Submitted by Kamila Costa (kamilavasconceloscosta@gmail.com) on 2015-06-16T20:01:58Z No. of bitstreams: 1 Dissertação-Cícero T M D dos Reis.pdf: 1346122 bytes, checksum: dd5f34a59acb61012eabfa4893c5f412 (MD5) / Approved for entry into archive by Divisão de Documentação/BC Biblioteca Central (ddbc@ufam.edu.br) on 2015-06-17T15:11:48Z (GMT) No. of bitstreams: 1 Dissertação-Cícero T M D dos Reis.pdf: 1346122 bytes, checksum: dd5f34a59acb61012eabfa4893c5f412 (MD5) / Approved for entry into archive by Divisão de Documentação/BC Biblioteca Central (ddbc@ufam.edu.br) on 2015-06-17T15:13:19Z (GMT) No. of bitstreams: 1 Dissertação-Cícero T M D dos Reis.pdf: 1346122 bytes, checksum: dd5f34a59acb61012eabfa4893c5f412 (MD5) / Made available in DSpace on 2015-06-17T15:13:19Z (GMT). No. of bitstreams: 1 Dissertação-Cícero T M D dos Reis.pdf: 1346122 bytes, checksum: dd5f34a59acb61012eabfa4893c5f412 (MD5) Previous issue date: 2015-03-06 / CAPES - Coordenação de Aperfeiçoamento de Pessoal de Nível Superior / One of the places commonly used for leisure and shopping is the Shopping Mall. This store conglomerate of various sectors provides convenience to the public that attends, to find in the same environment a range of offers. In order to better understand the operation of a Shopping Mall this dissertation seeks to understand the rationality of the work of Shopping Malls vendors in the city of Manaus. Therefore, it seeks to contextualize the economic branch that work which is still conceptual indecision fruit given the range of services they offer. Describing the development of Shopping Malls in the world, in Brazil and in Manaus, so as to demonstrate how the work of is influenced by Taylorist management mechanisms and Toyotist responsible for the precariousness of their activity, as well as the store environment that determine the propriety, the way of the seller all the time working as an actor in an attempt to entice your customer to purchase supported by a facade. We conclude that this type of work takes on a temporary basis given the high level of physical and mental strain, derived from the comprehensive cargo collection, leisure time usurping these sellers. This academic study is divided into three chapters and as a theoretical basis for the study of rationality and work, classical authors of sociology of work, geography, administration, economy and other relevant areas, as Bourdieu (1977), Durkeheim (1995), Marx (2011, 2008 2002 1996 1948), Engels (2002, 1996), Weber (2004, 2001), Goffman (2009) and Friedmann and Naville (1973) are studied as well as other authors, namely: Kon (1999), Giddens (2000), Harvey (1992), Ohno (1997) Pochmann (2004), Sorj (2000) and Santos (2000, 2006) / Um dos locais comumente usados para lazer e compras é o Shopping Center. Este conglomerado de lojas de diversos setores proporciona comodidade ao público que o frequenta, no sentido de encontrar no mesmo ambiente uma gama de ofertas. A fim de entender o funcionamento do trabalho dos vendedores desse ambiente, esta dissertação procura compreender a racionalidade do trabalho dos vendedores de Shopping Centers na cidade de Manaus. Para tanto, busca contextualizar esse ramo econômico que ainda é objeto de indecisão conceitual dado a gama de serviços que oferecem. Apresentaremos o desenvolvimento dos Shopping Centers no mundo, no Brasil e em Manaus, para assim demonstrar como o trabalho dos vendedores é influenciado por mecanismos de gestão taylorista e toyotista responsáveis pela precarização de sua atividade. Avaliaremos também o ambiente da loja que, determina o decoro profissional e a maneira de agir do vendedor, que, amparado por uma fachada, trabalha como um ator na tentativa de seduzir seu cliente para a compra. Concluímos que essa forma de trabalho assume um caráter temporário dado o alto nível de desgaste físico e mental, oriundo da exaustiva carga de cobrança, usurpadora do tempo de lazer desses vendedores. O presente trabalho acadêmico está estruturado em três capítulos e tem como base teórica para o estudo da racionalidade do trabalho em Shopping Center, autores clássicos da Sociologia do Trabalho, da Geografia, da Administração, da Economia e outras áreas pertinentes, como; Bourdieu (1977), Durkheim (1995), Marx (2011, 2008, 2002, 1996, 1948), Engels (2002, 1996), Weber (2004, 2001), Goffman (2009) e Friedmann e Naville (1973), bem como outros autores, a saber: Kon (1999), Giddens (2000), Harvey (1992), Ohno (1997), Pochmann (2004), Sorj (2000) e Santos (2000, 2006).

