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1
D, Schooley Béatrice. "Personnes, Personnel et Impersonnel dans l'œuvre de Richard Powers". Phd thesis, Université de la Sorbonne nouvelle - Paris III, 2011. http://tel.archives-ouvertes.fr/tel-01064900.
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Plus connue pour le foisonnement et la richesse de ses thèmes, pour la densité de son contenu historique, socioéconomique, et pour la technicité avec laquelle elle manipule divers domaines scientifiques, l'œuvre de Powers laisse pourtant également une très large place à ses personnages. Jouant le double rôle de reflets de la société et de piliers narratifs organisant le récit, ces personnages expriment en effet la vision de Powers de l'Amérique contemporaine et constituent un lieu d'expérimentation littéraire. Ces romans s'intéressent aux façons dont les êtres entrent en lutte pour préserver et réinventer leur identité propre au sein d'un monde en perpétuelle mutation sociale et politique, et saturé de moyens technologiques nouveaux. Powers fait le choix d'une approche à la fois sociologique et philosophique en partageant le regard qu'il porte sur la société contemporaine américaine et en mettant au cœur de son œuvre la notion de relation à soi et aux autres. Les implications narratives de cet intérêt pour la complexité accrue d'un statut ontologique de la personne sont multiples et aboutissent à la construction de personnages mouvants et discontinus, réfractant plus qu'ils ne concentrent une énergie remise en circulation au triple niveau de la fiction, de la lecture et de l'écriture. Les modalités d'écriture des personnages, qui rendent compte de l'éclatement de l'unité de la personne dans le monde contemporain américain, font alors déborder la conception individualisante et personnelle qui leur est le plus souvent associée et lui substituent une vision fragmentaire, paradoxalement fédératrice, et en définitive impersonnelle, des êtres.
2
D, Schooley Béatrice. "Personnes, Personnel et Impersonnel dans l’œuvre de Richard Powers". Thesis, Paris 3, 2011. http://www.theses.fr/2011PA030161/document.
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Plus connue pour le foisonnement et la richesse de ses thèmes, pour la densité de son contenu historique, socioéconomique, et pour la technicité avec laquelle elle manipule divers domaines scientifiques, l’œuvre de Powers laisse pourtant également une très large place à ses personnages. Jouant le double rôle de reflets de la société et de piliers narratifs organisant le récit, ces personnages expriment en effet la vision de Powers de l’Amérique contemporaine et constituent un lieu d’expérimentation littéraire. Ces romans s’intéressent aux façons dont les êtres entrent en lutte pour préserver et réinventer leur identité propre au sein d’un monde en perpétuelle mutation sociale et politique, et saturé de moyens technologiques nouveaux. Powers fait le choix d’une approche à la fois sociologique et philosophique en partageant le regard qu’il porte sur la société contemporaine américaine et en mettant au cœur de son œuvre la notion de relation à soi et aux autres. Les implications narratives de cet intérêt pour la complexité accrue d’un statut ontologique de la personne sont multiples et aboutissent à la construction de personnages mouvants et discontinus, réfractant plus qu’ils ne concentrent une énergie remise en circulation au triple niveau de la fiction, de la lecture et de l’écriture. Les modalités d’écriture des personnages, qui rendent compte de l’éclatement de l’unité de la personne dans le monde contemporain américain, font alors déborder la conception individualisante et personnelle qui leur est le plus souvent associée et lui substituent une vision fragmentaire, paradoxalement fédératrice, et en définitive impersonnelle, des êtresRichard Powers’ novels are best known for the diverse and rich quality of their themes, for the density of their historic and socio-economic contents, as well as for the level of technicality with which they handle a variety of scientific themes, yet they also leave a place of choice to the characters. Their role consists in both mirroring a social reality and holding the paramount function of organizing the course of the narrative, as they express Powers’ vision of contemporary America and constitute a space of literary experimentation. These novels focus on the ways human beings who are caught in a world saturated with new technological means and struggling through constant social and political mutations, can fight to preserve and reinvent their personal identity. The author chooses both a sociological and philosophical approach by expressing his vision of the contemporary American society and by putting at the very center of his works the notion of relationship to oneself and to others. The narrative implications of such interests in the increasing complexity of the ontological status of the individual are multiple and lead to the construction of changing and discontinuous characters who refract more than they absorb an energy that can be recirculated at the triple level of the fiction, the readers, and the act of writing. Accounting for the destruction of the unity of the individual in the contemporary American world, the modalities of Powers’ character writing push back the boundaries of the traditional individualistic and personal concept of literary character and substitute to it a paradoxically welcoming, fragmentary and impersonal vision of the human nature
3
Gjolberg, Ivar Henry. "Predicting injury among nursing personnel using personal risk factors". Thesis, Texas A&M University, 2003. http://hdl.handle.net/1969.1/281.
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The purpose of this thesis was to develop a means of predicting future injury among nursing personnel working in a hospital system. Nursing has one of the highest incidence rates of musculoskeletal injuries among U.S. occupations. Endemic to the job are tasks such as rolling, sitting, standing, and transferring large, and often times, uncooperative patients. These tasks often place large biomechanical stresses on the musculoskeletal system and, in some cases, contribute to or cause a musculoskeletal injury. Given the current nursing shortage, it is imperative to keep nurses injury-free and productive so they can provide patient care services. Even though a large number of nursing personnel are injured every year and most are exposed to these high levels of biomechanical stress, the majority of nurses are injury-free. The question then arises "Why do some nurses have injuries while others do not?" The purpose of this thesis was to determine whether individual attributes in a population of nurses were associated with risk of future injury. The subject population was comprised of 140 nursing personnel at a local hospital system hired between April 1995 and February 1999. Data on individual attributes, such as patient demographics, previous injuries, posture, joint range of motion, flexibility, and muscular strength, was ascertained during a post-offer screening on these personnel. Twenty six (19%) nurses experienced an injury associated with the axial skeleton. Chi square test for homogeneity for the categorical predictor variables, and the Student's T-test for continuous predictor variables were used to determine if any individual attributes were associated with future injuries. None of the variables were associated with a risk of future axial skeletal injury. Practical application of these results for St. Joseph Regional Health Center, and possibly other acute care facilities, directs us to stop costly pre-employment/post-offer testing for the purpose of identifying injury prone nurse applicants. Secondly, it allows the focus of limited resources to be on making the job safer through administrative and engineering controls.
4
Legras-Vincent, Colette. "Évolution du pronom personnel sujet de troisième personne du latin à l'italien contemporain". Paris 3, 1994. http://www.theses.fr/1994PA030179.
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Le but de cette these est d'etudier le pronom personnel sujet de troisieme personne et de definir les grandes etapes de l'evolution qui, partant du latin ont conduit le systeme pronominal italien a son etat actuel. Cette recherche a la fois synchronique et diachronique met en evidence le caractere un peu particulier de l'italien qui possede un nombre importan t de pronoms (egli, ella, lui, lei loro, esso, essa, essi, esse). Les deux premiers chapitres presentent une etude contrastive entre le francais et l'italien et montrent le fonctionnement du pronom en latin et en ancien toscan. Les cha pitres iii a vi sont consacres a l'etude des pronoms de troisieme personne dans la litterature italienne des origines a nos jours. Des pourcentages effectues a la fin de chaque periode font ressortir les grandes tendances de l'italien et etablissent l'affirmation de lui, iei, loro. La conclusion fait apparaitre que l'italien est une langue qui se situe a m i-chemin entre le latin et le francais. C'est aussi une langue en pleine evolution et les pronoms personnels sujets de t roisieme personne sont un temoignage de cette evolutionThe aim of this thesis is to study the subject third person personal pronoun and to define the main steps that lead from latin to the current italian pronominal system. This research, both diachronic and synchronic, brings to the fore the caracteristics of the italian language that has a large number of pronouns (egli, ella, lui, lei, loro, esso, essa, essi, esse). The first two chapters present a comparative study between french and italian and show how the pronoun work s in latin and in old toscan. Chapters iii to vi cover a study of the third person personal pronoun in italian litteratu re from its origin to noadays. Percentages given at the end of each period, show the main tendencies of italian and the prominence of lui, lei, loro. The conclusion show that italian that stands between latin and french is a language that keep evolving and the personal pronouns are an evidence of this evolution
5
Scotti, Jean-Charles. "Évolution technique et répartition des compétences entre le corps médical et la profession infirmière dans les hôpitaux publics". Aix-Marseille 3, 1998. http://www.theses.fr/1998AIX32052.
