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Dans cet article, nous tentons de démontrer que la confiance interpersonnelle joue un rôle de médiation entre les réseaux sociaux et le comportement de partage des connaissances dans les entreprises tunisiennes de haute technologie. Même si l’impact direct des réseaux sociaux sur le partage des connaissances a été traité par les recherches antérieures, nous pensons qu’une telle relation gagnerait à intégrer le rôle de la confiance interpersonnelle comme mécanisme intermédiaire. En conformité avec McAllister (1995), nous nous proposons d’étudier deux formes de confiance interpersonnelle : la confiance cognitive (basée sur les compétences) et la confiance affective (basée sur les échanges socio-émotionnels). Un modèle structurel a permis de tester les hypothèses de recherche. Les résultats de l’enquête soutiennent partiellement nos conjectures théoriques. Ils montrent que seule la qualité des interactions dans un réseau social influence positivement et significativement les deux formes de confiance. Sur un autre plan, seule la confiance affective aurait une influence sur le comportement de partage des connaissances. Enfin, les résultats stipulent que la confiance affective médiatise l’effet de la qualité d’interaction sur le comportement de partage des connaissances. Une discussion est engagée sur la base de ces résultats et les implications de la recherche, sur le plan théorique et managérial, sont présentées.

Cette étude examine l’effet modérateur du contexte relationnel des emplois dans la relation entre les caractéristiques du travail et l’engagement affectif envers l’organisation, la profession et la clientèle. Le contexte relationnel est appréhendé par le soutien organisationnel perçu (SOP) et la qualité des relations leader-membre (de l’anglais, leader-member exchange, LMX). Nous émettons l’hypothèse que le soutien organisationnel est perçu comme permettant de combler les besoins socio-émotionnels des employés et révélant une compréhension indulgente de l’organisation envers ses employés. À l’inverse, la qualité des relations leader-membre reflète une approche d’échange social dans laquelle le soutien du supérieur est associé à une finalité d’amélioration du rendement de l’employé. Ces considérations amènent à prédire que le SOP devrait agir comme un modérateur négatif des effets des caractéristiques du travail (envergure du poste) sur l’engagement affectif envers les trois cibles examinées. Au contraire, nous prévoyons que la qualité des relations leader-membre (LMX) agira comme un modérateur positif des effets de l’envergure du poste sur l’engagement affectif.Ces hypothèses ont été vérifiées lors d’une étude menée en deux temps. D’abord, au temps 1 ont été mesurées l’envergure du poste (variété de la tâche, signification, autonomie, identité et rétroaction; Hackman et Oldham, 1980), le soutien organisationnel perçu (SOP) et la qualité des relations leader-membre (LMX). Par la suite, soit six mois plus tard, l’engagement affectif envers l’organisation, la profession et la clientèle a été évalué. Sur la base d’un échantillon aléatoire de 208 employés gradués en gestion, droit, génie et sciences pures d’une université belge et occupant des emplois dans des organisations variées, les analyses de régression multiple modérée montrent que la relation (positive) entre l’envergure du poste et les trois dimensions de l’engagement affectif s’avère plus faible lorsque le soutien organisationnel perçu est élevé. En revanche, la relation (positive) entre l’envergure du poste et l’engagement affectif envers la profession ainsi qu’envers la clientèle se révèle plus forte lorsque la qualité des relations leader-membre (LMX) est élevée. Nous discuterons de la portée de ces résultats.

A growing number of workers in the Canadian labour force have precarious migration status as participants in authorized temporary work programs, or have no status at all. This article reports the findings of a study that interviewed precarious migrants in British Columbia, and employees of agencies which provided services to them, with a view to assessing the impact of migration status on their conditions of work and on the practical availability to them of legal protections set out in provincial legislation on employment standards, occupational health and safety, and workers' compensation. Data gathered from the interviews indicate that precarious migration status was associated with deskilling, decreased job security and mobility, illegally low pay and long hours, and various health and safety risks. Provincial laws and policies regulating the workplace do not exclude anyone from protection on the basis of migration status. However, federal law gives employers a great deal of employer discretion over the status of temporary foreign workers, aggravating the employer-employee power imbalance and making those workers fearful of seeking redress for violations of their rights under provincial law. The author suggests that local initiatives emphasizing the provision of access to services "without fear" for workers with precarious migration status, or with no status, can help to overcome their marginalization and recognize their place in Canadian society.

The author — a former doctoral student of Bradbury's — reflects on a recent telephone conversation with Bradbury regarding graduate supervision as well as the processes and practices of learning and apprenticeship. Also considers how the experience influenced the author's teaching and research.

The Division of Labor in Economics: A History, by Guang-Zhen Sun, is reviewed.

