L’objectif général de ce travail doctoral était d’identifier des leviers d’action permettant de préserver la santé psychologique des travailleurs, de réduire certaines de leurs attitudes et comportements néfastes pour les organisations de santé, et de comprendre les mécanismes explicatifs de ces relations. La première étude a démontré que le climat de sécurité psychosociale (i.e., PSC) était négativement associé au conflit travail-famille (i.e., WFC) et aux intentions de turnover des soignants via la frustration des besoins psychologiques. La seconde étude a mis en évidence que le PSC, via son influence sur la frustration des besoins, était associé à une réduction du burnout des soignants trois mois plus tard qui expliquait à son tour une augmentation du WFC et des intentions de turnover. La troisième étude a démontré que la dissonance émotionnelle et les ressources organisationnelles influençaient le manque de détachement psychologique et l’engagement au travail des professionnels d’encadrement au terme d’une période de trois mois, via leurs effets sur la frustration et la satisfaction des besoins. Ces trois études enrichissent la littérature scientifique sur la théorie de l’autodétermination en contexte de travail et alimentent la réflexion sur les pratiques organisationnelles susceptibles de modifier durablement l’expérience professionnelle des salariés du secteur / The general purpose of this doctoral dissertation was to contribute to identify triggers to preserve workers’ psychological health and reduce some of their negative attitudes and behaviors which appear to be harmful to healthcare organizations. Moreover, we aimed to understand the mechanisms underlying such effects. Study 1 used a cross-sectional design to demonstrate that psychosocial safety climate (i.e., PSC) was negatively related to nursing staff’s work-family conflict (i.e., WFC) and turnover intentions, through the mediation of psychological need thwarting. Study 2 developed these results by showing how PSC, through its influence on psychological need thwarting, related to a decrease in burnout three months later. Burnout itself explained an increase in WFC and turnover intentions. Study 3 focused on managers’ psychological health and found that emotional dissonance and organizational resources influenced managers lack of psychological detachment and work engagement three months later, through psychological need thwarting and satisfaction. Altogether, these studies contribute to self-determination theory in the work setting and offer some perspectives on organizational practices that could lastingly alter healthcare employees’ professional experience

Dans l’environnement hospitalier, les infirmiers jouent un rôle pivot dans la prestation de soin, cette population est particulièrement exposée à des niveaux élevés de demande émotionnelle ce qui peut entraîner à terme une insatisfaction, un épuisement professionnel (Dal Santo, Pohl & Battistelli, 2013), un sentiment d’impuissance et d’incapacité à accomplir un travail au niveau attendu (Davezies, 2007). Le soutien organisationnel perçu (SOP) a été supposé et démontré avoir la capacité d’atténuer les effets néfastes des tensions émotionnelles (Pohl, Battistelli & Librecht, 2013; Battistelli, Pohl & Dal Santo, 2012; George, Reed, Ballard; Halbesleben, 2006). Rhoades et Eisenberger (2002) ont ajouté que le soutien du supérieur hiérarchique (SSP) est défini par la perception qu’a le salarié de la manière dont son supérieur valorise sa contribution, et qui est considéré comme la variable qui contribue le plus significativement à la perception du soutien organisationnel. Rhoades et al (2001) ont observés un effet positif du SSP sur l’engagement organisationnel affectif ; (Wayne et al., 1997 ; Moorman et al., 1998) ont démontrés un effet direct du SSP sur le bien-être, la qualité de vie au travail et sur les comportements de citoyenneté organisationnelle. Enfin, le développement récent de la recherche confirme les effets tangibles du soutien du supérieur hiérarchique sur l’engagement affectif, l’intention de quitter et l’épuisement professionnel en témoignent