Esta tese de doutorado está centrada na trajetória de vida de Pierre Verger e procura analisar sua inserção no mundo da fotografia. Focalizando o início da carreira, o trabalho dá ênfase a um período pouco conhecido da vida do fotógrafo e, para tanto, a pesquisa privilegiou, a compreensão das ligações de Pierre Verger com o núcleo familiar, dos laços desenvolvidos no grupo de amigos artistas e das demandas do mercado de trabalho. A família proporcionou-lhe o primeiro mergulho no mundo das imagens através dos negócios do pai, mas Verger guardava restrições em relação às obrigações sociais que a posição familiar na sociedade burguesa lhe exigia. Com a adesão ao grupo dos amigos infreqüentáveis, cujos integrantes viviam de maneira muito diferente da qual estava acostumado, Verger estabeleceu uma rede de contatos, formou grupos de trabalho e viagens, dos quais resultaram, a sua iniciação como fotógrafo. O mercado foi cenário tanto de concorrências e disputas quanto também impôs e sofreu a imposição do gosto predominante do período e, desta forma, as imagens que circulavam publicamente provinham dos projetos individuais dos fotógrafos e das encomendas, sendo destinadas às demandas da imprensa, da publicidade, da moda, dos editores de livros e das exposições. Entre o desejo de se livrar dos moldes da família burguesa, a adesão ao grupo de amigos livres e as exigências do mercado, Verger encontrou um caminho para firmar-se como profissional através da produção fotografia de caráter documental e humanista, 14 anos antes de sua chegada ao Brasil. / This doctoral (PhD) thesis is focused on Pierre Vergers life trajectory and searchs to analyse his integration in the photography world. Standing out the beginning of his career this work puts emphasis on a time not much knowing of the photographer life and for this the reasearch has privileged the understanding of Pierre Vergers relations with the core family, with the relations among the group of artists who were his friends and with the market demands. The family provides him the first entrance in the images world throughout his father business. Verger had some restrictions referring to the social obligations that the family status demanded from him in the bourgeoisie society. Verger had settled several contacts when he joined to the not recommended friends who lived in a different way which Verger was accostumed. He settled work groups and travels which had as result his initiation as a photographer. Photography market was in great increase in the between-wars period and had imposed so much competitions and disputes as also the wishing for some subjects which became photographal and, in this way, the images when didnt come from individual projetcs were, more often, produced according to some orders from customers: press, publicity, fashion and book publishers. Among the wish of releasing from the bourgeoisie family, his participation to the not recommended groups of friends and the market demands, Verger had found a path to stand out as profissional throughout the documental and humanist photography production, 14 years before his arrival to Brazil.

I slutet av 1990-talet beslöt den dåvarande regeringen att initiera ett antal projekt i medelstora och större svenska städer. Projekten skulle förläggas till förorternas miljonprogramsområden och målen skulle vara att stärka kompetensen hos de invandrare som bodde i bostadsområdena, öka deras arbetskraftsdeltagande och öka kontaktytorna mellan svenskar och invandrare. Kooperativet Latitud är ett av dessa projekt. Inom kooperativet arbetar flyktingar, långtidsarbetslösa och lågutbildade. Männen har kommit dit genom arbetsmarknadsplaceringar, praktikplatser, aktivitetsgaranti, medan de flesta av kvinnorna har kortvariga anställningar. Studien bygger på Lave och Wengers teorier kring legitimt perifert lärande och lärande i en handlingsgemenskap. Dessutom prövas teoriernas användbarhet i den kontext som kooperativet utgör. Grundläggande i dessa teorier är att lärandet är situerat och sker i handling i en social gemenskap och att lärande och utveckling av identitet är sammanvävda. Arbetsplatsen Latitud studeras i dess egenskap av en handlingsgemenskap, där människors lärande är beroende av och förknippat med den mening de finner i verksamheten och i sin egen tillvaro i kooperativet, lika väl som av den gemenskap de formar som arbetsgrupp. Lärandets betydelse för individens identitet tydliggörs i fyra individers lärande och agerande under deras tid i kooperativet. Avhandlingen visar att de använda teorierna är väl skickade för att studera Latitud som miljö för lärande, dock krävs ytterligare utveckling av teorierna för att utforska och förklara individens lärande och samspelet mellan individ och kontext. En fördjupning av teorin krävs för att beskriva hur en människas identitet byggs från deltagande och lärande i olika lokala praktiker och behov, och hur varje individs lapptäcke av livserfarenheter och lärande formar ett individuellt mönster. / At the end of the 1990s, the then Swedish Government initiated a number of projects in large and medium-sized Swedish cities. The projects were to be conducted in suburban housing areas built during the Million Programme and the objectives were to improve the skills of migrants living in these areas, increase their participation in the workforce and strengthen contacts between them and Swedish people. The Latitude Cooperative (Kooperativet Latitud) was one of these projects. Refugees, long-termed unemployed and low-educated people work within the cooperative. The men have arrived there as labour market placements, whilst most of the women are on short-term employment contracts. The study is based on Lave and Wenger's theories on Legitimate Peripheral Participation and learning in a Community of Practice. The applicability of these theories was also tested in the context of the cooperative. The basic premise of these theories is that learning is situated and occurs when participating in a social community and that learning and development of identity are interwoven. The Latitude Cooperative is studied in its capacity as a community of practice, where people's learning is dependent on and associated with the meaning they find in the activities and in their own existence in the cooperative, as well as on the community they shape as a working group. The significance of learning for individual identity is exemplified in the learning of four individuals and their actions during their time in the cooperative. The thesis shows that the theories employed are well suited to the study of Latitude as a learning environment. The theories require further development, however, in order to research and explain individual learning and the interplay between the individual and the context. Dreier provides the necessary further development of the theory to describe how a person's identity is constructed from participation and learning in different local practices and needs, and how each individual's patchwork of life experiences and learning forms an individual pattern.

