Thèse numérisée par la Direction des bibliothèques de l'Université de Montréal.

Thèse numérisée par la Direction des bibliothèques de l'Université de Montréal.

In an effort to make documented and fair decisions on work‐related opportunities and career progressions, job performance has emerged as a pivotal Human Resource tool due to its link to quasi‐every career‐related decision in the organization. Indeed, differences in performance evaluations can influence a number of career advancement variables. Performance measurement differences can impart both pay and promotions (Roth, Purvis & Bobko, 2012), lead to lower levels of job satisfaction (Colquitt, Conlon, Wesson, Porter & Ng, 2001; King et al. 2010) and lower levels of perceived organizational justice (Colquitt et al. 2001; Motowidlo, 2003), which in turn break efforts to create a fair and balanced workplace. If within an organization allocation of bonuses, wages, responsibilities and promotions are partially or entirely determined by job performance evaluations, then job performance is likely to mediate the relationship between gender and career advancement, particularly for women in male dominated organizations.The centrality of job performance calls for scrutiny; as job performance has a potential to constitute a powerful mechanism in terms of its potential to marginalize and/or exclude women. Despite legislative and organizational efforts to alleviate gender inequality and shatter the glass ceiling, women are still disadvantaged in the labor market.In fact, women who have managed to enter male‐dominated organizations and occupations are still under‐represented and face numerous hurdles. Empirical evidence is plentiful on gender discrimination even when women are successful at their job (e.g. Parks‐Stamm et al. 2008, Heilman & Okimoto, 2007) and have secured positions in upper management (Heilman et al. 2004). However, little evidence is available on women’s experience of discrimination within the performance appraisal context and how existing job performance prototypes are affecting the perception of their work, including bias by other women.This dissertation is interested in filling that research gap and contributing to the body of knowledge on women’s experience in male‐dominated organizations. The potential of job performance having a marginalizing effect on women, in the sense of limiting women’s career opportunities, is examined with regard to women’s work experience and how women themselves can perpetuate their marginal position in the workplace. The intent is to reveal the mechanisms upholding and reinforcing the glass ceiling and gender inequity in the workplace.Based on the literature review and identified knowledge gaps two lines of enquiry have emerged and will be investigated in this dissertation:-  How job performance functions as a mean of (re)producing gender inequality in male dominated organizations and occupations by its gendered character-  How women in male‐dominated organizations can be participants in maintaining inequality by relying on gender stereotype expectations to evaluate their job performance and that of other female colleagues.In order to grasp and address the complexity of the potentially gendered character of job performance the dissertation takes on a multidisciplinary approach.The dissertation is divided into two main parts. The first part comprising chapters 1 to 3 reviews the current literature on women’s experience in male‐dominated organizations. These chapters provide the theoretical framework for the research contributions, presented as essays in part two of the dissertation. Chapter 1 presents a literature review depicting the situation of women in the European labor market and the persistent horizontal and vertical segregation. The specificities of token women (less than 15% representation; Kanter, 1977a) in male dominated organizations and the impact of tokenism on women’s job performance are discussed.Chapter 2 details gender stereotypes and explicates their direct impact on the assessment of women’s work and job performance. This chapter argues the case for genders stereotypes as the leading social psychological mechanisms impeding the perception of women’s work as being equivalent to that of men. Perceived incongruity between gender stereotype attributes gives rise to expectations on women’s performance, generally, that they will perform poorly in male‐typed occupations (Heilman, 1983, 1995, 2001). This can therefore penalize women in their career paths and become significant barriers to their social and economic opportunities. In fact, stereotype beliefs about attitudes, characteristics and roles of women and men influence the evaluation process and constitute the backbone of the analysis of this dissertation.Chapter 3 explores the existing literature on women’s participation in biased evaluation of themselves and other women. Women’s roles as evaluators as well as their self‐ perception as performers is outlined in relation to the way they can maintain and reinforce gendered performance norms. Building on system justification theory, this chapter highlights the complexity of gender inequality in organizations and seeks to acknowledge internalized and often unconscious gender biases at work.Subsequent to the literature review of part one, part two (chapters 4 to 8) presents the research contributions of the dissertation, namely the mechanisms, which maintain and reinforce gender inequality in male dominated organizations. Chapters 4 to 5 outline the investigations into the research enquiries posited. Each chapter of part two constitutes an independent essay highlighting through various analytical lenses the complexity of marginalization through job performance. In line with a multidisciplinary approach, the essays presented in chapters 4 and 5 are of a theoretical nature whereas chapters 6, 7 and 8 comprise empirical studies.Chapter 4 sets out to investigate the potential gendered character of job performance and the legitimating effects of meritocracy as the ideological framework, which informs each stage of job performance; from setting the criteria to using performance evaluation information to distribute organizational goods. The major contribution of this chapter is to bring forth the way in which performance and merit intertwine to perpetuate mechanisms of inequality and invalidate contestation