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Huillery, Elise. "The Black Man's Burden: The Cost of Colonization of French West Africa". Journal of Economic History 74, nr 1 (24.02.2014): 1–38. http://dx.doi.org/10.1017/s0022050714000011.
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Was colonization costly for France? Did French taxpayers contribute to colonies’ development? This article reveals that French West Africa's colonization took only 0.29 percent of French annual expenditures, including 0.24 percent for military and central administration and 0.05 percent for French West Africa's development. For West Africans, the contribution from French taxpayers was almost negligible: mainland France provided about 2 percent of French West Africa's revenue. In fact, colonization was a considerable burden for African taxpayers since French civil servants’ salaries absorbed a disproportionate share of local expenditures.
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Bernandy, Marceli Putri, Anne Ivena Wijaya, Dwi Indah Lestiani, Ravi Husaini, Laurensius Herdimas Saputra, Fabian Nauval Oktavian i Muhammad Fajar Wahyudi Rahman. "HRM Practices Across Different Cultures: An Evidence-Based Study In France And Egypt". INTERNATIONAL JOURNAL OF ECONOMICS, MANAGEMENT, BUSINESS, AND SOCIAL SCIENCE (IJEMBIS) 4, nr 1 (31.01.2024): 277–95. http://dx.doi.org/10.59889/ijembis.v4i1.349.
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Human Resource Management (HRM) conceptually encompasses policies, practices and systems that influence employee behaviour, attitudes and performance. The comparative research of HRM between France and Egypt, countries from different continents, Europe and Africa, used the literature study method with a descriptive-qualitative approach. The results showed significant differences in HRM practices between the two countries. France has an intuitive recruitment approach with the use of multiple interview methods, while Egypt tends to use internal and informal recruitment. In development, France focuses on internal relations, while Egypt involves government initiatives. Regarding termination of employment, France has a collective policy (RC), while Egypt is unstable in the tourism sector. Performance appraisal in France is subjective, while in Egypt employees care more about procedural justice. The compensation system in France involves fixed and flexible salaries, while Egypt has government regulations. Occupational Safety and Health (OSH) regulations are stricter in France, reflecting cultural and labour law differences. Thus, cultural and legal differences create different frameworks in France and Egypt, influencing the implementation of HRM in each country.
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Hunt, Jennifer. "The Impact of the 1962 Repatriates from Algeria on the French Labor Market". ILR Review 45, nr 3 (kwiecień 1992): 556–72. http://dx.doi.org/10.1177/001979399204500310.
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This paper uses census data to examine the impact on the French labor market of the 900,000 people repatriated from Algeria in 1962. Repatriates settled in regions culturally and climatically similar to Algeria, and represented 1.6% of the total French labor force in 1968. Estimates indicate that the repatriates increased the 1968 unemployment of non-repatriates by at most 0.3 percentage points. Average annual salaries were lower by at most 1.3% in 1967 due to their arrival. No evidence is found that potential immigrants from abroad and migrants within France were discouraged from moving to areas with many repatriates.
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Kacperska, Magdalena. "Influence of Family Benefits on Women’s Professional Activity. The cases of Poland, the United Kingdom, and France". Studia Historiae Oeconomicae 37, nr 1 (1.12.2019): 222–43. http://dx.doi.org/10.2478/sho-2019-0011.
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Abstract Women show greater and greater activity on the job market, they obtain better positions, salaries, etc. However, the statistics concerning their professional activity differ from those of men. We should take into consideration the fact that women are the ones who give birth to children and, in majority, take care of their upbringing, especially in the first years of child’s life. Policies of particular states are different in terms of the amount and availability of family benefits, and that can be reflected in women’s willingness to return to work.
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Vigrass, J. William, i Andrew K. Smith. "Light Rail in Britain and France". Transportation Research Record: Journal of the Transportation Research Board 1930, nr 1 (styczeń 2005): 79–87. http://dx.doi.org/10.1177/0361198105193000110.
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Great Britain and France have experienced a dramatic resurgence of light rail in the past two decades. Beginning in the early 1980s, following a 30-year abandonment of street railways in favor of motorbuses, cities in both countries developed new light rail transit systems as a response to declining transit ridership, faded downtowns in need of revitalization, and the high construction costs of heavy rail and metro. Britain and France have pursued greatly different approaches to the implementation of light rail. The purpose of this paper is to point out these differences and, through the use of case studies, draw conclusions as to the efficacy of each approach. A few cities in each country were studied with secondary sources. Commonality within each country was observed with great divergence between the two countries. In Britain, the requirements for light rail are onerous: a specific act of Parliament is needed for each new start. Each system must achieve full recovery of operating and maintenance costs and contribute toward capital investment while competing against unregulated buses. That some British systems have been built and successfully attract traffic is to the credit of their proponents. France has a more uniform approach published in government circulars. All French cities of substantial size must have a “versement transportes,” a 1% to 2% tax on salaries and wages dedicated to regulated and coordinated public transport. French new starts, which have no need to attain 100% cost recovery (the versement transportes covers operating losses), have been implemented in about half the time of those in Britain.
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Poras, Geoffrey, Agnès Charpenet, Michael Jaffe i Elliott Murray. "Country note: Implementation of Current Withholding Tax in France: The French Exception is Gone!" Intertax 47, Issue 3 (1.03.2019): 298–303. http://dx.doi.org/10.54648/taxi2019027.
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Almost every developed country has put in place a system of current year withholding. What better way to ensure that taxes will be paid than to require the employer to withhold current year taxes from current year wages! Yet France has been virtually the last country to change from its current system where payment is made the year after income is earned and the employer is completely eliminated from the tax process. Each time moving from the old system to the standard current year withholding system has been discussed, resistance to change has prevailed. This time, after some last minute prevarication, President Macron will be leading the country forward with the reform starting 1 January 2019. It is important to understand what changes are in store, what happens during the 2018 transition tax year, and some unintended consequences on US taxpayers residing in France. We will first review how the new French withholding tax applies to salaries. We will then examine the transition measures that have been put in place to avoid tax abuse and yet avoid double taxation. Finally, we will look at an exceptional issue that the transition creates for US taxpayers residing in France for whom immediate action may be necessary.
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ARCHVADZE, JOSEPH. "TAX BURDEN OF EMPLOYED PERSONS". Globalization and Business 4, nr 7 (25.06.2019): 79–86. http://dx.doi.org/10.35945/gb.2019.07.010.
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Tax burden demonstrates very precisely the scope of fiscal pressure on business and population by the state. In Georgia physical persons are taxed as by direct taxes (income tax is 20%), as indirect taxes. In the end they have much influence on population’s purchasing power. More than population’s cash income comes from the salaries, accordingly income tax, VAT and excise could be considered as the tax burden of salaries. According to the calculation by this principle, the salary tax burden in Georgia is 39.2 %. In the last 7 years (In comparison with the year 2012) because of the rapid growth of indirect taxes, the mentioned burden has been increased by 2.7 point. To compare the salary tax burden with the European Union countries it is complicated, because since 2008 there is annulled social tax in Georgia, which is paid by employee and employer in Europe. There could be made the comparison if according to the European countries we compare the tax burden value with single workplace, which consists of social taxes paid by salary receivers and employers (contributions). Accordingly, what we will compare with Georgian index the share of direct and indirect taxes in whole salaries, or all tax shares in workplace value, Georgia with tax size will be on leader position (according to the first position) or in outsiders (according to the second position). That means, that in joint list of the EU and Georgia, with the sum of income tax and VAT in comparison with accrued salary, Georgia will be on the second place (39.2%; on the first place is Dania-40.7%) and by the real tax burden of workplace value - on 24th place (On the first place is France-56.7%, on the last place is Cypros-23.4%).
