NCube/papyrus huggingface dataset:
L’effet du leadership d’habilitation sur les comportements innovateurs des travailleurs : le rôle médiateur de l’habilitation psychologique et de l’engagement organisationnel affectif

The first objective of this research is to study the effect of the empowering leadership on the innovative work behaviors. The concept of empowering leadership, as considered here, refers to the behaviors that leaders should adopt towards employees to delegate authority to them, to promote their autonomous decision-making, to share information and to coaching them (Sharma et Kirkman, 2015). Innovative work behaviors, meanwhile, refer to the intentional creation, introduction and application of new ideas within a work role, group or organization, to benefit role performance, the group, or the organization (Janssen, 2000). The second objective of this research is to study the mediating effects of psychological empowerment and affective commitment in the relationship between empowering leadership and innovative work behaviors. To date, few studies have examined the relationship between empowering leadership and the innovation work behaviors. Our study will, therefore, identify a phenomenon that is rarely explained and understood. We aim to deepen our knowledge on this topic to fill a gap in the literature and help companies to perform. To study this research topic, we distributed questionnaires to 244 participants from five companies operating in the industrial metal manufacturing (IMM) sector in Quebec. This questionnaire was developed by a team of researchers led by my research professor Marie-Claude Gaudet. We performed descriptive analyzes and bivariate analyzes as a preliminary, and the hypothesis testing was done through structural equation analyzes. In conclusion, empowering leadership influences employees' innovative work behaviors only if they are psychologically empowered. To this end, supervisors will have to pay a lot of attention to the psychosocial work environment in which their employees are evolving. Finally, we gained a better understanding of the relationship between empowering leadership and innovative work behaviors, and thus provides answers for companies and researchers can use to improve their knowledge.

Keyphrases: Empowering leadership, Innovative work behaviors, Psychological empowerment, Affective commitment
L’impact différencié de la rémunération tangible et de la rémunération intangible sur le roulement dans le secteur des TIC

The purpose of this thesis is to study the differential impact of tangible and intangible rewards on turnover in the information and communications technology sector. Three hypotheses were formulated based on the empirical literature, the social exchange theory (Blau, 1964) and the two-factor theory (Herzberg, 1959). The first hypothesis suggests that tangible rewards are associated with a reduction of voluntary turnover in organizations. The second hypothesis suggests that intangible rewards are associated with a reduction of voluntary turnover in organizations. Finally, the last hypothesis suggests that intangible rewards are more strongly associated with a decrease of voluntary turnover in organizations than tangible rewards. The data used in this thesis come from a survey conducted by the research team under the supervision of Stéphane Renaud from Université de Montréal. The research team is composed of Sylvie St-Onge from HEC Montréal, Denis Morin from the Université du Québec à Montréal, Lucie Morin from the Université du Québec à Montréal and Jacques Forest from the Université du Québec à Montréal. The research team partnered with TECHNOCompétences to conduct this study and the firm Normandin Beaudry carried out the survey between January and April of 2016. The cross-sectional data were collected using a questionnaire, which was completed by 115 human resources directors working in ICT organizations in Canada. The results of the study invalidate the first hypothesis indicating that tangible rewards are associated with a decrease of voluntary turnover in organizations. According to the results, tangible rewards are not associated with voluntary turnover. On the contrary, the results partially confirm the second hypothesis stating that intangible rewards are associated with a decrease of voluntary turnover in organizations. Similarly, the results also partially confirm the third hypothesis stating that intangible rewards are more strongly associated with a decrease of voluntary turnover in organizations than tangible rewards. According to the results, intangible rewards has a stronger association with voluntary turnover than tangible rewards. Finally, the results also indicate that an organization with a higher percentage of unionized workers experience less voluntary turnover. In conclusion, this thesis shows how the results of this study can guide the managers of industrial relations and human resources in controlling voluntary turnover.

Keyphrases: Tangible rewards, Intangible rewards, Turnover, Voluntary turnover
La force de la culture organisationnelle et son influence sur l’épuisement émotionnel

This master’s thesis contributes to the literature of the ethnology of organizations. More accurately, it explains the relationship between the similarity of organizational values (consensus) and emotional exhaustion. We will use the group culture dimension, as recommended by Marchand, Haines and Dextras-Gauthier (2013). The data result from the Salveo study to locate the 2108 respondents according to their workplace affiliation, by the number of 63, therefore allowing us to distinguish two levels from the analysis. Chatman, Denison, Kuenzi and Schneider explain that the strength of organizational culture is a combined product between the variation of values shared by organization members and the intensity by which they hold these values (2012). The possibility of a moderating effect of the group culture consensus on the relationship between its intensity and emotional exhaustion would then be expected, has been tested and partially accepted. Indeed, we conclude that consensus and intensity do not, in absolute terms, explain all the variation in emotional exhaustion and that consensus has its most pronounced effect on the relationship between the intensity of culture and the emotional exhaustion from a certain level of intensity. Then we categorized the different organizations according to the strength of their organizational culture and tried to understand which aspect of the force was the most decisive.

