Дисертації з теми "Salaire au mérite – Chine"
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Huang, Yuchen. "Meritocracy and Redistribution." Electronic Thesis or Diss., Paris, EHESS, 2024. http://www.theses.fr/2024EHES0022.
Повний текст джерелаThis PhD dissertation studies the relationship between belief in meritocracy and demand for redistribution with survey and experimental data and with a particular focus on China. Specifically, the dissertation revisits a commonly used assumption in the literature which equates the differences in results due to effort or personal responsibility with fairness and un-redistributability, and those due to circumstances or luck with unfairness and demand for redistribution.In the first chapter I use cross-national survey data to explore whether the assumption of meritocratic preference hold across the world. I found that that such preferences these preferences are mainly, if not only, found in Western, Educated, Industrialised, Rich, and Democratic (WEIRD) countries, especially Anglo-Saxon and Protestant European natiions. A positive correlation between belief in the role of effort in success and demand for redistribution is widespread in countries outside of the western developed world, where the more one believes that effort pays off, the more he or she desires redistribution.The second chapter, co-authored with Yuqian Nora Chen and Zhexun Mo, is a survey experiment with a representative sample of China citizens which shows that the respondents significantly reduces their demand for redistribution when they see examples of people getting rich via non-meritocratic ways that are representative of the market transition period. A subsidiary survey further confirms that the respondents do not understand these examples as signs of personal ability or governmental inefficiency. We conclude that those examples representing the lucky few in the transition process enjoy a high legitimacy among the Chinese respondents for two potential reasons: relative fairness compared to pre-reform politically manufactured inequality and a self-interest motivation for the whole population to justify the gain in the transition process.The third chapter, co-authored with Margot Belguise and Zhexun Mo, discusses one of the potential reasons of such preference, at least in the case of China: a strong status quo conformity. We revisit a recent experimental result by Almås et al. (2021) where the Chinese people appear to not differentiate between merit- and luck-based inequalities. We propose that this phenomenon might be due to the Chinese public’s greater adherence towards the status quo which lead to a seemingly low preference for redistribution both when inequality is due to effort and due to luck. In order to test this hypothesis, we run an incentivized redistribution experiment with elite university students in China and France, by varying the initial split of payoffs between two real-life workers to redistribute from. We show that Chinese respondents consistently and significantly choose more non- redistribution (playing the status quo) across both highly unequal and relatively equal status quo scenarios than our French respondents; and that the Chinese respondents who move away from status quo do differentiate between merit- and luck-based inequalities. Notably, our findings show that Chinese individuals’ conformity to the status quo is particularly pronounced among those from families of working-class and farming backgrounds, while it is conspicuously absent among individuals whose families have closer ties to the private sector
Klarsfeld, Alain. "Décrire et comprendre une instrumentation de rémunération des compétences : une approche en termes de rationalité limitée." Aix-Marseille 3, 2000. http://www.theses.fr/2000AIX3A001.
Повний текст джерелаLardy, Stéphane. "Le concept syndical de salaire, entre logique macro-économique et "régulation" : le cas de l'individualisation." Paris 5, 1999. http://www.theses.fr/1999PA05H048.
Повний текст джерелаChouikhi, Ouassila. "Salaire d'efficience et efficacité des incitations : de l'approche expérimentale de la rente à la théorie comportementale." Grenoble 2, 2002. http://www.theses.fr/2002GRE21015.
Повний текст джерелаPasserone, Thomas. "L'individualisation des rémunérations." Paris 2, 2010. http://www.theses.fr/2010PA020028.
Повний текст джерелаSchmid, Bernard. "L' individualisation des relations de travail en droit français et allemand." Paris 10, 2008. http://www.theses.fr/2008PA100201.