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Avec les progres de la medecine et des techniques de soins, l'infirmiere a l'hopital s'est vue attribuer une activite technique de plus en plus complexe, requerant une competence non seulement acquise, mais a acquerir en permanence. Cette competence est d'abord dispensee par le corps medical, puis developpee par l'experience infirmiere, pour etre reconnue et enseignee de maniere autonome. Par consequent, avec l'extension des competences et la complexification des techniques, dont l'infirmiere a la maitrise et l'initiative, ses obligations professionnelles et le poids de ses responsabilites s'accroissent considerablement, ce qui sans nul doute represente un facteur de valorisation professionnelle. Dans le milieu hospitalier, l'influence traditionnelle du corps medical s'affaiblit progressivement en raison d'une part, de l'emergence de nouvelles techniques induisant une multiplication des specialisations sources d'antagonismes et de divisions, et d'autre part, d'une predominance administrative de plus en plus pressante pour repondre a la pression economique et financiere qui frappe l'hopital depuis la fin des annees soixante dix. Forte d'une legitimite acquise par la technique dans un systeme de sante ou le pouvoir medical s'affaiblit, la profession infirmiere s'organise et s'affirme ineluctablement comme partenaire a part entiere aupres des structures organisationnelles et decisionnelles de l'hopital public
6
Eriksson, Olof. "Radiation exposure to personnel during fluoroscopic procedures : Strålningsmiljö för personal under genomlysningsarbete". Thesis, Karlstads universitet, Institutionen för ingenjörsvetenskap och fysik (from 2013), 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-68144.
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There are about 17 million X-ray procedures performed in Sweden every year. Various methods are used to determine the risk for the patient, and for the staff. The objective of this project was to map X-ray scatter coming out of a patient as a result of interactions between the radiation and body tissue during certain medical procedures that involve fluoroscopy. Flouroscopy is a type of X-ray imaging method that generates a moving picture which allows an operator to view in-body procedures live. A successfully created map of the radiation field can work as a tool for risk analysis concerning the dose of radiation of which the medical staff is exposed to, this parameter will later be described as the effective dose (E). The effective dose is a tool for assessment of the risk of developing lethal cancer due to radiation exposure. This report will also investigate the radiation that reaches the eye lens of the staff, since the maximum recommended dosage for the eye lens has been lowered recently when it was discovered that the eye lens was more sensitive to radiation than previously known. In this report data was collected from radiation exposure situations, and it was concluded that distance is a good protector against radiation, which agree well with theory discussed in the report. Another theory which was discussed in the paper states that positions behind the X-ray tube will be exposed to the highest amount of radiation, this was also proven. The measured data from investigating protective equipment showed that the equipment in place was effective.The author changed last name to Folkunger due to marriage shortly after this publication.
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Mage, Gwenaëlle. "La transmission de l'engagement personnel". Thesis, Université Clermont Auvergne (2021-...), 2022. http://www.theses.fr/2022UCFAD003.
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La transmission de l’engagement personnel, entendue comme la transmission des créances, dettes et positions contractuelles, révèle au plan fondamental une opposition entre les conceptions subjective et objective des obligations et des contrats qui n’a pas été réellement tranchée par l’ordonnance n° 2016-131 du 10 février 2016 portant réforme du droit des contrats, du régime général et de la preuve des obligations. Ce texte a consacré la transmission passive de l’engagement personnel, complétant un dispositif ancien et éprouvé de transmission des créances. Dans une optique de transmission, il pourrait être envisagé que l’engagement personnel soit appréhendé davantage pour sa valeur qu’en considération du lien qui en est la source. Pourtant, l’étude du régime juridique de la transmission révèle que la conception subjective du rapport d’obligation irrigue toujours la matière. Cette difficile conciliation des approches emporte pour première conséquence que cette transmission originale de rapports interpersonnels se trouve dénuée de fondement juridique établi. Elle engendre, en seconde conséquence, des obstacles injustifiés à la transmission, spécialement lorsque l’engagement est transmis dans sa forme passive. En toutes hypothèses, le critère de l’intuitus personae subjectif, retenu en droit positif, se dresse comme un obstacle à dépasser. En réponse à ces enjeux, la mise en évidence d’une propriété objectivée, dite « liée », exprimant les droits d’une partie sur son engagement, autorise cette transmission tout en fournissant un régime juridique plus adapté. Ce régime fondé sur le risque réel de l’opération projetée, s’émancipe de l’attache à la personne. L’analyse unitaire proposée fournit donc une assise technique au phénomène qui emprunte au droit des biens tout en accueillant la singularité des liens interpersonnelsThe transmission of personal commitment, considered as the transmission of receivables, debts and contractual positions, fundamentally reveals an opposition between the subjective and the objective conceptions of obligations and contracts that was not finally determined by the ordinance n°2016-131 from the 10th, February 2016, reforming contract law, general scheme and proof of obligations. The scope of this text included passive personal commitment, completing an old, tried and proven mechanism for the transmission of receivables. When it comes to transmission, one could consider that the personal commitment could be viewed more for its value than only considering the relationship. However, the study of the transmission legal regime reveals that the subjective conception of the personal link is still topical. The first consequence of this difficult accommodation between approaches is that this original transmission of interpersonal relationships is devoid of any established legal basis. As a second consequence, it creates unjustified obstacles to the transmission, especially when the commitment is transmitted in its passive form. In all circumstances, the subjective intuitus personae criterion, adopted under positive law, stands as a barrier that must be overcome. In response to these challenges, the demonstration of an objectified property, called "linked", expressing the rights of a party over its commitment, allows this transmission while providing a more adequate legal regime. This regime, based on the real risk of the planned operation, emancipate itself from the personal relationship. Therefore, the proposed unitary analysis provides a technical basis to the phenomenon, borrowing from property law while integrating the singularity of interpersonal relationships
8
Larson, Gerald E. "Frontiers of personnel assessment /". Diss., Connect to a 24 p. preview or request complete full text in PDF format. Access restricted to UC IP addresses, 1998. http://wwwlib.umi.com/cr/ucsd/fullcit?p9904727.
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Moquet, Anne Merieu Philippe. "Pédagogie et développement personnel". [S.l.] : [s.n.], 1998. http://theses.univ-lyon2.fr/sdx/theses/lyon2/1998/aparavy.
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Draoua, Faouzia. "L'étudiante algéroise face au mariage : l'épanouissement personnel compromis, l'épanouissement personnel par le compromis". Paris 5, 1987. http://www.theses.fr/1987PA05H073.
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La femme est au centre de la dynamique sociale et de ses antagonismes dans l'actuel changement socio-culturel, que connaissent les sociétés maghrébines. En effet, face aux nouveaux impératifs économiques, sa participation active au sein de la société devient nécessaire, tandis que l'idéologie de base continue à situer de façon préférentielle son devenir dans son foyer, parmi ses enfants et son mari. Les étudiantes vivent ces attentes contradictoires, avec le plus d'acuité. Leur haute qualification professionnelle leur ouvre toute une gamme de nouveaux rôles, alors que le milieu socio-familial va faire pression sur elles pour qu'elles intègrent les normes, à travers le mariage, de façon impérative. Face à cette situation conflictuelle, leurs conduites d'adaptation vont se chercher à travers une négociation constante de leurs désirs personnels (choix-aspirations. . ) avec les exigences socio-familiales. Cette démarche adaptative nous mettra face à des attitudes contradictoires. Mais cette apparente contradiction et cette relative incohérence dans les conduites ne signifient pas moins, cependant, l'effort des étudiantes de résoudre un antagonisme culturel, auquel elles se trouvent confrontées, sans être préparées ni aidées. C’est ainsi, que nous les verrons s'éloigner progressivement des schémas traditionnels concernant la femme, le mariage, le couple. Et finir, néanmoins, par se marier dans des conditions non conformes à leurs véritables aspirations; intégrer les normes par ce biais leur devient, en effet, impératif si elles aspirent à être reconnues et acceptées par leur milieu socio-familial les solutions de compromis constitueraient, alors, les choix les plus satisfaisants, et d'ailleurs les plus fréquents.
