Les programmes de formation et d’apprentissage sont devenus des éléments parmi les plus essentiels pour les compagnies et la question se pose de savoir ce qui influence l’efficacité d’une formation. Récemment, la motivation pour la formation a été considérée comme le facteur déterminant. Ainsi, les objectifs de cette étude étaient d’examiner si la motivation pour la formation corrèle bien avec les antécédents et les réactions des employés formés, ainsi que d’analyser si la motivation joue un rôle de médiateur dans la prédiction des résultats d’une formation. Trois variables de « pré-formation » ont été choisies pour cette étude : l’attitude générale envers la formation, le sentiment d’efficacité personnelle en formation, et la planification de carrière. Les réactions immédiates des employés formés ont été choisies comme variable de « post-formation ». Un total de 152 employés d’une large compagnie québécoise a participé à cette étude en remplissant un questionnaire en début de formation et un autre à la fin. Les résultats de cette étude ont mis en évidence que la motivation pour la formation peut être prédite par l’attitude générale envers la formation, le sentiment d’efficacité personnelle en formation et la planification de carrière. De plus, la motivation pour la formation s’est révélée être le meilleur facteur de prédiction des réactions des employés formés. Les résultats ont également montré que la motivation pour la formation agit pleinement comme médiateur dans la relation entre le sentiment d’efficacité personnelle et la réaction des employés formés, et comme médiateur partiel entre l’attitude générale envers la formation et les réactions. Pour finir, cette étude a permis de découvrir que les employés nouvellement arrivés diffèrent des employés permanents dans leurs attitudes pré-formation et leurs réactions post-formation. Les résultats de cette étude sont discutés, des implications théoriques sont commentées et des implications pratiques pour les compagnies sont suggérées. / As training and development programs have become one of the most essential elements for organizations, the question rises of what influences training effectiveness. Recently training motivation has been considered as the key determinant. Thus, the objectives of this particular study were to examine if training motivation correlates well with its antecedents and its outcomes as well as to see if training motivation plays a mediator role in predicting the outcomes of training. Three pre-training variables were chosen for this study: general attitude toward training, training self-efficacy, and career planning. Immediate trainees’ reactions were chosen as a post-training variable. A total of 152 employees from a large Quebecois company participated in the present study by filling out one questionnaire before training and one after. The results of this study evidenced that training motivation can be predicted from general attitude toward training, training self-efficacy and career planning. Moreover, training motivation was shown to be the best predictor of trainees’ reactions. Our results also showed that training motivation fully mediates the relationship between training self-efficacy and trainees’ reactions and partially mediates the relationship between general attitude toward training and trainees’ reactions, but only partially. Mediation effect of training motivation was not found between career planning and trainees’ reactions. Additionally, this study discovered that new employees differ from permanent staff in their pre-training attitudes and post-training reactions. The outcomes of the present study are discussed, some theoretical implications are commented and practical implications for the companies are suggested.

Community-based Open Source Software (OSS) projects are generally self-organized and dynamic, receiving contributions from volunteers spread across the globe. These communities survival, long-term success, and continuity demand a constant influx of newcomers. However, newcomers face many barriers when making their first contribution to an OSS project, leading in many cases to dropouts. Therefore, a major challenge for OSS projects is to provide ways to support newcomers during their first contribution. In this thesis, our goal was to identify and understand the barriers newcomers face and provide appropriate strategies to lower these barriers. Toward this end, we conducted multiple studies, using multiple research methods. To identify the barriers, we used data collected from: semi-structured interviews with 35 developers