Ce mémoire a pour objectif d’étudier la relation entre la culture organisationnelle et la violence au travail. Plus spécifiquement, les résultats permettent de déterminer comment la perception des cultures organisationnelles de type groupal, développemental, hiérarchique et rationnel de l’approche des valeurs concurrentes de Cameron et Quinn (1999) s’associent aux conflits interpersonnels et au harcèlement physique et sexuel dans les organisations. Les données proviennent de l’Étude SALVEO, menée par l’Équipe de recherche sur le travail et la santé mentale de l’Université de Montréal. À notre connaissance, aucune étude n’a étudié les perceptions des cultures organisationnelles globales des entreprises. Les études antérieures se sont intéressées à certains traits spécifiques des cultures, telles que l’acceptation, la tolérance et la banalisation de la violence, sans considérer intégralement la culture organisationnelle. Il est possible d’utiliser le modèle de Cameron et Quinn (1999) avec l’échelle de Marchand, Haines et Dextras-Gauthier (2013) pour mesurer la perception que les travailleurs se font de leur culture organisationnelle pour pouvoir les associer avec les niveaux de conflits interpersonnels et de harcèlement physique et sexuel par la suite. Les analyses multiniveaux de cette recherche ont révélé que la culture groupale s’associe à des niveaux plus bas de conflits interpersonnels et la culture développementale à des niveaux plus élevés. Bien que les résultats ne soient pas significatifs pour tous les types de culture organisationnelle, les entreprises qui adoptent des caractéristiques de la culture groupale, telles que le soutien social, la participation des travailleurs et la justice organisationnelle, semblent mieux prévenir le phénomène de la violence au travail. D’autre part, l’intégration d’un grand nombre de variables contrôles a permis de déterminer que les facteurs individuels et organisationnels les plus associés à la violence sont : le fait d’être une femme, d’être jeune, d’être syndiqué, l’effort au travail et l’injustice organisationnelle. / This master’s thesis aims to study the relation between the organizational culture and workplace violence. More specifically, the results allow us to determine how the organizational culture of groupal, developmental, hierarchical and rational type of the competing values framework of Cameron and Quinn (1999) joins the interpersonal conflicts and physical or sexual harassment in organizations. The data results come from the SALVEO surveys led by the research team on work and mental health of University of Montreal (ERTSM). Most studies were interested in some specific features of culture, such as the acceptance and tolerance of violence without considering the organizational culture. It is possible to use the model of Cameron and Quinn (1999) with the Marchand, Haines and Dextras-Gauthier scale (2013) to calculate the perception that the workers have of their organizational culture to be able to measure them with the levels of interpersonal conflicts and physical or sexual harassment afterward. Multilevel analyses revealed that the perception of the groupal culture shows lower levels of interpersonal conflicts and the developmental culture, higher levels. Although the results are not significant for all types of organizational culture, companies which adopt the characteristics of the groupal culture, such as social support, workers participation and organizational justice, seem to better prevent the phenomenon of workplace violence. Moreover, the integration of a large number of control variables allows us to determine that the individual and organizational factors that are most associated with violence are : being a woman, being young, being a member of a union, having a work overload and the presence of organizational injustice.

Förlossningsrädsla har tidigare främst undersökts hos kvinnor som lever i heterosexuella relationer, och på senare tid även kommit att inkludera deras manliga partners upplevelser av rädsla. Förlossningsrädsla kan påverka negativt under familjebildningen, vilket gör den viktig att uppmärksamma i alla familjekonstellationer. Syftet med denna studie var att undersöka hur förlossningsrädsla erfars och tar sig uttryck hos lesbiska/bisexuella kvinnor och transpersoner, samt vad olika typer av bemötande i vården får för betydelse för dem och deras rädsla. Data samlades in genom semistrukturerade intervjuer med tio deltagare. De transkriberade intervjuerna bearbetades genom tematisk analys med en induktiv ansats.  Analysen resulterade i fem huvudteman som handlar om förlossningsrädslan, omkringliggande aspekter och hur bemötande i vården påverkar rädslan; Mina förlossningsrädslor, Naturlighet, cisnormer och femininitet, Vägen till barn, Att vara sårbar och utsatt under en förlossning och Bemötande i vården. Resultatet visar på att deltagarnas förlossningsrädsla är lik den som rapporterats i forskning i stort, men att det delvis tillkommer vissa nya aspekter för denna grupp. Förlossningsrädslan influeras av deras erfarenheter av bemötande i vården och den större omgivande sociala kontexten som påverkar genom processer av normer, minoritetsstress, hetero- och cisnormativitet och diskriminering. För vissa deltagare har förlossningsrädslan dessutom påverkats av att ha deltagit vid en partners förlossning. / Förlossningsrädsla hos lesbiska/bisexuella kvinnor och transpersoner - Förekomst, upplevelser och erfarenheter

Changing trends within the mental health system treatment practices demand exploration of the cultural context of assessment and treatment of Black/African Americans. Culturally competent assessments include a realistic integration of historical context. Clinicians counseling Black/African Americans must be prepared to assess and address PTSD, racial trauma, micro-aggressions, and other known (or unknown) issues that may affect Black/African Americans. In addition, clinicians must be prepared for the depth and permanence of race-based stress and trauma, as well as the idea that said stress and trauma can result from unaddressed environmental, familial, and/or individual factors. The purpose of this study is to explore cultural competence in the practices of clinicians working with Black/African Americans clients as it relates to assessment, treatment and engagement. Through the exploration of current multicultural counseling and assessment trends, the study explores the origins of stress and trauma in American descendents of African slaves, and proposes an evaluation of clinicians' mental health assessment for PTSD with said clients based on those implications. Exploring to what extent a culturally-proficient clinician engages Black/African Americans clients from initial through on-going assessment and treatment process in conjunction with the professional literature on treatment practices, research suggests that Black/African American clients do suffer from intergenerational trauma and are often mis- or under-diagnosed for mental health issues. With proper assessment of Black/African Americans, the reduction of misdiagnosed or under diagnosed cases of Posttraumatic stress disorder (PTSD), as well as other mental health conditions will occur. / Graduation date: 2012