The thesis "Effects of surgery treatment of epilepsy on psychosocial condition of the patients" deals with the disease which causes many social effects on the patients. The most frequent ones are limitations in the working life and mental problems. I am interested in the epilepsy issue and therefore I have selected this topic which continues the bachelor thesis written in 2008. The objective of my work was to determine effects of epileptosurgery on the work life and on the mental area. Two hypotheses were established which assumed that the surgical treatment improved the patient´s life both in the working and in the mental spheres. The hypotheses were tested by means of quantitative research; questionnaires were used for the collection of data and the respondents were adult patients, who underwent surgical treatment of epilepsy and have been in the care of the Center of Epilepsy Na Homolce in Prague, and patients in the care of neurology departments in České Budějovice and in Strakonice. The results have shown that the epileptosurgery failed to improve the lives of the patients in the working sphere and thus the first hypothesis was not confirmed. Many of the patients are still unemployed and they still find it difficult to find jobs. The offer of vacancies has not increased much after the surgery. Those who work often feel stress and anxiety as a result. Some patients even lost jobs after the surgery or their working positions do not correspond to the achieved qualification level, experience and potential. The improvement in the mental area has been confirmed and many of the patients no more suffer from mental problems they had before the surgery. In some of the respondents mental disorders diminished or disappeared entirely. They are more self-confident, more even-tempered and they need less professional help. In this area I see the effects of surgical treatment as very beneficial. The results of my thesis might be used in publications for the general public, as well as for professionals specializing in the field.

O estudo se propõe a conhecer a percepção dos avicultores que operam em sistema de integração vertical agroindustrial no município de Mineiros (GO) quanto à qualidade de vida no trabalho (QVT) proporcionada aos seus empregados. Trata-se de uma pesquisa exploratória e de campo, de caráter quantitativo e qualitativo. A coleta de dados foi realizada por meio de questionário, com questões fechadas, aplicado em uma amostra de 42 avicultores, e de entrevistas semiestruturadas aplicadas em uma subamostra de 12 produtores. O questionário identificou a amostra e aspectos relacionados à atividade e à relação do produtor integrado com a agroindústria integradora, capazes de impactar na QVT dos empregados rurais das granjas. Identifica, também, a percepção dos produtores integrados quanto à qualidade de vida no trabalho proporcionada aos seus funcionários. As entrevistas foram feitas para aprofundamento da percepção da QVT. Os resultados obtidos demonstram que os avicultores pesquisados têm percepção da satisfação de seus empregados com a qualidade de vida que desfrutam no trabalho. Especialmente os que produzem frango/chester reportam importante percepção de insatisfação de seus funcionários em relação à jornada de trabalho e previsibilidade de horários. Acredita-se que a presente pesquisa possa servir para subsidiar a implementação, por parte dos avicultores, de ações voltadas para a melhoria da qualidade de vida no trabalho de seus colaboradores, gerando desenvolvimento para o Município. / The study proposes to understand the perception of poultry farmers operating in agribusiness vertical integration system in the municipality of Mineiros-GO for the Quality of Life at Work - QLW proportionate to their employees. This is an exploratory research and field, quantitative and qualitative. The data collection was carried out by means of a questionnaire with closed questions applied to a sample of 42 farmers and semi-structured interviews applied in a subsample of 12 producers. The questionnaire identified the sample and aspects related to the activity and the relationship between the integrated producer with agribusiness integrator capable of impacting on QWL of rural workers of the farms, as well as identified the perception of integrated producers with respect to the Quality of Life at Work proportionate to their employees. The interviews were made for deepening of perception on the QWL. The results obtained demonstrate that the respondents perception of satisfaction of their employees with the quality of life at work that they enjoy. The respondents, especially those who produce chicken/chester, reply important perception of dissatisfaction of the changes in working day and your time of life. It is believed that the present research may serve to ensure that the respondents can implement actions directed to the improvement of the quality of life at work of its employees, generating development for the municipality.

L’objet de cette thèse est l’élaboration d’un modèle logique de mesure du maintien des valeurs, ainsi que son opérationnalisation afin d’entreprendre l’évaluation de la performance des systèmes de santé. Le maintien des valeurs est l’une des quatre fonctions de la théorie de l’action sociale de T.Parsons permettant d’analyser les systèmes d’action. Les autres fonctions sont l’adaptation, la production et l’atteinte des buts. Cette théorie est la base du modèle EGIPSS (évaluation globale et intégrée de la performance des systèmes de santé), dans lequel cette thèse s’insère. La fonction étudiée correspond, dans l’oeuvre de T.Parsons, au sous-système culturel. Elle renvoie à l’intangible, soit à l’univers symbolique par lequel l’action prend son sens et les fonctions du système s’articulent. Le modèle logique de mesure du maintien des valeurs est structuré autour de deux concepts principaux, les valeurs individuelles et organisationnelles et la qualité de vie au travail. À travers les valeurs individuelles et organisationnelles, nous mesurons la hiérarchie et l’intensité des valeurs, ainsi que le niveau de concordance interindividuelle et le degré de congruence entre les valeurs individuelles et organisationnelles. La qualité de vie au travail est composée de plusieurs concepts permettant d’analyser et d’évaluer l’environnement de travail, le climat organisationnel, la satisfaction au travail, les réactions comportementales et l’état de santé