from 13 different projects; 24 answers to an open questionnaire conducted with OSS developers; feedback from 9 graduate and undergraduate students after they tried to join OSS projects; and 20 primary studies gathered via a systematic literature review. The data was analyzed using Grounded Theory procedures: namely, open and axial coding. Subsequently, the analysis resulted in a preliminary conceptual model composed of 58 barriers grouped into six categories: cultural differences, newcomers characteristics, reception issues, newcomers orientation, technical hurdles, and documentation problems. Based on the conceptual model, we developed FLOSScoach, a portal to support newcomers making their first OSS project contribution. To assess the portal, we conducted a study with undergraduate students, relying on qualitative data from diaries, self-efficacy questionnaires, and the Technology Acceptance Model. By applying the model to a practical application and assessing it, we could evaluate and improve the barriers model, changing it according to improvements identified during the conception of the tool, as well as suggestions received from the study participants. The FLOSScoach study results indicate that the portal played an important role guiding newcomers and lowering barriers related to the orientation and contribution process, whereas it was inefficient in lowering technical barriers. We also found that the portal is useful, easy to use, and increased newcomers confidence to contribute. The main contributions of this thesis are: (i) empirical identification and modeling of barriers faced by OSS project newcomers; and (ii) a portal providing information to support OSS project newcomers. / Projetos de software livre baseados em comunidade são, geralmente, auto-organizados e dinâmicos, e recebem contribuições de voluntários espalhados por todo o globo. A sobrevivência dessas comunidades, o sucesso a longo prazo, e sua continuidade exigem a entrada constante de novatos. No entanto, os novatos enfrentam muitas barreiras ao tentarem fazer a sua primeira contribuição para um projeto de software livre, o que leva, em muitos casos, a desistências. Portanto, um grande desafio para projetos de software livre é proporcionar maneiras de apoiar os novatos durante a realização de sua primeira contribuição. Nesta tese, nosso objetivo foi identificar e compreender as barreiras que os novatos enfrentam e fornecer estratégias adequadas para reduzir essas barreiras. Para isso, realizamos diversos estudos, utilizando vários métodos de pesquisa. Para identificar as barreiras, foram utilizados dados coletados a partir de: entrevistas semiestruturadas com 36 desenvolvedores de 14 projetos diferentes; 24 respostas a um questionário aberto realizado com desenvolvedores de software livre; feedback de 9 estudantes depois de tentarem contribuir para projetos de software livre; e 20 estudos obtidos por meio de uma revisão sistemática da literatura. Os dados foram analisados utilizando-se procedimentos da Grounded Theory: codificação aberta e axial. Posteriormente, a análise resultou em um modelo conceitual preliminar composto por 58 barreiras agrupadas em seis categorias: diferenças culturais, características dos novatos, problemas de recepção, orientação dos novatos, obstáculos técnicos, e problemas de documentação. Com base no modelo conceitual, desenvolvemos o FLOSScoach, um portal para apoiar os novatos no curso de sua primeira contribuição a projetos de software livre. Para avaliar o portal, realizamos um estudo com alunos de graduação, utilizando dados qualitativos de diários, questionários de autoeficácia (self-efficacy), e o modelo de aceitação tecnológica (TAM, do inglês Technology Acceptance Model). Ao aplicar o modelo em uma aplicação prática e experimentá-lo, pudemos avaliar e melhorar o modelo de barreiras, adequando-o de acordo com as melhorias identificadas durante a concepção da ferramenta, bem como sugestões recebidas dos participantes do estudo. Os resultados do estudo indicam que o portal FLOSScoach desempenhou um papel importante no direcionamento dos novatos e na redução das barreiras relacionadas com o processo de orientação e contribuição, enquanto não foi muito eficiente na redução de barreiras técnicas. Evidenciamos ainda que o portal é útil, fácil de usar, e aumentou a confiança dos novatos. As principais contribuições desta tese são: (i) identificação empírica e modelagem de barreiras enfrentadas pelos novatos em projetos de software livre; e (ii) um portal de informação para apoiar os novatos em projetos de software livre.