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Mallon, Isabelle. "Vivre en maison de retraite : le dernier chez-soi /". Rennes : PUR, 2004. http://catalogue.bnf.fr/ark:/12148/cb391579318.
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Texte remanié de: Th. doct.--Sociol.--Paris 5, 2001. Titre de soutenance : La recréation d'un chez-soi par les personnes âgées en maison de retraite.En appendice, choix de documents. Bibliogr. p. 275-283.
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Theron, Louis Francois. "Personnel Allocation for Engineering Projects". Thesis, Stellenbosch : Stellenbosch University, 2014. http://hdl.handle.net/10019.1/86295.
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Thesis (MEng)--Stellenbosch University, 2014.ENGLISH ABSTRACT: The logical allocation of tasks in engineering offices currently relies heavily on the experience and intuition of project managers. In large scale projects the complexity of the task allocation procedure exceeds the capacity of human intuition, and a systematic technique is required to aid project managers in assigning tasks to individuals. In this project such a systematic technique is modelled and implemented using the Java programming language. An equation was developed to calculate an individual’s workload, and used in conjunction with other criteria to intelligently and systematically select an optimal individual to complete engineering tasks. The software solution is network-based, and also aims to aid project managers in various managerial duties.
AFRIKAANSE OPSOMMING: Die logiese toekenning van ingenieurstake steun tans swaar op die ervaring en aanvoeling van projek bestuurders. In grootskaalse projekte is die kompleksiteit van die taak toekenningsproses veel groter as die kapasiteit van menslike intuïsie. Dus word ‘n sistematiese proses wat projek-bestuurders kan help met die toeken van take aan individue vereis. In hierdie projek is so 'n sistematiese tegniek ontwikkel en geïmplementeer met behulp van die Java-programmeringstaal. 'n Vergelyking is ontwikkel om 'n individu se werklading te bereken en is in samewerking met ander kriteria gebruik om take intelligent en sistematies toe te ken. Die sagteware is network en databasis-gebaseerd en kan ook gebruik word om projek-bestuurders te help met verskeie bestuurspligte.
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Harvey, Joanna Sarah. "Stress in British Army personnel". Thesis, Liverpool John Moores University, 1999. http://researchonline.ljmu.ac.uk/5987/.
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There is considerable research to date in the field of stress, particularly with respect to questionnaire research. There is, however, a lack of recent research on stress in the British Army which addresses either traumatic or organisational stress. This study considers soldiers' experiences of both occupational and traumatic stress, in addition to identifying the contribution of an individual's expectations and evaluations of a deployment, on mental well-being. Furthermore, this research methodology incorporates standardised psychological questionnaires, free response items and interviews with personnel, which serve to provide a comprehensive approach with high face validity. This study aims to encompass the major aspects which influence the onset and course of stress, including stress experiences, individual differences and coping, in one model. Both studies incorporate traumatic and organisational stress, which is particularly relevant in the military profession, where there is risk of exposure to traumatic events. This study attempts to redress the paucity of research on stress in the British Army as a result of conflicts since WWII, in addition to countering the lack of research into occupational stress in the British Army, or information of a longitudinal nature. This study also provides a much needed 'baseline' of data across the British Army regarding stress experiences and reactions. The study also incorporates qualitative aspects, where the respondents are asked what they define as stressful experiences, as opposed to completing a list of pre-defined 'stressors', in addition to incorporating interviews to validate the responses. Finally, an individual's evaluation of a situation, or belief in their actions is taken into account in this research. It is argued that this is of particular importance in a military operational context, when soldiers are no longer deploying in defence of their country against an external threat. It was therefore considered important to establish if there were any effects on psychological well-being based on an individual's evaluation of the deployment situation. This research was conducted in two phases: Study 1 which is a cross-sectional study, proportionate to size across the British Army, and Study 2 which is a longitudinal survey, before and after a six month operational deployment to Northern Ireland. The questionnaire material incorporates both standardised questionnaires and a specific Army questionnaire designed for the study. Support was found for the proposed models of both general (Study 1) and operational stress (Study 2). Previous findings were supported concerning the interrelationships between neuroticism, anxiety, emotion focused coping and adverse life events, and were independent of mastery, self esteem, problem focused coping and well-being. Thirty three and thirty nine percent of respondents reported General Health Questionnaire (GHQ12) values above the cut off criteria for Study 1 and Study 2, respectively. Individual differences concerning reported mental health were noted, particularly with respect to age, marital status and the occurrence of a significant life event. Recommendations addressed the lack of clear evidence for adopting a 'screening out' procedure based upon personality characteristics for mainstream Army deployments. It was suggested that the traumatic aspects of the research could benefit from an alternative questionnaire to the Impact of Events Scale (IES), due to some of the difficulties found in using the questionnaire. It was also suggested that coping strategies should be investigated in greater detail, within a more context specific manner with tighter response definitions. Finally, it is believed that the impact of cumulative operational deployments on the mental health of soldiers needs to be thoroughly researched.
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Morand, de Jouffrey-Bourgeois Béatrice. "La délégation unique du personnel". Aix-Marseille 3, 2002. http://www.theses.fr/2002AIX32008.
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Le système français de représentation du personnel repose sur un ensemble lourd et complexe où coexistent plusieurs instances ayant chacune son propre champ d'intervention et son propre mode de fonctionnement. Cette multiplicité d'origine historique est source de difficultés et de confusions. Aujourd'hui, le système ne fonctionne globalement pas de façon satisfaisante et son inadaptation est plus particulièrement marquée au sein des PME où transparaît une grande distorsion entre le droit et les réalités qu'il était nécessaire de prendre en considération. Ainsi, la loi quinquennale du 20 décembre 1993, par diverses mesures de simplification, est venue réformer ce système. La mesure la plus importante mais aussi la plus controversée de cette réforme est l'article L. 431-1-1 nouveau du Code du travail qui donne à l'employeur, dans les entreprises de moins de deux cents salariés, la faculté de décider que les délégués du personnel constituent la délégation du personnel au comité d'entreprise. Plus des trois-quarts des salariés du secteur privé sont concernés. .The French system of employee representation is based on the coexistence of several decisional bodies, each with its own field of intervention and method of operation, within an unwieldy and complex organisational structure. This multiplicity, which is historical in origin, is a source of difficulty and confusion. Overall, the system does not currently function in a satisfactory manner and its inadequacies are particularly pronounced within the small and medium-sized enterprises in which a marked imbalance is observable between applicable law and the realities that must be dealt with. In this context, the law of 20 December 1993, which established a five-year plan, was enacted to reform this system through a variety of simplification measures. The most important of these reform measures, as well as the most controversial, is the new article L. 431-1-1 of the Labour Code, which gives the heads of companies with fewer than two hundred employees the option of deciding that the workforce delegates will constitue the staff delegation to the works council. .
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Delcenserie, Sophie. "Les biens à caractère personnel". Paris 2, 2006. http://www.theses.fr/2006PA020058.