Повний текст джерелаThis dissertation is about how Law, and more specially labor laws, is being transformed in a processus Created. By the "individualizatian" of society and also labor relationships. The question is analyzed for both, French and German Law. The first part is about how titis social change is being reflected by the transformation of the concepts serving to ttleasure the value of work. In France, the main reflect of this change can be analyzed by the mutation of the old concept of "qualification" into a concept looking for the workers' personnel "competences"_ The first term is used to design industrial "skills", deseribing the typical lc?towledge and capacities which are necessary to executc a certain job; there is nearly no nterest for the personal abiJities of the worker. The newer terni of "competences" is merely used to analyze the personal abilities of an Individuel worker, whiclt eau ntake the difference ttetween hint or lier and another worker_ Genzlan Law is not using the saine ternis to descr bé the change affecting the measure of workets' skill. S or abilities. But in an. Alyzi-ttg sonie recent collective agreements bet,veen employers and trade unions, one can show that the resitlts of change are pitrt ally the saine as in France. In a second part, the dissertationn analyzes the wage systertts of soeieties in order to observe the matter how they proceed to an "individualisation" of labour wages. Before, the principal procedures are studied. Afterwards, rite dissertation shows the lim. I. Ts to such a process of "individualisation" in wages policies such as defined by Law and judges: the principats foi-b dding discritttination or requi. Ring equality of treatment
Benraïss, Laïla. "Equité salariale, satisfaction à l'égard de la rémunération et satisfaction au travail." Aix-Marseille 3, 2001. http://www.theses.fr/2001AIX32068.
Повний текст джерелаThe first part develops the conceptual framework by defining the following key concepts : job satisfaction, pay satisfaction and wage equity. In fact, the objective was to cope with the confusion, existing in the literature, between wage equity and pay satisfaction. The implementation of equivalence test provides support for the independence of both constructs. Then, we set up the research model. The second part presents the empirical study integrating construction, validation and confirmation of wage equity, pay satisfaction and job satisfaction measurement scales using SPSS and AMOS. Then, the data collection was made within executives from private and public organizations in France. .
Pereira, Sylvie. "Dans les politiques de rémunération des années 2000, l'intéressement est-il un outil de gestion qui motive et implique les salariés?" Paris 1, 2007. http://www.theses.fr/2007PA010065.
Повний текст джерелаKanga, Félix. "Individualisation des rémunérations et organisation de l'entreprise." Rouen, 1998. http://www.theses.fr/1998ROUEL270.
Повний текст джерелаSince a few years, the universe of the firm is marked by many transformations of his organisation. These organizational changes go with the introduction of new payment practices particulary the individualization payment system. The object of this research is to explain the paralled development, or raher, the relations between individualization and the firm organization. So, we decided to wonder about the choice of the individualization payment system and his consequence on the firm organization, from which an approach in two parts. In the first part, we take an interest in the choice of the individualization : what explains that choice? Our idea is that the answear to this question will allowed us to explain a part of connections between individualization and the firm organization. Theorical and empirical reflection we lead conduct us to reject thesis based on the search of the efficiency to explain the recourse to individualization payment system, and to show that the choice depend to the firm organization, in others terms, its depends to the balance of power inside the organization. The second part concerns the effects of individualization, or more precisely the influence of individualization on the firm organization. To have mastered the effects of the recourse to that form of payment conduct us to reexamine the main theories whom discuss the subject. The analysis of their explanation bring us to note the limits of their explanation : the two consequences they note : performance improvment and individual satisfaction pose many constraints which cannot be satisfied all by the firm adopting individualization. That failure explains our proposition according that the individualization payment system is looking for the alteration of the firm organization. The empirical research we lead, by giving prominence to the organizational changes introduced by the performance and fonctions appraisal, and by the classifications scales, allowed to verify the validity of our hypothesis
Godechot, Olivier. "L’appropriation du profit : politiques des bonus dans l’industrie financière." Paris, CNAM, 2004. http://www.theses.fr/2004CNAM0453.