Les programmes de formation et d’apprentissage sont devenus des éléments parmi les plus essentiels pour les compagnies et la question se pose de savoir ce qui influence l’efficacité d’une formation. Récemment, la motivation pour la formation a été considérée comme le facteur déterminant. Ainsi, les objectifs de cette étude étaient d’examiner si la motivation pour la formation corrèle bien avec les antécédents et les réactions des employés formés, ainsi que d’analyser si la motivation joue un rôle de médiateur dans la prédiction des résultats d’une formation. Trois variables de « pré-formation » ont été choisies pour cette étude : l’attitude générale envers la formation, le sentiment d’efficacité personnelle en formation, et la planification de carrière. Les réactions immédiates des employés formés ont été choisies comme variable de « post-formation ». Un total de 152 employés d’une large compagnie québécoise a participé à cette étude en remplissant un questionnaire en début de formation et un autre à la fin. Les résultats de cette étude ont mis en évidence que la motivation pour la formation peut être prédite par l’attitude générale envers la formation, le sentiment d’efficacité personnelle en formation et la planification de carrière. De plus, la motivation pour la formation s’est révélée être le meilleur facteur de prédiction des réactions des employés formés. Les résultats ont également montré que la motivation pour la formation agit pleinement comme médiateur dans la relation entre le sentiment d’efficacité personnelle et la réaction des employés formés, et comme médiateur partiel entre l’attitude générale envers la formation et les réactions. Pour finir, cette étude a permis de découvrir que les employés nouvellement arrivés diffèrent des employés permanents dans leurs attitudes pré-formation et leurs réactions post-formation. Les résultats de cette étude sont discutés, des implications théoriques sont commentées et des implications pratiques pour les compagnies sont suggérées. / As training and development programs have become one of the most essential elements for organizations, the question rises of what influences training effectiveness. Recently training motivation has been considered as the key determinant. Thus, the objectives of this particular study were to examine if training motivation correlates well with its antecedents and its outcomes as well as to see if training motivation plays a mediator role in predicting the outcomes of training. Three pre-training variables were chosen for this study: general attitude toward training, training self-efficacy, and career planning. Immediate trainees’ reactions were chosen as a post-training variable. A total of 152 employees from a large Quebecois company participated in the present study by filling out one questionnaire before training and one after. The results of this study evidenced that training motivation can be predicted from general attitude toward training, training self-efficacy and career planning. Moreover, training motivation was shown to be the best predictor of trainees’ reactions. Our results also showed that training motivation fully mediates the relationship between training self-efficacy and trainees’ reactions and partially mediates the relationship between general attitude toward training and trainees’ reactions, but only partially. Mediation effect of training motivation was not found between career planning and trainees’ reactions. Additionally, this study discovered that new employees differ from permanent staff in their pre-training attitudes and post-training reactions. The outcomes of the present study are discussed, some theoretical implications are commented and practical implications for the companies are suggested.

L’immigration au Québec se caractérise depuis quelques années par une nouvelle dynamique. La présence d’immigrants socialement perçus comme « minorités ethniques », ou plus précisément comme « minorités visibles », est de plus en plus évidente, surtout dans des contextes urbains où la diversité ethnique est une donnée palpable au quotidien. Dans ce mémoire nous proposons de travailler sur l’impact du loisir défini comme un ensemble de pratiques culturelles, c'est-à-dire des pratiques de loisir enracinées dans l’habitus, à l’appui de l’analyse du processus d’intégration sociale d’un groupe d’immigrants péruviens nouvellement arrivés à Montréal. Cette enquête cherche à explorer le rapport entre loisir et intégration, à partir d’un cadre théorique qui nous permet d’aborder le loisir comme un domaine particulièrement fécond sur le plan de la participation à la société d’accueil. Pour ce faire, nous avons privilégié une approche qualitative qui nous a aidé à « reconstruire » la trajectoire d’intégration de cinq nouveaux arrivants péruviens installés à Montréal depuis cinq ans ou moins. L’analyse des