This study explored the relationship between mentoring and social workers’ job satisfaction and social workers’ intention to remain employed in child welfare. This study was conducted in Children Family Services (CFS), San Bernardino. Ninety six child welfare workers completed the survey using the JSS‑CW and the IRE‑CW instruments. A quantitative research design was utilized to analyze the data. Specifically, an Independent Sample T‑Test was used to analyze differences between the social workers who had a mentor and those who did not. Additionally, a Pearson R Correlation Test was conducted to analyze the relationship between mentoring and the different factors influencing the dependent variables. The present study revealed no correlation between informal mentoring and social workers’ levels of job satisfaction and their intentions to remain employed in child welfare in San Bernardino County. The study also revealed that although child welfare workers are highly satisfied at their jobs they still intend to leave child welfare if they are presented with a better job opportunity. These findings cannot be generalized because this study was designed specifically for San Bernardino County and the validity and reliability of the JSS‑CW is unknown. Further research on mentorship, more specifically formalized mentoring programs, is recommended.

L’objectif de notre étude était de comprendre les difficultés rencontrées par les PAB au cours de la crise de la COVID-19, et aussi comment ces problèmes ont influé leur maintien au travail dans les CHSLD de Montréal du 23 février au 11 juillet 2020. 11 PAB appartenant à trois (3) catégories ont été sélectionnés selon un échantillonnage en boule de neige. Un guide d’entrevue construit sur le modèle de Tourangeau et al. (2010) et celui de la conciliation emploi-famille-vie personnelle proposée par Duxbury et Higgins (2003) a permis de recueillir des données à l’aide d’entrevues semi-dirigées. Elles ont été réalisées entre octobre et décembre 2021 et une analyse thématique des données selon la méthode proposée par Braun et Clarke (2006) a été réalisée. Les résultats de notre étude montrent que l’intention de quitter l’emploi au cours de la période concernée était influencée par le cercle vicieux du bris de service impliquant une surexploitation des PAB, des pressions physiques et psychologiques, un épuisement au travail, un stress aigu ajouté à des émotions négatives. En plus de cela, les mauvaises conditions de travail, les enjeux éthiques spécifiques à la pandémie de la COVID-19, mais également le manque de reconnaissance et de valorisation du métier de PAB, au moment de l’apogée de la pénurie de la main-d’œuvre et les difficultés de conciliation emploi-famille-vie personnelle ont fortement contribué au retrait du travail de certaines PAB. A contrario, l’intention de rester en emploi était plus influencée par des facteurs individuels tels que le volontarisme, la satisfaction morale et l’attachement affectif au métier et des facteurs contextuels tels que le soutien perçu de l’organisation et/ou du gouvernement du Québec. Le réseau des CHSLD initialement fragilisés par la pénurie de main-d’œuvre et la précarisation des emplois de PAB a davantage été affaibli par la crise de la COVID-19 qui a accentué la pénurie de main-d’œuvre. L’amélioration des politiques de rétention des PAB passe par une sélection plus rigoureuse en tenant compte des motivations des candidates au métier, une amélioration des conditions de travail et une meilleure valorisation du métier de PAB. / Our study aims to understand the obstacles encountered by PAB during the COVID-19 crisis and how these influenced their work retention in Montreal's CHSLDs from February 23 to July 11, 2020. Three (3) categories of PAB were selected according to a snowball sampling. An interview guide based on the Tourangeau et al. model (2010) and the work-life balance model proposed by Duxbury and Higgins (2003) was used to collect data through semi-structured interviews conducted between October and December 2021. A thematic analysis was performed using the method suggested by Braun and Clarke (2006). The results of our study show that the intention to leave the job during the period concerned was influenced not only by the vicious circle of service breakdown involving overexploitation of the PAB, physical and psychological pressures, burnout at work, acute stress added to negative emotions. In addition to this, poor working conditions, ethical issues specific to the COVID-19 pandemic, but also the lack of recognition and valuing of the PAB profession at the time of the summit of the workforce shortage and the challenges of reconciling work and family life have enormously contributed to the resignation from the work of some of them. On the other hand, the intention to remain employed was more influenced by individual factors such as voluntarism, moral satisfaction and emotional attachment to the job and contextual factors such as the perceived support of the organization and the Quebec government. The CHSLD network, initially weakened by the labour shortage and the precariousness of PAB jobs was further deteriorated by the COVID-19 crisis, which increased the demand for PAB. The improvement of the retention policies for PAB requires a more rigorous selection process that considers the candidates' motivations for the job, a modification of the working conditions, and a better promotion of the PAB job.

