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Bien que les changements organisationnels soient généralement considérés comme générateurs d’effets plus durables que les interventions individuelles, ils sont davantage difficiles à implanter. La littérature en changement organisationnel suggère que la participation d’acteurs-clés de différents niveaux hiérarchiques d’un milieu de travail peut contribuer à définir des changements qui seront mieux acceptés. L’ergonomie est une discipline pour laquelle la participation des divers acteurs en vue d’introduire des modifications dans une organisation du travail déficiente s’impose, depuis de nombreuses années, comme une nécessité méthodologique. Cependant, on constate un déficit de connaissances quant aux processus ou actions de l’ergonome qui mènent à l’implantation des changements. L’objectif de cette étude de cas réalisée dans une entreprise aéronautique est de décrire finement les actions de l’ergonome, en vue d’émettre des recommandations quant aux indicateurs à inclure dans un modèle d’évaluation des processus de l’intervention ergonomique. Comme résultat, une analyse quantitative des processus a permis d’illustrer les modifications dans les stratégies de l’ergonome aux différentes étapes de l’intervention et en fonction de certains éléments-clés du contexte. Au plan qualitatif, cette étude montre à quel point les étapes préalables à l’implantation des changements sont cruciales afin de favoriser l’adhésion collective des acteurs-clés au plan d’action sur les changements à implanter. Cette étude constitue une contribution à la problématique scientifique émergente de l’évaluation des interventions complexes, plus particulièrement celle de l’élaboration d’un modèle d’évaluation des interventions ergonomiques. Les résultats confirment, notamment, l’intérêt d’effectuer des analyses quantitatives et qualitatives des processus ainsi que l’importance de documenter les éléments-clés du contexte ayant influencé ces mêmes processus et leurs effets. Ce tant du point de vue de l’intervenant que de celui des acteurs-clés. Il est fort probable que ces constats puissent, également, s’appliquer à d’autres types d’interventions organisationnelles. Et si l’on souhaite poursuivre cet axe de recherche, l’évaluation d’une série d’interventions ergonomiques permettrait de bonifier ces résultats. // Title in English: Analysis of Processes Leading to Changes in a Company Operating in the Aeronautical Sector: Towards an Evaluation Model for Ergonomic Interventions. Although organizational changes are generally considered as generating longer lasting effects than those generated by individual changes, they are more difficult to implement. The literature on organizational change suggests that the participation of key actors at different hierarchical levels within the workplace can help identify changes that will be more easily accepted. Ergonomics is a discipline in which the participation of various actors has, for many years, represented a methodological necessity in order to make required changes when work organization is poor. However, there is a lack of knowledge related to the processes or actions done by the ergonomist that lead to the implementation of changes. The objective of this case study, conducted in an aeronautical company, is to accurately describe the actions of the ergonomist and to make recommendations as to which indicators to include in a process evaluation model for ergonomic interventions. In terms of results, a quantitative analysis of processes reveals how an ergonomist’s strategy can change at different stages of the intervention, based on certain key contextual elements. Qualitatively, this study shows how the stages prior to implementing changes are crucial in fostering the collective engagement of key actors involved in the action plan describing the changes to be implemented. This study makes a scientific contribution that relates to the evaluation of complex interventions, particularly the development of an evaluation model for ergonomic interventions. The results confirm the interest of conducting quantitative and qualitative analyses of processes and the importance of documenting the key contextual elements that influenced the processes and effects. That, from both the perspective of the facilitator and key actors. These findings could also apply to other types of organizational interventions. To continue this line of research, the evaluation of a series of ergonomic interventions would allow to deepen these results.

Explorations into today's labour context reveal a wide schism between those workers who live under conditions of precarity and contingency and those who seem to be living the dream - and not only in terms of wages. The standardized work day and Taylorized division of labour that characterized most of the industrial era has transitioned, at least in large part, into a regime of flexibility and insecurity that reconstitutes not only working but lifestyle conditions. This paper is intended as an initial conceptual investigation of a dual trend in the conditions of labour under digital capitalism: the rise of contractual contingency and insecurity and the introduction of fun and hipness into the office environment as a means of work intensification.