des employés. La mesure de ces différents aspects a donné lieu à la conception de trois questionnaires et de trente indicateurs. Ma thèse présente, donc, chacun des concepts sélectionnés et leurs articulations, ainsi que les outils de mesure qui ont été construits afin d’évaluer la dimension du maintien des valeurs. Enfin, nous exposons un exemple d’opérationnalisation de ce modèle de mesure appliqué à deux hôpitaux dans la province du Mato Grosso du Sud au Brésil. Cette thèse se conclut par une réflexion sur l’utilisation de l’évaluation comme outil de gestion soutenant l’amélioration de la performance et l’imputabilité. Ce projet comportait un double enjeu. Tout d’abord, la conceptualisation de la dimension du maintien des valeurs à partir d’une littérature abondante, mais manquant d’intégration théorique, puis la création d’outils de mesure permettant de saisir autant les aspects objectifs que subjectifs des valeurs et de la qualité de vie au travail. En effet, on trouve dans la littérature de nombreuses disciplines et de multiples courants théoriques tels que la psychologie industrielle et organisationnelle, la sociologie, les sciences infirmières, les théories sur le comportement organisationnel, la théorie des organisations, qui ont conçu des modèles pour analyser et comprendre les perceptions, les attitudes et les comportements humains dans les organisations. Ainsi, l’intérêt scientifique de ce projet découle de la création d’un modèle dynamique et intégrateur offrant une synthèse des différents champs théoriques abordant la question de l’interaction entre les perceptions individuelles et collectives au travail, les conditions objectives de travail et leurs influences sur les attitudes et les comportements au travail. D’autre part, ce projet revêt un intérêt opérationnel puisqu’il vise à fournir aux décideurs du système de santé des connaissances et données concernant un aspect de la performance fortement négligé par la plupart des modèles internationaux d’évaluation de la performance. / The purpose of my thesis is to develop a logical model to measure the latency that we also call the values maintenance and its operationalization in order to evaluate health systems performance. Latency is one of the four functions of the general theory of action developed by T. Parsons. His theory is the basis of the EGIPSS model (Comprehensive and Integrated Assessment of the Performance of Health Systems), in which my thesis is inserted. The function of latency is viewed by Parsons as a sub-cultural system. This function reflects the intangible or symbolic universe in which the action takes its meaning. It connects the four functions of the system together. The logical model for measuring latency is structured around two main dimensions, individual and organizational values and quality of life at work. Through individual and organizational values, we measure the intensity and the hierarchy of values, and the level of concordance between individuals and the degree of congruence between the individual and organizational values. Quality of work life is composed of several concepts to analyze and assess work environment, organizational climate, job satisfaction, behavioural responses and health status of employees. The measurement of these aspects has led to the design of questionnaires and thirty three indicators. Thus, my thesis presents each of the selected concepts, as well as, their articulation and measurement tools that were built to assess the latency function. Finally, I present an example of the operationalization of the measurement model and the results of the evaluation which have been taken place in two hospitals in the state of Mato Grosso of south in Brazil. This thesis ends with a reflection on the use of evaluation as a management tool supporting performance improvement and accountability. This project involved a dual challenge. On the one hand, the conceptualization of the construct of maintenance of values from an extensive literature, but lacking of theoretical integration, and the creation of measurement tools to capture all aspects of objective and subjective values and quality of work life. Indeed, we find in the literature many disciplines and multiple theoretical approaches such as industrial and organizational psychology, sociology, nursing, theories of organizational behavior, organizational theory, which developed models to analyze and understand the perceptions, attitudes and human behavior in organizations. Thus, the scientific interest of this project arises from the creation of a dynamic and integrated model which synthesizes different theoretical fields addressing the issue of the interaction between individual and collective perceptions at work, the objective conditions of work and their influence on attitudes and behaviors at work. In addition, this project has an operational interest because it aims to provide to decision-makers knowledge and evidences on aspects of performance that have been neglected by most international models for performance evaluation.

This is a monograph on the South African artist Diek Grobler. The aim is to contextualise the artist‟s oeuvre up to 2009 and to explore the visual metaphors in his art. Grobler has a fascination for stories. He blends tales of traditional Western mythology, African mythology, Christian religion, folklore and magical realism into narrative artworks. Through visual metaphors the artist comments on the everyday human dramas that surround him – be they political, social, psychological or cultural. Furthermore, he adds an element of surprise to his sketches of human drama, by infusing them with irony and humour. My research reflects the diverse nature of Grobler‟s oeuvre as it investigates works from various artistic genres such as painting, sculpture, illustration, performance art, avant-garde theatre and animation. It also examines a blend of different artistic media such as ceramics, oil paint, gouache, pastels, scraperboard, earthenware, 2D computer animation, puppetry, and stop-motion animation. / Art History, Visual Arts & Musicology / M.A. (Art History)

