Introdução – A regulamentação e a fiscalização da segurança e saúde no trabalho [SST] têm sido os principais instrumentos de Estado para promover a melhoria dos ambientes e condições de trabalho. Nesta tese, argumenta-se que a combinação desses instrumentos com o uso de incentivos governamentais pode ser mais eficaz para promover tal melhoria. Neste contexto, a questão que direcionou a pesquisa foi: “Quais incentivos governamentais, se implementados, seriam os mais promissores para influenciar a alta administração das organizações na melhoria do desempenho da segurança e saúde no trabalho?". Na busca de respostas, foram entrevistados membros da alta administração de companhias que operam terminais marítimos para granéis líquidos. Objetivo - Explorar possibilidades no uso de incentivos governamentais para promoção da segurança e saúde no trabalho. Metodologia - Foram entrevistados membros da alta administração de cinco companhias, os quais representam onze terminais em operação no país. Utilizou-se um questionário contendo quarenta e três questões que permitiu coletar informações sobre seis tipos de incentivos, quais sejam: a flexibilização das alíquotas de recolhimento do seguro acidente do trabalho, a flexibilização das ocorrências das fiscalizações programadas dos ambientes e condições de trabalho, o reconhecimento público em SST, a publicidade negativa em SST, a publicidade de dados comparativos do desempenho da SST entre organizações do mesmo segmento e o estabelecimento de requisitos de SST nas licitações públicas. Resultados e conclusão - Os seis tipos de incentivos estudados têm potencial para exercerem influência nas decisões de membros da alta administração dos terminais, com exceção do incentivo na forma de estabelecimento de requisitos de SST nas licitações públicas, pois tais terminais não possuem relações comerciais com o governo. Os incentivos na forma de flexibilização das alíquotas de recolhimento do seguro acidente do trabalho e na forma de flexibilização das ocorrências de fiscalização dos ambientes e condições de trabalho foram apontados como os mais promissores para promoverem a melhoria do desempenho da segurança e saúde no trabalho. / Introduction. Occupational health and safety [OHS] regulations and inspections are the main instruments of government used to promote the improvement of working environments and conditions of work. In this thesis it is argued that the combination of these instruments with governmental incentives is likely to be more effective in improving the OHS performance of companies. In this context, the research question addressed was: "Which governmental incentives, if implemented, would be most effective in influencing senior managers to promote the improvement of occupational health and safety performance?". This was assessed through interviews with senior managers of bulk liquid terminal companies operating in Brazil. Objective. To explore the possibility of using governmental incentives to promote improvement of occupational health and safety performance. Methodology. Interviews were held with senior managers of five companies, representing eleven terminals in the country. A forty-three-point questionnaire was used to collect data on the likely effect of six potential incentives. These six incentives were flexibility on premium rates for occupational accident insurance, flexibility on the frequency of programmed health and safety inspections, public recognition of OHS, negative publicity on OHS, comparison of OHS performance between companies in the same business sector, and the establishment of OHS requirements for public procurement. Results and conclusion. The incentives studied were all found to have the potential to influence the decisions of senior management. However, one of the incentives, the establishment of OHS requirements for public procurement, was not found to be suitable to the particular group of companies that the fieldwork focused on. This is because bulk liquid terminals do not have commercial relationships with the Brazilian government. Two incentives were found to have particular potential to promote improvement of OHS performance. The first was to allow for flexibility on premium rates for occupational accident insurance. The second was to allow for flexibility on the frequency of programmed health and safety inspections.

