Depuis quelques années, les stéréotypes sexués font l’objet de débats controversés dans la société française. Ces débats opposent ceux qui sont attachés à leurs différences à ceux qui désirent les gommer afin de permettre une plus grande égalité professionnelle entre les femmes et les hommes. Plusieurs modèles théoriques (américains) expliquent que les effets des stéréotypes s’expriment aussi bien quand un individu se comporte de façon conforme à ses stéréotypes sexués (comportement stéréotypique) que quand il se comporte de façon non-conforme (comportement contre-stéréotypique). Etant donné que très peu d’études ont été menées pour tester ces modèles sur le sol français, le but de la thèse a été double. Il s’agissait à la fois d’examiner le contenu des stéréotypes de sexe et de statut pouvant amener à de l’inégalité de traitement entre les hommes et les femmes dans le milieu du travail; et à la fois de mesurer l’impact de la conformité et de la non-conformité à ces stéréotypes sur le recrutement d’un candidat et sur l’évaluation d’un travailleur en poste. Pour ce faire, nous avons réalisé 11 études, menées essentiellement auprès d’étudiants issus de diverses disciplines, mais également de salariés en poste (3528 participants au total, dont 2136 femmes, âgés de 25 ans en moyenne). Les résultats montrent l’impact majeur des stéréotypes descriptifs sexués sur l’évaluation des individus mais uniquement lorsque ceux-ci postulent à un poste non conforme à leur sexe. Cet effet délétère disparaît lorsque des informations contre-stéréotypiques sur les candidats sont rendues disponibles. La bonne ou mauvaise évaluation de ce candidat se ferait, dès lors, à partir de l’adéquation entre sa personnalité et le poste visé. Sous l’effet de certaines motivations personnelles, l’évaluateur peut cependant choisir de pénaliser ce candidat contre-stéréotyique, ou de le favoriser davantage. Au final, ce sont surtout les stéréotypes liés aux professions qui impactent le plus le jugement des évaluateurs. Notre discussion portera sur l’importance accordée aux stéréotypes sexués par les politiques françaises alors même qu’un changement de représentations des métiers serait certainement plus à même de diminuer les inégalités de traitement entre les hommes et les femmes. / In recent years, gender stereotypes have been the subject of controversial discussions in French society. The debates have polarized into two camps: one driven by the importance they attach to gender differences; the other by the need to erase them and promote gender equality at work. Several (american) models explain the effects of stereotypes on judgment. These effects can either be stereotypical (i.e., when the person behaves in concordance with his stereotypes or counter-stereotypical (i.e., when he behaves differently to his stereotypes). To this day, very few studies have been carried out in France to test these models. Hence, the purpose of this doctoral dissertation was twofold. First, we examined gender and status stereotypes which could lead to sex inequality at work. Second, we tested the impact stereotypic conformity and stereotypic non-conformity had on the recruitment of applicants and on the evaluation of actual workers. We carried out 11 studies among students from different backgrounds and workers. Four studies were focused on characterizing the French gender and hierarchical stereotypes, one study allowed us to determine if French people feel pressure to comply with gender stereotypes and 6 studies were aimed to test the impact of stereotypic and counter stereotypic information on the evaluation of applicants and workers. We recruited 3528 (2136 women) with a mean age of 25 years. Results showed the major impact descriptive gender stereotypes have on the evaluation of people. When applying for a job, behaving stereotypically would benefit the applicants if their gender and status fit with the job. In the other case, it would disadvantage them. However, this impact fades when information about the applicants is available, in particular when the applicants are gender counter stereotypic. The judgment will then be based on the conformity between the applicants’ personality and the job. Depending of the personal motivations of the evaluator, he can decide to either penalize or aid the counter stereotypical candidate. Finally, it is likely that stereotypes associated to jobs are those that have the more impact on the recruitment officer’s judgment. Our discussion will focus on the importance French political authorities devote to gender stereotypes whereas changing representations of occupations would be a more promising solution to reduce gender inequality.

