Literatura científica selecionada sobre o tema "Attitude de carrière protéiforme"
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Artigos de revistas sobre o assunto "Attitude de carrière protéiforme"
Aubry, Anne. "Médée protéiforme by Marie Carrière". Nouvelles Études Francophones 28, n.º 2 (2014): 259–62. http://dx.doi.org/10.1353/nef.2014.0017.
Texto completo da fonteGuyot, Adrien. "Carrière, Marie. Médée protéiforme. Ottawa : Les Presses de l’Université d’Ottawa, 2012." TranscUlturAl: A Journal of Translation and Cultural Studies 5, n.º 1-2 (28 de março de 2014): 216. http://dx.doi.org/10.21992/t9v336.
Texto completo da fonteSidi Ali Cherif, Nawel, e Emmanuelle Garbe. "La carrière entre perspectives cognitive et comportementale : une étude des scripts de carrière des magistrats au sein de l’institution judiciaire". @GRH N° 48, n.º 3 (18 de agosto de 2023): 133–61. http://dx.doi.org/10.3917/grh.048.0133.
Texto completo da fonteGilard, Nadia. "Faire le pari d’une école non maltraitante". Le Journal des psychologues N° Hors-série, HS2 (18 de setembro de 2023): 68–72. http://dx.doi.org/10.3917/jdp.hs2.0068.
Texto completo da fonteMainhagu, Sébastien. "Les attitudes de résilience de carrière dans le contexte de crise sanitaire". @GRH N° 48, n.º 3 (18 de agosto de 2023): 65–85. http://dx.doi.org/10.3917/grh.048.0065.
Texto completo da fonteIsnard, Isabelle. "Être architecte à la fin du Moyen Âge : la carrière protéiforme de Jean de Beauce « maître maçon de l’œuvre de l’église de Chartres »". Revue de l'art N° 151, n.º 1 (1 de janeiro de 2006): 9–23. http://dx.doi.org/10.3917/rda.151.0009.
Texto completo da fonteOpiela-Mrozik, Anna. "Les faces du mépris chez Villiers de l’Isle-Adam". Acta Universitatis Lodziensis. Folia Litteraria Romanica, n.º 15 (30 de dezembro de 2020): 181–97. http://dx.doi.org/10.18778/1505-9065.15.13.
Texto completo da fontePaquet, Mario. "Profession personne-soutien: récit d'une «carrière d'aidante» entre l'amour, les apprentissages et les solidarités". Canadian Journal on Aging / La Revue canadienne du vieillissement 20, n.º 1 (2001): 73–96. http://dx.doi.org/10.1017/s0714980800012149.
Texto completo da fonteGuertin, Ghyslaine. "Glenn Gould : les stratégies du compositeur et la musique de son temps d’après sa correspondance". Circuit 22, n.º 2 (18 de outubro de 2012): 9–20. http://dx.doi.org/10.7202/1012789ar.
Texto completo da fontePiché, Claude. "La lettre tue particulièrement dans la Doctrine de la science". Dossier 72, n.º 1 (4 de janeiro de 2017): 83–99. http://dx.doi.org/10.7202/1038540ar.
Texto completo da fonteTeses / dissertações sobre o assunto "Attitude de carrière protéiforme"
Kundi, Yasir Mansoor. "The role of career orientations, career and personal resources, and personality traits in predicting subjective career success". Electronic Thesis or Diss., Aix-Marseille, 2021. http://theses.univ-amu.fr.lama.univ-amu.fr/211021_KUNDI_521hgegb717gjgxv827scog96woorym_TH.pdf.
Texto completo da fonteCareer researchers are increasingly recognizing the need to expand their focus to advance the field. One question still needs to be addressed by career researchers is what leads to subjective career success ? In addition, organizational career scholars have largely neglected the underlying mechanisms and boundary conditions that might affect one’s subjective career success. Accordingly, this dissertation aims to answer this question with a quantitative study of business professionals working in various industries in France. To do so, we conducted three studies to examine the unaddressed and unexplored factors that might enhance individuals subjective career success. In study 1, we examined the relationship between protean and boundaryless career orientations and subjective career success, as mediated by employee job crafting. In study 2, we examined the relationship between career adaptability resources and subjective career success, as moderated by lone wolf personality and positive perfectionism and mediated by employee job crafting. In study 3, we examined the relationship between motivational career resources and subjective career success, as mediated by employee job crafting. Across three studies, we found general support for our theoretical predictions, which contribute to the careers, personality, and job crafting literatures and provide practical implications for both the manager and the employee
Villeneuve, Myriam. "Plus ça change plus c'est pareil? : l'orientation des filles vers des domaines traditionnels d'activités". Mémoire, 2011. http://www.archipel.uqam.ca/4585/1/M12195.pdf.
Texto completo da fonteAdomaityte, Aurelija. "Predicting post-training reactions from pre-training attitudes". Thèse, 2013. http://hdl.handle.net/1866/9971.
Texto completo da fonteAs training and development programs have become one of the most essential elements for organizations, the question rises of what influences training effectiveness. Recently training motivation has been considered as the key determinant. Thus, the objectives of this particular study were to examine if training motivation correlates well with its antecedents and its outcomes as well as to see if training motivation plays a mediator role in predicting the outcomes of training. Three pre-training variables were chosen for this study: general attitude toward training, training self-efficacy, and career planning. Immediate trainees’ reactions were chosen as a post-training variable. A total of 152 employees from a large Quebecois company participated in the present study by filling out one questionnaire before training and one after. The results of this study evidenced that training motivation can be predicted from general attitude toward training, training self-efficacy and career planning. Moreover, training motivation was shown to be the best predictor of trainees’ reactions. Our results also showed that training motivation fully mediates the relationship between training self-efficacy and trainees’ reactions and partially mediates the relationship between general attitude toward training and trainees’ reactions, but only partially. Mediation effect of training motivation was not found between career planning and trainees’ reactions. Additionally, this study discovered that new employees differ from permanent staff in their pre-training attitudes and post-training reactions. The outcomes of the present study are discussed, some theoretical implications are commented and practical implications for the companies are suggested.