données révèle que le processus d’intégration de ces migrants est difficile, en raison des épreuves de l’adaptation (l’acculturation) à la société hôte, et que les activités liées aux loisirs ont un impact positif sur ledit processus, en partie parce qu’elles jouent un rôle stratégique qui favorise l’adaptation et la participation. Ces activités illustrent aussi les modalités d’une incorporation dans certains domaines de la vie sociale (l’emploi, la vie culturelle, la socialisation amicale) qui permet de ne pas rompre totalement les liens avec la communauté d’origine. Au quotidien, les loisirs permettent un rapprochement avec le groupe majoritaire et, plus largement, avec les autres groupes présents à Montréal : des liens d’amitié se développent, des pratiques de sociabilité se déploient, la consommation de certains biens et services est stimulée, l’individu fait de nouvelles connaissances, etc. Le lien entre communalisation ethnique et intégration permet alors de traverser différents espaces et groupes. Le plaisir reste par ailleurs le moteur des loisirs, c'est-à-dire que les activités choisies par les individus correspondent à leurs goûts, leurs intérêts, et que le loisir, en général, va de pair avec le plaisir. Ce lien favorise le déploiement de « réponses » spécifiques par nos interlocuteurs face aux problèmes d’adaptation, et la confirmation d’une sorte de sentiment d’intégration chez eux. / Immigration in Quebec has recently experienced a new trend. In fact, the arrival of immigrants socially perceived as "ethnic minorities", or more specifically as "visible minorities", has become increasingly evident, especially in the urban context where ethnic diversity is palpable every day. In this master’s thesis, we focus on the impact of leisure defined as a set of cultural practices, that is to say leisure practices embedded in the “habitus,” to support the analysis of the social integration of a group of Peruvian immigrants recently arrived in Montréal. This investigation seeks to explore the relationship between leisure and integration. Utilizing a theoretical framework allowed us to approach leisure, as a field that encourages participation in the host society. To achieve this goal, we used a qualitative approach in order to "rebuild" the integration trajectory of five Peruvian newcomers who had settled in Montréal for five years or less. The data analysis reveals that the integration process of these immigrants is difficult, since this process presents challenges of adaptation (acculturation) to the host society, and leisure activities have a positive impact on that process in part because they play a strategic role that promotes adaptation and participation. These activities also illustrate the modes of incorporation into some areas of social life (employment, cultural life, friendship and socialization), which does not completely break the ties to the community of origin. In daily practice, leisure promotes the rapprochement with the majority group and more generally, with the other ethnic groups living in Montréal: the friendship develops, the practices of sociability are deployed, the consumption of some goods and services is stimulated, and the individual meet more people, etc. The connection between ethnic communalization and integration can allow the individual to enter different areas and groups. Moreover, pleasure is the engine of leisure, so this means that leisure activities chosen by these individuals match their personal tastes and interests. This link facilitates the deployment of specific “responses” by these newcomers (coping responses), in order to face their problems of adaptation, and the confirmation of a sort of integration feeling among them.

全球化的衝擊下，我國港埠發展必須透過改變以開創新的契機迎接挑戰。因此，原為公務機關的港務局，於2012年3月經「政企分離」改制為「臺灣港務股份有限公司（TIPC）」，然而，目前港務公司雖已改制，但內部成員仍處新舊人員交替階段，具公務員身分之繼續任用人員（舊人）陸續退休，但新進從業人員（新人）的養成仍需時間，此造成組織人力老化與斷層的嚴重問題。如何有效讓舊人傳承經驗給新人，並培養中間幹部與迅速補充人力，建立資源統合機制為臺灣港務公司需正視的課題。轉型之後，為鞏固公司順利運作與發展，新舊成員們所認知的組織文化型態、組織社會化情形、組織承諾程度，如何影響離職意圖實有探討必要。故本研究實證此四個研究變項的關係，提供臺灣港務公司和相關管理階層，作為落實人力資源管理與預防員工離職行為之參考。 本研究選定臺灣港務公司之總公司及基隆、臺中、高雄、花蓮四個分公司人員為研究母體，共計回收280份有效問卷，並以SPSS 21與AMOS 21統計軟體針對問卷資料進行「描述性統計、差異性分析、信度與效度、積差相關、驗證性因素分析與多元階層迴歸」等分析方法，以瞭解研究變項彼此關聯與假設驗證，研究結果有以下發現： 一、組織社會化無法有效預測離職意圖。在三種不同型態組織文化與離職意圖上，僅創新型文化有顯著效果，但影響方向相較於先前研究有關組織文化在離職意圖的結果相反。組織承諾與離職意圖達負向顯著影響效果。最後，新人離職意圖確實較舊人高。 二、在個別的調節作用探討上，新、舊人員在組織社會化、官僚型文化、創新型文化、支持型文化與離職意圖的關係中皆有干擾效果；僅組織承諾對離職意圖無調節效果。 從實證結果本研究得到三項結論，首先，公司成員對臺灣港務公司至今究竟較偏向何種型態的組織文化樣貌亦有不同於以往相關研究之看法，從中公司可藉此反思應如何持續強化或加深成員們對該組織的總體印象。其次，整體而言，公司成員對於公司仍相當具有組織承諾感，亦即當成員愈認同該組織的價值觀、經營模式與建立同仁間感情關係等措施，則愈不易產生離開公司的念頭，並會期望自己能長期留任於公司盡己所能地貢獻與服務。第三，新人無論在組織社會化、以制度規範為基礎的文化、創新型文化、支持型文化等面向，其離職意圖皆低於舊人。 最後，本研究建議臺灣港務公司應重視新、舊人的離職意圖問題，考量組織文化、組織社會化與組織承諾的重要影響。兩類不同身分成員對離職意圖的差異，針對不同的組織文化型態、組織社會化策略與方案，思考如何提升成員的組織承諾，並研擬相關策略規劃與制定，以使更臻完備。 / Due to the impact of globalization, the development of shipping and transportation management in Taiwan’ is necessary to change to create new opportunities. Therefore, the Port Authority was restructuring by separating the division of administration and enterprise operations and transformed into Taiwan International Ports Corporation, LTD (TIPC) on March, 2012. Although the TIPC has been reformed, the members are still in the alternation stage with the old employees and new comers. While the senior staff, who are public servants gradually retire, the new hired employees still need some time to adapt the new environment. In consequence, the work force is getting aging and discrepancy that will result in serious managerial problems to the organization. How to effectively cultivate the work environment that allows the newcomers having senior staff experiences, develops the middle level cadres of managers, and establishes the mechanism to integrate resources is very critical issues. It must be addressed squarely by the TIPC. Focusing on the four variables of the organizational culture, organizational socialization, organizational commitment, and the turnover intention, this study examines the relationship among the four variables. The findings provide managerial implications for TIPC to implement human resource management and preventing employees from leaving their jobs. The purpose of this study is to explore the associations among organizational culture, organizational socialization, organizational commitment, turnover intention, and the moderation effect of newcomer and senior staff. The participants of this study were employees of TIPC. The total valid sample size was 280. Using SPSS21 and AMOS 21 the data was analyzed by the descriptive statistics analysis, t test, one-way ANOVA, Reliability Analysis and Validity Analysis, Pearson product-moment correlation, Confirmatory Factor Analysis (CFA), and Multiple Hierarchical Regression Analysis. Based upon the hierarchical regression analysis, the findings were as follows: First, organizational socialization has negatively relationship with turnover intention but no significance. Second, for relationships among the three different types of organizational culture and turnover intention, only innovative culture has positive and significant impact on turnover intention. While bureaucratic culture and supportive culture have negative directions with turnover intention, neither of them show significant magnitudes with the outcome variable. But compared to previous research on the impact of organizational culture and turnover intention, the findings demonstrate the opposite direction. Third, organizational commitment has a negative and significant relationship with turnover intention. Four, the turnover intention of newcomer is indeed higher than senior staff. Finally, there is a moderation effect for newcomers and senior staff to the relationships among organizational socialization, bureaucratic culture, innovative culture, supportive culture and turnover intention. But newcomers and senior staff couldn’t moderate the relationship between organizational commitment and turnover intention. From the empirical results of this study, three conclusions are drawn. First, the members of the company have different opinions on the type of organizational culture that is different from previous studies. From this point of view, the TIPC needs to contemplate how to develop and strengthen the overall impression of members on the organization. Second, as a whole, newcomers and senior staff have a high level of organizational commitment to the company. The result indicates that when members can recognize more about the organizational values, business models, and relationships with their cohorts, the less likely that they will leave the company. In other words, employees can stay longer and contribute more for the company.. Third, when it comes to organizational socialization, institution-based culture, innovative culture, and supportive culture, those newcomers are less likely to leave their jobs than senior staff. Our suggestions of this study are as below: 1. TIPC should pay more attention to the issue of newcomers’ and senior staff’s turnover intention and consider the important influence of organizational culture, organizational socialization and organizational commitment. 2. In terms of this study, we look forward to providing enterprises with a reference of how to focus on different types of personnel category (e.g., newcomers vs. senior staff) about the problem of turnover intention. The differences between the two types of personnel category regarding their turnover intention are based on different organizational culture patterns, strategies and plans for organizing socialization. TIPC should also think about how to enhance the organizational commitment of their members, and design relevant strategies to make its strategic plan more comprehensive.