Повний текст джерелаWe study the distribution of bonuses, i. E. Wage premiums, in French financial industry for the last ten years. Bonuses are both very important and very unequal. In the year 2000 in Paris, some heads of dealing rooms were granted over 10 million euros. Even if bonuses depend on results, they are not optimal incentives: Their setting-up is not related to a lack of “effort”; Their correlations with security prices indicates that bonuses do not use all available information; The higher are the fixed wages, the higher the bonuses. Thus traders and salesmen acquire rents [1st part]. Therefore, to understand the distribution of bonuses, a discretionary procedure, we enter inside financial companies. We detail employees’ feelings of justice, bosses’ plural conceptions of bonus, and the negotiation process [2nd part]. We analyze the debates and the balance of power during the construction of bonus pools [3rd part]. The organization of work is then considered as an allocation of property rights on the company’s assets. These rights are the basis of both a legitimate and effective appropriation of profit. Employees who hold the most important and most detachable assets may at the same time legitimately claim the profit as the fruit of their assets, and obtain it by threatening, as in “holdups”, to redeploy their assets internally or externally [4th part]
Breton-Kueny, Laurence. "Efficience des différents types de rémunérations au sein des organisations." Bordeaux 1, 1994. http://www.theses.fr/1994BOR1D033.
Повний текст джерелаThe concern for efficiency from the economic situation, calls for an accurate study of remunerations policies in organisations. In this view, it is of utmost importance to keep the better employees and motivate the others. An understanding of influential processes and mechanisms becames therefore essential. This line of action, however, demands acknowledge of the factors affecting both the personnel and its professionnal environment, without omitting, of course, the alterations that are to be effected in organisations. Various remunerations policies stand out, each needing a close study to its efficiency. There is the classical system of remunerations, but also performance related wages and finally, financial participation. This study would not be comprehensive, though, if france's particular position was not mentioned. Through individualisation and financial participation, with employees having part in financial results, and with out profit-sharing system, a study of remunerations policies will be carried out. An analysis of actual efficiency in the field will be necessary systematically for outfits shaving features illustrating the situations most commonly met in our country. The subjet of this thesis is to constitute a guide of organisations so that all may knowingly choose the remuneration policy that will prove most efficient
Brugière, Fabien. "Sous les avions, la “piste” : sociologie des ouvriers de l’assistance aéroportuaire confrontés à la modernisation du travail." Electronic Thesis or Diss., Paris 10, 2014. http://www.theses.fr/2014PA100171.
Повний текст джерелаThis research aims at analyzing, based on the case of the ramp handling workers on Paris airports, the process of work rationalization which transforms work and employment regulations in two, apparently opposed, directions:1/ a deregulating motion, initiated by air transport liberalization policies, fragments the market structures through outsourcing ground handling services and destabilizes professional groups. The progress of insecure employment and competitive workforce management within ramp handling firms divides the work group and undermine its informal regulations. 2/ a regulatory fallout, first defined by the increase of the managerial control on work on security issues, to ensure risk prevention and workers discipline, and on industrial issues, to implement just in time production and quality management. Informal agreements and loyalties are formed between workers and supervisors to compensate work intensification and job insecurity. New models of solidarities at work of ethnic, generational and positional natures emerged in the context of the decline of the traditional professional culture. We will then defend the following argument: in the liberalized and outsourced sector of ground handling services, the management of the workforce evolved towards a higher degree of competition between employees reflecting the market pressure. So as to prevent the counter-productive effects of this human resources model and to ensure good service quality to the airline companies, managers redefine a more constraining set of work rules based on individual responsibility. Within this context, ramp agents manage to hold on at work by means of psychological defenses, ethnic bonding and informal loyalties with the supervisory staff, but at the price of individual sufferings and the fragmentation of the work group and its regulations
Echard, Rodolphe. "Négociation, salaires d'efficience et chômage involontaire." Université Louis Pasteur (Strasbourg) (1971-2008), 1992. http://www.theses.fr/1992STR1EC02.
Повний текст джерелаDuveau, Juliette. "Les primes dans la fonction publique : entre incitation et complément de traitement." Phd thesis, Université Rennes 2, 2006. http://tel.archives-ouvertes.fr/tel-00132190.
Повний текст джерелаBrugière, Fabien. "Sous les avions, la “piste” : sociologie des ouvriers de l’assistance aéroportuaire confrontés à la modernisation du travail." Thesis, Paris 10, 2014. http://www.theses.fr/2014PA100171.