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ARCHVADZE, JOSEPH. "TAX BURDEN OF EMPLOYED PERSONS". Globalization and Business 4, nr 7 (25.06.2019): 79–86. http://dx.doi.org/10.35945/gb.2019.07.010.
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Tax burden demonstrates very precisely the scope of fiscal pressure on business and population by the state. In Georgia physical persons are taxed as by direct taxes (income tax is 20%), as indirect taxes. In the end they have much influence on population’s purchasing power. More than population’s cash income comes from the salaries, accordingly income tax, VAT and excise could be considered as the tax burden of salaries. According to the calculation by this principle, the salary tax burden in Georgia is 39.2 %. In the last 7 years (In comparison with the year 2012) because of the rapid growth of indirect taxes, the mentioned burden has been increased by 2.7 point. To compare the salary tax burden with the European Union countries it is complicated, because since 2008 there is annulled social tax in Georgia, which is paid by employee and employer in Europe. There could be made the comparison if according to the European countries we compare the tax burden value with single workplace, which consists of social taxes paid by salary receivers and employers (contributions). Accordingly, what we will compare with Georgian index the share of direct and indirect taxes in whole salaries, or all tax shares in workplace value, Georgia with tax size will be on leader position (according to the first position) or in outsiders (according to the second position). That means, that in joint list of the EU and Georgia, with the sum of income tax and VAT in comparison with accrued salary, Georgia will be on the second place (39.2%; on the first place is Dania-40.7%) and by the real tax burden of workplace value - on 24th place (On the first place is France-56.7%, on the last place is Cypros-23.4%).
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Aumaitre, A. L. "Animal Production in France : Research and its Applications". Proceedings of the British Society of Animal Production (1972) 1991 (marzec 1991): 21a—21d. http://dx.doi.org/10.1017/s0308229600019735.
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The gross Agricultural product in France amounted to 44 thousands million Ecus in 1989 or 23 per cent of that of the EC; animal and plant production contributing equally to this figure. About 1 million farms are still in operation representing roughly in thousands : 180 growing crops and cereals in the North and South West, 150 growing fruit and vines in the South; 400 raising cattle sheep and goats, 150 producing pigs and 40 highly specialized farms producing poultry in the West Milk and dairy products and beef and poultry meat are the major animal products exported, while there are substantial imports of pig, and sheep meat to meet the requirements of the home market Agricultural business and consequently research have for long time been focused on the improvement of breeding stock and of the conversion efficiency of plant into animal protein. Present Agricultural Research in France, mainly performed in INRA laboratories, involves 7000 people of which 3000 are scientists (this has increased from 2000 in 1980). The total governement budget is 310 million Ecus/year, 82 per cent represented by salaries. But in a climate of surpluses,, consumers are less and less prepared to spend money on food : 16 % in 1987 instead of 20 % of their annual wages ten years ago, and are aware of food safety and quality. Therefore, in the past five years, research forces have been directed towards increasing the productivity of crop plants by expanding the number of scientists from 922 to 1029 (+ 11.6 %); also special attention was paid to agro-food research which has expanded from 319 to 525 scientists (+ 64.6 %).
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Pastore, Jose. "Industrial Relocation and Labour Relations: The Case of Central and Eastern Europe". International Journal of Comparative Labour Law and Industrial Relations 23, Issue 1 (1.03.2007): 35–59. http://dx.doi.org/10.54648/ijcl2007003.
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Industrial relocation is one of the main concerns of industrial relations practitioners, policy-makers, union leaders and researchers in general. For many companies the critical choice is no longer between producing at home or abroad, but rather between cutting costs or losing market share. One of the ways to increase competitiveness is to move east. By facilitating company relocation, the Central and Eastern European countries are guaranteeing the future of companies facing competition in Germany, France, Italy, and other European countries. But relocation often involves the loss of jobs in the country of origin and job creation in the countries of destination as well as many changes in industrial relations practice of both sides. This paper focuses on the impact of the integration of eight former communist countries in the European Union in 2004. Data for 2004-2006 show that differences in terms of salaries and working conditions are related to changes in the industrial relations systems of Western Europe on the one hand, and Central and Eastern Europe on the other. The eastern countries are growing fast, but a high rate of unemployment has led to frustration and dissatisfaction in most of the new Member States. In the Western countries, to avoid further company relocation to the eastern countries, pressure has been exerted on employees to make deep concessions in terms of salaries, bonuses, working time and other labour conditions. The paper explores the future prospects for these developments, as well as their repercussions for other emerging nations.
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Primault, Didier. "De la nécessaire régulation économique des sports collectifs professionnels". Revue française d'administration publique 97, nr 1 (2001): 79–89. http://dx.doi.org/10.3406/rfap.2001.3453.
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The Necessary Economic Regulation of Professional Collective Sports or Things Which Have Remained Hidden since the Foundation of the Sporting World and Economic Science. Sporting competition cannot prosper in a liberal economic universe. In the United States of America a form of regulation has been put in place by different sporting organisations and concerns the allocation of financial resources to clubs (notably television rights) and the allocation of salaries (with the ‘draft’and ‘salary-cap’ systems). The objective is to maintain a degree of uncertainty which ensures public satisfaction together with the economic success of the sporting industry. As for France, the regulatory mechanisms which have been set up are no longer appropriate, given the strong movement in the last ten years towards deregulation — and more specifically deregulation linked to the European Community, illustrated by the Bosman case in 1995. It is necessary, therefore, to try out a new form of regulation.
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Pimenova, Ludmila. "Philosophers and Men of Letters: Intellectuals’ Place in Society in 18th Century France". Odysseus. Man in History 28, nr 1 (28.10.2022): 96–116. http://dx.doi.org/10.32608/1607-6184-2022-28-1-96-116.
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In the Age of Enlightenment, there was an idea that a person who possesses knowledge and is able to distribute it among the reading public has a social mission to do so. The transformation of the public sphere entailed an increase in the role of cultural capital and its holders. In France, Turgot set them the task of educating citizens and the nation. Contemporaries used the concepts writer and philosopher to refer to intellectuals active in the public sphere. These terms were often used as synonyms, which was reflected in dictionaries and encyclopedias of the eighteenth century. Writers themselves declared they were people of a respected profession and spokesmen for the public opinion. But they did not receive official recognition as a professional group without forming a special corporation within the society of ranks. In the social hierarchy as described by the Capitation Tariff, they did not get a separate place, and it included only those who were on the king’s service. Writers depended on the state or on patrons for their salaries and, as a rule, could not live on literary work, since, according to the law, all rights to the opus belonged to the publisher. In the second half of the eighteenth century, authors, especially playwrights, began to fight for ownership of their works. Their demands turned into laws adopted during the French Revolution.
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GUERY, Loris, i Anne STEVENOT. "L’actionnariat salarié favorise-t-il la diffusion d’information aux salariés et leur participation aux décisions stratégiques ? Une question de gouvernance d’entreprise". Management international 21, nr 4 (31.10.2018): 61–75. http://dx.doi.org/10.7202/1053578ar.
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La France est le pays européen qui compte le plus d’actionnaires salariés. Si la littérature sur l’actionnariat salarié s’intéresse essentiellement à ses déterminants ou à ses enjeux sur les attitudes et les comportements des salariés et sur la performance des entreprises, peu de recherches empiriques étudient ses effets sur la gouvernance des entreprises en dépit de l’intérêt théorique que cela représente. Cet article analyse les effets de l’actionnariat salarié sur la diffusion d’information aux salariés et leur participation aux décisions stratégiques selon une méthode d’appariement par les scores de propension, à partir d’un échantillon d’entreprises françaises cotées et non cotées.