Submitted by Fabricia Fialho Reginato (fabriciar) on 2015-06-23T23:18:25Z No. of bitstreams: 1 FernandoCunha.pdf: 1618349 bytes, checksum: 8905b84f197dc2d1d6a7a461db4df336 (MD5) / Made available in DSpace on 2015-06-23T23:18:25Z (GMT). No. of bitstreams: 1 FernandoCunha.pdf: 1618349 bytes, checksum: 8905b84f197dc2d1d6a7a461db4df336 (MD5) Previous issue date: 2013-07-23 / Nenhuma / A intensificação da concorrência tem levado as empresas a desenvolverem formas organizacionais que diferem da dicotomia fazer/comprar. Entre as opções disponíveis para as pequenas e médias empresas, destaca-se o desenvolvimento de relacionamentos cooperativos do tipo redes horizontais de empresas. A literatura tem documentado uma série de ganhos ou benefícios decorrentes dessa forma de organização da atividade econômica. Para esta tese, considera-se que os ganhos competitivos isoladamente não garantem o sucesso das redes horizontais, isto é, a sua continuidade por tempo indeterminado. Além dos ganhos competitivos, incluemse nesta tese a confiança e a satisfação com a rede como fatores que influenciam a intenção de permanência de empresas em redes horizontais. A questão da confiança interorganizacional, apesar de amplamente discutida, tem se limitado ao campo teórico com poucos estudos empíricos desenvolvidos em redes horizontais de empresas. Outra lacuna teórica identificada é a ausência de estudos que considerem a satisfação com a rede e a intenção de empresas permanecerem nas redes. Com base no exposto, o objetivo desta tese é analisar como a confiança, os ganhos competitivos e a satisfação com a rede influenciam a intenção das empresas permanecerem em redes horizontais varejistas. A comparação de modelos, por meio de equações estruturais, indicou que o modelo originalmente proposto representava mais adequadamente a relação entre os constructos. Dessa forma, a partir do modelo original, foram suportadas as hipóteses que indicavam a influência (positiva) i) (H1a, H1b, H1c, H1d) da confiança sobre os ganhos competitivos (ganhos econômicos, relações sociais, legitimidade e aprendizagem e inovação); ii) (H2a) dos ganhos econômicos sobre satisfação com a rede; iii) (H4) da confiança sobre a intenção de permanência na rede; e iv) (H5) da satisfação com a rede sobre a intenção de permanência na rede. Conjuntamente, os resultados desta tese mostram que a confiança, os ganhos econômicos e a satisfação com a rede são os fatores que determinam a intenção das empresas permanecerem em redes horizontais varejistas. / The increase of competition between companies has led them to develop organizational models that differ from the dichotomy make/buy. Among the options available to small and medium enterprises, the development of cooperative horizontal networks can be highlighted. The literature has documented several gains or benefits of this kind of organization of economic activity. In this thesis, it is considered that the competitive gains alone do not guarantee success of horizontal networks, namely their continuity indefinitely. Besides the competitive gains, in the present work, trust and satisfaction with the network are considered as influence factors for the intention of permanence of companies in horizontal networks. The issue of interorganizational trust, though widely discussed, has been limited to theoretical studied with few empirical studies developed in horizontal networks of companies. Another theoretical gap identified is the lack of studies that consider the companies’ satisfaction with the network and intention to remain in the networks. In this context, this thesis aims to analyze how trust, competitive gains and satisfaction with the network influence the companies to remain in retailers horizontal networks. The comparison between models, through structural equations, showed that the originally proposed model represented more adequately the proposed relationships between constructs. Thus, from the original model, were supported hypotheses which indicated the influence (positive) i) (H1a, H1b, H1c, H1d) of trust over the competitive gains (economic gains, social relations, legitimacy and learning and innovation); ii) (H2a) of economic gains over satisfaction with the network; iii) (H4) of trust over the intention to remain in the network; and iv) (H5) of satisfaction with the network over the intention to stay in the network. Together, the results of this thesis show that trust, economic gains and satisfaction with the network are the factors that determine the intention of the companies remain in retailers horizontal networks.