by Au Oi-Ning, Wong Wai-Man. / Thesis (M.B.A.)--Chinese University of Hong Kong, 1997. / Includes bibliographical references (leaves 51-55). / ABSTRACT --- p.ii / TABLE OF CONTENTS --- p.iii / ACKNOWLEDGEMENT --- p.v / Chapter / Chapter I. --- INTRODUCTION --- p.1 / Chapter II. --- TRANSACTIONAL AND TRANSFORMATIONAL LEADERSHIP --- p.3 / Chapter III. --- LITERATURE REVIEW --- p.9 / Contingent Rewards --- p.9 / Management By Exception --- p.11 / Charisma --- p.13 / Inspiration --- p.15 / Intellectual Stimulation --- p.15 / Individualised Consideration --- p.16 / Chapter IV. --- OBJECTIVES --- p.21 / Chapter V. --- METHODOLOGY --- p.22 / The Sample --- p.22 / Measurement --- p.23 / Analysis Procedures --- p.25 / Chapter VI. --- RESULTS AND ANALYSIS --- p.26 / Findings on Satisfaction and Leadership --- p.26 / Discussion --- p.28 / Charisma --- p.28 / Individualised Consideration --- p.29 / Findings on Perceived Effectiveness and Leadership --- p.31 / Discussion --- p.33 / Charisma --- p.33 / Contingent Rewards --- p.34 / Chapter VII. --- IMPLICATIONS --- p.35 / Chapter VIII. --- SCOPE FOR FURTHER STUDY --- p.37 / APPENDICES --- p.39 / BIBLIOGRAPHY --- p.51

Afin de favoriser l’utilisation des connaissances issues de la recherche en éducation, le Centre de transfert pour la réussite éducative du Québec et l’Équipe RENARD de recherche en transfert de connaissances ont souhaité habiliter certains acteurs du milieu de l’éducation à jouer le rôle d’agents facilitateurs dans leur milieu. Pour ce faire, ils ont développé et implanté, dans le cadre d’un projet-pilote le Référentiel d’agir compétent à l’intégration de connaissances favorables à la réussite éducative des jeunes du Québec. La présente thèse répond à trois objectifs : 1) présenter et analyser la démarche d’élaboration de cet outil; 2) présenter et analyser la théorie de programme du projet-pilote de mise en oeuvre de l’outil et finalement 3) présenter les résultats de l’évaluation des processus et des mécanismes de changement de ce projet-pilote. Pour ce faire, une méthodologie qualitative est utilisée, s’inspirant de l’approche intégrative d’évaluation des processus et des effets fondée sur la théorie de programme (Chen, 2015). Le premier article de la thèse permet de présenter la démarche d’élaboration de l’outil et de constater que celle-ci est conforme à la plupart des bonnes pratiques en la matière. Le deuxième article de la thèse présente les composantes du modèle d’action et celles de modèle de changement du projet-pilote. Cet article permet, en analysant les composantes de ces modèles en regard des écrits scientifiques pertinents, d’établir que la théorie de programme du projet-pilote est plausible, c’est-à-dire qu’il est possible de croire que la mise en oeuvre de ce projet peut mener aux déclenchements des mécanismes de changement et à l’obtention des effets prévus. Finalement, le troisième article démontre que le projet a eu une influence sur les perceptions des participants quant à leurs rôles dans le processus menant à l’utilisation des connaissances issues de la recherche et que ceux-ci ont réussi, dans une certaine mesure, à mettre en pratique dans leur milieu les ressources acquises dans le cadre du projet. Ce dernier article présente aussi une analyse des composantes du projet qui ont favorisé ou entravé l’obtention de ces résultats. / To foster research knowledge utilization, the Centre de transfert pour la réussite éducative du Québec and the Équipe RENARD de recherche sur le transfert des connaissances wished to empower school practitionners to play the role of intermediate agents. To do so, they developped and implemented a competency model : the Référentiel d’agir compétent à l’intégration de connaissances favorables à la réussite éducative des jeunes du Québec. This thesis has three objectives : 1) present and analyze the program theory of this competency model’s elaboration process; 2) present and analyze the program theory of the implementation of this competency model and 3) present the results of the evaluation of the process and mecanism of the project. In order to achieve these objectives, a qualitative methodology has been used, based on the Integrative process/outcome evaluation approach described by Chen (2015). The first article of the thesis present the competency model’s elaboration process and analyze this process comparing it with the best practices in the field. The second article present the components of the action model and those of the change model. In comparing the action and change model’s components with the litterature, the second article demonstrate that the program theory of the project is plausible. The third and last article of the thesis shows that the project has had an influence on the way the participants perceive there role in fostering knowledge utilization. This article also reveals that the participants have been able, to some extent, to utilize in their practice the ressources they acquired in the project. Finally, this article also present an analyze of the components that have helped or hindered the achievements of the project.