This essay examines the New Left’s impact on the Canadian labour movement in the 1960s and 1970s. Specifically, it argues that in large industrial unions such as the UAW, New Left ideas that were popular amongst the rank and file were stifled by the more conservative labour bureaucrats. However, in public sector unions and unions unaffiliated with the Canadian Labour Congress, New Left ideas were often able to flourish, and these more radical unions were sometimes able to obtain substantial gains for their members throughout the 1970s while also fostering a broader sense of class consciousness in Canadian society -- culminating most notably in the Common Front’s general strikes in Quebec. Furthermore, this essay suggests that New Left ideas were more popular in public sector and independent unions because these unions had a larger proportion of women in comparison to other unions, and women at this time had a greater incentive to embrace transformative ideologies than men.

The article reviews the book, "'The Dignity of Every Human Being': New Brunswick Artists and Canadian Culture between the Great Depression and the Cold War," by Kirk Niergarth.

This article reviews the book, "(R)évolution du management des ressources humaines. Des compétences aux capabilités," coordinated by Solveig Fernagu Oudet and Christian Batal.

Informed by the feminist political economy perspective (FPE), this study examines the experiences of recent South Asian immigrant women working through temporary employment agencies in Ontario, paying particular attention to how social factors such as gender, race and immigrant status shape these experiences. As FPE pays attention to the interconnection between family, state and market, the study examines how women experience precariousness at work, within the household, and trying to settle and integrate. Based on analysis of twelve qualitative interviews and observations as a participant-researcher, findings indicate that recent South Asian immigrant women are funneled into agency work due to a variety of structural barriers, and that the lack of rights associated with agency work leaves them particularly vulnerable to exploitation and poverty. As such, it is proposed that changes must address a lack of security and enforcement of employment standards, and barriers to employment for women and recent immigrants.

La grande distribution fait l’objet d’innovations technologiques fortes. Le développement des caisses libre-service (CLS) vise à réduire les dépenses de personnel et faciliter la gestion des effectifs en caisse, tout en répondant aux attentes de nombreux consommateurs autonomes et pressés. Nous analysons les réactions des clients et des salariés à l’automatisation des caisses dans un hypermarché à l’aide du modèle « Défection, Prise de parole, Loyauté, Négligence » connu sous l’acronyme anglo-saxon EVLN (Exit, Voice, Loyalty, Neglect) initié par les travaux fondateurs de Hirschmann, en utilisant également le modèle d’acceptation de la technologie développé par Venkatesh et Davis. Nous nous appuyons sur une étude de cas unique portant sur l’un des hypermarchés français les plus avancés en matière d’automatisation des caisses. La méthodologie qualitative repose sur une observation participante d’une durée de trois ans, sur 29 entretiens semi-directifs avec les salariés et sur une analyse du contenu de 184 réclamations émises par la clientèle.La recherche permet de mettre en évidence les manifestations concrètes de la prise de parole, de la défection et de la négligence. Les réticences vis-à-vis de l’automatisation exprimées à la fois par la clientèle et le personnel sont ainsi expliquées à l’aide du modèle d’acceptation de la technologie. L’intérêt de comparer les perceptions de salariés et de clients est mis en évidence. Les sources d’insatisfaction vis-à-vis de l’automatisation ne sont pas identiques, ce qui nécessite des analyses croisées des convergences et divergences de perceptions. L’analyse des mécanismes de co-production du service et du transfert de rôle de l’organisation vers les clients dans la distribution apparait ainsi riche, avec de nouvelles formes d’intensification du travail des caissiers. Dans ce contexte de changement technologique, l’importance des mécanismes d’écoute des salariés et des clients est soulignée. La recherche contribue ainsi au renouveau des études sur l’importance de la prise de parole en relations industrielles dans une économie de plus en plus tertiaire, caractérisée par une forte évolution technologique. // Title in English: Employee and customer dissatisfaction in response to the automation of hypermarket checkouts: from voice to defection and negligence. Supermarkets have undergone significant technological innovations in recent years. The development of the self-service checkout (SSC) is aimed at reducing personnel costs and facilitating the management of staff at the checkout, whilst, at the same time, responding to the expectations of busy customers who wish to be more autonomous. We analyze the reactions of customers and employees to the automation of hypermarket checkouts with the help of the EVLN (Exit, Voice, Loyalty, Neglect) model developed by Hirschmann in his seminal work. We also use the technology acceptance model developed by Venkatesh and Davis. We rely on a single case study that focuses on a French hypermarket that is one of the most advanced in terms of the automation of self-service checkouts. The qualitative methodology adopted in this study is based on participant observation that took place over a three-year period. 29 semi-structured interviews were conducted with employees and we also carried out a content analysis of 184 customer complaints.The research allows us to consider the concrete expressions of voice, defection and negligence. The reticence expressed by both customers and employees relating to automation are explained using the technology acceptance model. Furthermore, we focus on the differences between the perceptions of staff and customers. The sources of dissatisfaction with regards to automation are not all the same and hence we perform a cross-analysis of the similarities and differences relating to those perceptions. The analysis of the co-production mechanisms of the service and the transfer of an organizational role to the customer is very rich. We also observe new forms of work intensification for cashiers. In this context of technological change, we emphasize the importance of mechanisms for listening to employees and customers. This research contributes to the revival of studies on the importance of voice in industrial relations in an economy that is increasingly service-oriented and characterized by a strong technological evolution.

