Résultats de recherche

1. Objectifs

Intentions :
«The contributions of this study are manifold. First, to our knowledge, this is the first study to explore, at the organizational level, the relationship between management policies concerning vacations and parental leave and the employee turnover rate. Most prior authors have instead investigated turnover at the individual level in focusing on intent to quit. Second, this study responds to a need, expressed by several authors, to use a contingent approach in analyzing the turnover phenomenon.» (p. 1225)

Questions/Hypothèses :
«[T]he following two research hypotheses are advanced: [First, the] number of annual vacation days offered by the employer is negatively associated with an organization’s voluntary turnover rate. [Second, the] salary reimbursement provided by the employer during employee parental leave is negatively associated with an organization’s voluntary turnover rate.» (p. 1228)

2. Méthode

Échantillon/Matériau :
«Data were gathered through a compensation survey conducted between January and April 2016 by Normandin Beaudry, a consulting firm specialized in compensation management. The questionnaire was completed by 125 human resources managers working in ICT [Information and Communications Technology] organizations, mainly in the province of Quebec. […] The sample contains organizations of different sizes [and] from different ICT sub-sectors.» (p. 1229)

Type de traitement des données :
Analyse statistique

3. Résumé

«The correlations between the variables under study, presented in the correlation matrix […], support the two research hypotheses. The percentage of salary reimbursement during parental leave and the mean number of annual vacation days are both significantly and negatively associated with voluntary turnover rate.» (p. 1230) «When testing the hypotheses through the use of a linear regression analysis […], however, the results support Hypothesis 1 but not Hypothesis 2. As hypothesized, the mean number of annual vacations is negatively and significantly associated with the voluntary turnover rate of the ICT organizations surveyed […]. The percentage of salary reimbursement during parental leave, however, does not significantly reduce voluntary turnover in the ICT organizations surveyed […]. Finally, the results revealed that voluntary turnover rate is not significantly associated with the control variables of annual payroll per employee […], percentage of unionized employees […] and the mean number of hours worked per week […]. [Authors] might explain the absence of an association between salary reimbursement during parental leave and voluntary turnover by the fact that only a small proportion of employees take advantage of such a benefit and only in an inconsistent way over time.» (p. 1231)

1. Objectifs

Intentions :
«[T]he goal of this research note is to evaluate the nature and quality of the information on work interruptions and parental leaves collected in retrospective surveys.» (p. 32)

2. Méthode

Échantillon/Matériau :
Pour mener leur étude, les auteures utilisent le «Living in Canada Survey - Pilot (LCS)» (p. 32) «The original sample comprised nearly 4,000 respondents who were living in approximately 1,600 households selected in four Canadian provinces (New Brunswick, Quebec, Ontario, and Saskatchewan).» (p. 33)

Instruments :
Questionnaire

Type de traitement des données :
Analyse statistique

3. Résumé

À la lumière de leur recherche, les auteures constatent que «roughly only half of mothers who mentioned taking a parental leave of at least seven months also reported a corresponding jobless episode when later asked about their work history in another section of the questionnaire. This high level discrepancy might have serious repercussions when analysing the effects of job interruptions on different aspects of individuals’ lives using retrospective data. » (p. 40) «As expected, the likelihood that women who mentioned an at least seven-month long parental leave also reported a corresponding work interruption was shown to be positively linked to the duration of the parental leave. Furthermore, lone mothers at the time of birth were found to be more likely to report the job interruption.» Ils concluent que «[i]n retrospective surveys, collecting information on parental leaves within parental histories (i.e., when collecting information on each biological, adopted or step-child reported by respondents) most likely constitutes a better strategy to measure the use of parental leaves than doing so through work histories, because giving birth and raising children constitute significant events in respondents’ lives.» (p. 41)

1. Objectifs

Intentions :
«The objective of this research is to explore the relationship between different sources of social support and employee risk of burnout.» (p. 27)

Questions/Hypothèses :
«Do different sources of social support (i.e. supervisors, colleagues, direct-related family (spouse), and extended family and friends) explain a different percentage of the variance of employee risk of burnout? […] Do stress, coping strategies and social support have similar or differential relationships with employee risk of burnout? […] Do sources of social support have the same effect on employee risk of burnout across categories?» (p. 27)

2. Méthode

Échantillon/Matériau :
«The sample included 1078 French-speaking employees working full time in a large school board in the Outaouais.» (p. I)

Instruments :
Questionnaire

Type de traitement des données :
Analyse statistique

3. Résumé

According to the author, «[s]ources of support were significantly related to emotional exhaustion […]. Social support from supervisors, a spouse and friends had significant effects on emotional exhaustion; however, there was no significant effect on emotional exhaustion for social support from colleagues and extended family members. […] Social support from supervisors, extended family members and friends had significant effects on depersonalization; however, there was no significant effect on depersonalization for social support from colleagues and a spouse. Sources of social support as predictors were significantly related to personal accomplishment […]. Social support from supervisors and friends has significant effects on personal accomplishment; however, there was no significant effect on personal accomplishment for social support from colleagues, a spouse, and extended family members. Correlations among sources of stress, coping strategies and social support for each of the three variables of employee risk of burnout were computed. Stress, coping strategies and social support has similar correlations with emotional exhaustion and depersonalization, but had differential correlations with personal accomplishment. The employee category factor had a significant effect on each of the social support sources: supervisors, colleagues, a spouse, extended family and friends; however, the effects of each employee category were different for each individual social support source.» (p. I-II)