Introdução – A regulamentação e a fiscalização da segurança e saúde no trabalho [SST] têm sido os principais instrumentos de Estado para promover a melhoria dos ambientes e condições de trabalho. Nesta tese, argumenta-se que a combinação desses instrumentos com o uso de incentivos governamentais pode ser mais eficaz para promover tal melhoria. Neste contexto, a questão que direcionou a pesquisa foi: “Quais incentivos governamentais, se implementados, seriam os mais promissores para influenciar a alta administração das organizações na melhoria do desempenho da segurança e saúde no trabalho?”. Na busca de respostas, foram entrevistados membros da alta administração de companhias que operam terminais marítimos para granéis líquidos. Objetivo - Explorar possibilidades no uso de incentivos governamentais para promoção da segurança e saúde no trabalho. Metodologia - Foram entrevistados membros da alta administração de cinco companhias, os quais representam onze terminais em operação no país. Utilizou-se um questionário contendo quarenta e três questões que permitiu coletar informações sobre seis tipos de incentivos, quais sejam: a flexibilização das alíquotas de recolhimento do seguro acidente do trabalho, a flexibilização das ocorrências das fiscalizações programadas dos ambientes e condições de trabalho, o reconhecimento público em SST, a publicidade negativa em SST, a publicidade de dados comparativos do desempenho da SST entre organizações do mesmo segmento e o estabelecimento de requisitos de SST nas licitações públicas. Resultados e conclusão - Os seis tipos de incentivos estudados têm potencial para exercerem influência nas decisões de membros da alta administração dos terminais, com exceção do incentivo na forma de estabelecimento de requisitos de SST nas licitações públicas, pois tais terminais não possuem relações comerciais com o governo. Os incentivos na forma de flexibilização das alíquotas de recolhimento do seguro acidente do trabalho e na forma de flexibilização das ocorrências de fiscalização dos ambientes e condições de trabalho foram apontados como os mais promissores para promoverem a melhoria do desempenho da segurança e saúde no trabalho. / Introduction. Occupational health and safety [OHS] regulations and inspections are the main instruments of government used to promote the improvement of working environments and conditions of work. In this thesis it is argued that the combination of these instruments with governmental incentives is likely to be more effective in improving the OHS performance of companies. In this context, the research question addressed was: "Which governmental incentives, if implemented, would be most effective in influencing senior managers to promote the improvement of occupational health and safety performance?". This was assessed through interviews with senior managers of bulk liquid terminal companies operating in Brazil. Objective. To explore the possibility of using governmental incentives to promote improvement of occupational health and safety performance. Methodology. Interviews were held with senior managers of five companies, representing eleven terminals in the country. A forty-three-point questionnaire was used to collect data on the likely effect of six potential incentives. These six incentives were flexibility on premium rates for occupational accident insurance, flexibility on the frequency of programmed health and safety inspections, public recognition of OHS, negative publicity on OHS, comparison of OHS performance between companies in the same business sector, and the establishment of OHS requirements for public procurement. Results and conclusion. The incentives studied were all found to have the potential to influence the decisions of senior management. However, one of the incentives, the establishment of OHS requirements for public procurement, was not found to be suitable to the particular group of companies that the fieldwork focused on. This is because bulk liquid terminals do not have commercial relationships with the Brazilian government. Two incentives were found to have particular potential to promote improvement of OHS performance. The first was to allow for flexibility on premium rates for occupational accident insurance. The second was to allow for flexibility on the frequency of programmed health and safety inspections.

Organizational Citizenship Behavior (OCB) is defined as employee behavior that benefits others yet is not required by the employee’s job description. OCB can be divided into two categories: behavior that is either directed toward individuals (OCBI) or behavior that is directed toward the organization (OCBO). Researchers have posited that there are three different motives behind OCB: impression management, prosocial values, and organizational concern. Additionally, researchers have recognized the importance of coworker relationships within organizations and have suggested that the degree to which one likes his or her coworkers may serve as an additional source of motivation to engage in different types of OCB. This research consisted of two studies investigating the effect of motive and coworker liking on intention to engage in OCBO and OCBI. Participants in both studies read a vignette manipulating motive and degree of coworker liking. The second study incorporated two additional items in the manipulation check to increase the saliency of the coworker liking manipulation. In both Study 1 and Study 2 participants were more likely to engage in OCBO than in OCBI. Both studies failed to support the hypotheses that either motive or degree of liking would predict the type of OCB performed.