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Le droit des biens subit une évolution qui affecte l'assise même de la relation entre la personne et les choses. Elle se traduit par une "patrimonialisation" croissante des éléments de la personnalité et une personnalisation de certains biens du patrimoine. Les choses à caractère personnel participent du second mouvement. Elles se distinguent des autres biens du patrimoine par leur utilisation exclusivement personnelle à laquelle s'ajoute un autre critère tiré, soit de l'utilité de la chose, soit de ce qu'elle représente. Le critère de l'utilité apparaît avec acuité pour les biens nécessaires à la vie et au travail de la personne (vêtements, souvenirs, objets des personnes malades ou handicapées, instruments de travail, etc. ). Cette finalité vitale associée à un usage exclusivement personnel caractèrise une partie des choses à caractère personnel. L'autre partie est constituée d'objets qui reflètent l'individu dans l'une de ses qualités (diplôme, insigne) ou dans l'un de ses attributs (portrait, journal itime, lettre missive). Leur utilisation exclusivement personnelle s'impose du fait de leur contenu personel protégé. La référence à l'usage de la chose confirme le fondement de son lien d'attache à la personne: celui-ci repose sur l'affectation du bien au profit de son propriétaire. Cette affectation personnelle se réalise,en droit, par des techniques tendant à conserver le bien dans le patrimoine au détriment des intérêts patrimoniaux d'autrui: insaisisssabilité, exclusion de la communauté. Elle n'a pas d'incidence, en revanche, sur la disponibilité de la plupart des choses qui peuvent être transmises librement entre vifs ou à cause de mort.
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Lachèze-Pasquet, Pierre. "La Formation du personnel hospitalier". Lille 3 : ANRT, 1986. http://catalogue.bnf.fr/ark:/12148/cb37598846h.
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Reggiani, Tommaso <1983>. "Essays in Behavioral Personnel Economics". Doctoral thesis, Alma Mater Studiorum - Università di Bologna, 2012. http://amsdottorato.unibo.it/5059/1/reggiani_tommaso_tesi.pdf.
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The thesis contemplates 4 papers and its main goal is to provide evidence on the prominent impact that behavioral analysis can play into the personnel economics domain.The research tool prevalently used in the thesis is the experimental analysis.The first paper provide laboratory evidence on how the standard screening model–based on the assumption that the pecuniary dimension represents the main workers’choice variable–fails when intrinsic motivation is introduced into the analysis.The second paper explores workers’ behavioral reactions when dealing with supervisors that may incur in errors in the assessment of their job performance.In particular,deserving agents that have exerted high effort may not be rewarded(Type-I errors)and undeserving agents that have exerted low effort may be rewarded(Type-II errors).Although a standard neoclassical model predicts both errors to be equally detrimental for effort provision,this prediction fails when tested through a laboratory experiment.Findings from this study suggest how failing to reward deserving agents is significantly more detrimental than rewarding undeserving agents.The third paper investigates the performance of two antithetic non-monetary incentive schemes on schooling achievement.The study is conducted through a field experiment.Students randomized to the main treatments have been incentivized to cooperate or to compete in order to earn additional exam points.Consistently with the theoretical model proposed in the paper,the level of effort in the competitive scheme proved to be higher than in the cooperative setting.Interestingly however,this result is characterized by a strong gender effect.The fourth paper exploits a natural experiment setting generated by the credit crunch occurred in the UK in the2007.The economic turmoil has negatively influenced the private sector,while public sector employees have not been directly hit by the crisis.This shock–through the rise of the unemployment rate and the increasing labor market uncertainty–has generated an exogenous variation in the opportunity cost of maternity leave in private sector labor force.This paper identifies the different responses.
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Reggiani, Tommaso <1983>. "Essays in Behavioral Personnel Economics". Doctoral thesis, Alma Mater Studiorum - Università di Bologna, 2012. http://amsdottorato.unibo.it/5059/.
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The thesis contemplates 4 papers and its main goal is to provide evidence on the prominent impact that behavioral analysis can play into the personnel economics domain.The research tool prevalently used in the thesis is the experimental analysis.The first paper provide laboratory evidence on how the standard screening model–based on the assumption that the pecuniary dimension represents the main workers’choice variable–fails when intrinsic motivation is introduced into the analysis.The second paper explores workers’ behavioral reactions when dealing with supervisors that may incur in errors in the assessment of their job performance.In particular,deserving agents that have exerted high effort may not be rewarded(Type-I errors)and undeserving agents that have exerted low effort may be rewarded(Type-II errors).Although a standard neoclassical model predicts both errors to be equally detrimental for effort provision,this prediction fails when tested through a laboratory experiment.Findings from this study suggest how failing to reward deserving agents is significantly more detrimental than rewarding undeserving agents.The third paper investigates the performance of two antithetic non-monetary incentive schemes on schooling achievement.The study is conducted through a field experiment.Students randomized to the main treatments have been incentivized to cooperate or to compete in order to earn additional exam points.Consistently with the theoretical model proposed in the paper,the level of effort in the competitive scheme proved to be higher than in the cooperative setting.Interestingly however,this result is characterized by a strong gender effect.The fourth paper exploits a natural experiment setting generated by the credit crunch occurred in the UK in the2007.The economic turmoil has negatively influenced the private sector,while public sector employees have not been directly hit by the crisis.This shock–through the rise of the unemployment rate and the increasing labor market uncertainty–has generated an exogenous variation in the opportunity cost of maternity leave in private sector labor force.This paper identifies the different responses.
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Lachèze-Pasquet, Pierre. "La formation du personnel hospitalier". Paris 1, 1986. http://www.theses.fr/1986PA010529.
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Bougueddach, Khadija. "L'alignement des pratiques de gestion des ressources humaines au contexte stratégique et la performance : cas des chauffeurs dans les sociétés de transport en commun au Québec /". Thèse, Chicoutimi : Université du Québec à Chicoutimi, 2005. http://theses.uqac.ca.
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Wiltshire, Richard L. "Relocating the Japanese worker : geographical perspectives on personnel transfers, career mobility and economic restructuring /". [Folkestone] : Japan library, 1995. http://catalogue.bnf.fr/ark:/12148/cb374751019.
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Th. doct.--economie--London--School of oriental and African Studies, University of London, 1993. Titre de soutenance : Personnel transfers and the geographical mobility of population.Bibliogr. p. 211-221. Index. L'ouvrage contient trois pages de glossaire bilingue Japonais-anglais avec translittération des termes spécifiques au sujet traité.
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Paquin, Lyne. "Attitudes du personnel soignant à l'égard des personnes atteintes du SIDA : impact d'un programme de sensibilisation". Thèse, Université du Québec à Trois-Rivières, 1993. http://depot-e.uqtr.ca/5289/1/000606486.pdf.
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Lavallée, Françoise. "La satisfaction de vivre, le développement personnel et l'opinion concernant la mort chez les personnes âgées". Thèse, Université du Québec à Trois-Rivières, 1985. http://depot-e.uqtr.ca/6576/1/000551608.pdf.
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Gupta, Bhumika. "How can human resources be retained in the business process outsourcing (BPO) industry in India ? : a comparison of motivation level between traditional and virtual project teams". Pau, 2010. http://www.theses.fr/2010PAUU2007.