Les transformations économiques visant la création d’un marché mondial unique, le progrès technologique et la disponibilité d’une main-d’œuvre qualifiée dans les pays à bas salaire amènent les dirigeants des entreprises à réexaminer l’organisation et la localisation de leurs capacités productives de façon à en accroître la flexibilité qui est, selon plusieurs, seule garante de la pérennité de l’organisation (Atkinson, 1987; Patry, 1994; Purcell et Purcell, 1998; Kennedy 2002; Kallaberg, Reynolds, Marsden, 2003; Berger, 2006). Une stratégie déployée par les entreprises pour parvenir à cette fin est la délocalisation (Kennedy, 2002; Amiti et Wei, 2004; Barthélemy, 2004; Trudeau et Martin, 2006; Olsen, 2006). La technologie, l’ouverture des marchés et l’accès à des bassins nouveaux de main-d’œuvre qualifiée rendent possible une fragmentation de la chaîne de production bien plus grande qu’auparavant, et chaque maillon de cette chaîne fait l’objet d’un choix de localisation optimale (Hertveldt et al., 2005). Dans ces conditions, toutes les activités qui ne requièrent aucune interaction complexe ou physique entre collègues ou entre un employé et un client, sont sujettes à être transférées chez un sous-traitant, ici ou à l’étranger (Farrell, 2005). La plupart des recherches traitant de l’impartition et des délocalisations se concentrent essentiellement sur les motivations patronales d’y recourir (Lauzon-Duguay, 2005) ou encore sur les cas de réussites ou d’échecs des entreprises ayant implanté une stratégie de cette nature (Logan, Faught et Ganster, 2004). Toutefois, les impacts sur les employés de telles pratiques ont rarement été considérés systématiquement dans les recherches (Benson, 1998; Kessler, Coyle-Shapiro et Purcell, 1999; Logan et al., 2004). Les aspects humains doivent pourtant être considérés sérieusement, car ils sont à même d’être une cause d’échec ou de réussite de ces processus. La gestion des facteurs humains entourant le processus de délocalisation semble jouer un rôle dans l’impact de l’impartition sur les employés. Ainsi, selon Kessler et al. (1999), la façon dont les employés perçoivent la délocalisation serait influencée par trois facteurs : la manière dont ils étaient gérés par leur ancien employeur (context), ce que leur offre leur nouvel employeur (pull factor) et la façon dont ils sont traités suite au transfert (landing). La recherche vise à comprendre l’impact de la délocalisation d’activités d’une entreprise sur les employés ayant été transférés au fournisseur. De façon plus précise, nous souhaitons comprendre les effets que peut entraîner la délocalisation d’une entreprise « source » (celle qui cède les activités et les employés) à une entreprise « destination » (celle qui reprend les activités cédées et la main-d’œuvre) sur les employés transférés lors de ce processus au niveau de leur qualité de vie au travail et de leurs conditions de travail. Plusieurs questions se posent. Qu’est-ce qu’un transfert réussi du point de vue des employés? Les conditions de travail ou la qualité de vie au travail sont-elles affectées? À quel point les aspects humains influencent-t-ils les effets de la délocalisation sur les employés? Comment gérer un tel transfert de façon optimale du point de vue du nouvel employeur? Le modèle d’analyse est composé de quatre variables. La première variable dépendante (VD1) de notre modèle correspond à la qualité de vie au travail des employés transférés. La seconde variable dépendante (VD2) correspond aux conditions de travail des employés transférés. La troisième variable, la variable indépendante (VI) renvoie à la délocalisation d’activités qui comporte deux dimensions soit (1) la décision de délocalisation et (2) le processus d’implantation. La quatrième variable, la variable modératrice (VM) est les aspects humains qui sont examinés selon trois dimensions soit (1) le contexte dans l’entreprise « source » (Context), (2) l’attrait du nouvel employeur (pull factor) et (3) la réalité chez le nouvel employeur (landing). Trois hypothèses de recherche découlent de notre modèle d’analyse. Les deux premières sont à l’effet que la délocalisation entraîne une détérioration de la qualité de vie au travail (H1) et des conditions de travail (H2). La troisième hypothèse énonce que les aspects humains ont un effet modérateur sur l’impact de la délocalisation sur les employés transférés (H3). La recherche consiste en une étude de cas auprès d’une institution financière (entreprise « source ») qui a délocalisé ses activités technologiques à une firme experte en technologies de l’information (entreprise « destination »). Onze entrevues semi-dirigées ont été réalisées avec des acteurs-clés (employés transférés et gestionnaires des deux entreprises). Les résultats de la recherche indiquent que la délocalisation a de façon générale un impact négatif sur les employés transférés. Par contre, cette affirmation n’est pas généralisable à tous les indicateurs étudiés de la qualité de vie au travail et des conditions de travail. Les résultats mettent en évidence des conséquences négatives en ce qui a trait à la motivation intrinsèque au travail, à l’engagement organisationnel ainsi qu’à la satisfaction en lien avec l’aspect relationnel du travail. La délocalisation a également entraîné une détérioration des conditions de travail des employés transférés soit au niveau de la sécurité d’emploi, du contenu et de l’évaluation des tâches, de la santé et sécurité au travail et de la durée du travail. Mais, d’après les propos des personnes interviewées, les conséquences les plus importantes sont sans aucun doute au niveau du salaire et des avantages sociaux. Les conséquences de la délocalisation s’avèrent par contre positives lorsqu’il est question de l’accomplissement professionnel et de la satisfaction de l’aspect technique du travail. Au niveau de la confiance interpersonnelle au travail, l’organisation du travail, la formation professionnelle ainsi que les conditions physiques de l’emploi, les effets ne semblent pas significatifs d’après les propos recueillis lors des entrevues. Enfin, les résultats mettent en évidence l’effet modérateur significatif des aspects humains sur les conséquences de la délocalisation pour les employés transférés. L’entreprise « source » a tenté d’amoindrir l’impact de la délocalisation, mais ce ne fut pas suffisant. Comme les employés étaient fortement attachés à l’entreprise « source » et qu’ils ne désiraient pas la quitter pour une entreprise avec une culture d’entreprise différente qui leur paraissait peu attrayante, ces dimensions des aspects humains ont en fait contribué à amplifier les impacts négatifs de la délocalisation, particulièrement sur la qualité de vie au travail des employés transférés. Mots clés : (1) délocalisation, (2) impartition, (3) transfert d’employés, (4) qualité de vie au travail, (5) conditions de travail, (6) technologies de l’information, (7) entreprise, (8) gestion des ressources humaines. / Economic transformations aimed at creating a unique international market, technology innovations and the availability of a highly-skilled workforce in low-wage countries urge company managers to reassess their organization and the location of their production capacities. This, in turn, increases flexibility, the only guarantee to ensure the survival of the organization (Atkinson, 1987; Patry, 1994; Purcell et Purcell, 1998; Kennedy, 2002; Kallaberg, Reynolds, Marsden, 2003 and Berger, 2006). One strategy displayed by organizations in order to remain competitive is outsourcing (Kennedy, 2002; Amiti and Wei, 2004; Barthélemy, 2004; Trudeau and Martin, 2006; Olsen, 2006). Technology, globalization and access to a new pool of highly skilled worforce make production fragmentation easier than it had been in past years and each link of the chain production attracts great amounts of attention to an optimum localization option (Hertveldt et al., 2005). In these conditions, all activities requiring no complex physical interaction between colleagues or between an employee and a customer are prone to be transferred to a subcontractor, be it here or abroad (Farrell, 2005). Most researches about outsourcing essentially concentrate on managerial motives to resort to it (Lauzon-Duguay, 2005) or on organizations’ successes or failures when trying to establish a strategy of that nature (Logan, Faught and Ganster, 2004). Nonetheless, potential impacts of outsourcing employees have rarely been considered in previous researches (Benson, 1998; Kessler, Coyle-Shapiro and Purcell, 1999 and Logan et al., 2004). However, human aspects must also be considered seriously because it could be the cause of success or failure of such a process. The human aspects surrounding the outsourcing process seem to play a role in the impact of outsourcing on employees. Thus, according to Kessler et al. (1999), three general factors would influence how employees perceive outsourcing: the way employees feel they were treated by their former employer (context), the degree of attractiveness of their new employment (pull factor) and the reality of employee experiences following the change in employer (landing). This research aims at understanding the impact of an organization’s decision to contract out a number of its activities on the employees who are therefore transferred to the subcontractor. More precisely, we want to understand what consequences the outsourcing of an organization named “Source” (the one who gives the activities and the employees) to an organization named “Destination” (the one who takes over the given activities and the workforce) can be found on the transferred employees when looking at their quality of life at work and at their working conditions. Many questions arise at this level. What is a successful transfer from the employees’ point of view? Are quality of life at work and working conditions impacted? To what level do the human aspects have an influence on the impact of the outsourcing of employees? What would be the best possible way to manage that kind of relocation from the employer’s point of view? The analysis model is composed of four variables. The first dependent variable (DV1) of our model relates to the quality of life at work of transferred employees. The second dependent variable (DV2) refers to the working conditions of transferred employees. The third variable, the independent variable (IV) relates back to the outsourcing of activities which contains two dimensions: (1) the decision of outsourcing and (2) the implementation process. The fourth variable, the moderator variable (MV), is the management of the human aspects that are considered on a three-dimensional basis: (1) context, (2) pull factor and (3) landing. Three research hypotheses result from our analysis model. The first two relate to the fact that outsourcing leads to a deterioration in the quality of life at work (H1) and of the working conditions (H2). The third hypothesis states that the management of the human aspects moderates the impact of employees who are contracted out (H3). This research consists of a case study conducted on a financial institution (Source) which outsourced its technology activities to an expert in IT organization (Destination). Eleven open-ended interviews were conducted with the key-players (transferred employees and managers from both organizations). Results show that outsourcing generally has a negative impact on transferred employees. On the other hand, it is not possible to generalize this assertion on all indicators. Results highlight the negative consequences found in intrinsic job motivation, organizational commitment as well as job satisfaction linked to its relational aspect. Outsourcing has also led to deterioration in working conditions of transferred employees when it comes to the level of job security, tasks content and evaluation, health and safety at work as well as the duration of work. But, from the employees point of view, the most significant consequences are related to the salary and the fringe benefits. The consequences of contracting out are, however, positive when it comes to professional accomplishment and job satisfaction linked to its technical aspect. As for interpersonal trust at work, work coordination, professional training and work location, there seems to have no significant consequences, according to what employees said when interviewed. Finally, results highlight the significant moderator effect of the human factors on the impact of outsourcing on the transferred employees. The financial institution (Source) tried to decrease the impact of outsourcing, but it was not sufficient. Employees were strongly attached to their first employer and did not want to leave it for another organization holding a different company culture that did not appeal to them. That is why the management of the human aspects contributed to amplifying the negative impacts of outsourcing, especially the ones related to the quality of life at work of transferred employees. Key words: (1) outsourcing, (2) transferred employees, (3) quality of life at work, (4) working conditions, (5) Information technologies (IT), (6) organization, (7) human resources management.