Depuis que le concept d’habilitation (empowerment) a été introduit dans le monde du travail, il est rapidement devenu à la mode dû à ses bénéfices anticipés à la fois pour les organisations et pour les travailleurs. Toutefois, bien que l’état d’habilitation psychologique des travailleurs ainsi que ses déterminants soient bien documentés (Seibert, Wang, & Courtright, 2011), il existe peu d’outils pour évaluer de façon comportementale l’habilitation des travailleurs (Boudrias & Savoie, 2006). Cette réalité nuit aux organisations qui tentent de mettre en place des programmes d’habilitation des employés et qui souhaitent en mesurer leurs effets comportementaux. En 2006, Boudrias et Savoie ont amorcé le travail pour pallier cette lacune en créant un cadre conceptuel de l’habilitation comportementale au travail composé de deux approches distinctes, soit l’approche émergente (comportements discrétionnaires) et l’approche structurelle (implication dans la gestion du travail) et en validant un premier questionnaire permettant de mesurer l’approche émergente. La présente thèse vise à poursuivre le travail amorcé, en instrumentant la seconde approche et en poursuivant la validation du concept d’habilitation comportementale. Plus spécifiquement, la thèse vise à : a) valider un questionnaire qui mesure l’implication des employés dans la gestion de leur travail, en deux versions, à savoir une version auto-rapportée ainsi qu’une version destinée au supérieur hiérarchique; b) établir la structure factorielle de l’habilitation comportementale à l’aide des deux approches opérationnalisées; c) vérifier la spécificité du construit d’habilitation comportementale par rapport à d’autres mesures connexes (p.ex. comportements de citoyenneté organisationnelle, comportements d’innovation, comportements d’auto-leadership et d’autogestion), et d) vérifier un modèle structurel incluant trois déterminants de l’environnement de travail, à savoir le style de supervision, le soutien des collègues et la latitude décisionnelle, comme prédicteur de l’habilitation individuelle au travail, évaluée à l’aide d’une mesure d’habilitation psychologique et des mesures des deux approches d’habilitation comportementale. Pour ce faire, trois études distinctes ont été réalisées auprès de travailleurs variés et quatre échantillons ont été constitués dont trois comprenant uniquement des données auto-rapportées (N = 274, 104, 249) et un quatrième incluant aussi des données rapportées par le supérieur (N = 151). Les résultats des analyses factorielles confirmatoires démontrent que la structure de l’instrument d’implication dans la gestion ainsi que celle de l’habilitation comportementale composée des deux approches sont constantes d’un échantillon à l’autre et dans ses deux versions. De plus, les propriétés métriques du questionnaire validé sont satisfaisantes. D’autre part, les résultats des analyses corrélationnelles indiquent que les mesures d’habilitation comportementale présentent une validité discriminante par rapport à des mesures d’autres construits connexes. Enfin, les analyses acheminatoires pour vérifier le modèle structurel anticipé indiquent que l’habilitation psychologique agit comme variable médiatrice dans les relations entre, d’une part, la latitude décisionnelle et les pratiques de gestion des supérieurs, et, d’autre part, les deux approches d’habilitation comportementale. Le soutien des collègues, de son côté, n’est pas relié à l’habilitation des travailleurs. / Since the concept of empowerment was introduced in the world of work, it quickly became fashionable due to its anticipated benefits for the organizations and the workers. However, although the state of psychological empowerment of workers, as well as its antecedents, are well documented (Seibert, Wang, & Courtright, 2011), there are few tools to assess behavioral empowerment. This reality undermines the efforts of organizations trying to implement employee empowerment programs and of those that wish to measure their behavioral effects. In 2006, Boudrias and Savoie began the work to address this gap by creating a framework of behavioral empowerment at work that consists of two distinct approaches, namely the “emerging approach” (discretionary behaviors) and the “structural approach” (involvement in work management). They also created the first questionnaire enabled to measure the emergent approach (Boudrias & Savoie, 2006). This thesis aims to pursue their work by creating a questionnaire to measure the second approach and by continuing validation of the concept of behavioral empowerment. More specifically, this thesis aims to: a) validate a questionnaire to measure employee involvement in managing their work in two versions, namely a self-reported version and one version for superior; b) establish the factorial structure of behavioral empowerment using the two approaches; c) verify the specificity of the construct of behavioral empowerment by comparing it to other related measures (e.g., organizational citizenship behaviors, innovation behaviors, self-leadership and self-management behaviors), and