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Dans le contexte spécifique de l'Inde, peu d’études ont comparé le niveau de motivation entre les équipes traditionnelles et les équipes virtuelles de projet dans l’industrie « Business Process Outsourcing » (BPO), et son incidence sur la rétention des salariés. Cette thèse essaie de comparer le niveau de motivation des membres des équipes traditionnelles par rapport à celle des membres des équipes virtuelles de projet dans des sociétés BPO en Inde. Nous essayerons d'expliquer les différences constatées par trois variables de gestion, à savoir : la Nature du travail, la Rémunération et la Communication. Nous étudierons l’incidence sur la rétention des salariés dans ces deux types d’équipes. Sur la base d’une large revue de littérature, une étude qualitative et quantitative a été effectuée par des entretiens approfondis avec neuf entreprises BPO en Inde soigneusement choisiesWithin the specific context of India, a comparison of motivation level between traditional and virtual project teams in Business Process Outsourcing (BPO) firms to retain employees is so far not a widely-observed phenomenon. Therefore, in order to investigate this comparison between the traditional and virtual project teams and its consequences, we have attempted to explore with the help of motivation level how human resource in BPO firms in India can be retained. An attempt has been made to compare the level of motivation between the Traditional (collocated) project team members and the Virtual project team members of the BPO firms in this environment. We have attempted to explain this phenomenon by way of three management variables, namely: Nature of Work, Rewards, and Communication, which may be considered as decisive. In order to achieve this, on the basis of a large literature review, a qualitative and quantitative study has been carried out through in-depth interviews with nine carefully selected BPO firms in India
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Au, Yeung Suk-fong Alsace. "Impact of Chinese culture on personnel management in Hong Kong & China : with study on cross-border business establishments /". [Hong Kong : University of Hong Kong], 1994. http://sunzi.lib.hku.hk/hkuto/record.jsp?B1378769X.
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Baruel, Bencherqui Dominique. "Employabilité et politiques managériales dans l'entreprise /". Paris ; Budapest ; Torino : l'Harmattan, 2005. http://catalogue.bnf.fr/ark:/12148/cb39923500p.
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Bruder, Amélie. "L'actionnariat salarié : avantages financiers, représentation démocratique des actionnaires salariés au sein des instances dirigeantes /". Paris : Aumage éd, 2008. http://catalogue.bnf.fr/ark:/12148/cb41208083d.
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Texte extrait de: Thèse de doctorat--Droit privé--Lille 2, 2007.La couv. porte en plus : "ce livre est la synthèse d'un travail de thèse universitaire...". Le dos de l'ouvrage porte en plus : "4" Index.
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Caramelli, Marco. "L'actionnariat salarié : ses effets sur la performance des entreprises et des attitudes des salariés au travail dans le contexte des grands groupes /". Paris : Aumage éd, 2008. http://catalogue.bnf.fr/ark:/12148/cb41427960r.
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Issu de: Thèse de doctorat--Sciences de gestion--Montpellier 2, 2006.La couv. porte en plus : "ce livre résulte d'un travail universitaire...". Le dos de l'ouvrage porte en plus : "5" En appendice, choix de documents. Bibliogr. p. 171-175.
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Thums, Norma J. "A comprehensive review and critique of the literature on effective delivery methods for mandatory training in a healthcare setting". Menomonie, WI : University of Wisconsin--Stout, 2004. http://www.uwstout.edu/lib/thesis/2004/2004thumsn.pdf.
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Foss, Sean M. "The National Security Personnel System : Department of Defense civilian personnel structures and the U.S. legislative process /". Thesis, access full text online, 2004. http://theses.nps.navy.mil/04Jun%5FFoss.pdf.
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Holm, Anna. "Making or breaking personnel with documentation". Thesis, Linköpings universitet, Institutionen för datavetenskap, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-108347.
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In order to support a standardized and uniform documentation one can use different types of aids such as influencing attitudes, provide training and customize tools for documentation. This study looks at documentation in elderly care from the personnel’s perspective and seeks to better understand their view of and experience with documentation in relation to the aids described above. By holding semi-structured interviews with 12 people working with elderly care qualitative data were obtained and later analyzed using Interpretative Phenomenological Analysis (IPA). A range of different thoughts and attitudes towards documentation were found, some that could facilitate documentation, but also some that could hinder a good documentation practice. Also different insecurities were found such as lack of experience/knowledge about documentation, technology or language. Colleagues are a great resource for helping and educating personnel but it might be hard for them to explain some things they do if they aren’t aware of how they do it. It might also take time to readjust to new procedures such as a common information structure, especially for the experienced workers that have formed routines for how to do things. Contextual factors are important and the documentation systems have the ability to make or break the users.
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Johnson, Shawn C. "Sleep Requirements for Flight Support Personnel". Thesis, Monterey, California: Naval Postgraduate School, 2014. http://hdl.handle.net/10945/43805.
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Human Systems Integration Capstone.Unlimited distribution.
Expeditionary Helicopter Sea Combat Squadrons (HSC) operate on Navy amphibious assault ships to provide search and rescue (SAR), logistics and combat support. When embarked, the detachments are the primary SAR asset and have requirements levied upon them by NAVAIR 00-80T-106 to maintain aircraft SAR readiness postures in support of ship and embarked Marine Corps aircraft operations. The goal of this study was to identify what impacts would occur to flight support personnel effectiveness if OPNAV 3710.7U sleep requirements were deviated from in order to meet minimum personnel requirements. The conclusion reached was that safety concerns are present when OPNAV 3710.7U sleep requirements for flight support personnel are violated to maintain NAVAIR 00-80T-106 operational requirements. The study found that worker effectiveness varies systematically with the duration of sleep interruption encountered. Minimum predicted effectiveness comes at three hours with the predicted values at two, three and four hours being essentially equal. When sleep interruptions exceed 1.55 hours, effectiveness levels drop below 70%, equivalent to experiencing a .08 BAC. A model for subsequent interruptions over the preceding days found that worker effectiveness varies systematically with the number of days between interruptions. The effect of sleep interruptions of multiple nights was greatest two days between interruptions. A minimum of four to five days between sleep interruptions is required for interruption effects to not be cumulative.
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Beddoe, Gareth Richard. "Case-based reasoning in personnel rostering". Thesis, University of Nottingham, 2004. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.415694.
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Woodacre, Benjamin W. "Geometric Autoconfiguration for Precision Personnel Location". Digital WPI, 2010. https://digitalcommons.wpi.edu/etd-dissertations/274.
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The goal of a radio-based precision personnel location system is to determine the position of a mobile user, to within a desired accuracy, based on signals propagated between that user and fixed stations. In emergency response situations such information would assist search and rescue operations and provide improved situational awareness. Fundamentally location estimation is based upon the signal measured at, and the position of, each receiver. In the case of a location system where such receivers are installed on vehicles, such as for fire trucks, no external infrastructure or prior characterization of the area of operations can be assumed and the estimation of the (relative) positions of the receiving stations must be repeated each time the system is deployed at a new site as this results in the geometry of the receiving antennas being changed. This dissertation presents work towards an accurate and automatic method for determination of the geometric configuration of such receiving stations based on sampled frequency data using both a "classical" ranging method and a novel technique based on a singular value decomposition method for multilateralization. We also compare the performance of our approaches to the Cramer- Rao bound for total antenna location error for distance and frequency-data based estimators, and provide experimental performance results for these methods tested in real multipath environments.
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Leftwich, Thomas E. "PERSONNEL/EQUIPMENT TRACKING SYSTEM (P/ETS)". International Foundation for Telemetering, 2006. http://hdl.handle.net/10150/604154.
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ITC/USA 2006 Conference Proceedings / The Forty-Second Annual International Telemetering Conference and Technical Exhibition / October 23-26, 2006 / Town and Country Resort & Convention Center, San Diego, CaliforniaThe purpose of the Personnel/Equipment Tracking System (P/ETS) is to provide ground safety and real-time surveillance awareness of all personnel and equipment authorized entry to the Edwards AFB Precision Impact Bombing and Laser Test Ranges. This includes multiple hazardous sites within an area that encompasses approximately 140 square miles. The P/ETS utilizes an off-the-shelf Global Positioning System (GPSFlight) which provides full-time tracking and display of all on-board transmitter-equipped elements. A line-of-sight wireless-to-fiber network system is employed to acquire and transport positional data to display systems within the range safety control tower. Utilization of P/ETS has indicated accurate tracking display in real time, particular advantages for night time operations, prevention of hazardous area intrusion, and relocation of miss-oriented personnel. This system is an economical solution for meeting the ground safety requirements within the confines of the Precision Impact Bombing and Laser Test Ranges.
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Friedrich, Benjamin Uwe Rolf. "Essays in Labor and Personnel Economics". Thesis, Yale University, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10160861.
