Este estudo tem como objetivo cartografar alguns efeitos do ingresso de estudantes autodeclarados negros a partir da implantação das ações afirmativas na Universidade Federal do Rio Grande do Sul - UFRGS. O mapeamento surge a partir de uma tese segundo a qual tais estudantes, por suas trajetórias de vida que se distinguem da grande maioria dos estudantes acolhidos até aquele momento na universidade, poderiam tensionar padrões, processos e hábitos universitários produzindo deslocamentos no cotidiano, abrindo possibilidades de reinvenção da própria universidade. Utiliza como estratégia cartográfica a construção de ficções a partir das histórias de estudantes cotistas que procuram na Pró-Reitoria de Assuntos Estudantil, instância da UFRGS que atua na efetuação das políticas de assistência estudantil. Como desenho do plano em que ocorre este estudo, apresenta as condições de emergência da forma atual de universidade, utilizada desde sua gênese no Brasil como espaço de produção de distinção social. Também retoma práticas de violências raciais advindas desde o período colonial, criadoras de desigualdades no acesso a direitos pela população negra, que são a motivação principal para a criação de ações afirmativas na educação superior na contemporaneidade. No plano da UFRGS, busca as atualizações que se produzem na universidade a partir do ingresso de estudantes cotistas autodeclarados negros. Estas atualizações materializam-se principalmente através da produção de restrições ao ingresso e permanência destes estudantes na universidade, como através de uma regulamentação mais severa sobre o desempenho acadêmico necessário para a permanência na universidade. A analítica destas restrições produz reflexões sobre as formas de construção social que invisibilizam a violência racial ainda pungente e que descaracteriza a participação de todos na produção de necessidade de políticas de ações afirmativas, uma vez que se há sujeitos subjugados em sua condição de acesso, há também outros que detém privilégios. A análise de implicação percorre toda a produção da tese, e traz a necessidade do reconhecimento do papel de todos nós na conformação da universidade após a implantação da política de ações afirmativas. / This study aims at mapping out some of the effects of the admission of self-declared Afro-descendent students since the implementation of affirmative actions at Federal University of Rio Grande do Sul – UFRGS. This mapping arose due to a thesis where said students, because of their life paths being so different from the majority of the students already admitted at the university, could bend patterns, processes, and university habits, producing dislocations of daily routines, opening to new possibilities for the university to reinvent itself. As a mapping strategy, the construction of fiction tales from the stories told by the students entered by quota who searched the Pró-Reitoria de Assuntos Estudantil (dean of student body) were used. The Pró-Reitoria is the body at UFRGS where the policies of student assistance are made sure to be taking place; it helps solve situations that make it is difficult for the student to stay in college. As a draft of the plan in which this study takes place, it shows today’s emergency contingency plans of the university, which is being used since its genesis in Brazil as a space for producing social distinctions. It also uses racial violence practices, arising from the colonial period, which created inequalities in the access of rights for the Black community, and that is the main reason for the creation of affirmative actions in higher education today. The plan at UFRGS is to search for updates that are reproduced at the university since the admission of students by quota of self-declared Afro-descendants. This updates take place especially through restrictions to the permanence of these students in the University, such as in making statutory a more severe academic progress needed in order to keep the spot at UFRGS. The analytics of these restrictions produce reflections about the ways of social construction that make invisible the racial violence still pungent which decharacterizes the participation of everyone in the making of the need of affirmative actions policies once there are subjects who are subjugated in their conditions for access there are others who are privileged. The analysis of implication runs throughout the thesis, and brings up the need of everyone’s role to be recognized in the conforming of the university after the implementation of the affirmative actions policies.