Over the past several decades, rapid decline in adult stony-coral (comprising the Orders Scleractinia and Anthomedusae, specifically Family Milleporidae) cover has occurred concurrent with an increase in adult octocoral (Octocorallia/gorgonian) cover along the Florida Reef Tract. In January 2010, the Florida Keys experienced extremely cold air and water temperatures, below the lethal threshold for many reef organisms including corals. Very high stony-coral mortality occurred on some patch reefs. The newly-available space created by this disturbance event provided the opportunity for recruitment and settlement of new coral larvae and other reef organisms. The goal of this study was to examine post-disturbance recruitment and survival of juvenile stony corals and octocorals on patch reefs in the Middle and Upper Florida Reef Tract. Permanent quadrats were established at eight patch-reef sites. Stony-coral and octocoral juveniles, visible to the naked eye and having a maximum 4 cm diameter for stony corals or 4 cm height for octocorals, were identified, measured, and photographed to track each colony through spring and fall for two years. Juvenile densities increased significantly over that time; octocoral density increased with higher significance (p Opportunistic and/or hardy organisms are re-populating patch-reef sites, whereas slower growing, massive stony-coral species are declining. When a reef environment is plagued with chronic stressors, such as terrestrial runoff, overfishing, high temperature fluctuations and turbidity, the succession process may be inhibited following acute disturbances such as cold-water events. Patch reefs of the Florida Reef Tract now appear to be caught in a perpetually disturbed state, which supports opportunistic and hardy taxa and inhibits recovery of slower-growing climax taxa that dominated until the past few decades.

Volunteer organizations face two challenges not found in non-volunteer organizations: recruiting and retaining volunteers. While social media use is increasing amongst individuals, its use and effectiveness for volunteer recruitment and retention by volunteer organizations is unknown. The dissertation reports the results of three studies to investigate this important question. Using a mixed-methods approach, it addressed the dual nature of social media and its effectiveness by including volunteer organizations and social media users. This dissertation found that although volunteer organizations are not using social media effectively, they could virtualize requirements of the recruitment process by focusing on relatable events instead of sterile marketing. This dissertation contributes to information systems literature by extending the post-acceptance model of IS continuance to show that social media mediates volunteer continuance. It further contributes by revealing a potential new area of research, i.e., the use and effectiveness of online social media for volunteer organizations.

To determine whether an artificial reef installation is feasible, there must be a thorough characterization of the habitat. An understanding of both small-scale and large-scale environmental processes is needed to determine factors that potentially will influence the reef. Large-scale processes include coastal circulation, wave climate, and sediment dynamics that take place over spatial scales of tens to hundreds of kilometers in the region of the reef. Small-scale processes include the physical characteristics in the immediate vicinity of the reef - the local current, wave and tide characteristics, temperature, salinity, and suspended and bottom sediments at a proposed reef site. The city of Port Richey, Florida, was considering installing an artificial reef of porcelain modules near Durney Key, a dredge spoil island just offshore. To assist in determining the feasibility of this proposal, I pursued three objectives: a) to characterize the oceanographic setting of Durney Key, including hydrodynamics, water quality and invertebrate biota; b) to investigate the potential for successful coral recruitment and growth in Durney Key waters; and c) to determine if porcelain is a suitable substrate for settlement of the larvae of coral species present in west central Florida. An array of Acoustic Doppler Current Profilers (ADCPs) were used to measure water velocity, water stage and temperature around Durney Key. ADCP data showed currents around Durney Key are tidally dominated with velocities increasing in winter due to frontal passages. Seasonal stage variation ranges from 0.29 m (11.4 in) to 0.64 m (2.1 ft) and seasonal temperature ranged from 10°C and 35°C for winter and summer, respectively. Atmospheric data from the Port Richey COMPS site showed average wind speeds were higher in winter (3.7 m/s or 12.4 ft/s) than summer (3.1 m/s or 10.2 ft/s), corresponding to increased average water velocities. Inorganic nutrients, salinity and pH were measured and compared to data from patch reefs in the Florida Keys to characterize the water quality and determine its suitability for coral recruitment and growth. Compared to Florida Keys patch reef waters, Durney Key water salinity averaged 12 parts per thousand (ppt) lower, pH was more variable with a lower minimum, and total phosphorus was much higher. Ceramic and porcelain recruitment tiles deployed to investigate larval recruitment were colonized by turf, coralline and macroalgae, with barnacles recruiting secondarily. Sediment cores revealed foraminiferal and molluscan assemblages characteristic of productive estuarine conditions. The Durney Key area was deemed not suitable for coral recruitment and growth on an inshore artificial substratum because of temperature extremes, potential for minimal water movement during summer, frequent occurrences of low salinity and pH, and high total organic phosphorus. Faunal studies demonstrated that the dominant recruitment reflects the common coastal/estuarine biota, which does not include reef-building corals.