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This dissertation consists of three chapters that use administrative matched employer-employee data to analyze firms' hiring and promotion strategies and to explore how firm-level personnel strategies affect individual firm performance and worker careers, but also aggregate outcomes of productivity, wage inequality and welfare. The first chapter studies how firms compete for managerial talent by using internal promotions versus external hiring to recruit managers. The second chapter analyzes how exporters adjust their organizational structure in response to international trade shocks and how these adjustments affect wage inequality within the firm. The third chapter focuses on the health care sector and uses a parental leave reform to analyze whether a sudden shortage in nurses affects patient health outcomes in hospitals and nursing homes.
In the first chapter, I use administrative matched employer-employee data from Denmark to provide the first comprehensive evidence how firms differ in using internal promotions and external hiring at the management level. The data cover the universe of firms and workers and allow me to track career paths both within and across firms based on worker occupations. I document that more productive firms hire more talented young workers, are more likely to promote managers internally, and match with better managers in terms of education and ability. Based on these facts, I develop an assignment model of the market for managers where heterogeneous firms compete for workers who differ in managerial talent. In the model internal labor markets arise from asymmetric learning and firm-specific human capital. Production complementarities between firm productivity and manager talent result in better firms investing in promising workers and in developing talent through firm-specific training and internal promotion. I estimate the model using the Danish data. Model simulations indicate that removing information frictions increases aggregate productivity by 22.5 percent. This gain is accompanied by higher wage inequality because better signals of talent increase competition for the best managers. This mechanism provides a new market-driven explanation for the increase in upper-tail wage inequality.
In the second chapter, I combine the administrative employer-employee data with firm-level trade data from Denmark to provide evidence for a novel mechanism through which trade affects wage inequality: changes in firm hierarchies. This mechanism is motivated by the empirical fact that within-firm wage variation across the hierarchical levels of top manager, middle manager, supervisor and worker accounts for an important component of wage inequality. It is comparable in magnitude to wage differences across firms. To identify the causal effect of trade shocks on firm hierarchies and wage inequality, I use two distinct research designs for firm-level trade shocks—one based on foreign demand and transportation costs, and the other using the Muslim boycott of Danish exports after the Cartoon crisis. Both identification strategies suggest robust effects of trade shocks on within-firm inequality through changes in hierarchies. Consistent with models of knowledge-based or incentive-based hierarchies, firm-level trade shocks influence organizational choices through production scale. Adding a hierarchy layer significantly increases inequality within firms, ranging from 2% for the 50-10 wage gap to 4.7% for the 90-50 wage gap.
The third chapter, which is joint with Martin B. Hackmann, Pennsylvania State University, studies unintended effects of a parental leave program on employers and consumers, specifically on the allocation of resources and the quality of care in the Danish health sector. Using matched employer-employee data, we estimate that a generous child leave program introduced in Denmark in 1994 led to a persistent decrease in the number of skilled nurses in Danish hospitals and nursing homes by more than 10% on average. Combining labor market and death register data, we analyze the effect of nurse shortages on patient mortality. Our empirical strategy exploits exogenous variation in net employment effects based on eligibility of the workforce across health sectors and counties. We find that the policy led to an average increase in mortality in nursing homes by 14% for the population aged 85 and older. Nurse shortages in nursing homes increase total mortality for this subpopulation at the county level one-to-one. This suggests that staffing needs for skilled nurses are a particular concern in nursing homes and of growing importance as the population ages and the demand for long term care services increases.
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Ferreira, Joana Cristina Pinto. "Recrutamento e seleção na Page Personnel". Master's thesis, Instituto Superior de Economia e Gestão, 2014. http://hdl.handle.net/10400.5/7493.
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Mestrado em Gestão de Recursos HumanosOs processos de Recrutamento e Seleção são momentos extremamente importantes na vida das organizações e cada vez mais, os recursos humanos das empresas são vistos como uma fonte de vantagem competitiva. A redefinição das estratégias das organizações e o seu recurso à externalização de alguns sectores tem provocado uma presença cada vez maior das empresas de consultoria no mercado, que atuam nas mais diversas áreas da Gestão de Recursos Humanos. Este Trabalho Final de Mestrado faz uma descrição sobre as atividades desenvolvidas no estágio curricular, componente integrante do Mestrado em Gestão de Recursos Humanos, que realizei no departamento de Retail e Secretarial & Management Support na Page Personnel, marca pertencente à multinacional PageGroup, que atua na área da consultoria de recrutamento. A reflexão sobre as atividades e conhecimentos apreendidos neste estágio é acompanhada por um enquadramento teórico referente aos métodos de Recrutamento e Seleção praticados pela Page Personnel, empresa que me permitiu ter uma participação ativa nas diversas fases dos processos de Recrutamento e Seleção que englobaram a pesquisa e identificação de candidatos através do e-recrutamento e do head-hunting e a sua avaliação baseada na realização de testes, entrevistas e controlo de referências.
The recruitment and selection processes are important moments for organizations and their human resources are seen as a competitive advantage source. The redefinition of organizations strategies and the implementation of outsourcing in some sectors have been increasing the presence of consulting firms in the market, that work in different areas of Human Resources Management. This Final Master Work makes a description of the activities developed during the internship, part of the Master of Human Resources Management, that I realized in Retail and Secretarial & Management Support department at Page Personnel, a brand that belongs to PageGroup, which operates in recruitment consultancy area. The reflection about the activities and knowledge learned at this internship is accompanied by a theoretical framework about the methods of recruitment and selection practiced by Page Personnel, a company that allowed me to take an active part in the various stages of recruitment and selection processes which included research and identifying candidates through e-recruitment and head-hunting and their evaluation based on testing, interviews and references checking.
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Proença, Rui Pedro Salcedas. "Recrutamento e seleção na Page Personnel". Master's thesis, Instituto Superior de Economia e Gestão, 2014. http://hdl.handle.net/10400.5/7691.
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Mestrado em Gestão de Recursos HumanosO presente relatório surge no seguimento das atividades desenvolvidas durante o período de estágio curricular na Page Personnel - subsidiária do PageGroup -, empresa de recrutamento e seleção especializados. O estágio teve como enfoque o suporte a diversas equipas, em áreas tão díspares como: Finance, Human Resources, Tax & Legal e Commercial & Marketing, desenvolvendo tarefas de diversa índole, no que ao recrutamento e seleção dizem respeito. Para uma melhor compreensão das temáticas abordadas, propõe-se uma revisão de literatura relativa às técnicas e aos métodos utilizados em cada etapa do processo de recrutamento desenvolvido na Page Personnel. Por fim, é apresentada uma análise das atividades levadas a efeito, confrontando as atividades realizadas com as teorizações literárias, assim como uma apreciação pessoal da experiência de estágio.
This report follows on from the activities developed during a traineeship period at Page Personnel - PageGroup affiliate -, a specialized recruitment and selection company. The traineeship focused the support provided to several teams, in such diverse areas as Finance, Human Resources, Tax & Legal and Marketing & Commerce, carrying out different type of tasks regarding the recruitment and job-seekers selection area. For a clearer understanding of the topics approached, it is firstly proposed a literature review on the techniques and methods applied at each step of the Page Personnel?s recruitment process. At last, an analysis of the activities developed is presented, confronting the practical tasks with the correspondent literary theories, as well as a personal statement on the traineeship experience
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Hunter-Henin, Myriam. "Pour une redéfinition du statut personnel". Paris 1, 2001. http://www.theses.fr/2001PA010328.