at each stage of job performance. Gender‐blind and merit‐based HR (Human Resources) processes such as performance are rarely put to question and revealed as inherently biased themselves. The findings call for a critique of meritocracy on a systemic level as well as the implementation of an outcome‐oriented approach to job performance evaluations and reward allocation.Chapter 5 applies and extends social identity theory to explain the underrepresentation and marginalized position of women in European academia. The chapter illustrates the extent to which the Leading Academic Performer (LAP) is based on male characteristics and therefore contributes to the marginalization of female academics. This chapter endeavors to further the theoretical underpinnings by proposing an applicable taxonomy of social identity theory performance (Klein, Spears & Reicher, 2007). The chapter illustrates how social identities can be strategically performed to enhance the perception of female academics as leading academic performers.Chapter 6 and chapter 7 are contributions based on an empirical study using a social psychological experiment methodology, involving 163 Master students (Business major) from a Belgian university. The objective of the study was two fold. Chapter 6 investigated the standards and criteria used to evaluate male versus female job performance. Chapter 7 looked at how female and male evaluators differed in their evaluations and how they perceived the value of their evaluative work when evaluating a woman versus a man.More specifically, in chapter 6 participants were asked to evaluate the job performance of a randomly assigned female or male IT manager and to decide on whether they should retain their position. Major findings of this study show that not only did evaluators (regardless of their gender) automatically assign female IT managers higher interpersonal skills, thereupon confirming the use of stereotype beliefs, but they also used double standards to decide the retention of the female employee. When it came to female employees, their retention decision was directly linked to their performance evaluation. This was not the case for male employees. Other standards outside of job performance were used to retain the male employee. In addition, results reveal that female evaluators systematically gave lower ratings than their male counterparts. The results in this study show that both men and women evaluators not only use similar norms to evaluate but are also harsher when evaluating female performance.Chapter 7 explores the evaluators’ perceived entitlement in regards to the task of evaluating the job performance of a man versus that of a woman. Contrary to previous research on the depressed entitlement effect (i.e. phenomenon where by women underpay themselves relative to men but are just as satisfied with their employment situation as men) in this study, all evaluators, men and women expressed an elevated sense of entitlement when appraising the performance of a female worker. Evaluators assessing a woman’s job performance felt that they deserved 19,64% more (monetary reward) compared to those evaluating a man’s job performance. Interestingly, evaluators who gave high interpersonal skill ratings exhibited a depressed entitlement effect. It would seem that focusing on female associated skills gives evaluators the perception that this work is less worthy. Both chapters 6 and 7 highlight the gendered character of evaluating performance and point to the difficulty evaluators might have in evaluating female job performance. Equally, the findings support the claim that women themselves participate in system‐maintaining mechanisms that stress communality injunctions on female workers.Chapter 8 presents a study, using qualitative methodology, conducted in a Belgian subsidiary of a multinational IT corporation. The study is based on semi‐structured interviews with 32 managers and employees across organizational departments. The aim is to highlight job performance expectations and to render visible criteria thought to be best predictive of good employee performance. To bring forth existing yet hidden gendered elements in the discourse on job performance, gender subtext was chosen as the analytical tool. Gender subtext analysis allows for an understanding of how seemingly gender‐blind language is in fact embedded with gendered meanings. Results of this fieldwork support the analysis in previous chapters: Job performance expectations perpetuates a prototype of the exemplary performer as masculine, thereby forcing the few token women to position themselves in masculine terms or risk increased marginalization from deviating the dominant management style. Finally, a section of the chapter is dedicated to analyze how women do work in their predominately male dominated organization and how this could lead to perpetuating masculine norms of performance.A general discussion concludes the dissertation and analyses the findings (i.e. the four mechanisms that have been identified, which reinforce the glass ceiling and maintain gender inequality through job performance). Overall, the investigations into the research enquiries have revealed the gendered and thus biased character of job performance. If within an organization, androcentric job performance criteria and evaluations are partially or entirely used to determine the allocation of bonuses, wages, responsibilities and promotions, then job performance constitutes a powerful gendered mechanism legitimating and maintaining gender inequalities. Each essay in part two has examined and brought to light the (re)production of gender inequality in male dominated organizations and occupations through job performance. By using a multidisciplinary approach, the theoretical analyses presented, is consolidated the laboratory experiments and fieldwork. Equally, the role of women in maintaining gendered performance norms by relying on gender stereotypes, albeit unconsciously, is uncovered. The participation of women themselves in maintaining and reproducing the status quo limits the possibilities for contestation and hinders attempts at transformation towards more gender equity. To conclude, the chapter proposes practical recommendations alleviate contributing mechanisms behind the glass ceiling. / Doctorat en Sciences économiques et de gestion / info:eu-repo/semantics/nonPublished