Community-based Open Source Software (OSS) projects are generally self-organized and dynamic, receiving contributions from volunteers spread across the globe. These communities survival, long-term success, and continuity demand a constant influx of newcomers. However, newcomers face many barriers when making their first contribution to an OSS project, leading in many cases to dropouts. Therefore, a major challenge for OSS projects is to provide ways to support newcomers during their first contribution. In this thesis, our goal was to identify and understand the barriers newcomers face and provide appropriate strategies to lower these barriers. Toward this end, we conducted multiple studies, using multiple research methods. To identify the barriers, we used data collected from: semi-structured interviews with 35 developers from 13 different projects; 24 answers to an open questionnaire conducted with OSS developers; feedback from 9 graduate and undergraduate students after they tried to join OSS projects; and 20 primary studies gathered via a systematic literature review. The data was analyzed using Grounded Theory procedures: namely, open and axial coding. Subsequently, the analysis resulted in a preliminary conceptual model composed of 58 barriers grouped into six categories: cultural differences, newcomers characteristics, reception issues, newcomers orientation, technical hurdles, and documentation problems. Based on the conceptual model, we developed FLOSScoach, a portal to support newcomers making their first OSS project contribution. To assess the portal, we conducted a study with undergraduate students, relying on qualitative data from diaries, self-efficacy questionnaires, and the Technology Acceptance Model. By applying the model to a practical application and assessing it, we could evaluate and improve the barriers model, changing it according to improvements identified during the conception of the tool, as well as suggestions received from the study participants. The FLOSScoach study results indicate that the portal played an important role guiding newcomers and lowering barriers related to the orientation and contribution process, whereas it was inefficient in lowering technical barriers. We also found that the portal is useful, easy to use, and increased newcomers confidence to contribute. The main contributions of this thesis are: (i) empirical identification and modeling of barriers faced by OSS project newcomers; and (ii) a portal providing information to support OSS project newcomers. / Projetos de software livre baseados em comunidade são, geralmente, auto-organizados e dinâmicos, e recebem contribuições de voluntários espalhados por todo o globo. A sobrevivência dessas comunidades, o sucesso a longo prazo, e sua continuidade exigem a entrada constante de novatos. No entanto, os novatos enfrentam muitas barreiras ao tentarem fazer a sua primeira contribuição para um projeto de software livre, o que leva, em muitos casos, a desistências. Portanto, um grande desafio para projetos de software livre é proporcionar maneiras de apoiar os novatos durante a realização de sua primeira contribuição. Nesta tese, nosso objetivo foi identificar e compreender as barreiras que os novatos enfrentam e fornecer estratégias adequadas para reduzir essas barreiras. Para isso, realizamos diversos estudos, utilizando vários métodos de pesquisa. Para identificar as barreiras, foram utilizados dados coletados a partir de: entrevistas semiestruturadas com 36 desenvolvedores de 14 projetos diferentes; 24 respostas a um questionário aberto realizado com desenvolvedores de software livre; feedback de 9 estudantes depois de tentarem contribuir para projetos de software livre; e 20 estudos obtidos por meio de uma revisão sistemática da literatura. Os dados foram analisados utilizando-se procedimentos da Grounded Theory: codificação aberta e axial. Posteriormente, a análise resultou em um modelo conceitual preliminar composto por 58 barreiras agrupadas em seis categorias: diferenças culturais, características dos novatos, problemas de recepção, orientação dos novatos, obstáculos técnicos, e problemas de documentação. Com base no modelo conceitual, desenvolvemos o FLOSScoach, um portal para apoiar os novatos no curso de sua primeira contribuição a projetos de software livre. Para avaliar o portal, realizamos um estudo com alunos de graduação, utilizando dados qualitativos de diários, questionários de autoeficácia (self-efficacy), e o modelo de aceitação tecnológica (TAM, do inglês Technology Acceptance Model). Ao aplicar o modelo em uma aplicação prática e experimentá-lo, pudemos avaliar e melhorar o modelo de barreiras, adequando-o de acordo com as melhorias identificadas durante a concepção da ferramenta, bem como sugestões recebidas dos participantes do estudo. Os resultados do estudo indicam que o portal FLOSScoach desempenhou um papel importante no direcionamento dos novatos e na redução das barreiras relacionadas com o processo de orientação e contribuição, enquanto não foi muito eficiente na redução de barreiras técnicas. Evidenciamos ainda que o portal é útil, fácil de usar, e aumentou a confiança dos novatos. As principais contribuições desta tese são: (i) identificação empírica e modelagem de barreiras enfrentadas pelos novatos em projetos de software livre; e (ii) um portal de informação para apoiar os novatos em projetos de software livre.