Simons & Jankowski; 2008). Notre réflexion théorique s’articule en trois points. (1) Etudier les tensions psychologiques (conflit travail/famille-famille/travail) et les caractéristiques du travail (Demande psychologique, Contraintes physiques Complexité du travail…) constitue une clé d’entrée qui nécessite (2) une réflexion sur le soutien émotionnel au travail ainsi que les stratégies de régulation émotionnel comme variables modératrices, pour (3) étudier les effets de ces variables modératrices dans les modèles de recherche intégrant l’épuisement professionnel, l’engagement organisationnel, satisfaction au travail, la dissonance émotionnelle et le comportement de citoyenneté organisationnelle . Mots clé: Tensions au travail (conflit travail/famille-famille/travail) – Caractéristiques du travail (Demande psychologique, Contraintes physique, Complexité du travail) Burnout – Engagement organisationnel– Dissonance émotionnelle – comportement de citoyenneté_ Soutien émotionnel au travail –Stratégies de régulation émotionnelle. / The increasing demands of work and their impact on the quality of life of employees are timely. In this perspective, the reflection on the managerial practices deserves to be thorough. This research project has three objectives: to conceptualize, measure and predict the influence of emotional support at work (ESW) on organizational commitment, job satisfaction and organizational citizenship behaviour. Our reflection is based on three points. (1) Study the psychological tensions ( conflicts Work / family -life / work) and job characteristics (psychological demand, physical constraints, Complexity of work ... ) is a key input that requires (2) a reflection on the emotional support at work and emotional regulation strategies as moderating variables for ( 3) study the effects of moderating variables in integrating research models incorporating burnout, organizational commitment , emotional dissonance, job satisfaction and organizational citizenship behaviour. The hospital raises an exemplary manner the dynamics and challenges of local management. We will consider three cases: The University Hospital of Bab El Oued (Algeria), University Hospital of Brugmann, (Belgium) and The University Hospital of Bordeaux (France). To provide some answers, we mobilize two methods: qualitative and quantitative (more about a double measure of perceived SET and a measure of emotional regulation strategies) with a comparison of the target institutions. Key words : Emotional support at work_ psychological tensions (conflict work / life and family / work) - Work Characteristics (psychological demand, physical constraints, Labor Complexity ) Burnout – organizational commitment - emotional dissonance - organizational citizenship behaviour _ Strategies work emotional regulation .

Family policy andreproductive behaviour in the VisegradGroup states after 1990 Abstract In post-communist countries, the fertility decline has been already subjected in many researches. Aim of this diploma thesis is to analyse trends in fertility and family policy in the Visegrad countries. The goal was to find out how the post-1990 approach on family policy and response to changing social conditions differed in the Czech Republic, Hungary, Poland and Slovakia. The study describes settings for each family benefits including the changes in the examined period of 1990-2013. On that basis 5-year periods were defined and assessed. The fertility analysis is focused on the total and completed fertility rate and also by parity and age-specific fertility rates. The period effect was estimated using age-period-cohort (APC) models which decompose fertility rates for age, period and cohort effects. Models were based on fertility of women aged 25-49 years in the Czech Republic, Hungary and Slovakia. Results in all three countries suggest that the decline in fertility in 1995-1999 wasa reaction to the changing socio-economic conditions in 1990-1994. However, the negative effect of this period was mitigated by changes in the distribution of cohorts. The period 2000-2004 has brought many positive changes that were behind...