Doctorat en philosophie et lettres / info:eu-repo/semantics/nonPublished

Rotavirus is the most common cause of severe gastroenteritis among children <5 years of age worldwide and is responsible for 453,000 deaths among children in this age group. More than half of these deaths occur in sub-Saharan Africa. Because of the tremendous global burden of rotavirus, vaccine development and introduction has been a high priority for several international agencies, including the World Health Organization (WHO) and GAVI. Two live, attenuated, orally administered rotavirus vaccines, a pentavalent bovine-human reassortant vaccine (RV5; RotaTeq® (Merck and Co, Inc, Pennsylvania)) and a monovalent vaccine (RV1; Rotarix™ (GSK Biologicals, Rixensart, Belgium)) based on a human rotavirus strain, are licensed and available for use in many countries worldwide. Pre-licensure clinical trials of each of these vaccines in high and middle-income countries demonstrated high efficacy (85-98%) against severe rotavirus disease. Further studies conducted in low-income countries of Asia and Africa found modest efficacy (50%-70%) of these vaccines against severe rotavirus disease. However, the public health impact of vaccination (in terms of burden of severe rotavirus disease prevented by vaccinating a given number of children) is greater in developing countries because of the substantially higher baseline rotavirus disease burden in these settings. In 2009, the World Health Organization recommended the inclusion of rotavirus vaccine in the national immunization programs of all countries globally and particularly in those countries with high child mortality due to diarrhea. Of the 16 countries recently approved by GAVI for rotavirus vaccine introduction, 12 countries are located in Africa. As rotavirus vaccines are introduced into national immunization programs, monitoring their impact is a high priority for several reasons. There is a need to assess the effectiveness of these vaccines in routine use to ensure it parallels that of pre-licensure trials, particularly when used in developing countries. Assessing the impact of vaccination on disease burden in countries such as Rwanda will be vital to understanding the full public health benefit of the vaccine. The primary purpose of this program evaluation is to determine the impact of pentavalent rotavirus vaccine on rotavirus and all-cause diarrhea morbidity following introduction into the national immunization program in Rwanda in May 2012. Additionally, this evaluation will document changes in circulating strains over time pre- and post-vaccine introduction. It will also strengthen support for economic evaluation of treating diarrhea versus introduction of new vaccine in routine immunization. Methodology Various studies have been implemented since 2011 in the health sector in Rwanda to reach the goal of this thesis. First, we analyzed data for all-cause, non-bloody diarrheal disease among children <5 years of age from the routine health management information system (HMIS) in Rwanda from January 2008 through December 2011, The objective of this analysis was to determine whether routinely collected health information on national diarrhea hospitalizations, in-hospital deaths, and outpatient visits can be used to monitor the impact of rotavirus vaccine. We used data from the health management information system (HMIS) in Rwanda to describe trends in all-cause, non-bloody diarrhea hospitalizations and outpatient visits among children <5 years of age from 2008 to 2011 prior to vaccine introduction. Second, we evaluated the economic burden attributable to hospitalization for diarrhea among children aged less than 5 years in Rwanda. This was a prospective costing study where medical records and hospital bills for children admitted with diarrhea at 3 hospitals were collected to estimate costs. Interviews with the child’s caregivers provided medical costs incurred before and after hospitalization and the household costs. Third, we analyzed and tried to understand the introduction and delivery cost per dose or per child of the three new vaccines in Rwanda including the rotavirus vaccine for domestic and external financial resource mobilization. Fourth, we determined the rotavirus prevalence rates and circulating genotypes directly pre- and post-introduction of the RotaTeq rotavirus vaccine in May 2012. Stool samples were collected from 1,847 children <5 admitted to 8 surveillance sites for acute gastroenteritis (AGE) and tested for rotavirus antigens by enzyme immunoassay. Fifth, to monitor the effect of rotavirus vaccine in Rwanda, we studied trends in the number of hospital admissions for diarrhea and rotavirus before and after the introduction of the rotavirus vaccine. We conducted a time-series analysis to examine trends in admissions to hospital for non-bloody diarrhea in children younger than 5 years in Rwanda between Jan 1, 2009, and Dec 31, 2014, using monthly discharge data from the HMIS.Result All-cause, non bloody diarrheal hospitalizations and outpatient visits among children <5 years of age in Rwanda from 2008 to 2011 peaked during the June to August dry season, coinciding with the rotavirus season. The bulk of the diarrheal disease burden occurred in children <1 year of age. Average medical costs for each child for the hospitalization were $44.22 ± $23.74 and the total economic burden per hospitalization was $101, of which 65% was borne by the household. The unit cost of introducing rotavirus vaccines 2012 was 22.69 US. Among the 397 stool samples that were genotyped, 5 G types (G1, G4, G8, G9, and G12) and 3 P types (P[4], P[6], and P[8]) were identified. G8 (30.3%), G9 (28.0%), and G1 (19.7%) were the most prevalent G types, while P[8] (52.0%) and P[4] (32.6%) were the most prevalent P types. There was a significant amount of mixed G genotypes (12.1%), while mixed P types were less common (5.1%). G8P[4], G9P[8], and G1P[8] were the most prevalent strains, accounting for 27.8%, 24.3%, and 15.3% of all specimens, respectively.Compared with the 2009–11 pre vaccine baseline, hospital admissions for non-bloody diarrhea captured by the HMIS fell by 17–29% from a pre-vaccine median of 4051 to 2881 in 2013 and 3371 in 2014, admissions for AGE captured in pediatric ward registries decreased by 48–49%, and admissions specific to rotavirus captured by active surveillance fell by 61–70%. The greatest effect was recorded in children age-eligible to be vaccinated, but we noted a decrease in the proportion of children with diarrhea testing positive for rotavirus in almost every age group.ConclusionGiven the stable and consistent trends and the prominent seasonality consistent with that of rotavirus, HMIS data should provide a useful baseline to monitor rotavirus vaccine impact on the overall diarrheal disease burden in Rwanda. Active, sentinel surveillance for rotavirus diarrhea will help interpret changes in diarrheal disease trends following vaccine introduction. Other countries planning rotavirus vaccine introduction should explore the availability and quality of their HMIS data.Households often bear the largest share of the economic burden attributable to diarrhea hospitalization and the burden can be substantial, especially for households in the lowest income quintile.The cost of introduction of new vaccines (rotavirus) is less than the cost of treating the diarrhea diseases. The number of admissions to hospital for diarrhea and rotavirus in Rwanda fell substantially after rotavirus vaccine implementation, including among older children age-ineligible for vaccination, suggesting indirect protection through reduced transmission of rotavirus. These data highlight the benefits of routine vaccination against rotavirus in low-income settings. / Doctorat en Santé Publique / info:eu-repo/semantics/nonPublished