Les transformations économiques visant la création d’un marché mondial unique, le progrès technologique et la disponibilité d’une main-d’œuvre qualifiée dans les pays à bas salaire amènent les dirigeants des entreprises à réexaminer l’organisation et la localisation de leurs capacités productives de façon à en accroître la flexibilité qui est, selon plusieurs, seule garante de la pérennité de l’organisation (Atkinson, 1987; Patry, 1994; Purcell et Purcell, 1998; Kennedy 2002; Kallaberg, Reynolds, Marsden, 2003; Berger, 2006). Une stratégie déployée par les entreprises pour parvenir à cette fin est la délocalisation (Kennedy, 2002; Amiti et Wei, 2004; Barthélemy, 2004; Trudeau et Martin, 2006; Olsen, 2006). La technologie, l’ouverture des marchés et l’accès à des bassins nouveaux de main-d’œuvre qualifiée rendent possible une fragmentation de la chaîne de production bien plus grande qu’auparavant, et chaque maillon de cette chaîne fait l’objet d’un choix de localisation optimale (Hertveldt et al., 2005). Dans ces conditions, toutes les activités qui ne requièrent aucune interaction complexe ou physique entre collègues ou entre un employé et un client, sont sujettes à être transférées chez un sous-traitant, ici ou à l’étranger (Farrell, 2005). La plupart des recherches traitant de l’impartition et des délocalisations se concentrent essentiellement sur les motivations patronales d’y recourir (Lauzon-Duguay, 2005) ou encore sur les cas de réussites ou d’échecs des entreprises ayant implanté une stratégie de cette nature (Logan, Faught et Ganster, 2004). Toutefois, les impacts sur les employés de telles pratiques ont rarement été considérés systématiquement dans les recherches (Benson, 1998; Kessler, Coyle-Shapiro et Purcell, 1999; Logan et al., 2004). Les aspects humains doivent pourtant être considérés sérieusement, car ils sont à même d’être une cause d’échec ou de réussite de ces processus. La gestion des facteurs humains entourant le processus de délocalisation semble jouer un rôle dans l’impact de l’impartition sur les employés. Ainsi, selon Kessler et al. (1999), la façon dont les employés perçoivent la délocalisation serait influencée par trois facteurs : la manière dont ils étaient gérés par leur ancien employeur (context), ce que leur offre leur nouvel employeur (pull factor) et la façon dont ils sont traités suite au transfert (landing). La recherche vise à comprendre l’impact de la délocalisation d’activités d’une entreprise sur les employés ayant été transférés au fournisseur. De façon plus précise, nous souhaitons comprendre les effets que peut entraîner la délocalisation d’une entreprise « source » (celle qui cède les activités et les employés) à une entreprise « destination » (celle qui reprend les activités cédées et la main-d’œuvre) sur les employés transférés lors de ce processus au niveau de leur qualité de vie au travail et de leurs conditions de travail. Plusieurs questions se posent. Qu’est-ce qu’un transfert réussi du point de vue des employés? Les conditions de travail ou la qualité de vie au travail sont-elles affectées? À quel point les aspects humains influencent-t-ils les effets de la délocalisation sur les employés? Comment gérer un tel transfert de façon optimale du point de vue du nouvel employeur? Le modèle d’analyse est composé de quatre variables. La première variable dépendante (VD1) de notre modèle correspond à la qualité de vie au travail des employés transférés. La seconde variable dépendante (VD2) correspond aux conditions de travail des employés transférés. La troisième variable, la variable indépendante (VI) renvoie à la délocalisation d’activités qui comporte deux dimensions soit (1) la décision de délocalisation et (2) le processus d’implantation. La quatrième variable, la variable modératrice (VM) est les aspects humains qui sont examinés selon trois dimensions soit (1) le contexte dans l’entreprise « source » (Context), (2) l’attrait du nouvel employeur (pull factor) et (3) la réalité chez le nouvel employeur (landing). Trois hypothèses de recherche découlent de notre modèle d’analyse. Les deux premières sont à l’effet que la délocalisation entraîne une détérioration de la qualité de vie au travail (H1) et des conditions de travail (H2). La troisième hypothèse énonce que les aspects humains ont un effet modérateur sur l’impact de la délocalisation sur les employés transférés (H3). La recherche consiste en une étude de cas auprès d’une institution financière (entreprise « source ») qui a délocalisé ses activités technologiques à une firme experte en technologies de l’information (entreprise « destination »). Onze entrevues semi-dirigées ont été réalisées avec des acteurs-clés (employés transférés et gestionnaires des deux entreprises). Les résultats de la recherche indiquent que la délocalisation a de façon générale un impact négatif sur les employés transférés. Par contre, cette affirmation n’est pas généralisable à tous les indicateurs étudiés de la qualité de vie au travail et des conditions de travail. Les résultats mettent en évidence des conséquences négatives en ce qui a trait à la motivation intrinsèque au travail, à l’engagement organisationnel ainsi qu’à la satisfaction en lien avec l’aspect relationnel du travail. La délocalisation a également entraîné une détérioration des conditions de travail des employés transférés soit au niveau de la sécurité d’emploi, du contenu et de l’évaluation des tâches, de la santé et sécurité au travail et de la durée du travail. Mais, d’après les propos des personnes interviewées, les conséquences les plus importantes sont sans aucun doute au niveau du salaire et des avantages sociaux. Les conséquences de la délocalisation s’avèrent par contre positives lorsqu’il est question de l’accomplissement professionnel et de la satisfaction de l’aspect technique du travail. Au niveau de la confiance interpersonnelle au travail, l’organisation du travail, la formation professionnelle ainsi que les conditions physiques de l’emploi, les effets ne semblent pas significatifs d’après les propos recueillis lors des entrevues. Enfin, les résultats mettent en évidence l’effet modérateur significatif des aspects humains sur les conséquences de la délocalisation pour les employés transférés. L’entreprise « source » a tenté d’amoindrir l’impact de la délocalisation, mais ce ne fut pas suffisant. Comme les employés étaient fortement attachés à l’entreprise « source » et qu’ils ne désiraient pas la quitter pour une entreprise avec une culture d’entreprise différente qui leur paraissait peu attrayante, ces dimensions des aspects humains ont en fait contribué à amplifier les impacts négatifs de la délocalisation, particulièrement sur la qualité de vie au travail des employés transférés. Mots clés : (1) délocalisation, (2) impartition, (3) transfert d’employés, (4) qualité de vie au travail, (5) conditions de travail, (6) technologies de l’information, (7) entreprise, (8) gestion des ressources humaines. / Economic transformations aimed at creating a unique international market, technology innovations and the availability of a highly-skilled workforce in low-wage countries urge