d) verify a structural model including three determinants of the work environment, namely the style of supervision, peer support and decision latitude, as predictor of individual work empowerment, measured using a scale of psychological empowerment and scales for both behavioral empowerment approaches. To do this, three separate studies were conducted with various workers and four samples were formed: three samples containing only self-reported data (N = 274, 104, 249) and a fourth sample that also includes data reported by the supervisors (N = 151). The result of confirmatory factor analyzes show that the structures of the scale of involvement in the management of work as well as the behavioral empowerment scale are consistent from sample to sample and in both versions. In addition, the psychometric properties of the scales are satisfactory. On the other hand, the results of the correlational analyzes indicate that measures of behavioral empowerment have discriminant validity in relation to measures of some related constructs. Finally, the results of path analyzes used to verify the anticipated structural model indicate that psychological empowerment acts as a mediating variable in the relationship between, on the one hand, decision latitude and superior management practices and, on the other hand, two approaches to behavioral empowerment. Meanwhile, peer support is not related to workers empowerment.

Certaines études récentes confirment que les tests de personnalité sont largement utilisés à des fins de sélection dans les organisations nord-américaines et que leur fréquence d’utilisation continue de croître (Boudrias, Pettersen, Longpré, & Plunier, 2008; Rothstein & Goffin, 2006). Or, les résultats des recherches portant sur le lien prévisionnel entre la personnalité et le rendement global au travail sont peu convaincants (Morgeson et al., 2007b; Murphy & Dzieweczynski, 2005). La présente thèse vise à vérifier si une amélioration des liens prédictifs entre la personnalité et le rendement au travail pourrait être obtenue en modifiant la façon d’opérationnaliser les variables prévisionnelles issues des inventaires de personnalité et en précisant les critères à prédire de manière à les rendre plus spécifiques et mieux arrimés. Pour ce faire, la capacité prévisionnelle d’une approche centrée sur le critère, c’est-à-dire l’utilisation de composites de traits de personnalité, est comparée à l’approche traditionnelle centrée sur le prédicteur, dans ce cas-ci, les cinq grands facteurs de personnalité (Big Five). D’autre part, le rendement au travail est opérationnalisé sous l’angle des compétences en emploi, ce qui permet d’en différencier les dimensions et d’augmenter la spécificité des critères. Des hypothèses précisant les facteurs de personnalité qui devraient permettre de prédire chacune des compétences évaluées sont testées. De plus, des hypothèses précisant les traits de personnalité servant à créer les variables composites sont aussi testées. Finalement, une hypothèse portant sur la comparaison de la puissance prévisionnelle des deux approches est mise à l’épreuve. L’échantillon de la recherche est composé de 225 employés occupant divers emplois au sein d’une grande organisation québécoise. Ils ont complété un inventaire de personnalité au travail dans le cadre des processus de sélection de l’organisation. Leur supérieur immédiat a effectué une évaluation de leurs compétences et de leur rendement au moins six (6) mois après leur embauche. Les résultats démontrent que la maîtrise des compétences est mieux prédite par une approche centrée sur le prédicteur (c’est-à-dire les Big Five) que par une approche centrée sur le critère (c’est-à-dire les variables composites). En effet, seules trois hypothèses portant sur le lien entre certains facteurs de personnalité et les compétences se sont avérées partiellement soutenues. Les résultats d’analyses statistiques supplémentaires, réalisées a posteriori afin de mieux comprendre les résultats, laissent supposer la présence de variables modératrices, dont, notamment, les caractéristiques situationnelles. En somme, il nous semble plus probable d’arriver, dans le futur, à trouver une méthode structurée de création des variables composites qui permettrait d’obtenir des liens prévisionnels plus puissants que de découvrir des variables composites qui seraient elles-mêmes généralisables à tous les emplois et à toutes les organisations. Par ailleurs, nous encourageons les praticiens à porter attention à la façon d’utiliser les données de personnalité. Pour le moment, il semble que les facteurs de personnalité permettent de prédire, en partie, le rendement futur en emploi. Or, les preuves empiriques concernant l’efficacité d’autres approches demeurent relativement rares et, surtout, insuffisantes pour guider fidèlement les praticiens à travers les choix nécessaires à leur utilisation. / Recent studies confirm that personality tests are widely used for selection in North American organizations and that their frequency of use continues to grow (Boudrias, Pettersen, Longpre & Plunier 