Ces dernières années, le Vietnam a rejoint de nombreuses associations économiques de commerce international, en particulier l’organisation mondiale du commerce en 2007. Cela a permis à un grand nombre d’entreprises multinationales de s’implanter dans ce pays. Ce développement s’est traduit par une augmentation de la concurrence dans les ressources humaines. En conséquence, la question de la fidélité des salariés devient une problématique importante pour les responsables des ressources humaines.Il est impossible de réussir au Vietnam sans comprendre le contexte social, historique et culturel dans lequel les entreprises agissent. Une bonne connaissance de la culture nationale et organisationnelle pourrait fournir une meilleure compréhension de leurs influences sur l’intention de rester des salariés dans leur entreprise. La problématique de cette recherche est « Quelles sont les dimensions culturelles organisationnelles qui interviennent sur l’intention de rester des salariés dans leur entreprise vietnamienne ?». L’objectif est donc de mesurer l’influence de la culture organisationnelle sur l’intention de rester des salariés. Une enquête par questionnaires a été réalisée en 2014 auprès de 2000 salariés travaillant dans 30 entreprises informatiques vietnamiennes. 734 questionnaires complets ont été retournés.Les données analysées par les logiciels SPSS et AMOS ont permis de tester les relations entre les variables de notre modèle.Les résultats confirment que (1) la culture du clan est la valeur culturelle dominante dans les entreprises vietnamiennes ; (2) la culture du clan, la culture de l’adhocratie, la culture de la hiérarchie, l’identification au groupe et l’identification organisationnelle constituent les principaux motifs de l’intention de rester des salariés ; (3) la satisfaction au travail et l’implication affective jouent un rôle médiateur dans la relation entre la culture organisationnelle et l’intention de rester dans l’entreprise. / In recent years, Vietnam has joined many international trade associations, particularly the Word Trade Organization in 2007. This has allowed a large number of multinational companies to set up operations in this country. This development leads to a high competition in terms of human resources. As a result, the employees’ loyalty becomes an important issue for human resources managers.It is impossible to succeed in Vietnam without understanding the culture and the social, historical, political context in which the enterprises operate. A good knowledge of national and organizational culture could provide a better understanding of their influence on the employees’ intention to stay in the company.The main question of this research is “What are the organizational culture’s dimensions that impact the employees’ intention to stay in Vietnamese companies?”. The aim is to measure the influence of organizational culture on the employees’ intention to stay. A survey with 2000 employees working in 30 Vietnamese high-technology enterprises was carried out in 2014. 734 complete questionnaires were returned.The data analyzed by the SPSS and AMOS software allowed us to test the relationships between the variables of our model. The results confirm that (1) the clan culture is the dominant cultural value in Vietnamese enterprises; (2) the clan culture, the adhocracy culture, the culture hierarchy, the identification with group and organizational identification are the main reasons for the employees’ intention to stay; (3) job satisfaction and affective involvement play a mediating role in the relationship between organizational culture and the intention to stay in their enterprise.

L'introduction de la tarification à l'activité couplée à la réorganisation en pôles d'activités, orientent l'hôpital public français vers de nouvelles logiques financières. L'obligation de moyen fait place à une obligation d'activité, les ressources de l'institution hospitalière sont désormais directement dépendantes du niveau de l'activité produite. Aussi, la mise en œuvre d'un contrôle par les résultats financiers émerge dans une organisation déjà dominée par un contrôle professionnel. L'objet de cette étude est d'étudier les effets du contrôle par les résultats financiers, plus précisément les pressions financières internes dans l'hôpital public français. Basé sur une recherche exploratoire auprès de 31 praticiens hospitaliers dans 2 CHU et sur une étude confirmatoire auprès de 578 praticiens hospitaliers répartis dans 14 CHU, ce travail révèle l'existence de pressions financières internes. Par ailleurs, il met en lumière les conséquences concernant les conflits de rôle, l'ambiguïté de rôle, l'implication des médecins et la manipulation de données en fonction de la nature et de la source des pressions financières internes. / The introduction of activity based pricing in combination with hospitals' reorganizations have recently created a new financial logic in French public hospitals. The organization has an obligation to produce certain levels of activity, since hospitals' resources are directly dependent on the activity level. These changes also imply the implementation of financial results controls in these organizations, which are traditionally dominated by professional control. The purpose of this study is to investigate the effects of financial results control in French public hospitals. The study comprises an exploratory study among 31 physicians in 2 public hospitals, and a confirmatory survey study among 578 doctors in 14 public hospitals. It documents the existence, origins and effects of internal financial pressures as a consequence of the said developments. The study documents how role conflict, role ambiguity, physicians' commitment and data manipulation depend on the nature and source of such internal financial pressures.