La politique de ce travail de thèse est la démonstration d'une conception structurale (Autre dans l'Un) et borroméenne (Un dans l'Autre) des psychoses selon deux axes : La barrière épistémo-somatique de la psychiatrie : abstraction psychologique de la pensée consciente et manifestation naturaliste du corps propre. Le sujet cartésien est appréhendé en fonction d'un manque-à-être et d'un manque-à-avoir. Cette dichotomie Imaginaire, cette méconnaissance narcissique a été exploitée afin de distinguer les psychoses selon la signification (paranoïa classique et schizophrénie) et celles selon l'incorporation (sadomasochisme et paraphrénie). Considérer la continuité de la jouissance, de l'Un, et mesurer comment la discontinuité de l'Autre opère pour en réguler le flot. Cette régulation est spécifique à la psychose, la névrose ou la perversion. Les éléments structuraux distingués des éléments Imaginaires permettent d'accéder à une clinique orientée par les formules de la sexuation.Le matériel clinique classique des paranoïas et des mélancolies, selon la signification et l'incorporation, a donc été exploité selon ces deux axes et envisagé à la lumière du matériel psychanalytique de Freud et Lacan. Les concepts cruciaux de forclusion du Nom-du-Père, celle du sens, et surtout l'objet a. Il se présente comme extrait mais non-séparé (a) pour les psychoses schizoparaphréniques ou non-extrait (ao) pour les psychoses paranoïaques.La thèse débouchera sur la pertinence de la clinique borroméenne et du sinthome plus engagé vers l'Un. C'est toute une clinique du nouage et de la contingence qui reste à envisager. Une appréhension de la singularité clinique et pratique du sujet psychotique en dépend. / The policy of this thesis work is demonstrating a structural design and borromeenne of the psychoses according to two dimensions : The epistemo-somatic barrier of psychiatry : psychological abstraction of conscious thought and naturalistic expression of the own body. The Cartesian subject is apprehended as a function of a lack-to-be and a lack-to-have. This imaginary dichotomy, this narcissistic ignorance has been exploited in order to distinguish the psychosis according the meaning (classic paranoia and schizophrenia) and those according to the incorporation (sadomasochism and paraphrenia). Consider the continuity of the enjoyment of the One, and measure how the discontinuity of the other operates to regulate the flow. This regulation is specific to psychosis, neurosis or perversion. The structural elements distinguished from imaginary elements allow you to access to a clinic guided by the formulas of sexuation. The classic clinical material of paranoias and melancholies, depending on the meaning and incorporation, has therefore developed according to these two issues and considered in the light of the psychoanalytic material of Freud and Lacan. The crucial concepts of foreclosure du Nom-du-Père, that of the meaning, and especially the object has. It looks like extracted but non-separated for psychosis schizoparaphreniques or unextracted for paranoid psychosis. This thesis work will lead to the relevance of the borromeenne clinic and the sinthome more committed towards the One. It is a clinic of the knot and the contingency which remains to consider. Apprehension of the singularity clinical and practical of the psychotic subject depends on it.