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Magnan, Axel. "Quel salariat pour quelle agriculture en France ?" Regards croisés sur l'économie 33, nr 2 (5.12.2023): 26–34. http://dx.doi.org/10.3917/rce.033.0026.
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Le travail agricole en France connaît une salarisation progressive, qui cache deux évolutions plus rapides : une précarisation et une externalisation du salariat agricole. Ces salariés ont des profils très divers et sont employés via une diversité de statuts professionnels utilisés de façon complémentaire au sein des exploitations agricoles. Les politiques publiques accompagnent ces évolutions en prônant un modèle de développement agricole « entrepreneurial ». De nombreux pays connaissent la même dynamique, avec des formes nationales variées de recours au salariat précaire.
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Benbouzid, Mohamed El Hachemi, Demba Diallo, Yassine Amirat, Hervé Mangel i Abdeslam Mamoune. "Entice students to power engineering using renewable energies undergraduate projects: example of development and application of wind turbines prototyping software under Matlab/Simulink®". Journal of Renewable Energies 8, nr 2 (31.12.2005): 123–35. http://dx.doi.org/10.54966/jreen.v8i2.857.
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Electrical Engineering and more particularly Power Engineering at the undergraduate level is facing a crisis at many French universities in terms of enrollment. One reason is the attraction of “newer” areas like computer engineering, which seem to excite the students more and pay higher starting salaries. In this difficult context, a significant educational investment is necessary to excite the students and entice them into Power Engineering. An area that students universally find interesting is alternate energy systems based on a renewable energy supply like wind. What is interesting with this area is that it includes the fundamental material that already exists in many energy conversion courses. Therefore, in this paper the authors present the development of a wind turbine prototyping software under Matlab/Simulink® through undergraduate student projects within the Electrical and Computer Engineering Professional Institute (IUP GEII) at Amiens, France [1]. This software was developed by a group of three students of the Institute third and final year. It was then used by another group of three students of the Institute second year to realize a wind energy system model.
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Ngom, Abdoulaye. "A Family Mobilization for Migration to Europe from Casamance, Senegal". Borders in Globalization Review 4, nr 1 (20.12.2022): 67–77. http://dx.doi.org/10.18357/bigr41202220828.
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The ratio between basic salaries in Western Europe and in sub-Saharan Africa is at least of a factor ten. Many young Africans therefore dream of emigrating to Europe. However, the air route remains a privilege reserved to members of elite families: to take a plane one needs a visa for most European countries. Without a visa, the only two possibilities are the sea route via coastal navigation along the African coast and the land route through the Sahara. These are the very dangerous and uncertain routes that tens of thousands of migrants nevertheless take each year. This article examines the case of a family of small-scale subsistence farmers in Casamance, the Southern region of Senegal. It shows how this family of 42 persons decided to send one of its members to try to enter France illegally. How they chose the migrant, how they collected the necessary funds, and what happened during the two attempts. This detailed case study gives an idea of the steps taken each year by tens of thousands of other families in Africa who try sending one of their sons across European borders.
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Tursunov, Sergey. "Modernization of Maghreb countries in the context of external economic relations". Asia and Africa Today, nr 7 (2022): 64. http://dx.doi.org/10.31857/s032150750017882-2.
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The article analyses how Maghreb countries’ involvement into the global economy, international trade and investment activity, particularly with France and European Union in general, affects their attempts to modernize their economy and to what extent they are efficient. Algeria, Morocco and Tunisia have made many steps towards closer integration with Europe, along with certain measures aimed at loosing the barriers for trade with the African continent, including trade relations inside Maghreb itself. However, their economies still hugely rely on the demand of the European market and foreign direct investments coming from the North of the Mediterranean Sea. Another point of great importance is the migration from these countries to EU, which also has a serious impact on their economic development. While liberation of trade and strengthening ties with the developed countries were expected to boost the local economies, improve their technological level through fostering production activity, and induce knowledge spill from multinational corporations to North African companies, the actual result yet does not seem so bright. Currently, Maghreb countries are stuck at their role of either exporters of crude materials like Algeria, or outsource producers of spare parts for particular European high-tech manufacturers who seek here cutting production costs by using the opportunity of paying lower salaries than in developed countries. The role of three Maghreb countries in international economy is, however, significantly different, although they are all dependent on their ties with their former common colonial metropole, France. Investigation of the factors that curb getting benefits from the involvement in global economic activity, as well as nuances of economic development in each of the three countries inside the international context, is the focus of the article.
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Bertin, P., P. Goupille, F. Tubach, E. Lespessailles, N. Harid, S. Sequeira, J. M. Fayette, B. Fautrel i R. M. Flipo. "FRI0274 HISTORY OF BIOLOGICS AND FEMALE GENDER ARE LINKED TO GOLIMUMAB DISCONTINUATION IN AXIAL SPONDYLOARTHRITIS: A SUB-ANALYSIS OF THE GO-PRACTICE STUDY". Annals of the Rheumatic Diseases 79, Suppl 1 (czerwiec 2020): 723–24. http://dx.doi.org/10.1136/annrheumdis-2020-eular.3025.
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Background:Golimumab (GLM) is the latest anti-TNFα to be indicated for treating rheumatoid arthritis (RA), psoriatic arthritis (PsA) and axial spondyloarthritis (axSpA). The GO-PRACTICE study was performed in France at the request of the French Health Authorities, for the reevaluation of GLM in real-life.Objectives:The primary objective was to estimate GLM persistence at 2 years from initial prescription. This abstract focuses on a post-hoc analysis of the factors linked to GLM discontinuation in axSpA patients.Methods:Observational, prospective, multicenter study, that consecutively recruited adult patients with RA, PsA and axSpA who were newly prescribed GLM. Patients were followed-up for 2 years and outcomes data were collected at baseline (BL), 1 and 2 years. Patients’ sociodemographic characteristics, disease history, comorbidities and treatment history were also collected at BL. Persistence was estimated with the Kaplan-Meier method. Cox proportional hazard models were used to assess factors associated with persistence. Selected BL characteristics were studied in univariate models, where those associated withp-value <0.20 were included in multivariate analysis. Significance level was set atp<0.05.Results:478 patients with axSpA were included from Jan 2015 to Mar 2016. Mean age was 43 years and 55% were female; 61% of patients were biologic-naïve (BN, n=291) and 39% (n=187) were biologic-pretreated (BP). Median time-elapsed in years since axSpA diagnosis was 1.7 (range 0–45.1) and 6.9 (range 0.2–51.8) in BN and BP patients, respectively (P<0.001); 97% patients were prescribed 50 mg GLM monthly and co-treatments included DMARD (34%), corticosteroids (17%) and NSAIDs/analgesics (90%).Cumulative persistence probability of GLM at 2-years was 52.6% (Fig 1). Table 1 details the binary variables associated with GLM discontinuation atp<0.20. Among continuous variables, BL CRP level was associated withp<0.20. A multivariate analysis of these factors revealed