Em uma sociedade, onde a competitividade empresarial encontra-se acirrada e a força de trabalho tende a ser cada vez mais diversificada, na qual as mulheres ocupam importante espaço no mundo profissional, as organizações necessitam adotar estratégias que propiciem, além da lucratividade, um ambiente saudável que priorize o bem-estar das pessoas que delas fazem parte. Nesse contexto, a busca do equilíbrio entre o trabalho e a vida pessoal é uma questão a ser enfrentada por todas as empresas. Dessa forma, essa pesquisa teve por objetivo propiciar um entendimento sobre a atuação de algumas empresas do setor eletroeletrônico de Caxias do Sul em relação ao conflito trabalho-família que pode afetar as mulheres trabalhadoras. O método científico que norteou a pesquisa foi o fenomenológico proposto por Husserl, sendo que esta ocorreu em duas etapas. A primeira etapa da pesquisa foi de caráter exploratório e teve uma abordagem qualitativa. Portanto, voltou-se para a coleta de informações relativas às empresas através de entrevistas semi-estruturadas a fim de verificar os seus posicionamentos quanto ao uso de práticas de suporte instrumental, visando minimizar o conflito trabalho-família, sendo a análise de conteúdo utilizada para esse fim. Na segunda etapa, foi utilizada a concepção descritiva da pesquisa, sendo a abordagem quantitativa. Nesta etapa, foi realizada a coleta de informações por parte das funcionárias, de forma a levantar o perfil sociodemográfico das mesmas e investigar a ocorrência do fenômeno conflito trabalho-família, utilizando-se o método de survey. A população foi composta por quatro empresas fabricantes de eletroeletrônicos de Caxias do Sul, e as amostras configuraram-se como não-probabilística por julgamento e probabilística do tipo amostragem estratificada proporcional. Como resultados, observou-se que as empresas estudadas adotam tais práticas, motivadas principalmente, pela busca de satisfação dos funcionários, redução dos índices de rotatividade e absenteísmo e aumento da produtividade. Identificou-se a ocorrência do conflito trabalho-família entre as funcionárias e um efeito positivo resultante do uso das práticas de suporte instrumental, contribuindo para minimizar esse fenômeno. / Submitted by Marcelo Teixeira (mvteixeira@ucs.br) on 2014-05-28T16:52:22Z No. of bitstreams: 1 Dissertacao Sarajane de Fatima L de Oliveira.pdf: 841855 bytes, checksum: 916eb1e175b688fabf0223c93a2acdcd (MD5) / Made available in DSpace on 2014-05-28T16:52:22Z (GMT). No. of bitstreams: 1 Dissertacao Sarajane de Fatima L de Oliveira.pdf: 841855 bytes, checksum: 916eb1e175b688fabf0223c93a2acdcd (MD5) / In a society, where the competitiveness of the enterprise is growing and the work force tends more to be each time diversified, in which the women occupy important space in the professional world, the organizations needs to adopt strategies that they propitiate, beyond the profitability, a healthful environment that prioritizes well-being of the people who of them are part. In this context, the search of balance between work and personal life is a question to be faced by all the companies. Therefore, this research had for objective to propitiate an understanding on the performance of some companies of the electric appliances sector of Caxias do Sul in relation with the conflict work-family which can affect the feminine workforce. The scientific method that guided the research was phenomenological, as proposed by Husserl, and occurred in two stages. The first stage of the research had an exploratory character and had a qualitative approach. It was realized data collection on the companies through half-structuralized interviews in order to verify their positioning on the use of practical of instrumental support, aiming at minimizing the conflict work-family. In the second stage of the research was used a descriptive conception of the research through a quantitative approach. In this stage, a collection of information on the part of the employees was carried through, in a way to raise their socio-demographic profile and to investigate the occurrence of the work-family conflict phenomenon, using the survey method. The population is composed of four companies which manufacture electric appliances of Caxias do Sul and the samples were configured as non judgment probability and proportional stratified probabilistic sample. As results, it was observed that the studied companies adopt practices motivated mainly by the search of satisfaction for their employees, the reduction of the rotativity and absenteeism indices and the increase in productivity. Occurrence of the conflict work-family was identified between the employees and a positive effect resulting of the use of the practices of instrumental support contributed to minimize this phenomenon.

