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Les pratiques de gestion des ressour...

Universite de Montreal (Canada).

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Les pratiques de gestion des ressources humaines favorisant le maintien en emploi et l'engagement organisationnel des travailleurs vieillissants.

紀錄類型:	書目-語言資料,印刷品 : Monograph/item
正題名/作者:	Les pratiques de gestion des ressources humaines favorisant le maintien en emploi et l'engagement organisationnel des travailleurs vieillissants./
作者:	Bettache, Mustapha.
面頁冊數:	532 p.
附註:	Source: Dissertation Abstracts International, Volume: 69-09, Section: A, page: 3763.
Contained By:	Dissertation Abstracts International69-09A.
標題:	Business Administration, Management. -
電子資源:	http://pqdd.sinica.edu.tw/twdaoeng/servlet/advanced?query=NR41890
ISBN:	9780494418901

Les pratiques de gestion des ressources humaines favorisant le maintien en emploi et l'engagement organisationnel des travailleurs vieillissants.
Bettache, Mustapha.

Les pratiques de gestion des ressources humaines favorisant le maintien en emploi et l'engagement organisationnel des travailleurs vieillissants. - 532 p.

Source: Dissertation Abstracts International, Volume: 69-09, Section: A, page: 3763.

Thesis (Ph.D.)--Universite de Montreal (Canada), 2008.

The issue of aging salaried workers is currently taking significant prominence. In Quebec (and elsewhere in Canada and other developed countries), after a quarter of a century of stigmatizing that population of salaried workers who are at the end of their careers and highlighting its inability to adapt to organizational and technological changes while portraying it as a hindering factor to competitivity, organizations have more recently reoriented their management practices towards more inclusive and less discriminatory practices, as a consequence of the increasing risks of workforce shortages given the aging working population.

ISBN: 9780494418901Subjects--Topical Terms:

626628
Business Administration, Management.

Les pratiques de gestion des ressources humaines favorisant le maintien en emploi et l'engagement organisationnel des travailleurs vieillissants.
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245 1 4 $a Les pratiques de gestion des ressources humaines favorisant le maintien en emploi et l'engagement organisationnel des travailleurs vieillissants.
300 $a 532 p.
500 $a Source: Dissertation Abstracts International, Volume: 69-09, Section: A, page: 3763.
502 $a Thesis (Ph.D.)--Universite de Montreal (Canada), 2008.
520 $a The issue of aging salaried workers is currently taking significant prominence. In Quebec (and elsewhere in Canada and other developed countries), after a quarter of a century of stigmatizing that population of salaried workers who are at the end of their careers and highlighting its inability to adapt to organizational and technological changes while portraying it as a hindering factor to competitivity, organizations have more recently reoriented their management practices towards more inclusive and less discriminatory practices, as a consequence of the increasing risks of workforce shortages given the aging working population.
520 $a In light of this development, the lengthening of one's productive life as well as the commitment of older salaried workers are becoming an economic and social imperative. This is the topic of our research, which is rooted in the broader scope of developing new management policies with regards to the career paths of older workers (i.e., 50 years and older) who are expected to stay on longer in the workforce. It is important to remember that the predecessors of these policies have for many decades resulted in the early exclusion of older salaried workers from the labour force. As a result, they need to be replaced by new measures relevant to this group of workers, in order to allow the creation of better-suited jobs for them, given their recognised influence on the efficiency of organizations in a context where a significant proportion of the population is older than 50 years of age.
520 $a This research concerns a population composed of members of the managerial group aged 50 years and older. Its main aim is to propose a set of practices that favours employment retention, mobilizing older workers---and both simultaneously---in the context of an ageing working population in Quebec and Canada.
520 $a This research uses secondary data derived from a study conducted by a self-administered questionnaire between 2001 and 2002, among managers in health care and social services institutions of the Montreal-Centre and Cite de la Sante de Laval (CSL). In total, 3524 questionnaires were distributed, of which 1048 were returned, corresponding to a response rate of 29.7%. Respondents aged 50 years and older, the sample in this study, made up 38.5% of the total sample. The average age of respondents who were 50 years and older was 53.5 years; They were mostly women (60.9%) and had a high level of education (73.6% having obtained a Bachelor's degree or more). The annual (gross) income of responders was fairly high, ranging between $5 5,000 and $8 4,999 for 79.1% of them. With regards to work experience, the respondents' average number of cumulative employment years was, at the time of the study, 31 years. The methodology used to answer our research questions is based on a statistical analysis model and more particularly the use of factorial analysis, bivariate correlations and multiple regression analysis.
520 $a The current research highlighted the positive effect of management practices---such as the creation of work-mandates, career planning, setting up productivity assessment processes and feedback mechanisms (suggestions, polls, feedback groups, etc.)---on the prolongation of productive life as well as on the commitment of older workers (50 years and older) within their organizations. The practice of enhancing access to management development programs was shown to have a negative effect on the prolongation of productive life and the commitment of older workers (50 years and older) within their organisations.
520 $a This research has essentially demonstrated that the extension of productive life and the mobilization of older workers can be achieved by the modification of management practices in human resources focused on the balance between older salaried workers' expectations and the expectations of their organizations.
520 $a This study highlighted a few practices, if not a 'framework' of management that favours retaining and mobilizing older workers which could be of interest to various organizations (public or private), government institutions as well as unions, and could inspire the intervention of human resources professionals to this end. It also aimed to understand the different effects of those practices, according to the respective respondents' age group (i.e. ≥ 50 years versus < 50 years) and according to gender (i.e., men ≥ 50 years versus women ≥ 50 years). It has thereby also furthered the work around the development of different management strategies that aim to better adapt the organization of labour and the organizations' mode of functioning to an ageing workforce.
590 $a School code: 0992.
650 4 $a Business Administration, Management. $3 626628
650 4 $a Sociology, Industrial and Labor Relations. $3 1017858
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710 2 $a Universite de Montreal (Canada). $3 1018132
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