Aujourd'hui la vie au travail est caractérisée par une grande complexité, une imprévisibilité, et une insécurité. L'intérêt pour l'employabilité a été suscité par l'impact économique des pénuries de compétences et de main-d'œuvre et la nature changeante des carrières ainsi que par l'érosion de la sécurité de l'emploi. Pour assurer la sécurité d'emploi de ses salariés qui sont garants de son adaptation et de sa performance, l'entreprise doit mener des actions pour maintenir et développer leur employabilité. La finalité de cette recherche est de comprendre comment les pratiques RH influencent l'employabilité et l'implication organisationnelle. La réponse à cette problématique contribue à proposer aux organisations une approche adaptée de l'utilisation des pratiques RH qu'elles ont à leur disposition. Deux types de méthodologie ont été croisés. D'abord une étude qualitative exploratoire a été menée auprès d'un échantillon multi-acteur de 21 personnes (Dirigeants, DRH et salariés). Elle a visé à enrichir et à vérifier la pertinence du modèle proposé à l'issue de l'analyse de la littérature, à identifier les pratiques RH favorables à l'employabilité et à explorer le concept de l'employabilité à travers une explicitation de ses dimensions. Ensuite une étude quantitative, auprès de 266 salariés, nous a permis de vérifier le type de relations qui peuvent exister entre les pratiques RH, l'employabilité et l'implication organisationnelle. Notre recherche montre que, d'une manière générale, les pratiques RH influencent positivement l'employabilité et l'implication organisationnelle notamment la dimension affective. Cette étude propose cinq familles de pratiques RH (l'organisation qualifiante et la mobilité, la formation et l'évaluation, la communication, la GPEC et la rémunération) qui agissent sur l'employabilité (individuelle, par les compétences, et interne/externe) et sur l'implication organisationnelle (affective et calculée). / Today working life is characterized by highly complex, unpredictability and insecurity. The interest for employability was motivated by the economic impact of skills shortages and labor force; the changing nature of careers, and the erosion of job security.To ensure the job security of its employees who are guarantors of its adaptation and its performance, the organization must take action to maintain and to develop their employability.The purpose of our study is to understand how HR practices influence employability and organizational commitment. The answer to this issue helps organizations provide a suitable method in terms how to use HR practices which they have at their disposal approach.Two types of methodology were crossed. First, an exploratory qualitative study was conducted with a multi-actor sample, 21 persons (executives, DHR and employees) were interviewed. It aimed to enrich and to verify the relevance of the research model proposed after the literature review; to identify HR practices in favor to employability; and to explore the concept of employability through an explanation of its dimensions. Then a quantitative study among 266 employees helps us to confirm the type of relationship that may exist between HR practices, employability and organizational commitment.Our research shows that in a general way, HR practices positively influence the employability and organizational commitment particularly affective dimension. This study suggests five families of HR practices (the learning organization and mobility, training and evaluation, communication, compensation and management planning of employment and skills) acting on employability (individual approach, skills approach, and internal / external approachs) and organizational commitment (affective dimension and continuance dimension).

