced by the government in order to shape the workforce in organisations. However, these legislative measures expressly focus on compelling organisations to embrace diversity and thus not considering the business need of it and how it influences employee behavioral outcomes such as employee performance. It is upon this backdrop that this study investigated the effects of workforce diversity on employee performance in an HEI in South Africa. A cross-sectional research design was used. A random sample (n = 267) was chosen by dividing employees into homogeneous strata of academic and non-academic employees. A Workforce Diversity Questionnaire and Employee Work Performance Questionnaire were administered. The results showed a positive and significant relationship between independent variables (gender diversity, ethnic diversity and educational diversity) and the dependent variable (employee performance). The relationship between age diversity and employee performance was not significant. HEIs should introduce diversity management programs to improve the effectiveness of workforce diversity towards employee performance. Because a cross-sectional research design was employed, conclusions about causality could not be made