that being female (HR 1.92, 95%CI 1.43–2.56,P<0.001) and being BP (HR 1.45, 95%CI (1.11–1.90),P=0.007) were risk factors for GLM discontinuation (Table 1).Table 1.Logistic model results for variables of interest and their link to GLM discontinuation in axSpAFactorModalitiesχ2(p)Hazard ratio (HR)95% CIHR following univariate analysis (p>0.20)AgeContinuous variable0.5201.000.99–1.02Disease duration0.4011.010.99–1.03Inflammatory bowel diseaseYes vs. No0.2770.740.43–1.28Gastrointestinal disease0.3441.270.78–2.06Uveitis0.2370.800.55–1.16Psoriasis0.2380.920.64–1.31 HR following multivariate analysis (variables with p<0.20 at univariate analysis)GenderFemale vs. Male< 0.0011.921.43–2.56Biologics historyPretreated vs. naïve0.0071.451.11–1.90Serum CRPContinuous variable0.1770.990.98–1.00DMARD historyYes vs. No0.0621.370.99–1.90Ongoing corticosteroids0.6931.080.73–1.61Anemia0.1701.820.78–4.24Kidney Disease0.5081.500.45–4.97Other physical illness0.4351.280.69–2.34Conclusion:2-year GLM persistence in axSpA patients was 52.6%. Females and those who were biologics-pretreated were at greater risk for discontinuing GLM before 2 years.Disclosure of Interests:Philippe Bertin Consultant of: MSD France, Philippe Goupille Grant/research support from: AbbVie, Amgen, Biogen, BMS, Celgene, Chugai, Lilly, Janssen, Medac, MSD France, Nordic Pharma, Novartis, Pfizer, Sanofi and UCB, Consultant of: AbbVie, Amgen, Biogen, BMS, Celgene, Chugai, Lilly, Janssen, Medac, MSD France, Nordic Pharma, Novartis, Pfizer, Sanofi and UCB, Speakers bureau: AbbVie, Amgen, Biogen, BMS, Celgene, Chugai, Lilly, Janssen, Medac, MSD France, Nordic Pharma, Novartis, Pfizer, Sanofi and UCB, Florence Tubach Grant/research support from: Florence TUBACH is head of the Centre de Pharmacoépidémiologie (Cephepi) of the Assistance Publique – Hôpitaux de Paris and of the Clinical Research Unit of Pitié-Salpêtrière hospital, both these structures have received research funding, grants and fees for consultant activities from a large number of pharmaceutical companies, that have contributed indiscriminately to the salaries of its employees. Florence Tubach didn’t receive any personal remuneration from these companies., Eric Lespessailles Consultant of: Amgen, Celgene, Lilly, MSD France, Novartis, UCB, Speakers bureau: Amgen, Celgene, Lilly, MSD France, Novartis, UCB, Naoual HARID Employee of: MSD France, Saannya Sequeira Consultant of: MSD France, Jean-Marie Fayette Consultant of: MSD France, Bruno Fautrel Grant/research support from: AbbVie, Lilly, MSD, Pfizer, Consultant of: AbbVie, Biogen, BMS, Boehringer Ingelheim, Celgene, Lilly, Janssen, Medac MSD France, Nordic Pharma, Novartis, Pfizer, Roche, Sanofi Aventis, SOBI and UCB, René-Marc Flipo Consultant of: Johnson and Johnson, MSD France, Novartis, Sanofi, Speakers bureau: Johnson and Johnson, MSD France, Novartis, Sanofi
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DUICA, Lavinia Corina, Andreea SZALONTAY, Elisabeta ANTONESCU, Ionut NISTOR, Alexandra POP, Maria TOTAN i Sinziana Calina SILISTEANU. "The Strength of Motivation of Medical Students in Romania in the Context of Migration Opportunities". Revista de Cercetare si Interventie Sociala 73 (15.06.2021): 95–113. http://dx.doi.org/10.33788/rcis.73.7.
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In this study we aim to study in what way the Strength of motivation of the Romanian medical students has been influenced by harsh economic conditions that led to a massive migration. We conducted a cross-sectional study on a sample size of N=1516. We applied The Strength of Motivation for Medical School-Revised (SMMS) questionnaire and a questionnaire that examines the opinion of the students about migration. The mean value of motivation was 48 (maximum score is 75), 85% of the students have the intention to migrate. The determining factor of studying medicine abroad that correlates significantly with the Strength of motivation is represented by the better work conditions. Students studying in the South of the country want to practice primary in France, students in the North West and in the Center choose to practice medicine in Germany, and students from the East would like to go to Great Britain. The students with a high Strength of motivation are driven by the desire of the students to practice medicine abroad. Higher salaries don’t represent the principal factor for leaving the country. The percent of 85% of the students aiming to practice medicine abroad, represent a concerning result for all of us because it took the form of brain drain.
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Albandea, Ines, i Jean-François Giret. "The effect of soft skills on French post-secondary graduates’ earnings". International Journal of Manpower 39, nr 6 (3.09.2018): 782–99. http://dx.doi.org/10.1108/ijm-01-2017-0014.
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Purpose The purpose of this paper is to construct soft-skill indicators and measure their effects on graduates’ earnings using survey data from a sample of master’s degree graduates in France. Design/methodology/approach The authors use a quantile analysis to measure the effects of soft skills on income. Findings Certain soft skills explain a proportion of the earnings of recent master’s graduates. In particular, they influence the highest salaries and are important for the most highly skilled jobs. Research limitations/implications Most of these soft skills are measured using declarative responses and may result from the feeling of having skills rather than actually possessing the skill. Moreover, this paper only looks at graduates who are employed, and a deficit in soft skills may be more penalising for job seekers. Social implications While some young people take advantage of soft skills early and benefit from them in the labour market, it is likely that it is even more important for those less endowed with these skills to further develop them before entering the labour market. Originality/value This research illustrates the heterogeneous nature of the skills that young post-secondary graduates acquire. French diplomas do not seem to homogenise all of the skills that young people develop through their academic and professional experiences.
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Bustreel, Anne, Frédérique Cornuau i Martine Pernod-Lemattre. "Concilier vie familiale et vie professionnelle en France : les disparités d’horaires de travail". Autres articles 67, nr 4 (5.12.2012): 681–702. http://dx.doi.org/10.7202/1013200ar.
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Résumé La France se caractérise aujourd’hui par une forte proportion de salariés ayant des contraintes familiales et par un nombre élevé d’entreprises qui flexibilisent la durée et les horaires de travail : comment la diffusion de ces nouvelles contraintes temporelles affectent-elles les femmes, et plus particulièrement les mères ? Une typologie des conditions temporelles d’emploi des salariés français intégrant la durée du travail, la souplesse horaire dont bénéficie le salarié et la « localisation » de son temps de travail, construite à partir de l’enquête « Familles et employeurs » (Ined-Insee, 2004-2005), fait apparaître une surreprésentation des femmes dans les emplois les plus souples, mais aussi les plus contraignants temporellement, alors que l’effet de la présence d’enfant semble assez mineur. Trois hypothèses sont testées pour expliquer les conditions temporelles d’emploi : la préférence des salariés pour des horaires de travail commodes, les caractéristiques productives des emplois et le rapport de force salarié-employeur. Les résultats montrent que le fait d’avoir de jeunes enfants n’est pas corrélé aux conditions temporelles d’emploi. Être une femme accroît la probabilité d’avoir des horaires hyper-souples (plutôt que standards contraints) et diminue la probabilité d’avoir des horaires longs souples et non standards contraints. L’hypothèse d’une sélection en fonction des préférences n’est pas confirmée par l’analyse alors que les exigences productives des emplois et des employeurs ainsi que le pouvoir de négociation des salariés exercent des effets significatifs et expliquent la surreprésentation des femmes dans les horaires fragmentés contraints.
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Bender, Anne-Francoise, i Frederique Pigeyre. "Job evaluation and gender pay equity: a French example". Equality, Diversity and Inclusion: An International Journal 35, nr 4 (16.05.2016): 267–79. http://dx.doi.org/10.1108/edi-07-2015-0062.