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Le choix de ce sujet découle d'un constat: alors que la " crise " des conflits de lois affecte, outre- atlantique, le domaine des obligations, dans les pays de tradition savignienne, les fervents du changement se trouvent contenus dans la catégorie du statut personnel. Cette catégorie connaît en effet à 1 'heure actuelle une évolution profonde à la fois quant à son contenu et quant à son régime. Le statut individuel et familial, composante traditionnelle de la catégorie, se disloque. La contractualisation et le conflit de valeurs qui frappe la composition de la catégorie engendrent en droit international privé un foisonnement de logiques contradictoires, cause du morcellement de la catégorie. Cette étude se propose de redéfinir la catégorie du statut personnel. Il s'agit de retrouver le plein sens du terme statut, à la fois condition juridique de la personne (status) et ensemble cohérent de normes (slatutum). La première partie de l'étude porte sur la catégorie dans ses relations avec le concept de personne juridique. Une réflexion sur la formation de la catégorie (Chapitre I) et sur la notion même de personne (Chapitre II) attestent du rôle d'une conception indisponible de la personne comme fondement du statut personnel (Titre I). L'indisponibilité s'avère également le critère des contours de la catégorie (Titre II). Statut instituant la personne, le statut personnel regroupe les institutions auxquelles l'individu est invité, afin de constituer sa propre identité, à adhérer mais qu'il ne saurait créer: le corps humain (Chapitre I), le lien de filiation (Chapitre II) et, à certains degrés, le milieu familial (Chapitre III). La seconde partie traite de la méthodologie la plus apte à protéger les contours du statut personnel ainsi redéfinis. A l'unité du statut, correspond un rattachement unitaire de la catégorie. La notion de milieu d'intégration, ancrage stable d'un individu dans un pays donné (Titre I) justifie le rattachement proposé à la résidence habituelle (Chapitre I) et un réaménagement des conflits de juridictions (Chapitre II). Mais l'unité du statut personnel ainsi retrouvée ne peut être préservée sans une résurgence du statutisme (Titre II), seul apte à riposter à l'impérialisme des droits fondamentaux (Chapitre I) par une mise en oeuvre impérative du statut personnel lui-même (Chapitre II).
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El, Kaladi Ahmed. "Systématique du pronom personnel en anglais". Paris 4, 1994. http://www.theses.fr/1994PA040341.
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L'objectif de cette these est de monter que les pronoms personnel, dans une perspective psychomecanique sont programmes pour effectuer certaines operations discursives. Leur programme comporte six formes vectrices : personne, nombre genre, fonction, extensite et incidence. Apres avoir etudie ces sic categories grammaticales, nous abordons les problemes lies a la cohesion discursive. Notre but est de mettre en evidence l'aspect memoriel de l'anaphore et la faussete de la cataphore pour celui qu parleThis is a corpus-based study of english pronouns. Our aim is to show that pronouns express six vectorial forms : person, number, gender, case, extensitivity and incidence. After discusing each of these categories, we proceed to analyse anaphora and cataphora
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Jaotombo, Franck. "Le développement personnel : définition et mesure". Paris 5, 2011. http://www.theses.fr/2011PA05D007.
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Le développement personnel est largement sollicité en Sciences de Gestion, notamment dans les pratiques managériales, l’accompagnement des Hommes et la Formation Continue. Malgré ce, les travaux académiques cherchant à définir le Développement Personnel de manière di-recte, explicite et intégrée sont rares sinon inexistants. Notre démarche cherche à combler ce manque en proposant une conceptualisation qualitative puis une opérationnalisation quantita-tive du Développement Personnel. Une revue de littérature approfondie des concepts indirec-tement associés au Développement Personnel permet de proposer une conceptualisation qui tient compte de trois types de regards sur le Développement Personnel : Psychologique, So-ciologique et Philosophique. Ce résultat est largement confirmé par une étude qualitative me-née auprès d’une trentaine d’acteurs organisationnels. Cette étude permet également d’apporter un éclairage instructif sur l’usage du Développement Personnel au travail. L’ensemble des éléments recueillis permet de mener une étude quantitative spécifique sur l’opérationnalisation de l’aspect psychologique du Développement Personnel. Il s’agit de conceptualiser le Développement Personnel comme un construit psychologique multidimen-sionnel d’ordre 2. En partant de plusieurs échelles mesurant différents concepts généralement associés au Développement Personnel, nous avons construit un questionnaire en faisant l’hypothèse que ce dernier pouvait constituer une mesure du Développement Personnel comme un facteur de second ordre. Les données que nous avons rassemblées confirment l’existence d’un facteur de second ordre, après épuration de l’échelle, avec 4 dimensions et une douzaine d’items. De ce point de vue, nous pouvons définir le facteur de second ordre comme Développement Personnel, dont les dimensions sont l’épanouissement mental professionnel, l’épanouissement mental privé, les émotions positives et l’aspect maîtrise du Flux (Flow). Cette conceptualisation psychologique intégrée du Développement Personnel tient à la fois compte du professionnel comme du privé, du bien-être hédonique comme du bien-être eudémonique, du mode passif comme du mode actif. Dans sa globalité, cette recherche pro-pose un ensemble d’outils utilisables pour une évaluation qualitative et quantitative du Déve-loppement Personnel, au service de l’accompagnement des Hommes : évaluation 360, entre-tiens de progrès professionnel, formation initiale et continue, coaching, prévention des risques psychosociauxPersonal Development is largely called upon in the Management Sciences, naming the man-agement practices, coaching and corporate training. Even so, scholarly works aiming at defin-ing Personal Development in an explicit an integrated way remain scarce if any at all. This endeavor seeks to fill into that void by offering a qualitative conceptualization and a quantita-tive operationalization of Personal Development. An in-depth review of literature about the concepts indirectly associated to Personal Development allows us to suggest a conceptualiza-tion that accounts for three main perspectives on Personal Development: Psychological, Soci-ological and Philosophical. This result is largely confirmed by a qualitative study undertaken with a sample of about thirty organizational actors. This same study also offers us instructive insights about the use of Personal Development at work. The overall data collected until then paves the way for a specific quantitative study on the psychological operationalization of Personal Development. It means, conceptualizing Personal Development as a second order multidimensional construct. After selecting several scales measuring different concepts generally connected to Personal Development, we created a questionnaire under the assumption that it would measure Personal Development as a second order factor. The data collected from the survey confirms the existence of a second order fac-tor, with 4 dimensions and a dozen items, after scale discrimination. From that perspective, we can define the second order factor as Personal Development, the dimensions of which are professional flourishing, private flourishing, positive emotions and the mastery sub dimension of Flow. This integrated psychological conceptualization of Personal Development accounts altogether for the professional as well as the private, the hedonic as much as the eudaimonic, the active as well as the more passive side of Personal Development. All this research brings about a whole set of tools usable for a qualitative as much as for a quantitative assessment of Personal Development, in the service of the betterment of Man in the organization, be it in management, for 360 evaluations, career counseling, training, coaching, preventing psychoso-cial risks
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LE, DAMANY DAVID MARIE-AGNES. "Representation du personnel et communication interne". Rennes 1, 1994. http://www.theses.fr/1994REN11032.
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En france, les relations sociales sont traditionnellement organisee de maniere legale. Depuis le debut des annees 1970, les entreprises developpent progressivement une communication interne, ceci afin de favoriser un dialogue direct avec les salaries et de developper un management de type participatif. Le rapprochement de la representation du personnel et de la communication interne, jamais realise jusque la, est effectue dans un premier temps sur le plan juridique et theorique. La verification de ce rapprochement theorique est ensuite realisee sur la base de nombreuses enquetes. Il apparait que l'existence d'une representation du personnel legale est facilitee dans les entreprises pratiquant un management ouvert a la participation des salaries. Mais, il apparait egalement que lorsque l'entreprise met en pratique une veritable strategie de communication interne, les instances de representation et les syndicats ne sont plus au centre des relations sociales dans l'entreprise, et ceci au profit des salaries et de leur encadrementIn french firms, social relations are traditionally ruled by law. Since 1970, firms developp an inner communication, in order to make easier a straight talk to employees and to devellop a sharing management. Joining social relations and inner communication is first realised on a juridically ant theoretically point of vue. Then, to verifie this joining, many investigations are used. It appears that representative instances exist more in sharing management firms. When firms practice corporate communication, representative instaces and trade's unions are no more the center of social relations, and this situation profits to employee and their staff
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Lobanova, A., Вікторія Олексіївна Щербаченко, Виктория Алексеевна Щербаченко i Viktoriia Oleksiivna Shcherbachenko. "Personnel Selection System in International Corporations". Thesis, Sumy State University, 2021. https://essuir.sumdu.edu.ua/handle/123456789/87042.
