La présente thèse porte sur les acteurs au sein des organisations non gouvernementales locales (ONG) qui, dans la configuration actuelle de l’aide internationale au développement, jouent un rôle de relais ou d’intermédiaires entre donateurs internationaux et populations bénéficiaires en Afrique subsaharienne. En analysant les trajectoires professionnelles de 32 femmes et hommes « leaders » dans des ONG de Cotonou (Bénin) et de Lomé (Togo), la thèse se propose d’appréhender les processus sociaux à travers lesquels ces individus deviennent intermédiaires dans les activités de développement. La recherche s’inscrit dans une approche théorique construite à la rencontre entre la perspective orientée vers l’acteur en socioanthropologie du développement, la sociologie de l’individuation et le paradigme des parcours de vie. La thèse prend également une posture comparative en contrastant, d’une part, les trajectoires professionnelles des intermédiaires du Bénin et du Togo, deux pays ayant connu entre les années 1990 et début 2000 des « destinées » opposées en ce qui a trait à leurs rapports avec les bailleurs de fonds étrangers. D’autre part, l’analyse compare deux générations d’intermédiaires et contraste l’expérience des intermédiaires féminins et masculins. L’analyse montre qu’en premier lieu, les conférences nationales en 1990 au Bénin et en 1991 au Togo ont constitué un tournant important dans les trajectoires professionnelles des intermédiaires dans les deux pays, créant subséquemment, d’un côté, un contexte favorable aux intermédiaires du Bénin, et de l’autre, un environnement délétère pour ceux du Togo. Toutefois, au cours des dix dernières années, ces différences de conditions de travail se sont beaucoup atténuées et les défis relevés par les intermédiaires dans les deux pays sont à nouveau similaires; les contextes actuels sont caractérisés par un soutien étatique au minima, un champ d’activités très concurrentiel et politisé, une professionnalisation du champ, et une forte dépendance vis-à-vis des bailleurs de fonds extérieurs. En second lieu, l’analyse des récits de vie a permis de ressortir quatre types de profils des intermédiaires au moment où ils intègrent le champ des ONG : les « reconvertis », les « nouveaux diplômés des années 1990 », les « carriéristes », et les « activistes ». La comparaison générationnelle suggère en outre que les deux premiers types décrivent mieux les intermédiaires ayant commencé leurs activités avant les années 2000, alors que les « carriéristes » sont pour l’essentiel des intermédiaires de la jeune génération qui intègre le domaine de l’intermédiation après 2000. Aussi, la recherche montre que pour entrer, mais surtout « durer », dans le champ des ONG ces individus utilisent divers réseaux politiques et associatifs et savent « manœuvrer », notamment en choisissant une « thématique porteuse », en veillant à maintenir une constante « visibilité » ou en ayant recours à des formations continues pour acquérir ou consolider des compétences recherchées par les bailleurs de fonds. Par ailleurs, l’analyse des trajectoires professionnelles féminines a révélé qu’alors que le poids des responsabilités familiales a fait que les « pionnières » de l’intermédiation sont entrées de façon tardive dans une profession dominée par les hommes, et se sont toutes focalisées sur des thématiques liées directement aux droits des femmes, les parcours de leurs cadettes sont bien différents. Ces dernières ne travaillent pas dans le traditionnel domaine du « genre », et même si elles reconnaissent aussi leurs difficultés à concilier responsabilités professionnelles et devoir familial, elles ne sont pas prêtes à mettre de côté leur carrière et ont une perception très différente de leurs aînées des rôles genrés au sein de la famille. / This dissertation focuses on individuals in local non-governmental organizations (NGOs) who, in the current configuration of international development, act as relays or intermediaries between international donors and recipient populations in sub-Saharan Africa. By analyzing the careers of 32 female and male "leaders" in NGOs in Cotonou (Benin) and Lomé (Togo), the dissertation aims to understand the social processes through which these individuals become intermediaries in the development arena. The research mobilizes a theoretical approach that combines the actor-oriented perspective in socio-anthropology of development, the sociology of individuation and the life course paradigm. This thesis also takes a comparative approach, first, by contrasting the careers of development intermediaries from Benin with those from Togo, two countries that experienced in the 1990s and early 2000s opposite fates in terms of their relations with international donors. Also, the analysis compares two generations of intermediaries and contrast the experiences of male and female intermediaries. The analysis shows that, first, the Benin National conference of 1990 and the one in Togo in 1991 were turning points in the careers of intermediaries in both countries, by creating a supportive working environment for intermediaries in Benin, and, on the opposite, a deleterious context for those in Togo. However, over the past decade, these differences in working conditions have dwindled, and the challenges faced by intermediaries in both countries are once again similar; the current contexts are characterized by a limited state support, a very competitive and politicized working environment, a professionalization of the field, and a strong dependence toward external donors. Second, four types of intermediaries’ profiles at the time they enter the NGO sector emerged from the life history analysis: the "converted", the "new graduates of the 1990s," the "careerists" and the "activists". Generational comparison shows that the first two types best describe the intermediaries that started their activities before 2000, while "careerists" are mostly intermediaries from the younger post-2000 generation. The research also shows that in order to enter, and more importantly to "last", in the NGO sector these individuals use various political and associative networks and develop various strategies such as choosing a “fashionable” field of interest, remaining “visible”, and constantly seeking trainings in order to acquire “marketable” expertise. In addition, the analysis of women's professional trajectories revealed that while “pioneers” female intermediaries entered the male dominated NGO sector late in their life due to their familial obligations and all worked in the area of women's rights, the experience of their younger counterparts are quite different. The latter work outside the traditional “gender” arena; and, although they also have difficulties reconciling work and family duties, they are not ready to give up their career, and they have very different perceptions of gender roles within the family than their older counterparts.