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Purpose Despite significant anti-discrimination laws in most countries, gender pay gap still remains a substantial concern. The notion of comparable worth has been promoted for several years by the ILO and a few countries to fight against relatively lower female salaries. The purpose of this paper is to review the rationales for comparable worth and explain how gender biases, generally involved in traditional job evaluation, can be prevented. Design/methodology/approach To do this, after reviewing the motives, logics and three major applications of comparable worth logics in pay equity policies, the authors expose an analysis of a French sectorial job classification that the authors carried out as experts for establishing a French Equality Ombudsman’s guide. Findings The findings show how the redundancy and definition of job evaluation criteria, along with the weighting system, contributes to undervaluation of clerks jobs, predominantly held by women. The authors also highlight the main recommendations of the guide to prevent gender bias in job evaluation, that are derived from this case study, among others. The authors conclude on the difficulties of implementing comparable worth in France, in a period of long lasting economic crisis and of weak union power. Research limitations/implications The paper is based on a single case study, conducted for policy actors. It was not conducted at first for academic research purposes, and may thus have some methodological limitations. The implications of the research are, however, important at academic level – highlighting the persistence of gender bias – and at policy level, as it provides recommendations for negotiators. Practical implications The guide originally aimed at giving guidelines and “good practices” in order to prevent gender discrimination in job evaluation. Social implications The paper draws attention to the importance and difficulty of undergoing such classification changes in times of economic crisis. Stronger legal action seems necessary. Originality/value This experience is the first of its kind – promoted by the Ombudsman – in France. It has never been related in an academic journal as far as the authors know.
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Paul-Dauphin, S., K. Chaory, S. Poiraudeau, A. Leclerc i N. Sandret. "Peurs et croyances des médecins du travail d’Ile-de-France dans la lombalgie commune. Influence sur la prise en charge des salaries lombalgiques en médecine du travail". Archives des Maladies Professionnelles et de l'Environnement 67, nr 2 (maj 2006): 346. http://dx.doi.org/10.1016/s1775-8785(06)78194-2.
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Angermuller, Johannes. "Academic careers and the valuation of academics. A discursive perspective on status categories and academic salaries in France as compared to the U.S., Germany and Great Britain". Higher Education 73, nr 6 (18.02.2017): 963–80. http://dx.doi.org/10.1007/s10734-017-0117-1.
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Brulois, Vincent. "Une ONG au risque de l’engagement : participation et coordination des bénévoles, militants et salariés". Recherches en Communication 52 (8.09.2021): 33–53. http://dx.doi.org/10.14428/rec.v52i52.55593.
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Depuis l’origine, Amnesty International France (AIF) se présente comme un « mouvementbénévole et militant ». Au fil du temps, l’ONG connaît une évolution raisonnée qui a favorisé une audience et une influence plus forte. Aujourd’hui, cette notoriété s’accompagne d’une professionnalisation de ses structures, marquée notamment par un important recrutement de nouveaux membres comme de nouveaux salariés. Ces évolutions ne se font pas sans heurts. Ainsi,les bénévoles apparaissent en manque de reconnaissance et les militants se sentent parfois dépossédés de leurs prérogatives au profit de salariés perçus comme des « personnes de passage », moins imprégnés de l’histoire, des valeurs et de l’identité du mouvement, en un mot « moins militants ». Nous nous intéresserons donc à la façon dont les changements qui touchent AIF redistribuent les cartes de la participation de chacun au projet associatif en fonction de son statut (bénévole, militant, salarié). À l’heure où les frontières se troublent (travail bénévole, engagement salarié), comment l’ONG parvient-elle à organiser le travail de tous sans désespérer la participation bénévole et l’engagement militant ? De quelle façon parvient-elle, tout à la fois, à manager et à ménager les individus ?
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Brulois, Vincent. "Une ONG au risque de l’engagement : participation et coordination des bénévoles, militants et salariés". Recherches en Communication 52 (8.09.2021): 33–53. http://dx.doi.org/10.14428/rec.v52i52.55593.
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Depuis l’origine, Amnesty International France (AIF) se présente comme un « mouvementbénévole et militant ». Au fil du temps, l’ONG connaît une évolution raisonnée qui a favorisé une audience et une influence plus forte. Aujourd’hui, cette notoriété s’accompagne d’une professionnalisation de ses structures, marquée notamment par un important recrutement de nouveaux membres comme de nouveaux salariés. Ces évolutions ne se font pas sans heurts. Ainsi,les bénévoles apparaissent en manque de reconnaissance et les militants se sentent parfois dépossédés de leurs prérogatives au profit de salariés perçus comme des « personnes de passage », moins imprégnés de l’histoire, des valeurs et de l’identité du mouvement, en un mot « moins militants ». Nous nous intéresserons donc à la façon dont les changements qui touchent AIF redistribuent les cartes de la participation de chacun au projet associatif en fonction de son statut (bénévole, militant, salarié). À l’heure où les frontières se troublent (travail bénévole, engagement salarié), comment l’ONG parvient-elle à organiser le travail de tous sans désespérer la participation bénévole et l’engagement militant ? De quelle façon parvient-elle, tout à la fois, à manager et à ménager les individus ?
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Mendras, Henri, Michel Forsé, N. Herpin, Jean-Hugues Déchaux i Y. Lemel. "Chronique des tendances de la société française". Revue de l'OFCE 35, nr 1 (1.01.1991): 7–19. http://dx.doi.org/10.3917/reof.p1991.35n1.0007.
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Résumé La modification du partage de la valeur ajoutée dans les années soixante-dix, au profit de la part salariale, est due en partie à l'accroissement de la dépense sociale — et des prélèvements sociaux — consécutif au ralentissement de la croissance qui suivit le premier choc pétrolier. Entre 1970 et 1981, l'alourdissement de la dépense sociale — exprimé en pourcentage du PIB — est très comparable dans trois grands pays européens : la France, la RFA et le Royaume-Uni. Cependant, l'évolution du partage de la valeur ajoutée y est très différente : très forte poussée de la part salariale en France, stabilité en RFA, baisse au Royaume-Uni. Cette étude a pour objectif d'analyser dans quelle mesure les disparités existant entre ces trois pays dans le mode de financement de la protection sociale peuvent expliquer ces divergences d'évolution. En France, la part de la dépense sociale financée par la fiscalité est très faible. La charge repose à presque 80 % sur des prélèvements sociaux assis sur la rémunération des salariés. L'évaluation des contributions des salaires nets et des cotisations sociales à l'évolution des parts salariales permet de montrer que les disparités de mode de financement ont constitué un facteur évident — sans être le premier — de différenciation du partage de la valeur ajoutée. Le déterminant majeur réside dans les évolutions des parts salariales nettes de cotisations sociales. Ce sont elles, pour l'essentiel, qui expliquent les divergences entre pays. Plus précisément, la disparité d'évolution des parts salariales entre la RFA et la France est déterminée — pour les quatre cinquièmes — par l'inflexion du pouvoir d'achat des salaires nets allemands, juste après le premier choc, tandis que prévaut en France une assez forte rigidité salariale. Entre le Royaume-Uni et
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Sin, Philippe, i François Grima. "La militance syndicale dans la très petite entreprise : le cas du conseiller du salarié". Relations industrielles / Industrial Relations 74, nr 1 (7.05.2019): 66–88. http://dx.doi.org/10.7202/1059465ar.