Keyphrases: Organizational culture, Emotional exhaustion, Culture strength, Intensity of culture
Les travailleurs blessés et les droits de la personne : 
les socles de sécurité sociale et le système ontarien d’indemnisation du travail

In 2014, the Government of Ontario, through a specialized agency called the Workplace Safety and Insurance Board (WSIB) has revised several compensation policies intended for victims of employment injuries. In addition, the WSIB has introduced a new compensation policy that applies to workers with pre-existing conditions at the time of the employment injury. This policy appears to limit the compensation historically paid to this category of workers. These changes are new in the workers' compensation system in Canada. They represent a historical trend, away from recognizing injured workers as they are at the time of the injury. The question we want to answer through this research is as follows: to what extent does the 2014 WSIB policy regarding pre-existing conditions is in accordance with the principles described in the ILO and UN instruments regarding work injury benefits?   In this research, we conducted a comparative study of the evolution of these public compensation policies and the international standards relating to benefits in case of industrial accident. Canada has ratified the International Covenant on Economic, Social and Cultural Rights, it has an obligation to respect it. Furthermore, this covenant is part of the International Bill of Human Rights. The right to social security is provided under the General Comment No. 19 of the Committee on Economic, Social and Cultural Rights and Conventions No. 102 and 121 of the International Labour Organization.  In this qualitative case study, we used three data sources. First, we used legal and regulatory documents as well as stakeholder reports collected through the public consultation process that led to the reform. Second, we used historical documents on international standards. All these documents are available to the public. Third, we carried out semi-structured interviews with experts who were involved in the public consultation process in Ontario or who work on a daily basis with injured workers groups.

Keyphrases: Ontario, Conventions internationales, Compensation, Operational policies, WSIB, Work-related injury, International standards, Pre-existing condition, Human rights
L’efficacité de la gestion des ressources humaines des pays en voie de développement : une étude empirique

Our mind tackles the question regarding the efficiency of human resource management in the context of Third World countries. This essay is to determine the factors that are most likely to influence the efficiency of human resource management departments.   In today’s date, human resource management is a concept that reflects activities allowing organizations to enable human resources to consist with their needs, in quantity and in quality. In other words, it consists to set an adequate and permanent workforce, motivated and competent people with a high performance level. In the First World countries, the role of human resources has evolved in the heart of an organization. These organizations went from personal management to an effective and strategic human resource management. HR professionals have greatly evolved their skill sets due to the HR services increased professionalism. On the other hand, as will be seen in this essay, HR teams in Third World countries have weak skill sets; human resource management limits itself with managing administratively the personnel.   Our results revealed (among other things) that the role of mediator, if well assumed by the Human resources department, has a significant influence on the effectiveness of the latter.  This rather surprising result can be explained in particular by the conflicting context that characterizes the environment of organisations and social backgrounds in developing countries. The prioritization of the role of mediator on the role of strategic partner highlights the importance of effective management of the social climate in developing countries, a climate that must focus on equity, motivation, valorisation and Enrichment of human capital.  A study was done in Third World countries where economic, demographic, political and socio-cultural conditions are different in First World countries will help determine if the variables for the efficiency of human resources management in industrialized countries are the same as the ones for third world countries. If the universal approach that applies a direct relation between the human resources management practices (best practices) and the performance (Huselid, 1995; Pfeffer, 1994) might consider as valid in the context of Third World countries, very few experimental researches have been made due to the complex research quotation demanding the control of many variables influencing the relation between the human resources management practices and the organizational efficiency of HR departments.