In recent years Sweden has witnessed an increasing number of newcomers into its schools from an array of sociocultural and ethnic backgrounds. Rather than see this as a ‘burden’, this case study looks at ways teachers can embrace diversity, build upon students' prior knowledge and experiences and challenge traditional notions of how knowledge is produced in the classroom. Drawing on multicultural and critical pedagogies, 11 class teachers across four subject disciplines and working at 2 different schools, in a provincial town in the south of Sweden, were asked about their pedagogical practices teaching in mainstream classrooms with students of different ethnic backgrounds. The analysis focuses on whether the teachers are able to create spaces for inclusive learning. Findings suggest that while aspiring to a participatory model of teaching which welcomes students’ views and experiences newcomers are largely excluded from such practice further cementing their marginalised status. Furthermore, in navigating dominant discourse around race, ethnicity and cultural diversity teachers, for the most part, end up reproducing stereotypes or rely on common sense understandings of otherness which do not change the status quo. However, some of the teachers’ pedagogical practices demonstrate ways of moving beyond normative practice towards a more critical approach by providing students with alternative ways of knowing that aim to challenge stereotypes, avoid generalisations and disrupt the Western/Eurocentric ideal of the universality of truth.

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En raison de certaines barrières structurelles d’accès à l’emploi qu’elles rencontrent, plusieurs personnes immigrantes nouvellement arrivées sont reléguées vers les emplois faiblement rémunérés et dits « peu qualifiés ». Dans le prolongement de ces dynamiques, des études montrent que les personnes issues de l’immigration sont surreprésentées au sein des plateformes numériques de travail, une forme d’emploi précaire en raison notamment des faibles salaires octroyés et de l’imposition d’un statut de travailleur autonome limitant l’accès à différents régimes de protections sociales. Malgré ce constat, peu d’études québécoises et canadiennes ont exploré le lien entre l’intégration socioprofessionnelle des personnes immigrantes et le travail de plateformes. À partir d’entretiens semi-dirigés réalisés auprès de 17 travailleur·euse·s de plateformes numériques de livraison de nourriture, ce mémoire s’interroge sur la place qu’occupent ces plateformes dans le parcours d’intégration socioprofessionnelle des nouveaux·elles arrivant·e·s au Québec. Les résultats de cette enquête exploratoire portent à adopter un regard nuancé sur la situation des personnes immigrantes nouvellement arrivées et travailleur·se·s de plateformes. Malgré leur haut niveau de diplomation et leurs expériences de travail antérieures, la majorité des participant·e·s n’était pas parvenue à occuper un emploi correspondant à leurs qualifications et à leurs attentes dans les mois et les années suivant leur arrivée au Québec. Avant de travailler sur les plateformes, ils et elles s’étaient d’abord tourné·e·s vers le travail salarié déqualifiant, faiblement rémunéré et qui les exposait à plusieurs contraintes de travail. En dépit des conditions de travail précaires offertes et des nombreuses insatisfactions exprimées par les participant·e·s, les plateformes numériques de travail représentent néanmoins une alternative avantageuse puisqu’elles s’accompagnent parfois d’une meilleure rémunération, d’un moindre effort physique, ainsi que d’un plus grand contrôle sur les heures et horaires de travail. Pour l’ensemble des participant·e·s, le travail de plateforme constitue une activité temporaire et s’inscrit plus largement dans des projets professionnels et migratoires – dans le cas des résident·e·s temporaires -, mais aussi dans un contexte marqué par la pandémie de COVID-19. Le passage au travail de plateforme constitue une forme de stratégie mobilisée par les participant·e·s pour surmonter les différentes contraintes – économiques, conciliation des sphères de vie, statut migratoire restrictif - rencontrées dans le cadre de leur parcours d’intégration socioprofessionnelle et faciliter le passage à une situation favorable. / Due to certain structural barriers to accessing employment, many newly arrived immigrants are relegated to low-paying, so-called "low-skilled" jobs. As an extension of these dynamics, studies