Submitted by RICARDO CESAR FERNANDES DA SILVA (ricardo.cesarf@hotmail.com) on 2013-11-06T15:49:25Z No. of bitstreams: 1 Dissertação Ricardo Cesar Fernandes MEX 2012_Versão Final.pdf: 962302 bytes, checksum: 8bbec6b5902285b8ba4e87e66c73c44f (MD5) / Approved for entry into archive by Janete de Oliveira Feitosa (janete.feitosa@fgv.br) on 2013-11-06T19:24:00Z (GMT) No. of bitstreams: 1 Dissertação Ricardo Cesar Fernandes MEX 2012_Versão Final.pdf: 962302 bytes, checksum: 8bbec6b5902285b8ba4e87e66c73c44f (MD5) / Approved for entry into archive by Marcia Bacha (marcia.bacha@fgv.br) on 2013-11-11T17:14:59Z (GMT) No. of bitstreams: 1 Dissertação Ricardo Cesar Fernandes MEX 2012_Versão Final.pdf: 962302 bytes, checksum: 8bbec6b5902285b8ba4e87e66c73c44f (MD5) / Made available in DSpace on 2013-11-11T17:15:27Z (GMT). No. of bitstreams: 1 Dissertação Ricardo Cesar Fernandes MEX 2012_Versão Final.pdf: 962302 bytes, checksum: 8bbec6b5902285b8ba4e87e66c73c44f (MD5) Previous issue date: 2013-10-23 / The Brazilian maritime shipping industry is currently under going a fast growing expansion driven by, amongst other reason, Government policies towards encouraging new building ships to the Oil & Gas industry in local shipyards . At the same time , the exploration and production of petroleum demand s chartering a large number of foreign f lag vessels to support its operations. The fast growing fleet counters the fact of the shortage of skilled workforce manning those vessels , notably the Merchant Maritime Officers . Worsening the critical situation the National Council of Immigration issued the Normative Resolution n° 72/2006, with mandatory minimum proportion of Brazilian seafarers after 90 days of cont inuous operation in the Brazilian jurisdiction waters . Moreover , a study ordered by the National Union of Shipowners shows that the turnover of Maritime Officers , in the first years of their career aboard, is about 30 percent. For this reason, this study , from a literature review about Brazilian culture, motivation , work - f amily conflict , confined spaces working and turnover , has develope d into an exploratory and field research , through personal interviews analyzed accordingly with the method of content analysis with seasoned professional s with regard the thematic approach , and Maritime Officers , in order to identify the factors contributing to the turnover of Maritime Officers in the early years of his career aboard. As a result , the study showed that the intrinsic and extrinsic motivators’ agents act continuously directing the behavior of Marit ime Officers to stay or quit the career aboard . In the process of alter ing beha vioral and psychological forces , associated with motivation, the decision making process is influenc ed by a high number of alternatives represented by available employment oppor tunities to the Maritime Officers , the work - family conflicts and the difficulty to adapt working in a confined environment. In the case of Maritime Officers , females’ genre , the situation is even more sensitive because they struggl e to accomplish with the motherhood and wifely role . Therefore , the motivation to stay or quit the c areer aboard is strongly related of seeking fulfillment of personal expectations and the desire to balance personal and professional life / A indústria de transporte marítimo brasileira passa por um momento de forte expansão decorrente, entre outros fatores, de políticas governamentais que incentivam a construção, nos estaleiros nacionais, de navios para serem utilizados em apoio às atividades da indústria de óleo e gás. Ao mesmo tempo, para complementar a frota brasileira, as empresas petroleiras demandam a contratação de grande quantidade de navios estrangeiros para apoiar as suas operações. Este quadro de crescimento da frota, observado, particularmente, nos últimos 10 anos, contrasta com a escassez de mão de obra qualificada para tripular as embarcações, de modo especial dos Oficiais da Marinha Mercante (OMM). Acentuando o contraste, o Conselho Nacional de Imigração editou a Resolução Normativa n° 72/2006, determinando às empresas de navegação, que operam barcos de bandeira estrangeira, a contratação de proporções mínimas de tripulantes brasileiros, após 90 dias contínuos de operação no país. Além disso, estudos encomendados pelo Sindicato dos Armadores, SYNDARMA, apontam que a taxa de evasão dos OMM, nos anos iniciais da carreira embarcada, é de cerca de trinta por cento. Assim, o presente estudo, a partir de uma revisão bibliográfica acerca da história da Marinha Mercante brasileira, da cultura brasileira, da motivação, dos conflitos família-trabalho, do trabalho em espaço confinado e da