Cobalt's rich history is full of the romance of prospecting, stories of immense wealth, deaths and mining accidents, struggles to obtain pure drinking water and fire protection, labour-management turmoil, legal conflicts between the town and the mining companies, the founding of the Ontario Provincial Police, and the struggles to provide religion, education, and leisure activities in a mining boom town. Its story is one of immense capital accumulation, labour strife, technological progress, new government policies and ventures, regional growth, and the struggle for law and order. The discovery of the fabulously rich silver mines led to the emergence of northeastern Ontario and helped Toronto to assert its financial dominance. --From Introduction

Agricultural migrant workers, recruited to work in Canada under the Temporary Foreign Workers Program (TFWP), are disciplined to be compliant and productive. Based on ethnographic data, we draw attention to several ways in which Spanish-speaking migrants, employed in agriculture in a rural community in Southwestern Ontario, respond to this disciplinary power. Most migrants discipline themselves and others to be productive and compliant workers. We refer to these acts as “performances of self-discipline.” At other times, some (albeit, few) migrants challenge this disciplinary power either individually or collectively. We refer to these performances of subjectivity as “performances of defiance.” Another way migrants may respond to the disciplinary power is by attempting to escape from it. Coining these performances “performances of escape,” we discuss how some agricultural migrant workers drop out of the program and remain in Canada without authorization. By turning attention to these performances of subjectivity, the article fills a gap in the literature on migration management and its disciplinary practices in Canada.

The article reviews the book, "Emploi, formation, compétences : les régulations de la relation salariale en questions,," edited by Elodie Béthoux, Jean-Vincent Koster, Sylvie Monchatre, Frédéric Rey, Michèle Tallard and Catherine Vincent.

The Canadian working class was emerging well before 1867. By Confederation one could say for the first time that the growth of the working class was now unstoppable. The creation of the Dominion of Canada took place precisely at that moment when widespread industrialization was visibly underway. In 1851, fewer than a quarter of Hamilton, Ontario’s workers laboured in workshops of ten or more employees; by 1871 the share was more than 80%.[1] In less than two decades, Hamilton had been transformed from a market town dominated by commerce into a powerful symbol of heavy industry. Significant and startling though this change was at the time, it was dwarfed by developments in the 1890s. In that decade, Canadian economic growth simultaneously intensified in the older cities and found new fields in which to flourish in the West. The population of Canada in 1901 was 5,371,315; ten years later it was 7,206,643 – an increase of 34%. At the same time, however, the labour force grew from 1,899,000 in 1901 to 2,809,000 in 1911, a phenomenal 50% increase.[2] To put this into some perspective, there were only 3,463,000 people in the Dominion in 1867 — by 1911 there were close to that many working, wage-earning Canadians. The working class were motivated and shaped by different factors in the various regions of the country, although common themes were quick to arise. --Introduction

The article reviews and comments on the books, "Vivre en quartier populaire. Saint-Sauveur,1930–1980," by Dale Gilbert, and "Pointe-Saint-Charles. L’urbanisation d’un quartier ouvrier de Montréal, 1840–1930," by Gilles Lauzon.

The article reviews the book, "Undocumented: How Immigration Became Illegal," by Aviva Chomsky.

The article reviews the book, "Illiberal Reformers: Race, Eugenics and American Economics in the Progressive Era," by Thomas C. Leonard.

The article reviews the book, "Perspectives multidimensionnelles sur les restructurations d’entreprise," edited by Patrice Jalette et Linda Rouleau.