The main problem investigated is how successful Australia???s citizen soldiers would have been in fulfilling either their anti-invasion or their anti-raid roles between 1919 and 1939. The organization, command, training, equipment, social composition, recruitment and retention of Australia???s citizen soldiers are examined in an effort to discover the solution to this problem. The conclusion reached is that Australia???s citizen soldiers could not have fulfilled their roles, the nature of which was widely debated by British and Australian defence planners because of their differing threat perceptions. Inter-Service rivalry over money also encouraged this debate. Basically, the A.M.F. did not have the equipment and trained troops to enable it to concentrate in time to repel a Japanese raid or invasion. Motor vehicles could have provided this mobility but their expense was prohibitive. However, in other respects the Military Board failed to make the best use of its resources. Slight changes in organization and the command structure might have made the C.M.F., once concentrated, more efficient and better able to fight the Japanese. More attention paid to ensuring that training was imaginative and interesting then might have led to higher retention rates, thereby eliminating the expensive and wasteful requirement for constant recruiting campaigns

This dissertation investigates the supply of and demand for High School teachers, working in prescribed faculty areas in Government schools in the A.C.T., over the period from January 1983 to July 1984, for all new temporary teachers appointed to the Service. Statistical details of vacancies for assistant teachers, in the 12 defined faculties of this study, were obtained from the Assistant Principals (Staffing) of the 17 A.C.T. High Schools, as well as from records maintained by the Staffing Officers of the A.C.T. Schools Office. The levels of High School teacher demand, for the period under investigation, are compared with similar statistics obtained for previous years in the A.C.T., as well with other Australian and international figures on teacher supply and demand. Through these comparisons, suggestions are made regarding emerging trends of teacher shortage, in particular faculty areas. Historical parallels are presented to supplement these arguments and to give underlying reasons for the projections that are made. The potential supply of faculty teachers over the period is investigated through an analysis of teacher faculty waiting lists. Numbers from these lists are compared with the actual demand statistics previously collected and a potential supply to vacancy ratio collected for each faculty area. A major part of the study is the construction of supply satisfaction indices, under the headings of: "Overall Satisfaction, Teaching Skills, Academic Qualifications, Other Requirements and Recruitment". These indices were derived from Likert type rating scales completed by the Assistant Principals, in respect of each of the 397 temporary teachers employed. After obtaining an average rating in each faculty, for the five measures of satisfaction, as determined by the Assistant Principals, observations are made as to how closely these indices match the corresponding potential supply indices. Particular emphasis is placed on the comparisons between the recruitment satisfaction index (i.e. - how quickly recruitment was expedited) and the potential supply ratio for each faculty. Reasons are advanced for any significant differences detected, and the overall findings interpreted in terms of possible future trends. The study concludes with an analysis of factors affecting the market for teachers. Recommendations are made for future planning that may offset problems which were detected in the A.C.T. market for High School teachers.

<p>Landscape effects on species performance currently receives much attention. Habitat loss and fragmentation are considered major threats to species diversity. Deciduous forests in southern Sweden are previous wooded pastures that have become species-rich communities appearing as islands in agricultural landscapes, varying in species composition. <i>Actaea spicata</i> is a long-lived plant occurring in these forests. In 150 populations in a 10-km² area, I studied pre-dispersal seed predation, seed dispersal and pollination. I investigated spatio-temporal dynamics of a tritrophic system including<i> Actaea</i>, a specialist seed predator, <i>Eupithecia immundata</i>, and its parasitoids. In addition, effects of biotic context on rodent fruit dispersal and effects of flowering time and flower number on seed set, seed predation and parasitization were studied. Insect incidences of both trophic levels were related to resource population size and small <i>Eupithecia</i> populations were maintained by the rescue effect. There was a unimodal relationship between seed predation and plant population size. Seed predator populations frequently went extinct in small plant populations, resulting in low average seed predation. Parasitoids were present in large plant populations but did not affect seed predator density. Seed predators aggregated at edges, relaxing seed predation in patch interiors. Flowering phenology was unrelated to seed set and insect incidence. A higher flower number did not influence seed predation but was associated with higher seed set and a tendency for a higher parasitization rate. In the study on fruit dispersal more fruits were removed inside than outside populations. Within plant populations more fruits were removed from large aggregations. Overall, this thesis underlines the importance of plant-animal interactions during different phases of the life cycle. The spatial configuration of host plants plays an important role for the outcome of plant-animal interactions and trophic cascades.</p>

<p>The increase in white-collar crimes has become a common feature around the globe and</p><p>its impact has left many conglomerates despaired affecting businesses, economies,</p><p>employees and families that are somehow related to these organizations. The famous</p><p>money laundering and accounting scandals such as; Parmalat, Adelphia, Yukos Oil</p><p>Company, Qwest Communications International, Tyco, and WorldCom, are true bitter</p><p>realities of the corporate world. The dilemma is costing enterprises great amounts of</p><p>money to set the image right that keeps on getting wrong. People are hired on loads of</p><p>relevant work experience with excellent academic backgrounds, yet the strain of</p><p>dishonesty lurks within the individual worker of an organization.</p><p>The purpose of the research is to investigate the dismal realities that occur within the</p><p>recruiters’ conscious or subconscious mind during a recruitment and selection process</p><p>(the gateway to an organization). Our objective is to identify the dimensions of enterprise</p><p>hypocrisy and to understand and explain the scenarios and the ways professionals are</p><p>trying to cope with the matter.</p><p>The recruiters see the white collar crimes as a potential rising concern and are using</p><p>personality test such as the OPQ 32 (Occupational Personality Questionnaire) together</p><p>with other methods (interviews, references, intuition, education, etc.) in hiring the right</p><p>candidate for the job, which hopefully would be potentially harmless to the organization.</p><p>The findings are not based on a systematic comparative study and can therefore only be</p><p>interpreted as indicative.</p>