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Notre étude cherche à comprendre la militance dans de très petites entreprises en France. Plus précisément, nous cherchons à cerner la forme prise par la militance dans ce contexte et les motivations du militant. Pour cela, nous nous appuyons sur 29 entretiens semi-directifs réalisés auprès de conseillers du salarié des deux principales entités syndicales. Mobilisant la littérature sur l’engagement et le travail militant, nous avons dégagé trois profils : le « bon soldat », le « défenseur des droits » et le « combattant ». Le « bon soldat » a une stratégie de valorisation de son syndicat. Sa militance s’exprime par un accueil soigné au salarié et un alignement sur sa position dans sa relation avec l’employeur. Son engagement militant montre qu’il cherche à préserver un équilibre entre son engagement syndical et sa vie privée. Le second profil, le « défenseur des droits », est attiré par les dimensions juridiques de son engagement auprès des salariés. Le conseiller du salarié ayant ce profil cherche à construire une stratégie de partenariat avec le salarié afin d’obtenir le moins de sanctions pour ce dernier. Pour lui, sa militance est d’abord motivée par la défense des droits du salarié. Le dernier profil, « le combattant », est très expérimenté syndicalement et il s’intéresse davantage à la relation interpersonnelle. Le conseiller du salarié de ce profil met en place une stratégie de conflits. Il s’engage auprès du salarié sans condition. Il lui propose une prise en charge totale jusqu’à le substituer et il ira jusqu’à mobiliser son syndicat, cela sans hésitation. L’étude met en exergue la diversité de la militance dans les très petites entreprises grâce à des conseillers du salarié qui restent fidèles à leur organisation syndicale et qui s’engagent auprès des salariés en s’appropriant la militance. Cette dernière vient questionner globalement les pratiques syndicales dans les très petites entreprises.
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Charioui, Souad, Nadia MANAR, Hicham El Bouri, Frédéric Deschamps i Chakib Laraqui. "P-466 STRESS AMONG SECONDARY SCHOOL TEACHERS IN CASABLANCA". Occupational Medicine 74, Supplement_1 (1.07.2024): 0. http://dx.doi.org/10.1093/occmed/kqae023.1199.
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Abstract Introduction The aim of this survey was to assess the stress in secondary school teachers (SST) by analyzing its relationship with sociodemographic and professional characteristics, by evaluating work stressors, and by estimating psychosomatic symptoms. Methods This cross-sectional survey involved a representative sample of 1 182 SST. All participants had a regular activity for at least two years. We used an individual questionnaire inspired by those of the National Institute for Research and Security of France and of the Karasek’s Job Content Questionnaire. Results The prevalence of self-reported stress was 48.5%. The average age was significatively higher among stressed than non-stressed (38 ± 7.1 years old versus 32.4 ± 3.5 years; p<0.005). The prevalence of stress was higher among men than women (50.9% versus 45.8%; p<0.005). The prevalence of harmful habits was significantly higher in stressed than non-stressed individuals. The prevalence of psychosomatic symptoms was significatively higher among stressed than non-stressed: neurovegetative disorders (64,7% versus 53,5%), nervous tension (78,7% versus 40,6%), mood disorders (57,1% versus 36,1%), cognitive disorders (29,3% versus 16,7%) and sleep disorders (32,3% versus 16,1%). 27,2% had self- reported chronic pathologies (37,3% among stressed versus 17,4% non-stressed). Psychological demand was higher in stressed subjects, while decisional latitude and social support were lower. The SST’s main proposals were to increase salaries, reduce class sizes, improve teaching quality and teacher safety. Conclusion SST presents a high risk of chronic stress and its consequences on health. Health promotion and education initiatives should be carried out to raise awareness among the general population.
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Santa Cruz-Camacho, Camilo, Zurielly Pérez Mendieta i Hillary Serrano Jiménez. "Relación entre el tipo de conocimiento requerido y el salario recibido en el sector servicios de zona franca en Costa Rica". Política Económica para el Desarrollo Sostenible 7, nr 2 (23.02.2022): 1–23. http://dx.doi.org/10.15359/peds.7-2.1.
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Las zonas francas constituyen el segmento más dinámico de la economía costarricense, con tasas de crecimiento de la producción, empleo y salarios por encima de la media nacional. A su vez, aglomeran las actividades del sector servicios de mayor valor agregado, pues una buena parte de sus operaciones se asocia con procesos intensivos en conocimiento y capital humano de alta calificación. Sin embargo, no exento de heterogeneidad, en el sector servicios conviven dinámicas asimétricas, con niveles de remuneración disímiles y procesos de distinto valor agregado entre los puestos de trabajo; con ello, en el presente artículo se pretende comprobar si existe un vínculo entre el salario y el tipo de conocimiento requerido para laborar en 4 subsectores del sector servicios desde la lógica de los clústeres ocupacionales: tecnologías de la información (TI), logística, centros de contacto y centros de servicio compartido/back office. A través de una prueba paramétrica de diferencia de medias y un análisis de varianza entre las medias de dichos conglomerados, se encuentra evidencia concluyente de que los servicios asociados con las tecnologías de la información, caracterizados por una elevada intensidad de conocimiento, gozan de una prima salarial por encima de los demás subsectores. Estas condiciones denotan la importancia de desarrollar conocimientos asociados con estos procesos productivos.
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Tasso, Gérard. "Financement de la protection sociale et évolution de la part salariale : une comparaison de trois économies européennes à l'épreuve des chocs pétroliers des années soixante-dix". Revue de l'OFCE 35, nr 1 (1.01.1991): 167–204. http://dx.doi.org/10.3917/reof.p1991.35n1.0167.
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Résumé La modification du partage de la valeur ajoutée dans les années soixante-dix, au profit de la part salariale, est due en partie à l'accroissement de la dépense sociale — et des prélèvements sociaux — consécutif au ralentissement de la croissance qui suivit le premier choc pétrolier. Entre 1970 et 1981, l'alourdissement de la dépense sociale — exprimé en pourcentage du PIB — est très comparable dans trois grands pays européens : la France, la RFA et le Royaume-Uni. Cependant, l'évolution du partage de la valeur ajoutée y est très différente : très forte poussée de la part salariale en France, stabilité en RFA, baisse au Royaume-Uni. Cette étude a pour objectif d'analyser dans quelle mesure les disparités existant entre ces trois pays dans le mode de financement de la protection sociale peuvent expliquer ces divergences d'évolution. En France, la part de la dépense sociale financée par la fiscalité est très faible. La charge repose à presque 80 % sur des prélèvements sociaux assis sur la rémunération des salariés. L'évaluation des contributions des salaires nets et des cotisations sociales à l'évolution des parts salariales permet de montrer que les disparités de mode de financement ont constitué un facteur évident — sans être le premier — de différenciation du partage de la valeur ajoutée. Le déterminant majeur réside dans les évolutions des parts salariales nettes de cotisations sociales. Ce sont elles, pour l'essentiel, qui expliquent les divergences entre pays. Plus précisément, la disparité d'évolution des parts salariales entre la RFA et la France est déterminée — pour les quatre cinquièmes — par l'inflexion du pouvoir d'achat des salaires nets allemands, juste après le premier choc, tandis que prévaut en France une assez forte rigidité salariale. Entre le Royaume-Uni et la France, l'essentiel de la disparité provient d'une évolution nettement plus favorable du prix relatif de la consommation au Royaume-Uni. Ces résultats ne remettent pas pour autant en cause le bien- fondé d'une avancée de la fiscalisation. L'exemple du Royaume-Uni l'atteste : dans ce pays, la part des entreprises au sein de la valeur ajoutée s'effondre juste après le premier choc, mais se redresse de façon spectaculaire entre 1975 et 1979. Or, ce redressement, qui ne se produit pas en France, fut largement facilité par le degré élevé de fiscalisation au Royaume-Uni.