The article reviews the book, "Bad Girls: Young Women, Sex, and Rebellion before the Sixties," by Amanda H. Littauer.

Dans le contexte où les couples à deux carrières constituent maintenant la norme, l'enjeu de la conciliation travail-famille devient incontournable. Cette nouvelle réalité souligne la nécessité d'examiner les effets des pratiques de conciliation travail-famille mises en place dans les organisations québécoises sur le bien-être des travailleurs. Une comparaison selon le genre s'avère également pertinente, vu la persistance des rapports sociaux de sexe et de la division sexuelle du travail. Encore aujourd'hui, les femmes allouent davantage de temps aux soins des enfants et aux tâches domestiques que les hommes, tandis que ces derniers s'investissent plus dans leur carrière. La présente étude réalisée à partir des données de l'Enquête québécoise sur des conditions de travail, d'emploi et de santé et de sécurité du travail (EQCOTESST) s'inspire du modèle théorique des demandes et des ressources de l'emploi de Bakker et Demerouti. Globalement, l'analyse montre que les pratiques de conciliation, en particulier celles liées à la maternité et à la gestion flexible du temps de travail, réduisent la détresse psychologique des femmes. Une fois contrôlé l'effet des variables sociodémographiques, des conditions de travail, des responsabilités familiales et de l'environnement organisationnel, le fait d'avoir accès à un nombre élevé de pratiques de conciliation (soit sept ou plus sur dix) atténue la probabilité des femmes d'avoir un niveau élevé de détresse psychologique, mais non celle des hommes. À l'inverse, le temps passé à faire des tâches domestiques ou à assumer les responsabilités familiales accroît la probabilité des hommes d'avoir un niveau élevé de détresse psychologique, alors que ce n'est pas le cas chez les femmes. // Title in English: Work-Family Balance Practices and Psychological Distress Among Employees in Quebec: A Gender Comparison. In a context where dual-career couples are now the norm, the issue of balancing work and family cannot be ignored and it underlines the relevance of examining the effect of existing work-family practices in Quebec organizations on workers' wellbeing. A comparison by gender is also relevant, given the social relations of gender and the sexual division of labour. Nowadays, women still allocate more time to childcare and housework than men, while the latter are more engaged in career work. Using data from the Québec Survey on Working Conditions, Employment and Health and Safety at Work (EQCOTESST), the present study is based on Bakker and Demerouti's theoretical Job demands and resources (JD-R) model. Overall, the analysis indicates that work-family practices, especially those related to maternity and flexible management of working hours, reduce the psychological distress of women. After controlling for sociodemographic variables, working conditions, family responsibilities and organizational environment characteristics, having access to a large number of work-family practices (seven or more out of ten) decreases the probability of women experiencing a high level of psychological distress, but not that of men. Conversely, time spent doing housework or assuming family responsibilities increases the likelihood of men having high levels of psychological distress, whereas this is not the case for women.