rotatividade, se desenvolveu em uma pesquisa exploratória e de campo, por meio de entrevistas pessoais, analisadas à luz da técnica da análise de conteúdo, com profissionais de reconhecida experiência com o tema, além de OMM, com o objetivo de identificar os fatores contribuintes para a evasão dos OMM nos anos iniciais da carreira embarcada. Como resultado, o estudo mostrou que os agentes motivadores intrínsecos e extrínsecos agem continuamente direcionando o comportamento dos OMM para a permanência ou saída da carreira embarcada. Nessa alternância de forças psicológicas e comportamentais, associadas à motivação, influenciam no processo decisório as alternativas existentes representadas pelas oportunidades de emprego oferecidas aos OMM, os conflitos trabalho-família e a dificuldade de adaptação ao trabalho em ambiente confinado. No caso dos OMM, do gênero feminino, a situação é ainda mais sensível, pois enfrentam dificuldades para conciliar a vida embarcada com o papel de mãe e esposa. Portanto, a motivação para a permanência ou saída da carreira embarcada está fortemente relacionada à busca pela realização das expectativas pessoais e ao desejo de equilibrar vida pessoal com a profissional.

L‟objectif de toute analyse économique sur l‟offre de travail, est en général, de mieux cerner les problématiques liées à l‟emploi permettant de décliner des politiques en direction du marché du travail. Cette thèse n‟échappe pas à cet objectif bien qu‟elle soit orientée vers les femmes. A partir des analyses développées dans cette thèse, nous avons apporté un nouvel éclairage sur les facteurs déterminants qui poussent ou empêchent la femme sénégalaise à intégrer le marché du travail. Les approches théoriques développées, nous ont conduit à considérer la nature des relations conjugales, les différentes perceptions du travail et des obligations familiales correspondants à différents types de comportements féminins d‟offre de travail. Le comportement d‟offre de travail de la femme sénégalaise est ainsi influencé par des caractéristiques individuelles telles que l‟âge, le niveau d‟éducation, et des caractéristiques familiales courantes telles que la présence d‟enfant(s) de moins de 5ans dans le ménage, la présence d‟un conjoint (statut matrimonial), le revenu du conjoint, la taille du ménage, le statut monétaire matérialisé par la pauvreté, le versement de transferts à des descendants ou ascendants.Par le biais de la modélisation logistique dichotomique et multinomiale, nous avons montré que le niveau d‟éducation est positivement corrélé à la participation des femmes sur le marché du travail et constitue de surcroît, un ticket d‟entrée dans le secteur public. Contrairement au statut matrimonial (être mariée), la présence d‟enfants de moins de 5 ans et le revenu du conjoint ne semblent pas être un obstacle à l‟intégration des femmes sur le marché du travail, mais cette présence d‟enfant semble orienter les sénégalaises vers le secteur informel au détriment des autres secteurs (public et privé formel). Ce qui est souvent motivé par les conditions de travail plus flexibles dans ce secteur permettant aux femmes de concilier activités économiques et obligations familiales. Par ailleurs, les femmes appartenant aux ménages pauvres semblent être plus disposer à offrir du travail que celles appartenant aux ménages non pauvres, mais elles ont moins de chances d‟être dans le secteur public, le secteur privé formel et dans une moindre mesure dans les ambassades et ONG que dans l‟informel par rapport à celles qui ne sont pas pauvres. / The objective of any economic analysis of the elabor supply is generally to better understand issues related to employment allowing formulating policies towards the labor market. This thesis is not an exception to this objective although it focuses exclusively on women. From the analysis of the present thesis, we have shed new light on the main factors driving or inhibiting the senegalese woman to enter the labor market. The theoretical approaches developed have led us to consider the nature of marital relationships, the different perceptions of work and family obligations corresponding to different types of female behavior of labor supply. Through a dicotomous and multinomial logit model, we have shown that the behavior of labor supply of senegalese women is influenced by individual characteristics such as the age and education level, and standard family characteristics such as the presence of under 5 years old child/children in the household, the presence of a spouce (marital status), the income of the spouse, the householf size, the monetary status indicated by the poverty, the remittances to descendants or ascendants.