Esta tesis evalúa el papel de las características no deseadas del trabajo - llamadas disamenities - en el contexto del balance entre trabajo y familia. Particularmente, se plantean las siguientes preguntas: ¿es el descenso en el salario de las mujeres luego del nacimiento del primer hijo - llamado child penalty - acompañado por una reducción simultánea en las disamenities?; ¿cuánto salario están dispuestas las madres a sacrificar para reducir las disamenities?; ¿las disamenities propias del trabajo de las madres tienen algún efecto sobre el desarrollo cognitivo de sus hijos? En el capitulo I se describe empíricamente como las características del trabajo de las madres cambian luego del nacimiento del primer hijo y se testea la hipótesis de que si el child penalty se puede explicar como un diferencial salarial compensatorio. En el capitulo II se estima la disposición marginal a pagar de las madres para reducir las disamenities. La estrategia de identificación está basada en la baja por maternidad, la cual constituye un contexto que permite modelar más cabalmente la decisión sobre la participación laboral; y por consiguiente, mejora la metodología existente para estimar la disposición marginal a pagar por parte de las madres. Finalmente, en el capitulo III se investiga el impacto de las disamenities del trabajo de las madres sobre el desarrollo infantil. / This dissertation evaluates the role of job disamenities - job characteristics disliked by workers - in the context of work-family balance. In particular, the following questions are raised. Is the decrease in mothers' wages around first childbirth - the so-called child penalty - accompanied by a simultaneous reduction in job disamenities? How much wage are mothers willing to sacrifice in order to reduce job disamenities? Do disamenities involved in mothers' occupations go on to affect parenting behaviour and as a result harm children's cognitive development? Chapter I provides empirical evidence for changes in maternal working conditions around first childbirth and tests the hypothesis if the child penalty can be explained by a compensating wage differential? Chapter II estimates mothers' marginal willingness to pay to reduce job disamenities. The identification strategy relies on the framework of maternal leave, a setting which allows us to model mothers' decision to join the labor force accurately and hence to improve on the existing methodology to estimate the marginal willingness to pay. Chapter III investigates how disamenities involved in mothers' occupation go on to affect children's cognitive outcomes.

Balancing the work and family domains is an ongoing concern for men and women in dual-earner relationships. However, most of the research studies that have explored work-family balance, have been conducted within the North American context using highly educated middle-class couples. Furthermore, no known South African studies have explored work-family balance experiences and strategies based on the couple as a unit. The aim of this study is therefore to understand how middle-class South African dual-earner couples experience and pursue work-family balance. A sample comprising ten multi-racial, middle-class, heterosexual dual-earner couples with children, who work in different employment sectors, and reside in Cape Town, South Africa, were selected purposefully through the use of convenience and snow-ball sampling techniques. The interpretive approach located within the qualitative paradigm was employed to understand the subjective experiences of couples through the method of semi-structured conjoint interviews. All conjoint interviews were audio-recorded and transcribed for later analysis. Patterns and themes within the data were identified using thematic analysis and later organised through the use of thematic networks. Two organising themes were uncovered for the global theme "subjective experiences of work-family balance amongst dual-earner couples", namely that work-family balance is a unique experience, and that work-family balance is a dynamic process. Furthermore, the data analysis revealed ten organising themes for the global theme "strategies dual-earner couples use to pursue a work-family balance", namely that striving towards an egalitarian marital relationship helps to promote couples' experience of work-family balance; proactively structuring opportunities for time with family contributes to a balanced work and family life; accessing familial and paid support promotes feelings of being successful in balancing work and family roles; shared planning and organisation facilitates a better balance of work and family roles; living within means relieves couples of unnecessary financial stress; creating opportunities for "alone time" supports couples' work-family balance; work validation and satisfaction encourages greater experiences ofwork-family balance; having the ability to control one's schedule ensures greater freedom to transition between work and family domains; setting boundaries around work and family domains helps couples maintain their balance; and relying on faith to cope with work and family stressors leads to a more balanced life. Each organising theme contained several basic themes which were discussed in relation to previous literature and/or research studies. / Psychology / M.A. (Psychology)

Indiana University-Purdue University Indianapolis (IUPUI) / The present study sought to examine the impact of technology in permeating the boundaries between individuals’ work and family domains, testing and extending the current theoretical model of boundary management. The first goal, to explore predictors of the boundary management styles (BMS) people use with respect to communication technology (CT), was accomplished by demonstrating that three factors predicted BMS for CT use: preferences for integration, identity centrality, and work/family norms. The second goal, to examine outcomes that could result from varying CT use boundary management styles, was also supported in that BMS for CT use was a predictor of work-family conflict and enrichment. However, one key component of the model was not supported in that perceived control over BMS did not moderate the relationship between BMS and outcomes. Theoretical and practical implications of these findings are discussed, as well as suggestions for future research on boundary theory and CT use. By exploring tangible boundary management behaviors, the present study offers interesting implications that could ultimately assist organizations in developing policies regarding CT use both at home and at work.