In the early years of the Great Depression, thousands of unemployed homeless transients settled into Vancouver’s “hobo jungle.” The jungle operated as a distinct community, in which goods were exchanged and shared directly, without benefit of currency. The organization of life was immediate and consensual, conducted in the absence of capital accumulation. But as the transients moved from the jungles to the city, they made innumerable demands on Vancouver’s Relief Department, consuming financial resources at a rate that threatened the city with bankruptcy. In response, the municipality instituted a card-control system—no longer offering relief recipients currency to do with as they chose. It also implemented new investigative and assessment procedures, including office spies, to weed out organizational inefficiencies. McCallum argues that, threatened by this “ungovernable society,” Vancouver’s Relief Department employed Fordist management methods that ultimately stripped the transients of their individuality. Vancouver’s municipal government entered into contractual relationships with dozens of private businesses, tendering bids for meals in much the same fashion as for printing jobs and construction projects. As a result, entrepreneurs clamoured to get their share of the state spending. With the emergence of work relief camps, the provincial government harnessed the only currency that homeless men possessed: their muscle. This new form of unfree labour aided the province in developing its tourist driven “image” economy, as well as facilitating the transportation of natural resources and manufactured goods. It also led eventually to the most significant protest movement of 1930s’ Canada, the On-to-Ottawa Trek. Hobohemia and the Crucifixion Machine explores the connections between the history of transiency and that of Fordism, offering a new interpretation of the economic and political crises that wracked Canada in the early years of the Great Depression. --Publisher's description

The article reviews the book, "Rethinking the Politics of Labour in Canada," edited by Stephanie Ross and Larry Savage.

The article explores labor relations and the environmental movement in New Brunswick. Emphasis is given to alliances and cooperation between entities such as the New Brunswick Federation of Labor, the Conservation Council of New Brunswick, the Communications, Energy and Paperworkers Union, and the New Brunswick Union of Public and Private Employees. The author offers information on conferences that detail the relations between labor leaders and environmentalists on topics such as the construction of nuclear power plants, forestry management, and climate change.

The article reviews the book, "Working People in Alberta: A History," by Alvin Finkel et al.

"Focuses on the empowerment of librarians during their job action [librarians and archivists' strike at the University of Western Ontario in 2011]." -- Editors' introduction.

The article reviews the book, "Speaking Up: A History of Language and Politics in Canada and Quebec," by Marcel Martel and Martin Pâquet.

The article reviews the book, "Contesting Bodies and Nation in Canadian History," edited by Patrizia Gentile and Jane Nicholas.

This article reviews the book, "The Breakthrough: Human Rights in the 1970s," edited by Jan Eckel and Samuel Moyn.

Argues - with a particular focus on vulnerable temporary migrant workers - that wen unions thrive and commit to broader social unionism, the union tide raises all boats: standards of living, democratic participation, and increased social and economic justice. --Introduction

In October 2012, the Supreme Court of Canada issued a decision much-anticipated by Canadian employers. In R. v. Cole,' it affirmed an Ontario Court of Appeal holding that a schoolteacher had a reasonable expectation of privacy in a work-issued laptop. Some hailed the ruling as a landmark. But does Cole signal a significant shift in workplace rights and obligations? This short essay - written from the perspective of counsel to employers - explains why the answer to this question is "no." Cole recognizes a significant new pri- vacy interest, but also establishes a strong foundation for continued employer access to information stored on work systems.

This article considers the effect of recent statutory amendments that recognized the legal status of the collective agreement as a binding source of rights and obligations during the employer's insolvency. The author reviews the law prior to, and after, the amendments along with interview responses of leading insolvency practitioners in determining whether those amendments unduly interfered with or prevented the successful restructuring of distressed businesses, In his view, most of the early jurisprudence setting aside collective agreements to which the debtor company was a party distorted the development of the law in this area, weakened the legitimacy of the insolvency process, and generated unnecessary conflict in the midst of restructuring efforts. By contrast, the amended provisions, by recognizing that collective agreements remain in force during an employer insolvency, have restored proper balance to the law, fostered voluntary negotiations among the parties, and reduced unnecessary liti- gation between debtors and unions. Importantly, the reforms have transformed court-centered conflict over the status of the collective agreement into product- ive negotiations focused on the rescue of distressed businesses. As a result, the paper maintains, the reforms have brought positive change to the restructuring process, by facilitating the efforts of stakeholders trying to salvage the company.

The article reviews the book, "Whose Streets? The Toronto G20 and the Challenges of Summit Protest," edited by Tom Malleson and David Wachsmuth.

During the "long sixties" - between 1964 and 1973 - baby boomers raised on democratic postwar ideals demanded a more egalitarian society for all. While a few became vocal leaders at universities across Canada, nearly 90% of Canada's young people went straight to work after high school. There, they brought the anti-authoritarian spirit of the youth revolt to the labour movement. While university-based activists combined youth culture with a new brand of radicalism to form the New Left, young workers were pressing for wildcat strikes and defying their aging union leaders in a wave of renewed militancy that swept the country. In Rebel Youth, Ian Milligan looks at these converging currents, demonstrating convincingly how they were part of a single youth phenomenon. With just short of seventy interviews complementing the extensive use of archival records, this book reveals a youth current that, despite regional differences, spanned an intellectual network from Halifax to Victoria that read the same publications, consulted the same thinkers, and found inspiration in the same shared ideas. Rebel Youth draws important connections between the stories of young workers and the youth movement in Canada, claiming a central place for labour and class in the legacy of this formative decade. --Publisher's description

When “workplace violence” was identified as a pressing social problem in the 1980s and 1990s, experts and policymakers focused on the violence of individuals and the psychological causes of that violence, instead of considering the structural factors associated with the dynamics of class relations and the workplace that produced violence. Yet, workplace violence existed long before the 1980s. This paper investigates three high-profile incidents of workplace violence in the automotive industry of Detroit and Windsor in the 1970s. It explores how these incidents were understood and how such understandings were created and contested, highlighting the pivotal role played by radical legal practice in these contests. It demonstrates that workplace violence often stemmed from factors such as the labour process, racism, and union conflict, and that the success of radical legal practice in raising these issues depended on both the specifics of the crime itself and the political and historical context in which it took place.