De plus en plus de contraintes pèsent sur les organisations avec de plus en plus de règles et de procédures à respecter. Ces contraintes ont une répercussion sur les salariés et se traduisent notamment par un surcroît de pression et de stress. Le secteur de la santé n’est pas épargné par ce phénomène de société avec des défis majeurs à relever : contenir l’augmentation des dépenses de santé, faire face aux progrès de la médecine et de la technologie, faire face également à la pression du public pour l’amélioration de la qualité et de la sécurité des soins, et répondre à une demande accrue due au vieillissement de la population. Ces défis peuvent générer chez le personnel soignant de l’absentéisme et du turnover. L’absentéisme et le turnover du personnel infirmier représentent un problème de santé publique coûteux et désorganisant. Les travaux réalisés sur l’absentéisme et l’intention de départ montrent qu’il s’agit de concepts à la mécanique complexe. Une lecture de ces comportements à travers les concepts d’implication organisationnelle, de satisfaction au travail et de tensions de rôle permet d’appréhender la complexité de ces phénomènes. Les précédents travaux sur les tensions de rôle n’ont jusqu’à présent jamais mesuré conjointement les trois formes de tensions de rôle. En effet, ils ont en majorité porté sur le conflit de rôle au détriment des deux autres formes de tensions de rôle (ambiguïté de rôle et surcharge de rôle). Une analyse simultanée des trois formes de tensions de rôle représenterait pourtant un intérêt managérial important puisqu’elle permettrait d’orienter préférentiellement les actions managériales sur la ou les formes de tensions de rôle qui sont véritablement des facteurs explicatifs des variables dépendantes. Cela conduirait à une meilleure adaptation des pratiques de Gestion des Ressources Humaines, et à terme favoriserait leur efficacité. Telle est l'ambition de notre travail de thèse. Une première étude qualitative exploratoire, adossée à une revue rigoureuse de la littérature, nous a permis de construire des modèles de recherche que nous avons ensuite confrontés à l'épreuve des faits dans une étude quantitative mobilisant plus de 300 personnels infirmiers et une trentaine de cadres de santé. Notre travail contribue à éclairer le déterminisme des tensions de rôle dans le phénomène de turn-over, ou plus précisément dans les intentions de départ des personnels, ainsi que dans la satisfaction au travail, et l'implication organisationnelle. Nos résultats sont plus décevants s'agissant de l'absentéisme, ce qui souligne la difficulté de son étude et tend à confirmer la complexité de ce phénomène. / There are more and more constraints weighing on organizations, with more and more rules and procedures to respect. These constraints have a repercussion on employees, in particular through increased pressure and stress. The health sector has not been spared by this societal phenomenon and must face major challenges that lie ahead: contain increased health care costs, face technological and medical advances, deal with public pressure to improve the quality and security of health care and respond to a rising demand due to the ageing population.These challenges may give rise to absenteeism and turnover among caregivers. Absenteeism and turnover among nursing staff constitutes a major public health problem that is both costly and disrupting. Work carried out on absenteeism and departure intentions shows that complicated, intricate concepts are involved. Interpreting these behaviours through the concepts of organisational commitment, job satisfaction and role stressors allows one to grasp the complexity of these phenomena. Previous work done so far on role tensions has never jointly measured the three different forms of role tensions. In fact, the majority have concentrated on role conflict, to the detriment to the two other forms (role ambiguity and role overload). A simultaneous analysis of the three forms of role tensions, however, would be of great managerial interest as it would preferentially orientate management action on the form or forms of role tension which are the true explanatory factors in dependent variables. This would lead to better adaptation of the Human Resources Management practices and, in the end, boost their efficiency. This is the aim of our research. An exploratory qualitative study, supported by rigorous review of the literature, allowed us to construct research models that were tested in a quantitative study involving 300 nurses and around 30 health professionals. Our work contributes to shedding light on the determination of role tensions in the turnover phenomenon, or more precisely on the intent to leave of personnel, as well as job satisfaction and organisational commitment. Our findings are more disappointing in regard to absenteeism, which highlights the difficulty of its study and tends to confirm the complexity of this phenomenon.

Cette réflexion aborde la protection de l’enfance sous un autre angle que celui présenté par les pouvoirs publics. Sa singularité repose sur sa manière de montrer la mise en place progressive des mécanismes de protection de l’enfance. Elle décrit les rapports qu’entretiennent la famille et les pouvoirs publics : État, collectivités locales ; soulève les raisons réelles de leur l’intervention en décrivent les mécanismes ayant entraîné l’assentiment de la famille au projet de vie collective représenté par l’éducation et l’accession des enfants à l’autonomie. Si cette implication peut être salutaire, elle entraine aussi une fragilisation des parents déjà affaiblis par des difficultés sociale et professionnelle. Cette thèse explore certains aspects non évoqués qui constituent pourtant un danger pour les enfants. Elle s’appuie sur deux éléments : il s’agit des données sur l’enfance en danger recueillies par l’Antenne enfance ado et des dispositifs de prise en charge élaborée par le Conseil général du Doubs. Les manquements observés supposent une refonte de la protection de l’enfance dans la manière de considérer la famille. / This reflection approaches the child welfare under another angle than that presented by public authorities. Its peculiarity bases on the way it shows the progressive implementation of the mechanisms of child welfare. It describes the connections that maintain the family and the public authorities: state, local authorities; raise the real reasons of them the intervention describe mechanisms having pulled the approval of the family in the plan of collective life represented by the education and the entry of the children in the autonomy. If this implication can be wholesome, it also entraine an embrittlement of the parents already weakened by social and professional difficulties. This thesis investigates certain not evoked aspects which constitute nevertheless a danger for the children.It leans on two elements: it is about data on the childhood in danger collected by the Office childhood teenager and devices of care elaborated by the General Council of the Doubs. The observed breaches suppose a revision of the child welfare in the way of considering the family.