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У роботі проаналізовано сутність поняття управління персоналом. Запропоновано різні підходи до формування політики відбору персоналу в міжнародних компаніях. Визначено критерії відбору працівників та фактори, що впливають на прийняття рішення про найм працівників на роботу.В работе проанализирована сущность понятия управления персоналом. Предложены разные подходы к формированию политики отбора персонала в международных компаниях. Определены критерии отбора работников и факторы, влияющие на принятие решения о найме работников на работу.
The essence of the concept of personnel management is analyzed in the work. Different approaches to the formation of personnel selection policy in international companies are proposed. The criteria for selecting employees and the factors influencing the decision to hire employees are identified.
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Stankiewicz-Mroz, Anna, i Maciej Bielecki. "FEATURES OF THE MANAGEMENT PERSONNEL EVALUATION". Thesis, НАУ, 2015. http://er.nau.edu.ua/handle/NAU/16983.
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Labarowski, Daniel Douglas. "Wireless Personnel Tracking in Confined Quarters". University of Dayton / OhioLINK, 2017. http://rave.ohiolink.edu/etdc/view?acc_num=dayton1493154966443995.
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Pointud, Marie. "L'habilitation du personnel en industrie pharmaceutique". Bordeaux 2, 1996. http://www.theses.fr/1996BOR2P112.
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Ali, Amir. "L'assimilation juridique du statut personnel mahorais". Thesis, Aix-Marseille, 2016. http://www.theses.fr/2016AIXM1016/document.
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L’étude a examiné la question de l’assimilation du statut personnel mahorais. Elle a permis surtout d’élucider le processus de la substitution des règles du Code civil aux institutions juridiques locales initialement d’essence islamique et coutumière. Certes, des avancées notables ont été réalisées durant la dernière décennie. Néanmoins, il subsiste des zones d’ombres qui exigent une intervention imminente du législateur afin que la lumière soit faite. En effet, le droit ne peut se satisfaire d’incertitudes. Pour son efficacité, il a besoin de l’énonciation de principes clairs. Les règles qu’il pose doivent être limpides pour écarter tout risque d’arbitraire. Il s’agit là d’un préalable, pour faciliter le travail du juge chargé s’en assurer l’observation. C’est aussi une armure avec laquelle chaque justiciable peut s’envelopper pour se sentir en sécurité. Le législateur doit être en mesure de garantir ces besoins élémentaires propres à fonder l’harmonie dans la société. Ce voyage dans les méandres de l’assimilation du statut personnel mahorais, a été également l’occasion de découvrir le renouveau de cette notion, et sillonner l’horizon qui se présente à elle. A charge maintenant pour le législateur, d’en explorer toutes les potentialités, et lui restituer son véritable sensThe study examined the question of assimilation status Mayotte staff. It allowed especially to elucidate the process of substitution of the Civil Code of rules to local legal institutions initially Islamic and customary gasoline. While significant progress has been made over the past decade. Nevertheless, there are still gray areas that require imminent legislative action so that light be shed.Indeed, the right can not be satisfied uncertainties. For efficiency, it requires the articulation of clear principles. The rules must be clear that it poses to rule out any risk of arbitrariness. This is a prerequisite to facilitate the work of the judge to ensure compliance. It is also an armor with which each individual can wrap himself to feel safe. The legislator must be able to guarantee these basic needs own to found harmony in society. This journey through the maze of assimilation status Mayotte staff, was also an opportunity to discover the revival of this concept, and crisscross the horizon that presents itself. A now supported for the legislature, to explore all potential and restore its true meaning
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Przemeck, Judith. "Personnel economics, incentives and human behavior /". [Bonn] : [s.n.], 2009. http://bvbr.bib-bvb.de:8991/F?func=service&doc_library=BVB01&doc_number=017381917&line_number=0001&func_code=DB_RECORDS&service_type=MEDIA.
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Al-Hasan, Sulaiman. "Personnel management practices in Kuwait libraries". Thesis, Loughborough University, 1992. https://dspace.lboro.ac.uk/2134/7210.
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Checkland's soft systems methodology is adapted to investigate and suggest improvements to personnel management in Kuwait libraries. An initial study investigating relevant elements of personnel management in Kuwait, such as motivation, communication, etc., was conducted primarily by interviewing. A model was constructed on this basis to deduce relevant important issues, such as library services and motivation of library staff. These issues were further investigated in a second survey again primarily by interviewing. Because of the Gulf War, a third interview survey then took place to update data and to identify important changes regarding library management. Four activity-based models were then constructed to determine factors relating to the improvement of personnel management in Kuwait libraries and as guides for data analysis, as follows: a system of increasing the supply of competent information workers; a system to enhance communication inside and outside the library; a system which meets users' needs and encourages the use of the library; a system to enhance staff motivation. The conclusion examines possible solutions regarding personnel management problems in Kuwait libraries. In addition, the value of Checkland's soft systems methodology for this kind of analysis is examined.
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Kabano, Alphonse. "Le pronom personnel sujet de la troisième personne: Grammaticalisation, réanalyse et variation dans le parler d'Ottawa-Hull". Thesis, University of Ottawa (Canada), 2004. http://hdl.handle.net/10393/29121.
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L'usage du pronom personnel (PP) en contexte de redoublement du sujet est une caractéristique marquante du français parlé (canadien), selon nombre d'études (Auger 1991, 1993, 1995; Nadasdi 1995, 2000; King & Nadasdi 1995, Ossipov 1997, Heap 2000, entre autres). Des énoncés du type Les enfants ils en ont trop où le PP est variablement utilisé représenteraient une structure appelée tôt ou tard à se généraliser (Auger 1998). Théoriquement, cette généralisation serait l'une des manifestations d'une tendance, pour le français, à passer au statut de langue à sujet nul et/ou alors a prédominance topique (voir Lambrecht 1981; Friedemann 1997, entre autres). Sur la base du Corpus du français parle à Ottawa-Hull (Poplack 1989), région de la capitale nationale du Canada, la thèse démontre que des indices synchroniques prédisant un changement d'envergure sont quasi inexistants. Ceci n'est pas surprenant, la structure en question est aussi vieille que la langue française (Blasco-Dulbecco 1999), et de longs siècles n'ont pas (encore) réussi à l'imposer comme structure de base aux diverses variétés du français. À la perspective de changement, la thèse propose de substituer une approche qui met l'accent sur la stabilité du système.
En termes d'analyse, la thèse teste deux approches qui ressortent de la littérature sur le phénomène sous examen. La première approche? la plus populaire dans les études sur le français canadien? rend compte de la présence du PP à partir de la réanalyse de la structure disloquée.
La thèse soulève trois questions fondamentales: (i) Comment articuler les deux processus de grammaticalisation et de réanalyse dans un même modèle d'analyse? (ii) Comment justifier le rôle de marque d'accord, généralement dévolu au PP, a l'intérieur d'une théorie générale de l'accord? (iii) Vu que le PP reste optionnel, quelle prédiction formuler au niveau de son cheminement à moyen et à long terme?
Pour répondre à ces questions, la thèse procédé à une série de tests effectués sur des données issues de la performance réelle de 38 locuteurs répartis sur toutes les couches socio économiques de la communauté (Poplack 1989). 5004 enonces répondant à la structure SN (PP) SV sont analysés pour déterminer le taux d'usage du PP vs son absence, ainsi que le conditionnement exercé par des facteurs linguistiques et sociaux. L'analyse multivariée des données dument codées est réalisée à l'aide de GoldVarb 2001. (Abstract shortened by UMI.)