show that people of immigrant background are overrepresented in digital work platforms, a form of precarious employment due in particular to the low wages paid and the imposition of a self-employed status that limits access to various social protection schemes. Despite this observation, few Quebec and Canadian studies have explored the link between the socio-professional integration of immigrants and digital platforms. Based on semi-structured interviews with 17 workers of digital food delivery platforms, this thesis examines the role of these platforms in the socio-professional integration of newcomers to Quebec. The results of this exploratory study suggest a nuanced view of the situation of newly arrived immigrants and platform workers. Despite their high level of education and previous work experience, the majority of participants had not managed to find a job that matched their qualifications and expectations in the months and years following their arrival in Quebec. Before working on the platforms, they had first turned to low-skill, low-paying salaried work that exposed them to several work constraints. Despite the precarious working conditions offered and the many dissatisfactions voiced by the participants, digital work platforms nevertheless represent an advantageous alternative since they are sometimes accompanied with better pay, less physical effort, and greater control over working hours and schedules. For all the participants, platform work is a temporary activity and is part of their professional and migratory projects - in the case of temporary residents - but also in a context marked by the COVID-19 pandemic. The transition to platform work constitutes a form of strategy mobilized by the participants to overcome the various constraints - economic, reconciliation of spheres of life, restrictive migratory status - encountered in the course of their socio-professional integration and to facilitate the transition to a favorable situation.

Mobilité, désir d’accéder à une meilleure qualité de vie, attraction de la campagne s’accélèrent depuis une trentaine d’années au Québec, comme ailleurs en occident. La campagne et les usages que l’on en fait se diversifient et se complexifient, à l’instar des populations qui l’habitent. Dans ce contexte, cette thèse se penche sur l’expérience géographique de la campagne, en tant qu’espace social. Elle met en lumière l’expérience géographique des ruraux, plus particulièrement les modalités de leur rencontre dans divers lieux qui marquent leur quotidien. Le matériel empirique de la thèse consiste surtout en des témoignages recueillis lors d’entrevues qualitatives menées auprès de nouveaux résidents et des ruraux de longue date dans deux municipalités régionales de comté (MRC) contrastées au Québec : Brome-Missisquoi et Arthabaska. La démarche privilégiée et les principales contributions qui en découlent se déclinent en trois temps. D’abord, une comparaison directe des deux populations rurales étudiées fait ressortir que leurs pratiques de mobilité et leurs sens des lieux se rejoignent dans une certaine mesure, mais affichent aussi des différences. Par exemple, elles partagent toutes deux un sentiment d’appartenance marqué à leur milieu de vie, mais pas nécessairement avec la même intensité et pour les mêmes raisons. En outre, leurs pratiques d’engagement local convergent, favorisées par un même désir de contribuer au bien-être de leur milieu. La thèse démontre aussi que certains lieux de sociabilité rapprochent ces deux groupes au quotidien, quoique subsistent des tensions notamment liées à leurs origines rurale ou urbaine, leur classe sociale, leurs expériences antérieures des lieux, la durée vécue dans leur milieu de vie, leur historique familial, leurs représentations et usages de la campagne... Se décèle aussi un effet de milieu entre les deux MRC à cet égard. Dans l’ensemble, leur rencontre s’avère timide et surtout réservée à l’espace public. Enfin, en se basant sur leurs représentations de l’avenir, la thèse illustre que l’espace de leur rencontre représente un espace d’opportunités pour le dialogue sur la campagne, bien que celui-ci ne se produise pas sans affrontements et heurts. Ainsi, au-delà du binarisme traditionnel et antagonique lié aux statuts de « nouveaux » et « anciens » ruraux, l’espace de rencontre, celui à l’intérieur duquel s’opèrent à la fois tensions, négociations, compromis et nouvelles alliances, participe à construire la nouvelle ruralité contemporaine.