2008; Rothstein & Goffin, 2006 ). However, research shows that the predictive relationship between personality and overall job performance is generally weak and that it remains similar to the initial results on the subject (Morgeson et al, 2007b;. Dzieweczynski & Murphy, 2005). This thesis aims to determine whether an improvement in the predictive relationship between personality and job performance could be achieved by modifying the way data obtained from personality inventories is used and by specifying the criteria to predict. To do so, the predictive ability of an approach centered on the criterion, that is to say, the use of compound variables of personality, is compared with the traditional approach centered on the predictor, in this case, the five factors (Big five). Moreover, job performance is operationalized in terms of job competencies, which makes it possible to differentiate the criteria and to increase its specificity. Hypotheses specifying the personality factors that should predict each competency are tested. In addition, hypotheses specifying the personality traits used to create the compound variables are also tested. Finally, a hypothesis comparing the predictive power of the two approaches is tested. The sample consisted of 225 employees occupying various jobs in a large Quebec organization. These employees have completed a work-contextualized personality inventory through the selection process of the organization. Their immediate supervisor conducted an assessment of their competencies and of their performance at least six (6) months after being hired. Thus, the design of this research is predictive and the method used is based on a confirmatory strategy, which is similar to the normal practices of testing used by industrial and organizational psychologists. Results indicate that the competencies are better predicted by a predictor-centered approach. Indeed, only three hypotheses pertaining to the relationship between personality factors and competencies proved partially supported. The results of additional statistical analyzes, performed in order to better understand the initial results, suggest the presence of moderating variables, including, in particular, the situational characteristics. In conclusion, it seems, at this time, much more likely for researchers to find a structured method for creating compound variables that would provide stronger predictive relationship, than to discover new compound variables that would be predictive of performance in every job and every organization. In addition, we encourage practitioners to pay attention to the way they use personality data. For the moment, it seems that personality factors predict, in part, future job performance. However, empirical evidence on the effectiveness of alternative approaches is relatively rare, and insufficient to accurately guide practitioners through the choice necessary for their use.

Ce projet propose une nouvelle approche de la résilience en vue d’assurer le bien-être chez les enseignants. Les raisons qui nous amènent à un tel intérêt sont notamment le stress intense ressenti dans le corps professoral où la tâche est lourde et particulièrement difficile. Sera donc abordé au chapitre premier, le fait que l’environnement de travail, par ses caractéristiques, génère du stress et des effets néfastes. Par la suite, la résilience étant sollicitée pour retenir les travailleurs en poste, nous décrirons son historique, ce qui nous amènera à soulever une problématique d’importance, notamment le fait qu’elle ne soit pas nécessairement accompagnée d’un bien-être salutaire. En contrepartie, un des indicateurs du bien-être est la motivation autodéterminée. Nous détaillerons ces notions et verrons comment elles sont atteintes par les conditions mêmes de travail. Cette mise en contexte nous permettra, en chapitre deuxième, de concevoir la résilience sous un autre jour grâce à la mise en lien avec les motivations autodéterminées. S’y dessineront deux types importants, dans lesquels motivation et bien-être devraient différer sensiblement. Cela pourrait expliquer la raison d’un bien-être mitigé. Nous terminerons ce chapitre par nos hypothèses. Nous aborderons ensuite la vérification de la proposition de types de résilience sous-tendues par la motivation. Au chapitre troisième, la méthodologie décrira l’échantillon de 465 enseignants québécois du primaire et du secondaire, les différents questionnaires de résilience, motivation et bien-être aux fins de l’étude transversale. Le chapitre suivant traitera des résultats des ANOVA , MANOVA et ANOVA factorielles entreprises. Notamment, les différences statistiques de bien-être et de motivation seront détaillées, ainsi que la non interaction entre motivation et résilience. Les effets principaux de résilience à tous les niveaux de motivation seront décrits. Les résultats obtenus nous permettrons une discussion au chapitre cinquième avant de conclure qu’effectivement, des différences sont observables, que la résilience pourrait s’opérer en deux formes durant lesquelles les motivations et le bien-être