Повний текст джерелаThis research aims at analyzing, based on the case of the ramp handling workers on Paris airports, the process of work rationalization which transforms work and employment regulations in two, apparently opposed, directions:1/ a deregulating motion, initiated by air transport liberalization policies, fragments the market structures through outsourcing ground handling services and destabilizes professional groups. The progress of insecure employment and competitive workforce management within ramp handling firms divides the work group and undermine its informal regulations. 2/ a regulatory fallout, first defined by the increase of the managerial control on work on security issues, to ensure risk prevention and workers discipline, and on industrial issues, to implement just in time production and quality management. Informal agreements and loyalties are formed between workers and supervisors to compensate work intensification and job insecurity. New models of solidarities at work of ethnic, generational and positional natures emerged in the context of the decline of the traditional professional culture. We will then defend the following argument: in the liberalized and outsourced sector of ground handling services, the management of the workforce evolved towards a higher degree of competition between employees reflecting the market pressure. So as to prevent the counter-productive effects of this human resources model and to ensure good service quality to the airline companies, managers redefine a more constraining set of work rules based on individual responsibility. Within this context, ramp agents manage to hold on at work by means of psychological defenses, ethnic bonding and informal loyalties with the supervisory staff, but at the price of individual sufferings and the fragmentation of the work group and its regulations
Lejeune, Jean-François. "L’individualisation de la relation de travail : une analyse conventionnaliste dans la banque de détail commerciale en France et au Royaume-Uni au tournant des années 2000." Thesis, Paris 10, 2013. http://www.theses.fr/2013PA100122/document.
Повний текст джерелаCurrent dynamics of individualisation of the employment relation can be defined as a movement towards better importance given to the employee as an individual in the employment relation, in terms of working organization as such as recognition. This tropism towards the individual is a multi-dimensional institutional dynamics, in which cooperation and power struggle contribute to structure and to legitimate individualisation at the multi-professional, sectoral and organizational levels. In this way, economics of conventions is more adapted than agency theory to analyse interactions between these institutional dynamics and practices, as well as “investments in forms” structuring them.However, these structures do not totally determine situated practices in enterprises, where individualisation becomes tangible. Even though dynamics of “wage relations” are partly different in France and in the United Kingdom, they leave an alternative between two patterns of valorization of individual in the employment relation: “neoliberal” and “emancipating”. Indeed, even though the retail banking sector shows us, both in France and in the UK, that individualisation is mainly structured towards a productivity and a control target, more than towards skills or qualification recognitions, comparison – based on interviews and archives exploitation – of individualisation practices in four retail banks shows differences, in particular more formalization in the British banks where practices are also more asserted and legitimated, both by management and trade unions. We explain that by the fact that individualisation has there a clearer goal – to remunerate individual performance – than in the two French banks, where individualisation is less asserted whereas its goal appears more as a mean to strike against collectivism
Hu, Tiantian. "Une analyse de l’emploi et du salaire des diplômés universitaires en Chine à leur entrée sur le marché de travail." Thèse, 2013. http://hdl.handle.net/1866/9966.
Повний текст джерелаThe objective of current study is to understand the situation of employment and the entrance level salary for graduates in China of recent years. According to the literature review, we assumed three hypotheses regarding individual competence based on the theory of human capital. The data in this research came from two sources: (1) the official channels, including reports and statistics published by the Ministry of Education or the National Statistics Bureau in China. (2) non-governmental channels, including investigation and research work by the institutions independent in China. Our analysis showed that Chinese graduates were exposed in a oversupply labor market. However, some personal character in academic background, such as the teaching quality, education level and study subject, may have an impact on employment and entrance level salary to some degree. In the end we draw a conclusion with Chinese-style solution, which aims at reducing the problem of unemployment.
Dao, Ngoc Ha. "Essays in search and matching theory." Thèse, 2011. http://www.archipel.uqam.ca/4312/1/D2246.pdf.
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