Cette recherche doctorale a pour objectif d'étudier le rôle des entreprises dans la réussite duprocessus d'entrée organisationnelle des nouveaux embauchés (évaluée au regard d'indicateurstels que le bien-être, la socialisation organisationnelle, l'intention de rester dans l'entreprise,etc.).Trois études ont été réalisées à partir d'une méthodologie qualitative (étude 1) et quantitative(étude 1, 2 et 3). Les principaux résultats obtenus dans la première étude (N1 = 21 recruteurset N2 = 77 nouveaux embauchés) mettent l'accent sur l'importance d'apporter des informationsclaires durant le recrutement et permettent de dégager les pratiques d'intégration et leursstratégies de mise en oeuvre les plus efficaces (eg. visites des sites de l'entreprise informelle,formations collectives, etc.). L'étude 2 consistait à identifier, à partir d'une revue de lalittérature, les composants de la qualité de vie au travail et d'en proposer uneopérationnalisation. Ainsi, une démarche de validation a été réalisée auprès de 277 salariés.L'étude 3 avait pour objectif de mettre à l'épreuve plusieurs modèles multifactoriels prédisantl'intention de rester dans l'entreprise (N = 359). Les résultats nous permettent de confirmer lerôle déterminant des entreprises dans la réussite de l'entrée organisationnelle à travers lespratiques de recrutement et d'intégration et la qualité de vie au travail.La conclusion générale de cette étude nous amène à : 1) proposer un modèle théoriqueexplicatif et multifactoriel de la réussite de l'entrée organisationnelle qui conviendrait de testerdans des recherches futures et 2) envisager des perspectives appliquées concernant laformation des recruteurs et des acteurs de l'entreprise (à leurs différents niveauxhiérarchiques) sur les éléments fondamentaux relatifs à l'entrée organisationnelle desnouveaux embauchés. / This doctoral research was aimed at examining the role of companies in the success ofnewcomers' entry process into the organization (estimated through indicators such as wellbeing,organizational socialization, intent to stay in the company, etc.).Three studies were realized using a qualitative (study 1) and quantitative methodology (study1, 2 and 3). The main results of study 1 (N1 = 21 recruiters and N2 = 77 newcomers) revealedthe importance to provide clear information during the recruitment and shed in lightintegration practices and their most efficient strategies of implementation (eg. informal visitsof the sites'company, collective trainings, etc.). Study 2 was aimed at identifying, based on aliterature review, the components of the quality of work life and proposing anoperationalisation. Thus, a validation was realized on 277 employees. Study 3 was aimed totest several multifactorial models predicting the intention to stay in the company (N = 359).The results confirmed the role of companies in the success of newcomers' entry process intothe organization through the recruitment and integration practices and the quality of work life.In conclusion, this research led to 1) propose an explanatory and multifactorial theoreticalmodel of the success of organizational entry which could be tested in future researches and 2)consider applied perspectives in recruiters and companies actors (various hierarchical levels)training on fundamental elements of newcomers' organizational entry.