sont différents. Il sera possible d’envisager la résilience non pas comme une caractéristique personnelle stable ou un résultat statique, mais comme un processus pouvant prendre différentes formes qu’il serait alors possible de promouvoir. En découle également une mise en garde contre le fait de penser qu’il n’est plus nécessaire d’agir auprès des personnes étiquetées de résilientes. Le soutien semble encore nécessaire pour soutenir un processus efficace. / This project proposes a new approach to resilience in order to ensure well-being among teachers. The reasons which lead us to such an interest include the intense stress experienced by teachers in their work due to the heavy and difficult workload. In Chapter 1 we will discuss the work environment and its characteristics, which generate stressors and adverse effects. We then turn to the concept of resilience which is sought for in the effort to retain workers. We describe its history which will lead into the important issue that resilience is not necessarily accompanied by healthy well-being. One indicator of well-being is self-determined motivation. We explore these concepts and see how they are affected by the conditions in the workplace. This background will allow us in Chapter 2 to develop the concept of resilience in a different way by bringing it into relation with self-determined motivation. We will distinguish between two important types of resilience in relation to which motivation and well-being should differ significantly. We will then examine the proposed types of resilience underpinned by motivation. In Chapter 3 we describe the methodology in a sample study of 465 primary and secondary school teachers including the questionnaires on resilience, motivation and well-being used in this transversal study. The following chapter will discuss the results of ANOVA, MANOVA and factorial ANOVA. In particular, statistical differences in well-being and motivation will be detailed as well as the non-interaction between motivation and resilience. Principal effects of resilience for all levels of motivation will be described. The results will show that resilience can occur in two types in which motivation and well being differ. It will be possible to consider resilience not as a static characteristic but as a process which can take different forms which can be promoted. It follows as well that one should not think that resilient people will never be in need of further intervention. Support remains necessary to ensure an efficient process.

L’objectif de la présente étude vise à déterminer les caractéristiques des entreprises et de leur main-d’œuvre qui adoptent un PAE. Cette pratique serait en effet distribuée inégalement entre les différentes entreprises du secteur privé au Canada. Les facteurs identifiés dans la littérature en lien avec la présence du PAE sont regroupés sous les caractéristiques de la main-d’œuvre, les caractéristiques organisationnelles ou les caractéristiques du marché du travail, de manière à faire ressortir leur valeur respective pour voir celle qui a le plus d’influence sur la présence du PAE. Pour chacun des facteurs, une hypothèse ou une proposition de recherche est formulée. Pour vérifier les hypothèses et les propositions de recherche, nous avons utilisé des données secondaires issues de l’Enquête sur le milieu de travail et les employés (EMTE), réalisée en 2005 par Statistique Canada. Nous avons principalement eu recours à la base de données des employeurs, mais à défaut d’y avoir toutes les variables importantes, celle des employés a aussi été utilisée en agrégeant les données à la moyenne échantillonnale par entreprise, et en les imputant à la composante des employeurs. Notre échantillon final se compose de 5630 établissements du secteur privé au Canada. Les résultats nous ont appris que les caractéristiques organisationnelles sont de meilleurs déterminants de la présence du PAE que les caractéristiques de la main-d’œuvre. Les PAE sont répartis de façon inégale entre les différentes entreprises au Canada. En effet, les entreprises qui adoptent un PAE ont souvent moins d’immigrants. Elles ont aussi plus de probabilité d’avoir une grande proportion d’employés ayant complété des études secondaires, et qui travaillent à temps plein. Les PAE sont de plus beaucoup plus présents dans les grandes entreprises qui sont syndiquées, et dont l’organisation du travail est plus flexible. Enfin, ce sont les entreprises du secteur primaire qui adoptent le plus de PAE. Les PAE ne couvrent alors qu’un secteur limité et privilégié de la main-d’œuvre puisque certains groupes, tels que les immigrants, y ont moins accès. Ainsi, les PAE bénéficient aux employés les plus avantagés financièrement, indiquant que ce sont surtout les plus « riches » qui accèdent aux meilleurs services de santé mentale et sociale. Mots clés : Programmes d’aide aux employés Caractéristiques de la main-d’œuvre Caractéristiques organisationnelles / This study aims to explore the links among the characteristics of firms and their workforce and the presence of an EAP. This practice