The purpose of the study was to explore the relationship between WFC and stress with Conscientiousness which is part of the Big Five personality Traits Model in moderation. The study was undertaken in the South African Police Service members in Alice town in the Eastern Cape. The study was based on a sample size of eighty four (n=84) out of 134 (N=134) police officers. A simple convenient random sample was used to sample participants. With the use of descriptive, correlation and inferential statistics the finding revealed instead that Conscientiousness has no significant relationship with WFC at (r= 0.02792, p= 0.8022) also Conscientiousness had no significant relationship with stress at (r= -0.04465, p= 0.6885). Overall, after separating the group according to those that scored low and those that scored high on conscientiousness scale, the study found the group low in conscientiousness not significantly correlated with WFC and stress (r= -0.02263, p= 0.9414). and the group with a high conscientiousness the study revealed a high significant relationship for police officers that scored high on Conscientiousness at (r= 0.40119, p< 0.00). The group low in conscientiousness has no correlation between WFC and stress thus different values of conscientiousness cause a change in the relationship between WFC and stress. Thus those who are low in conscientiousness do not have a relationship between WFC and stress. A call is made to the SAPS as an institution to consider prioritizing personality trait particularly applicants that score low on conscientiousness personality test during recruitment and selection of new police officers to avoid the outcomes associated with the nature of police work.

Em uma sociedade, onde a competitividade empresarial encontra-se acirrada e a força de trabalho tende a ser cada vez mais diversificada, na qual as mulheres ocupam importante espaço no mundo profissional, as organizações necessitam adotar estratégias que propiciem, além da lucratividade, um ambiente saudável que priorize o bem-estar das pessoas que delas fazem parte. Nesse contexto, a busca do equilíbrio entre o trabalho e a vida pessoal é uma questão a ser enfrentada por todas as empresas. Dessa forma, essa pesquisa teve por objetivo propiciar um entendimento sobre a atuação de algumas empresas do setor eletroeletrônico de Caxias do Sul em relação ao conflito trabalho-família que pode afetar as mulheres trabalhadoras. O método científico que norteou a pesquisa foi o fenomenológico proposto por Husserl, sendo que esta ocorreu em duas etapas. A primeira etapa da pesquisa foi de caráter exploratório e teve uma abordagem qualitativa. Portanto, voltou-se para a coleta de informações relativas às empresas através de entrevistas semi-estruturadas a fim de verificar os seus posicionamentos quanto ao uso de práticas de suporte instrumental, visando minimizar o conflito trabalho-família, sendo a análise de conteúdo utilizada para esse fim. Na segunda etapa, foi utilizada a concepção descritiva da pesquisa, sendo a abordagem quantitativa. Nesta etapa, foi realizada a coleta de informações por parte das funcionárias, de forma a levantar o perfil sociodemográfico das mesmas e investigar a ocorrência do fenômeno conflito trabalho-família, utilizando-se o método de survey. A população foi composta por quatro empresas fabricantes de eletroeletrônicos de Caxias do Sul, e as amostras configuraram-se como não-probabilística por julgamento e probabilística do tipo amostragem estratificada proporcional. Como resultados, observou-se que as empresas estudadas adotam tais práticas, motivadas principalmente, pela busca de satisfação dos funcionários, redução dos índices de rotatividade e absenteísmo e aumento da produtividade. Identificou-se a ocorrência do conflito trabalho-família entre as funcionárias e um efeito positivo resultante do uso das práticas de suporte instrumental, contribuindo para minimizar esse fenômeno. / In a society, where the competitiveness of the enterprise is growing and the work force tends more to be each time diversified, in which the women occupy important space in the professional world, the organizations needs to adopt strategies that they propitiate, beyond the profitability, a healthful environment that prioritizes well-being of the people who of them are part. In this context, the search of balance between work and personal life is a question to be faced by all the companies. Therefore, this research had for objective to propitiate an understanding on the performance of some companies of the electric appliances sector