<p><strong>Problem:      </strong>Vad anser arbetsgivare om vikten av att investera i humankapital genom att anställa välutbildad personal?</p><p>Vilka kunskaper har rekryterare om ekonomiutbildningarnas innehåll och examensnivåer?</p><p> </p><p><strong>Syfte:            </strong>Syftet med denna uppsats är att utreda arbetsgivarnas policy vad gäller investering i humankapital vid anställning, examensnivåns betydelse vid anställning till ekonomitjänster samt rekryterarnas kunskaper om ekonomiutbildningarnas innehåll.</p><p> </p><p><strong>Metod:          </strong>En kvalitativ studie som bygger på sekundärdata genomfördes med fem personer som rekryterar ekonomer inom olika branscher. Dessa personer ansågs kunna bidra med relevant information för att besvara studiens syfte. Primärdata sammanställdes vilket sedan ledde till analys och studiens slutsats.</p><p> </p><p><strong>Slutsats:        </strong>Högskoleutbildning är grundkravet för att få ett arbete som ekonom men examensnivån har en mindre betydelse. Personlighet och erfarenhet är viktigare och det som premieras är prestationer och ansvarstagande. Arbetsgivare tycker att det är viktigt att investera i humankapital. Graden av hur insatta rekryterare är i ekonomiutbildningarnas innehåll skiljer sig åt.</p> / <p><strong>Problem:      </strong>What do employers think about the importance of investment in human capital by hiring well-educated staff?</p><p>Which knowledge do recruiters have about the content of economy education and degree levels?</p><p> </p><p><strong>Purpose:       </strong>The purpose of this study is to investigate employer’s policy when it comes to investment in human capital when hiring, the importance of degree level when hiring employees to economy jobs and the recruiters’ knowledge about the content of economy education.</p><p><strong> </strong></p><p><strong>Method:       </strong>A qualitative study, based on secondary data, was carried out with five persons who recruit economists to different industries. These people were believed to be able to contribute to answer the purpose of the study. Primary data were compiled which then lead up to the analysis and the conclusions of the study.</p><p> </p><p><strong>Conclusion:  </strong>University education is the basic request to get a job as economist but the degree level has a minor significance. Personality and experience are more important and what’s rewarded is performance and responsibility taking. Employers think that it’s important to invest in human capital. The degree of how much the recruiters are informed about the content of economy education varies.</p>

<p>Abstract</p><p>Coming to new job is not that easy, sometimes the feeling of insecurity appears. Working for recruitment agencies includes constant changes of colleagues and places of work and at the same time one has two different managers. Who does the individual turn to when problems occur and who do the employed see as his/her manager? Why do people search for work in recruitment agencies? How does it feel not having a fixed place of work or colleagues and how do the aspects of this affect the employed psychosocial work environment? This is a few questions asked when we tried to find answers on the employed feelings about his/hers psychosocial work environment in a recruitment agency. The purpose of this study was to find a deeper understanding on employees working in a recruitment agency experiences their psychosocial work environment on the basis of social support, demands and control. To find answers on our questions we made a deep qualitative interview with eight employees from a recruitment agency. We had help from the recruitment agency with the selection of respondents from our criteria’s. They had to be from different ages, genders and come from different ethnical backgrounds and the time of employment had to vary between them all. </p><p>As earlier researches we discovered some deficiencies within the recruitment agency and particularly about the social relations. Coming to demands our respondents has not expressed any despair. On the other hand there are suggestions that the demands are higher from the customer and the stationary employees, than from the recruitment agencies managers. The employed recons they have control over their working situation, based on their right of saying no to assignments that does not appeal them. Earlier research shows that employees within a recruitment agency are employed for an average of two years and that personal turnover is high in this business. Our respondents has worked in this trade of industry for two weeks up to four years and a number of them has been offered stationary employment at customers. All of them have turned them down with the justification about them being comfortable in the recruitment agency business and that the customer has not been appealing. </p><p>Our conclusion is that the experience of the psychosocial work environment can be seen as good. The positive experiences outweigh the negative experiences. </p><p>Keywords: Psychosocial work environment, social support, demand, control, consultants and recruitment agency.</p>