Keyphrases: Formation, HRM efficiency in developing countries, Culture and HRM, Human resource management, Skills management, Training, Mediator, Strategic
La supervision contreproductive et ses effets sur l'efficacité des équipes de travail

This study aims to validate the internal structure of a questionnaire which serves to validate four dimensions of counterproductive leadership (aggressive behaviors including abusive supervision and social obstruction behaviors, autocratic leadership including petty tyranny, narcissistic leadership and favoritism) and to verify that those dimensions are related to teamwork efficiency’s dimensions (teamwork performance, team viability and quality of group experience).   This study was conducted in a Canadian public safety organization and is based on data collected by professors Vincent Rousseau (Université de Montréal) and Caroline Aubé (HEC Montréal). The indirect method of distributing a questionnaire was used among 381 members that were part of 101 teams and their 101 attached leaders.   Based on the obtained results, it was validated that the previously enounced dimensions of counterproductive leadership are effectively part of counterproductive leadership. The results also show that those four dimensions are not all significantly related to team performance. Among those results and contrary to what was predicted, aggressive behaviors are not significantly related to teamwork efficiency. However, narcissistic leadership, autocratic leadership, and favoritism are respectively significantly and negatively related to performance, team viability and finally, quality of group experience which are dimensions of teamwork efficiency.

Keyphrases: Counterproductive leadership, Teamwork, Teamwork efficiency, Team viability, Quality of group experience
Regard croisé sur l’expérience des pères et des mères non-agresseurs à la suite du dévoilement de l'agression sexuelle de leur enfant

Child sexual abuse (SA) is an important issue considering the physical and psychological consequences for the children who have experienced it, as well as for their parents. Parents constitute a significant source of support and play a crucial role in the child’s adjustment. However, parents’ experiences have not been studied in a comparative way, as the vast majority of studies concerns mothers only. The objective of this study is to describe non-offending parents' experiences following the disclosure of their child's SA and to identify the specific and respective consequences reported by fathers and mothers. Semi-structured interviews were completed with 15 mothers and 15 fathers whose children were victims of SA in order to better understand parents’ emotional experiences and reactions following the disclosure of SA, as well as their perceptions of parenting and relationship with their child. Parents were recruited at the Centre d’Expertise Marie-Vincent de Montréal (CEMV), at the Centre d’Intervention en Abus Sexuels pour la Famille CIASF) in Gatineau or in the general population. Results reveal the intensity of parental experiences, while fathers and mothers describe going through stages of doubt, psychological shock, anger, distress and appeasement. The specific experience of fathers and mothers show that fathers are more likely to confront the aggressor, to commit vengeful acts, to feel betrayed and to repress their emotions. On the other hand, mothers were more likely to feel isolated and abandoned, and to experience somatic symptoms related to stress. Finally, the empirical and clinical implications, as well as the strengths and weaknesses of the study are discussed.

Keyphrases: Disclosure, Non-offending parents, Sexual abuse, Child, Distress, Psychological impact, Mother, Father
À deux, c’est mieux : étude pilote portant sur la faisabilité, l’acceptabilité et l’impact potentiel d’une intervention de groupe sur les relations amoureuses pour jeunes hommes ayant un trouble psychotique

Aim: To assess the feasibility, acceptability and potential impact of a cognitive behavioral group intervention occurring over 12 sessions and focusing on romantic relationships for single men with early psychosis. Methods: An A-B-A within-subjects design (n=7) where each participant act as his own control. Within-subjects repeated measures ANOVAs were conducted to compare factors that might lead to difficulties initiating and maintaining intimate relationships (better social functioning, romantic relationship functioning, self-esteem, theory of mind, and less self-stigma) across time (six timepoints). Results: Feasibility and acceptability were established. As for the potential impact of the intervention, significant time differences were found for the social functioning (‘behaviors’ subscale), the romantic relationship functioning, and theory of mind (‘mentalizing’ subscale). No significant time differences were found for the social functioning (‘beliefs’ subscale), self-esteem, self-stigma, and theory of mind (‘reasoning’ subscale) factors. Conclusions: Similar and large-scale studies with control groups should be conducted to further help men with early psychosis in their social and romantic development.

Keyphrases: cognitive behavioral therapy, early psychosis, intimacy, recovery, romantic relationships
Le traumatisme du Génocide arménien de 1915 et l'acculturation des Arméniens à Montréal

Genocide profoundly affects the well-being of the victimized group, to the point where survivors pass on the experienced trauma to their descendants. This study examines the impact of the 1915 Armenian Genocide on the psychological well-being of Montreal Armenians and their acculturation to Canadian society. One hundred Armenians between the ages of 18 and 70 responded at various scales for these variables – especially a modified version of the Perceived Impact of the Genocide Scale (Der-Karabetian et Balian, 1997) – and passed an Emotional Stroop Task (McNally et al., 1993). The results show that Armenians exhibiting an "integrated" or "ethnocentric" acculturation style feel more impacted by the Armenian Genocide than "assimilated" Armenians (p <.01). No significant correlation was found between the impact of the Armenian Genocide and the variables related to psychological well-being. Differences in age and gender are also discussed, in addition to the methodological implications of some tests for future research.