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Khennou, Khaoula, Bouzekri Touri, Hind Baba, Aziz Kasmi, Hind Bouzoubaa i Bouhaba Abdelmounaim. "Comparative Study between the Best-Performing Education Systems of the Five Continents and That of Morocco". Journal of Hunan University Natural Sciences 50, nr 1 (28.02.2023): 246–60. http://dx.doi.org/10.55463/issn.1674-2974.50.1.25.
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This study aims to investigate the most successful educational systems worldwide and the Moroccan educational system to determine the causes constraining the socio-educational development in Morocco. This comparative study relies on a qualitative methodology based on an inductive approach called the empirical-inductive approach, which starts from facts and real and observable data. This scientific method allowed us to identify our subject in terms of the best-performing educational system. The sample includes one or two educational systems from five continents: Africa (Morocco), America (Canada and the United States), Asia (Japan), Europe (France and Finland), and Oceania (Australia) through the comparison of the most common criteria between each country mentioned: the school system (cycles), teacher training, the number of hours a teacher works, teacher salaries and the number of students per class. This study provides a clear picture of the most successful education system that has been able to manage the masses and reveals the secret of its successful educational management policies. It is the Canadian education system that is a member of the Organization for Economic Cooperation and Development (OECD) according to the Program for International Student Assessment with an OECD average of 520 (score above the OECD average of 487), and Morocco is in 75th place about four steps from the last with an OECD average of 359 (score well below the OECD average 487). The above is more than a reason to be inspired by the education system of this leading country in the field, which would lead to better results in terms of structural transformation, inclusive development, and efficient management of Moroccan education networks in the coming days.
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Kassymova, Xeniya, Sholpan Tlepina, Guzal Galiakbarova, Sholpan Ormanova i Aiman Mymalyapova. "Features of the labour of medical and pharmaceutical workers". Scientific Herald of Uzhhorod University Series Physics, nr 56 (16.02.2024): 938–46. http://dx.doi.org/10.54919/physics/56.2024.93dlp8.
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Relevance. The relevance of the conducted study is due to the rather low level of development of the healthcare system in Kazakhstan, in connection with which problematic aspects arise in the segment of labour relations in this industry. Purpose. The purpose of the study is to analyse the regulatory legal acts of Kazakhstan on the legal regulation of the labour of medical and pharmaceutical workers. Methodology. Such methods as logical analysis, functional analysis, deduction, dogmatic, formal-legal were used. Results. It was identified that at this stage Kazakhstan ranks last in terms of financing the health sector among 63 countries according to the World Health Organisation. It was also noted that salaries of medical and pharmaceutical workers are declining. The consequence of this is that most of the latter can emigrate to countries with more acceptable socio-economic conditions. An analysis of the legislative doctrines of foreign countries, namely France, Germany, and Sweden, was conducted. This provided an opportunity to identify the most acceptable factors and norms of labour law that allow ensuring a high level of functioning of the healthcare system in general and conditions for medical and pharmaceutical workers. Collisions of the fixed norms of Kazakhstan were also noted. Conclusions. The obtained results provided an opportunity to highlight problematic aspects of labour law in the examined industry, which helped to identify several recommendations that will improve the current legislation and increase the level of functioning of the healthcare system in general and allow Kazakhstan to reach a higher level in the international arena. Keywords: legal regulation; legislation; comparative analysis; differentiation; qualifications; status
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Freyssinet, Jacques. "Le marché du travail en France (2008-2018)". RBEST: Revista Brasileira de Economia Social e do Trabalho 1 (3.12.2019): e019005. http://dx.doi.org/10.20396/rbest.v1i0.10213.
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La grande récession a relativement peu frappé la France mais le pays n’a connu ensuite qu’une reprise faible et tardive. Malgré le ralentissement de la productivité, le taux de chômage reste élevé ainsi que les différentes formes de sous-emploi. La récession a accentué le développement des emplois de très courte durée et, de ce fait, des inégalités de revenu salarial. La politique de l’emploi, qui traditionnellement donnait priorité aux catégories les plus défavorisées sur le marché du travail, a connu un redéploiement de ses ressources en faveur des mesures d’abaissement du coût du travail pour les entreprises. Les réformes des institutions du marché du travail ont touché principalement, en premier lieu, la représentativité des organisations patronales et syndicales et les conditions de validité des accords collectifs; en second lieu, la hiérarchie des normes de la relation d’emploi; en troisième lieu, les modes de représentation des salariés dans l’entreprise; en quatrième lieu, les conditions de rupture du contrat de travail.
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Pora, Pierre, i Lionel Wilner. "The individual dynamics of wage income in France during the crisis". Economie et Statistique / Economics and Statistics, nr 494-495-496 (11.10.2017): 179–99. http://dx.doi.org/10.24187/ecostat.2017.494t.1925.
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Mortamet, Aline. "France 3 Ouest, des salariés se mobilisent". Projet 291, nr 2 (2006): 41. http://dx.doi.org/10.3917/pro.291.0041.
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Renier, Romain. "Les salariés d'Air France paient pour ADP". Alternatives Économiques N° 351, nr 11 (1.11.2015): 88. http://dx.doi.org/10.3917/ae.351.0088.
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Combes, Pierre-Philippe, Gilles Duranton i Laurent Gobillon. "Salaires et salariés en Île-de-France". Revue économique 66, nr 2 (2015): 317. http://dx.doi.org/10.3917/reco.pr2.0039.
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Verdugo, Gregory, Henri Fraisse i Guillaume Horny. "Évolution des inégalités salariales en France". Revue économique 63, nr 6 (2012): 1081. http://dx.doi.org/10.3917/reco.636.1081.
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Briard, Karine. "La retraite des salariés du secteur privé en France". Travail et emploi, nr 149 (1.01.2017): 17–41. http://dx.doi.org/10.4000/travailemploi.7372.
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Delépine, Justin. "Que faire des salariés d’air France et de Renault ?" Alternatives Économiques 405, nr 10 (28.09.2020): 30–31. http://dx.doi.org/10.3917/ae.405.0030.
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Sterdyniak, Henri, Pierre Villa i Département analyse. "Pour une réforme du financement de la Sécurité sociale". Revue de l'OFCE 67, nr 4 (1.11.1998): 155–205. http://dx.doi.org/10.3917/reof.p1998.67n1.0155.
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Résumé La réforme du financement de la Sécurité sociale est nécessaire en France. Elle devrait favoriser l'emploi en diminuant le poids des prélèvements portant sur le travail. Elle rendrait plus logique notre structure fiscale en faisant financer l'ensemble des prestations universelles ou de solidarité par des impôts assis sur tous les revenus des ménages ou des entreprises, et non plus par des cotisations assises spécifiquement sur les revenus d'activité. Pour réduire le poids des charges sociales, certains préconisent une forte baisse des dépenses de protection sociale. Depuis 1983, les problèmes récurrents de financement de la Sécurité sociale s'expliquent par la mollesse de la croissance et non par une dérive des dépenses. Il n'existe pas de réforme miracle qui permettrait de faire rapidement des économies importantes, sans frapper certaines couches de la population. La réforme devrait distinguer les impôts et les cotisations sociales, seules ces dernières ouvrant des droits. Elle a déjà été mise en oeuvre par la transformation des cotisations maladie salariés en CSG, ce qui augmenté le poids pesant sur les retraités et les revenus du capital et réduit celui portant sur les salariés. Des réformes similaires ont été proposées pour les cotisations employeurs. Leur baisse est une réforme souhaitable en période de chômage de masse. Mais il serait illusoire de la compenser par une hausse de la TVA. Il serait dangereux de la compenser par une hausse de la CSG ou une baisse des prestations sociales car un tel transfert pèserait sur la demande.Deux projets s'opposent : réduire les cotisations sociales sur l'ensemble des salaires, ce qui impose de faire contribuer le profit en élargissant l'assiette des cotisations à la valeur ajoutée, ou réduire les cotisations des seuls bas salaires. Les études macroéconomiques amènent à deux conclusions simples ; l'élargissement de l'assiette se justifie dans une situation de chômage keynésien ; la baisse des cotisations employeurs doit être ciblée sur les salariés non-qualifiés si effectivement les salariés qualifiés sont en situation de plein-emploi. Le rapport Chadelat préconise d'élargir l'assiette des cotisations sociales, mais suggère un mécanisme de modulation difficile à mettre en oeuvre ; le rapport Malinvaud propose de financer la baisse des cotisations sur les bas salaires par une hausse des cotisations sur les salaires élevés, en faisant le pari que dans dix ans le plein-emploi sera rétabli en France, sauf pour une frange de travailleurs non-qualifiés. La réforme que nous proposons finalement consiste en la fusion des cotisations salariés et employeurs pour les prestations retraites, le financement des prestations maladie et famille par une CSG-ménages assise sur tous leurs revenus et une CSG-entreprises assise sur la valeur ajoutée avec une exonération de la partie des salaires inférieure au SMIC.