of Caxias do Sul in relation with the conflict work-family which can affect the feminine workforce. The scientific method that guided the research was phenomenological, as proposed by Husserl, and occurred in two stages. The first stage of the research had an exploratory character and had a qualitative approach. It was realized data collection on the companies through half-structuralized interviews in order to verify their positioning on the use of practical of instrumental support, aiming at minimizing the conflict work-family. In the second stage of the research was used a descriptive conception of the research through a quantitative approach. In this stage, a collection of information on the part of the employees was carried through, in a way to raise their socio-demographic profile and to investigate the occurrence of the work-family conflict phenomenon, using the survey method. The population is composed of four companies which manufacture electric appliances of Caxias do Sul and the samples were configured as non judgment probability and proportional stratified probabilistic sample. As results, it was observed that the studied companies adopt practices motivated mainly by the search of satisfaction for their employees, the reduction of the rotativity and absenteeism indices and the increase in productivity. Occurrence of the conflict work-family was identified between the employees and a positive effect resulting of the use of the practices of instrumental support contributed to minimize this phenomenon.

Les transformations du monde du travail, dues à la mondialisation, se font principalement au profit de l’efficacité et l’efficience des entreprises. Ces changements, touchant aussi l’organisation du travail, ne sont pas sans effets sur la santé des travailleurs. Cette étude traite principalement de l’effet des horaires atypiques sur la santé mentale des travailleurs. Elle a pour objectifs 1) d’étudier l’association entre l’horaire atypique et les problèmes de santé mentale chez les travailleurs ; 2) d’explorer l’effet du conflit travail-famille, des demandes psychologiques et de l’autorité décisionnelle sur la santé mentale des travailleurs. Cette étude est basée sur un échantillon de 2 162 participants de l’enquête SALVEO, qui est une des plus importantes études réalisées sur la santé mentale et le travail au Canada. Préalablement, des analyses descriptives ont été effectués afin de dresser le portrait de la population à l’étude et de comparer la prévalence des problèmes de santé mentale chez les travailleurs. Afin de tester les hypothèses, des analyses de corrélation bivariée et de régression logistique ont été réalisées. Les résultats nous ont montré que les horaires atypiques n’ont pas d’association directe sur la santé mentale des travailleurs. Cependant, l’horaire atypique est associé à des problèmes de santé mentale. Le conflit travail-famille et les demandes psychologiques tendent à augmenter le risque de développer des problèmes de santé mentale, et inversement pour l’autorité décisionnelle. / The changes in the world of work due to globalization are mainly for the benefit of the effectiveness and efficiency of enterprises. These changes, which also affect the work organization, are not without effects on the health of workers. This thesis focuses on the effect of non-standard work schedules on the mental health of workers. Its objectives are 1) to study the association between non-standard schedules and mental health problems among workers; and 2) to explore the effect of work-family conflict, psychological demands, and decision latitude on workers' mental health. This study is based on a sample of 2,162 participants from the SALVEO survey, which is one of the most important mental health studies conducted in Canada. Preliminary, descriptive analyses were conducted in order to draw up a portrait of the study population and compare the prevalence of mental health problems among workers. In order to refute or confirm the hypotheses put forward, bivariate correlation and logistic regression analyses were carried out. All analyses were performed using version 25 of the SPSS software. The results showed us that non-standard schedules have no direct effect on the mental health of workers. However, people working non-standard schedules are at greater risk of developing mental health problems compared to those working standard schedules. Work-family conflict and psychological demands tend to increase the risk of developing mental health problems, while decision-making latitude has the opposite effect.