Keyphrases: Acculturation, Armenians, Well-being, Psychological distress, Genocide, Cultural identity, Intergenerational trauma
Social cognition as mediator of romantic breakup adjustment in young adults who experienced childhood maltreatment

Aim: Investigate whether: 1) childhood maltreatment and various aspects of social cognition (emotional regulation, mentalization and causal attributions) are associated with romantic breakup adjustment in youth (i.e. resilience, psychiatric symptoms, and distress); and 2) social cognition mediates the relationship between self-reported exposure to childhood maltreatment and adjustment to romantic breakup. Methods: We assessed history of childhood maltreatment, social cognition and romantic breakup adjustment in a sample of 483 university students who experienced a romantic breakup during the last three months. Linear regressions and mediation analyses were computed. Results: 1) Childhood maltreatment was associated with romantic breakup adjustment when mediators were considered in the model (p < .001) and when they were not (p < .001). Only emotional regulation was significantly linked with all three measures of breakup adjustment (p < .001), while mentalization and personal control demonstrated significant relationships with resilience (p < .001; p = .004) and psychiatric symptoms (p = .002; p = .014) only. 2) Childhood maltreatment was indirectly associated with the three measures of romantic breakup adjustment through emotional regulation (all CI exclude 0). Childhood maltreatment was indirectly associated with psychiatric symptoms through mentalization, while childhood maltreatment was indirectly associated with all romantic breakup adjustment measures through self-related mentalization (all CI exclude 0). Conclusions: Youth with a history of childhood trauma who recently experienced a romantic breakup could benefit from interventions aimed at enhancing emotional regulation skills and mentalization skills.

Keyphrases: childhood maltreatment, social cognition, romantic breakup, youth, emotional regulation, mentalization
La relation entre le stress vécu par les bébés et la suppression neuronale mesurée en EEG

The over activation of the hypothalamo–pituitary–adrenal (HPA) axis in stress situations can influence learning and memory. Researchers have underlined an inverted-U shape relationship between stress level, and learning and memory, in adults. Whether this model fits learning performances in infants is not well documented. In this study, we use the repetition suppression phenomenon and salivary cortisol collected during a stressful situation to measure the relationship between stress and learning in infants. We hypothesized that the effect of stress on repetition suppression will also follow an inverted-U shape relationship. We measured brain activity using EEG during a repetition-based learning task and saliva samples were collected during the experiment in 35 infants (18 males) aged between 6 and 26 months. The effect of stress level on learning was modeled with a linear mixed model, using cortisol, age and sex as predictors. Results indicate that in healthy infants, higher stress level is not associated with poorer repetition suppression response but is rather linked to an increased response on the first stimulus of each trial. Considering these results, stress could be interpreted as vigilance, thus explaining this effect of stress on learning response in infants. Since little is known about stress and learning in infants and considering that early childhood is a critical period of development, future studies should keep investigating the influence of stress on learning and memory mechanisms.

Keyphrases: Stress, Electroencephalography, Infant, Learning, Repetition Suppression
Effet du domaine d’expertise musicale sur les facultés de perception du rythme auditif

This project seeked to investigate the influence of musical expertise on rhythmic perception in an under-studied expert population, namely professional disc-jockeys (DJs). It also explored the existence of the “perfect tempo”, which would be the ability to recognize the corresponding BPM of listened rhythms, without prior auditory references (analogous to absolute pitch, but in the realm of rhythm). We conceived a tool, which would allow investigating both our hypotheses. In our study, we compared DJs’ performances to matched groups of percussionists, musicians and non-musicians on a behavioral auditory rhythm perception task. In our sample of 40 participants, we assessed auditory rhythm perception by asking them to listen to 36 musical excerpts and rate their tempo in beats per minute (BPM). The score differences were not statistically significant across DJs, percussionists and musicians. However, non-musicians performed significantly worse than the three other groups. Even if we didn’t get any case of “perfect tempo” possessors, we are confident that with larger samples and improvement of our tool, we would improve our chances to discover some.

Keyphrases: neurocognition, music, perception, rhythm, expertise, Perception