This paper criticises the famous “”ought” implies “can”” on the grounds that its main claim - that there can be no unfulfillable obligations - is false. The first part of the paper investigates the use, history and previous literature on the topic, as well as the proper understanding of the principle. The second part presents the main argument, directed at the interpretation of “”ought” implies “can”” as a conceptual truth. It is argued that it must be possible to split the meaning of the term “ought” into component parts, parts that must each be quite capable of functioning on their own. The result is that we cannot conclude that one part of the term “ought” (such as whatever is its moral content) must disappear just because another part of it (such as “can”) does so. Finally, in the third part, we tackle some common arguments and intuitions in favour of the principle, and provides a few concluding words and a summary. / Den här uppsatsen kritiserar den berömda “”bör” implicerar “kan””-principen, (här tolkad som “konceptuell implikation), på så vis att principens viktigaste punkt är falsk, nämligen idén att det inte kan finnas några ouppnåbara plikter. Uppsatsens första del undersöker användningen, historien och litteraturen bakom ämnet, samt formuleringen av principen. Den andra delen presenterar huvudargumentet, riktat mot ””bör” implicerar ”kan”” som en konceptuell sanning. Argumentet fungerar på så vis att det måste vara möjligt att dela upp meningen i termen ”borde/bör” i komponenter, komponenter som måste vara kapabla att fungera även på egen hand. Resultatet blir att vi inte kan dra slutsatsen att en del av termen måste försvinna (såsom dess moraliska innehåll) bara för att en annan del av termen (såsom ”kan”) gör det. Slutligen, i den tredje delen, så behandlar vi några vanliga argument och intuition som förs fram till principens försvar, och summerar texten.

Velmi často je vyžadováno, aby automatizovaná zařízení byla jistým způsobem "inteligentní", tedy aby jejich řídicí systémy uměly emulovat rozhodovací proces. Tato diplomová práce poskytuje obecný formální popis vícehodnotových logických systémů schopných zmíněné emulace a jejich souvislost s teorií fuzzy množin. Jsou uvedeny způsoby vytváření matematických modelů založených na lingvistických datech. Dále se práce zabývá znalostními bázemi a jejich vlastnostmi. Součástí této práce je také počítačový program sloužící k tvorbě slovních modelů.

Implication is a logical connective corresponding to the rule of causality "if ... then ...". Implications allow one to organize knowledge of some field of application in an intuitive and convenient manner. This thesis explores possibilities of automatic construction of all valid implications (implicative theory) in a given field. As the main method for constructing implicative theories a robust active learning technique called Attribute Exploration was used. Attribute Exploration extracts knowledge from existing data and offers a possibility of refining this knowledge via providing counter-examples. In frames of the project implicative theories were constructed automatically for two mathematical domains: algebraic identities and parametrically expressible functions. This goal was achieved thanks both pragmatical approach of Attribute Exploration and discoveries in respective fields of application. The two diverse application fields favourably illustrate different possible usage patterns of Attribute Exploration for automatic construction of implicative theories.

Reading Mohamed´s novels Kiu (`Thirst´; 1972) and Nyota ya Rehema (`The Star ofRehema´or `The Destiny of Rehema´; 1976), one is struck by abundant use of `implication´ technique. Implication is regarded as a feature that is statistically more frequent in poetry than in prose, hence the presence of this technique in abundance in Mohamed´s idiom, renders it a quality of poetic prose. The purpose of this paper is therefore to show how various linguistic features are used as vehicle for the realisation of the implication technique used to create exponents for the semantic structure in his novels. Exponents as literary devices need not be implicit as in Mohamed`s idiom, however if used implicitly, they form an artistically engineered correlation with literary substance of the novel and gives it a certain quality that affects our `attitude´ and `judgement` towards it. Hence in this paper we hold it that the reader`s involvement in the interpretation of the novel eventually entails the decoding of the corpus for the externalisation of the literary substance. A reader who is fully involved in the interpretation and processing of implied meaning(s) in the novel, digs into its semantic structure by condation and deduction and comes out with more lasting impressions than he would if he were to deal with a less subtle or totally explicit idiom that may be regarded as plain and spoon-feeding.