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Lemistre, Philippe. "Transformation des marchés internes en France. Une approche par catégorie d’emplois". Économie appliquée 56, nr 2 (2003): 123–60. http://dx.doi.org/10.3406/ecoap.2003.3100.
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Des investigations empiriques menées à partir de deux enquêtes rétrospectives de l’INSEE mettent en exergue une logique de marché interne encore largement utilisée pour de nombreuses professions , malgré un recul particulièrement marqué pour certaines d’entre elles. Les évolutions constatées peuvent s’interpréter comme le passage d’une logique généralisée de stabilisation des salariés héritée d’une situation de plein emploi à des modes de rémunérations plus différenciés entre les emplois et destinés à impliquer davantage les salariés dans un environnement plus concurrentiel.
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Crampon, Cécile. "NeoNuc : le renouveau des tubes soudés en France". Revue Générale Nucléaire, nr 5 (wrzesień 2021): 38–41. http://dx.doi.org/10.1051/rgn/20215038.
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Leader mondial de la fabrication de tubes roulés soudés de faible épaisseur pour la fabrication des échangeurs thermiques, Neotiss, 550 salariés dont une centaine en France, produit 40 000 kilomètres de tubes chaque année, pour un chiffre d’affaires de 80 millions de dollars. Le soutien financier apporté par France Relance au printemps 2021 permettra à l’usine française de se moderniser et de lancer son projet structurant NeoNuc.
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Brunet, Carole, Nathalie Havet i Jean-Yves Lesueur. "Propriété immobilière et trajectoires salariales en France". Travail et emploi, nr 124 (15.12.2010): 17–27. http://dx.doi.org/10.4000/travailemploi.4767.
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L'Horty, Yannick, Renaud Méary i Nicolas Sobczak. "Le coin salarial en France depuis 1970". Économie & prévision 115, nr 4 (1994): 93–106. http://dx.doi.org/10.3406/ecop.1994.5688.
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Kashtanova, Olga S. "The University of Warsaw in the system of higher (university) education of the Russian Empire in the first third of the 19th century". Historia provinciae – the journal of regional history 6, nr 2 (2022): 582–628. http://dx.doi.org/10.23859/2587-8344-2022-6-2-6.
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The article is devoted to the history of the establishment of the University of Warsaw in 1816 and its development until 1831 when the university was closed after the suppression of the November Uprising of 1830–31. The specificity of the University of Warsaw was determined by the fact that during that time the Congress Kingdom of Poland that had been annexed to Russia in 1815 was an autonomous territorial entity and had a separate educational system that was not subordinate to the Ministry of National Education in St Petersburg. Neither Russian nor Polish historiography has made a comprehensive comparison of the University of Warsaw with Russian higher educational institutions due to the isolated status of the former in 1816–31. The article makes an attempt to identify similarities and differences in the functioning of these higher educational institutions on the basis of the documents that regulated the activities of Warsaw and Russian universities. A comparison is made between the structure and organization of the University of Warsaw and other universities of the empire, their collegiate governing bodies, budgets, salaries of professors, admission and terms of study of students, their number, the procedure for awarding academic degrees, etc. The unpopular measures taken by the authorities of the Congress Kingdom of Poland in the field of education in the 1820s, which were accompanied by the increased control over the students and the professors of the university and the attempts to limit its autonomy and divide it into separate higher schools, are shown against the background of the general reactionary policy towards universities. A comparative analysis allows us to draw the following conclusions: the principles of organization of the University of Warsaw and Russian universities that were founded at the beginning of the 19th century had a number of common features, which was associated with borrowing the models of higher educational institutions from Germany and partly from France. Structure, staff and other differences between the educational institutions under consideration were determined by the national features and traditions of Polish education and by greater similarity between the University of Warsaw and the universities of Western Europe. The results obtained contribute to presenting the development of the University of Warsaw in 1816–31 against a broader background and also provide new illustrative material for comparing Russian universities with the “national” universities that existed within the empire.
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Alonzo, Philippe. "II. La supercherie de l’assimilation, quand «assistante» signifie «sous»". Cahiers du Genre 16, nr 1 (1996): 107–22. http://dx.doi.org/10.3406/genre.1996.996.
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Employé, mot à double sens. Avoir un emploi : voilà aujourd'hui le sens lourd. Mais l'autre, non moins plein, se lit au féminin : travailler comme employée. Car aujourd'hui, en France, trois employés sur quatre sont des femmes. Genre et catégorie sociale -ou genre et classe ? -, ainsi va le «petit » salariat, celui des employées et des ouvriers (ceux-ci aux 4/5 masculins). Petit salariat, le plus grand pourtant par son nombre. Ce n 'est pas là, la seule contradiction, le seul paradoxe ! Le maintien, dans des sous-statuts de salariées occasionnelles, non qualifiées, n'est pas l'apanage des «employées libre-service caissières » (ELSC.), ni même de celles qui travaillent à temps partiel. Dans les bureaux, les politiques de gestion du personnel utilisent et intègrent des dénominations de postes, dont la construction et les délimitations floues permettent de faire appel à une population sur-qualifiée, par rapport aux exigences de l'emploi à pourvoir. Ce décalage entre «le titre et le poste » place les employées qui le vivent dans des situations difficiles au regard de leur expérience quotidienne de travail. L'appellation complémentaire «aide », «assistante de... » qui au départ a pu être présentée comme la promesse d'une ascension professionnelle rapide, fait vite place à la désillusion avec le maintien dans un statut d'employée. Par leurs trajectoires communes, par l’importance des désillusions subies, les employées dont il sera question dans cette intervention, constituent le fil d'Ariane à partir duquel on se propose d'analyser la situation de ce qu’il faut bien dénommer des cadres à statut employé.
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Pelletan, Jean-Baptiste, Emmanuel Fort, Laurène Delabre, Amélie Massardier-Pilonchéry i Corinne Pilorget. "Évolution de l’exposition au bruit chez des salariés en France". Archives des Maladies Professionnelles et de l'Environnement 79, nr 3 (maj 2018): 413–14. http://dx.doi.org/10.1016/j.admp.2018.03.459.
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Briere, Julien, Yannick Schwaab i Isabelle Bonmarin. "Accidents du travail des salariés seniors en France, 2011–2012". Archives des Maladies Professionnelles et de l'Environnement 79, nr 3 (maj 2018): 418–19. http://dx.doi.org/10.1016/j.admp.2018.03.471.
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