company managers to reassess their organization and the location of their production capacities. This, in turn, increases flexibility, the only guarantee to ensure the survival of the organization (Atkinson, 1987; Patry, 1994; Purcell et Purcell, 1998; Kennedy, 2002; Kallaberg, Reynolds, Marsden, 2003 and Berger, 2006). One strategy displayed by organizations in order to remain competitive is outsourcing (Kennedy, 2002; Amiti and Wei, 2004; Barthélemy, 2004; Trudeau and Martin, 2006; Olsen, 2006). Technology, globalization and access to a new pool of highly skilled worforce make production fragmentation easier than it had been in past years and each link of the chain production attracts great amounts of attention to an optimum localization option (Hertveldt et al., 2005). In these conditions, all activities requiring no complex physical interaction between colleagues or between an employee and a customer are prone to be transferred to a subcontractor, be it here or abroad (Farrell, 2005). Most researches about outsourcing essentially concentrate on managerial motives to resort to it (Lauzon-Duguay, 2005) or on organizations’ successes or failures when trying to establish a strategy of that nature (Logan, Faught and Ganster, 2004). Nonetheless, potential impacts of outsourcing employees have rarely been considered in previous researches (Benson, 1998; Kessler, Coyle-Shapiro and Purcell, 1999 and Logan et al., 2004). However, human aspects must also be considered seriously because it could be the cause of success or failure of such a process. The human aspects surrounding the outsourcing process seem to play a role in the impact of outsourcing on employees. Thus, according to Kessler et al. (1999), three general factors would influence how employees perceive outsourcing: the way employees feel they were treated by their former employer (context), the degree of attractiveness of their new employment (pull factor) and the reality of employee experiences following the change in employer (landing). This research aims at understanding the impact of an organization’s decision to contract out a number of its activities on the employees who are therefore transferred to the subcontractor. More precisely, we want to understand what consequences the outsourcing of an organization named “Source” (the one who gives the activities and the employees) to an organization named “Destination” (the one who takes over the given activities and the workforce) can be found on the transferred employees when looking at their quality of life at work and at their working conditions. Many questions arise at this level. What is a successful transfer from the employees’ point of view? Are quality of life at work and working conditions impacted? To what level do the human aspects have an influence on the impact of the outsourcing of employees? What would be the best possible way to manage that kind of relocation from the employer’s point of view? The analysis model is composed of four variables. The first dependent variable (DV1) of our model relates to the quality of life at work of transferred employees. The second dependent variable (DV2) refers to the working conditions of transferred employees. The third variable, the independent variable (IV) relates back to the outsourcing of activities which contains two dimensions: (1) the decision of outsourcing and (2) the implementation process. The fourth variable, the moderator variable (MV), is the management of the human aspects that are considered on a three-dimensional basis: (1) context, (2) pull factor and (3) landing. Three research hypotheses result from our analysis model. The first two relate to the fact that outsourcing leads to a deterioration in the quality of life at work (H1) and of the working conditions (H2). The third hypothesis states that the management of the human aspects moderates the impact of employees who are contracted out (H3). This research consists of a case study conducted on a financial institution (Source) which outsourced its technology activities to an expert in IT organization (Destination). Eleven open-ended interviews were conducted with the key-players (transferred employees and managers from both organizations). Results show that outsourcing generally has a negative impact on transferred employees. On the other hand, it is not possible to generalize this assertion on all indicators. Results highlight the negative consequences found in intrinsic job motivation, organizational commitment as well as job satisfaction linked to its relational aspect. Outsourcing has also led to deterioration in working conditions of transferred employees when it comes to the level of job security, tasks content and evaluation, health and safety at work as well as the duration of work. But, from the employees point of view, the most significant consequences are related to the salary and the fringe benefits. The consequences of contracting out are, however, positive when it comes to professional accomplishment and job satisfaction linked to its technical aspect. As for interpersonal trust at work, work coordination, professional training and work location, there seems to have no significant consequences, according to what employees said when interviewed. Finally, results highlight the significant moderator effect of the human factors on the impact of outsourcing on the transferred employees. The financial institution (Source) tried to decrease the impact of outsourcing, but it was not sufficient. Employees were strongly attached to their first employer and did not want to leave it for another organization holding a different company culture that did not appeal to them. That is why the management of the human aspects contributed to amplifying the negative impacts of outsourcing, especially the ones related to the quality of life at work of transferred employees. Key words: (1) outsourcing, (2) transferred employees, (3) quality of life at work, (4) working conditions, (5) Information technologies (IT), (6) organization, (7) human resources management.

This is a monograph on the South African artist Diek Grobler. The aim is to contextualise the artist‟s oeuvre up to 2009 and to explore the visual metaphors in his art. Grobler has a fascination for stories. He blends tales of traditional Western mythology, African mythology, Christian religion, folklore and magical realism into narrative artworks. Through visual metaphors the artist comments on the everyday human dramas that surround him – be they political, social, psychological or cultural. Furthermore, he adds an element of surprise to his sketches of human drama, by infusing them with irony and humour. My research reflects the diverse nature of Grobler‟s oeuvre as it investigates works from various artistic genres such as painting, sculpture, illustration, performance art, avant-garde theatre and animation. It also examines a blend of different artistic media such as ceramics, oil paint, gouache, pastels, scraperboard, earthenware, 2D computer animation, puppetry, and stop-motion animation. / Art History, Visual Arts and Musicology / M.A. (Art History)