should not be randomly distributed in firms operating in the private sector in Canada. In the literature, there are three factors that are identified to be related to the presence of an EAP : 1- workforce characteristics, 2- firm characteristics, and 3- labour market characteristics. This study search to evaluate the relative value of each factor in predicting the presence of an EAP. One hypothesis or one research proposal is made for each factor. In order to empirically test the hypotheses and the research proposals, secondary data from the Workplace and Employee Survey (WES) are used. This survey was conducted in 2005 by Statistics Canada. This survey collected data from employers and their employees. Almost all variables used in this study come from the employers’ database. The sample comprises 5,630 establishments operating in the private sector. Results show that organizational characteristics are better determinants of the presence of EAP than the characteristics of the workforce. EAPs are not randomly distributed in firms in Canada. Indeed, firms that adopt an EAP often have fewer immigrants. They are more likely to have a larger proportion of employees who have completed a high school level and working full time. EAPs are more likely to be found in larger companies that are unionized, and whose work organizations are more flexible. Compare to firms in the secondary and in the tertiary sectors, it is firms in the primary sector that are more likely to have adopted an EAP. Overall, the results of this study indicate that EAP are available only to the better off workers. These workers have access to the best social and mental services. Keywords: Employee Assistance Programs Characteristics of the workforce Organizational Characteristics

Ce mémoire a pour objet l’influence du groupe informel sur la relation entre le leadership transformationnel et le climat organisationnel. Dans un premier temps, nous examinerons la théorie sur le leadership transformationnel. Le lien entre ce style de leadership et le climat organisationnel est à l’étude, car il semble que ces deux variables sont liés aux perceptions qu’ont les employés de leur vécu en organisation. Les résultats de notre étude confirment effectivement cette première hypothèse. L’objectif central de notre recherche consiste à voir comment le groupe informel agit sur la relation entre le leadership transformationnel et le climat organisationnel. D’abord, nous nous intéresserons sur l’appartenance à un groupe informel comme variable modératrice de la relation entre nos deux autres variables. Par contre, les résultats des analyses présentés n’ont pas réussi à confirmer ce modèle. Ensuite, nous étudierons le groupe informel en tant que variable médiatrice, où le chemin entre le leadership transformationnel et le climat organisationnel serait plutôt indirecte. Nos analyses démontrent que nos trois variables sont corrélées entre-elles, mais qu’en contrôlant pour l’effet du leadership transformationnel, le groupe informel n’est plus lié au climat organisationnel. Nous sommes amenés à proposer que le leadership transformationnel contribue à un contexte organisationnel qui satisfait aux besoins des employés, de sorte que le soutien social fourni par le groupe informel ne comble pas un manque. Ceci viendrait nuancer la dynamique à l’intérieur d’un groupe informel par rapport à ce qu’il apporte à ses membres. / The purpose of this study is to examine how informal work groups influence the relationship between transformational leadership and organizational climate. First, transformational leadership theory will be presented in order to highlight its growing importance in today’s workplace. This particular leadership style and its relationship with organizational climate will be examined, as it would appear that both these concepts play a role in how employees perceive their experiences in the work environment. The results of our study confirm this hypothesis. The central objective of this study is to explore how informal work groups affect the relationship between transformational leadership and organizational climate. We are interested in whether simply belonging to an informal work group can moderate the relationship between transformational leadership and organizational climate. Our results did not succeed in confirming this model. In addition to this, we explore a more indirect pathway, where informal work groups mediate the relationship between our two other variables. We were able to establish correlations between our three variables. Interestingly, when controlling for the effect of transformational leadership, organizational climate and informal work groups are no longer linked. We thus conclude that an organizational situation where transformational leadership is present is better suited to respond to employees’ needs, and that such a situation reduces the necessity of having one’s needs met by informal work group members. If this is the case, the way that informal work groups function may need to be reexamined in regard to the extent that they benefit their members.