Doctorat en philosophie et lettres / info:eu-repo/semantics/nonPublished

Les organisations inclusives font le choix délibéré d’employer en majorité des personnes en situation d’exclusion sociale. La présente thèse sur papiers étudie les business models des entreprises incluant majoritairement au cœur de leur création de valeur, des ressources humaines délaissées par les entreprises sur le marché de l’emploi. Elle s’inscrit dans le courant des recherches en faveur de l’inclusion économique des populations du bas de la pyramide (BoP), celui du business model des entreprises sociales, et celui de la théorie étendue des ressources. Une recherche-action en Convention Industrielle de Formation par la Recherche (CIFRE) menée pour la Fondation Agir Contre l’Exclusion (FACE) a conduit à l’analyse des portefeuilles de business models des groupes APF Entreprises, Vitamine T, et Ethik Investment. Les résultats des quatre papiers mettent en lumière les ressources et compétences clés composant la capacité d’orchestration à des fins d’inclusion de ressources délaissées. Les résultats conduisent à élaborer un référentiel dédié à l’analyse des business models des entreprises inclusives, baptisé SI-RCOV framework. Nous illustrons également la mise en œuvre d’une intention stratégique inclusive au cœur de business models. Enfin, nous avançons une (re)définition (théoriquement étayée) du business model inclusif. Ces résultats suggèrent un nouvel ancrage et une nouvelle articulation théoriques pour définir et discuter scientifiquement les business models inclusifs. / Inclusive organizations deliberately and predominantly employ people in situations of social exclusion. This compilation thesis studies the business models of enterprises which predominantly include in their processes of value creation, human resources that are being wasted by the companies on the job market. It is theoretically anchored in three research streams : (1) the stream that favors individuals’ inclusion at the base of the pyramid (BoP); (2) the business model of social enterprises ; (3) the extented resource-based theory.A public-private conventionalized PhD called Doctorat-CIFRE, for “Industrial Convention for Research Training”, within the Fondation Agir Contre l’Exclusion (FACE) represents our research context. Accordingly, this action-research led to the analysis of the business models portfolios of the following groups: APF Entreprises, Vitamine T, and Ethik Investment. The results of the four papers highlight the key resources and competences which aggregate the orchestration capability that enables the inclusion of wasted human resources. The results yield a framework for the analysis of inclusive enterprises’ business models, called SI-RCOV framework. We also illustrate how an inclusive strategic intent is carried out within business models. Finally, we advance a (theoretically supported) (re)definition of the inclusive business model. These findings suggest a new theoretical insight and a new articulation for defining and scientifically discussing inclusive business models.

Texte remanié de: Th. doct.--Université catholique de Louvain.

Mémoire d'étude (DCB) : Ecole nationale supérieure des sciences de l'information et des bibliothèques : Villeurbanne (France) : 2001. / Notes bibliogr.