Suite à la globalisation des affaires et aux multiples changements démographiques, de plus en plus de professionnels vont travailler à l’étranger de leur propre initiative ou encore, pour réaliser un mandat au sein d’une filiale de leur entreprise localisée à l’étranger. L’objectif de cette recherche consiste à étudier le bien-être des travailleurs à l’international en s’appuyant sur deux courants théoriques, celui du bien-être psychologique et du bien-être subjectif. Le bien-être subjectif se réfère à l’évaluation que font les personnes des conditions et des caractéristiques de l’environnement. Le bien-être psychologique fait référence à l’ampleur avec laquelle la personne se sent bien avec elle-même et à la cohérence de son projet de vie avec ses valeurs et ses objectifs de vie. Tenant compte du fait qu’un travail à l’étranger affecte tout autant les vies professionnelle, personnelle et souvent de couple et familiale, cette étude analyse les incidences du conflit et de l’enrichissement travail-famille sur le bien-être des travailleurs en mobilité à l’international. Notre recherche permet aussi d’explorer comment l’articulation travail-famille (tant par les perceptions de conflit que d’enrichissement) des TMI peut être expliquée par trois grands déterminants: le soutien social, l’autoévaluation de soi et l’intelligence culturelle des TMI. L’étude a été menée auprès de 284 travailleurs en mobilité à l’international vivant et travaillant dans différents pays. Au terme de multiples analyses, nos résultats confirment l’importance pour les TMI de ne pas ressentir de conflit travail-famille, mais de percevoir de l’enrichissement travail-famille pour ressentir plus de bien-être. Nos résultats démontrent que le conflit travail-famille est lié négativement aux deux types de bien-être évalués, alors que l’enrichissement travail-famille est seulement lié au bien-être subjectif. Nos résultats confirment aussi les liens négatifs entre d’une part, le soutien offert par l’organisation et la famille et le sentiment d’autoévaluation de soi et d’autre part, sur le conflit travail-famille que ressentent les TMI. Il apparaît aussi que le soutien offert par les collègues a un effet positif sur le sentiment d’enrichissement travail-famille exprimé par les TMI. Cette thèse conclue sur les implications de ses résultats pour la recherche et la pratique. Pour finir, les limites et les perspectives de la recherche future sont exposées / As a result of the globalization of business and the many demographic changes, more and more professionals are working abroad on their own initiative or, to achieve a mandate within a branch of their company located abroad. The objective of this research is to study the concept of the foreign workers well-being. We associated this concept with two theoretical currents refereeing to the subjective well-being and the psychological well-being. The subjective well-being refers to the assessment made by the workers about the conditions and characteristics of the environment. The psychological well-being refers to the extent to which the individual feels good with himself and the consistency of his life project with its values and life goals. Taking into account that working in a foreign context can affect both the professional and personal lives of the individual, often affecting the couple and family, in this study we aim to examine the impacts of work-family conflict and enrichment experienced by workers (that are) in international mobility. Our research also allows us to explore how the work-family articulation (both by perceptions of conflict and enrichment) of workers in international mobility can be explained by three major determinants: social support, self-esteem and cultural intelligence. The study was conducted among 284 workers in international mobility that was living and working in different countries. After multiple analyzes, our results confirm the importance for these workers in international mobility to feel no work-family conflict, but to perceive work-family enrichment in order to experience more well-being. Moreover, our results show that work-family conflict is negatively related to both types of well-being assessed, while the work-family enrichment is only related to subjective well-being. Our results also highlight the negative links between on the one hand, the support offered by the organization and the family with the feeling of self-esteem and on the other, with work-family conflict experienced by workers in international mobility. It also appears that support from co-workers has a positive effect on work-family enrichment experienced and expressed by workers in international mobility. This thesis concludes on the implications of its results for research and practice. Finally, limitations and vision statement for the future research are explained