Cet article s’intéresse aux prédicteurs de laperformance utilisés dans les organisations pour gérerleurs ressources humaines. Il amorce la réflexion à cetteétape charnière que fut la publication, en 1973, del’article de David McClelland préconisant l’usage ducritère de la compétence plutôt que celui del’intelligence dans les processus de sélection.L’article tente de tracer le devenir de ce nouveauprédicteur jusqu’à nos jours et d’explorer dequelle façon la théorie des compétencess’est traduite en modèles appliqués dans le mondeprofessionnel. Basé sur une analyse de la littératurenord-américaine, ainsi que sur des études de cas enentreprise (n=150), l’article montre le passage progressifd’une approche « inductive »,inspirée de la démarche scientifique et basée surdes analyses approfondies du travail et descompétences-clés, à une démarche« déductive » basée surl’usage de dictionnaires de compétences,déjà formatés et répondant aux exigences dela pratique. Si la façon d’y parvenir est trèsdifférente, l’objectif est le même : obtenir unréférentiel de compétences traduisant le mieuxpossible les exigences de l’emploi et permettant de reconfigurerplusieurs pratiques en gestion des ressources humaines, telles que lasélection, la formation ou la gestion des carrières. Dansles faits, bon nombre d’entreprises ont pris l’habituded’utiliser simultanément et encomplémentarité les deux approches dans une formehybride. Le recours aux dictionnaires permet de dégagerl’espace des possibles et d’identifier rapidement lescompétences les plus critiques dans un cadre participatifdestiné à faciliter l’appropriation de ladémarche. Le travail plus analytique sur certainescompétences, à l’aide des entrevues baséessur les comportements, facilitera la validation de certaines opinionsà priori. À travers ce parcours, les auteurs soulignentles enjeux qui accompagnent le passage d’une théorieà son application pratique. En conclusion, ils se demandent sile « pari » de McClelland a ététenu et soulèvent la question des prédicteurs àvenir, en signalant plus particulièrement le concept de talentqui tend actuellement à remplacer celui de compétence. // Title in English: The Dissemination of Competency-Based Management Tools in North America since David C. McClelland. Summary: This article focuses on the predictors of job performance used by organizations in managing their human resources. It begins, in particular, with an examination of the events following the 1973 publication of a seminal article by David McClelland in American Psychologist recommending that organizations test for competence rather than intelligence when selecting. The article follows the development of this new predictor up to the present day and explores how competency theory has translated into models that can be applied in the world of work. Based on an analysis of North American literature and firm-level case studies (N=150), the article shows how the theory, first applied through an “inductive” approach-based on a scientific method and in-depth analyses of a given job and the key competencies needed for effective job performance—gradually shifted to a “deductive” approach—based on the use of pre-formatted competency dictionaries, addressing practical concerns. While these two approaches are quite different, they share the same goal, namely, obtaining a list of key competencies (between 6 and 20) that reflect the requirements of the job as closely as possible and help to reshape human resource practices such as selection, training and career management. In practice, many firms began simultaneously using both approaches in a complementary fashion, thus implementing a hybrid approach. In this approach, the use of dictionaries provides a broad selection of possible choices which enable firms to quickly identify the most crucial competencies in a participatory atmosphere, thereby making it easier to appropriate the approach. If necessary, behavioral-event interviews can then be held to examine some competencies in a more analytical way in order to validate some choices or opinions put forward in the first step. Throughout the article, the authors highlight the challenges that have accompanied the transition from theory to practice. In conclusion, they raise questions about the predictors to come, in particular the concept of talent which is currently overtaking the concept of competency.

In the neoliberal era, where teachers’ unions have suffered from a public backlash and legislative moves that have restricted collective bargaining rights and labour protections for educators, individual educators are becoming more politically active outside their unions. Some teachers are using a “narrative of care” when engaging in political dissent and resistance to articulate the caring components of their work and push back against a public dialogue that has focused on poorly performing schools and the financial burden of public education to taxpayers. This study explores two Twitter campaigns – #EvaluateThat in the US and #ThisIsMyStrikePay in British Columbia – to analyze how narratives of care are articulated and how these articulations act as a form of political dissent and resistance. I argue, building on the work of Donna Baines, Stephen Ackroyd, and Paul Thompson, that educators’ participation in these Twitter campaigns represents a form of grassroots dissent, which allows them to articulate their multiple identities – as educators, workers engaged in caring labour, and unionists. Moreover, this informal form of resistance can generate a stronger sense of solidarity rooted in these identities, which can intersect with and encourage participation in formal labour resistance and political activism.

[This book] is a collection of original papers that presents a vision of an invigorated and vibrant labour movement, one that would actively seek the full participation of women and other traditionally excluded groups, and that would willingly incorporate a feminist agenda. This vision challenges union complicity in the gendered segmentation of the labour market; union support for traditionalist ideologies about women's work, breadwinners, and male-headed families; union resistance to broader-based bargaining; and the marginalization of women inside unions. All of the authors share a commitment to workplace militancy and a more democratic union movement, to women's resistance to the devaluation of their work, to their agency in the change-making process. The interconnected web of militancy, democracy, and feminism provides the grounds on which unions can address the challenges of equity and economic restructuring, and on which the re-visioning of the labour movement can take place. The first of the four sections includes case studies of union militancy that highlight the experiences of individual women in three areas of female-dominated work: nursing, banking, and retailing. The second and third sections focus on the two key arenas of struggle where unions and feminism meet: inside unions, where women activists and staff confront the sexism of unions, and in the labour market, where women challenge their employers and their own unions. The fourth section deconstructs the conceptual tools of the discipline of industrial relations and examines its contribution to the continued invisibility of gender. --Publisher's description