Quand les attitudes au travail sont tributaires de la progression de carrière: analyse dans le cadre de la modernisation de la gestion des ressources humaines
Bibliographic record
Abstract
Sommaire: À partir d'une analyse de la littérature, puis d'une étude empirique auprès d'un échantillon homogène de fonctionnaires fédéraux, l'article examine les liens entre, d'une part, les principaux indicateurs psychologiques et attitudinaux au travail (indicateurs souvent utilisés pour prédire la propension à quitter des employés) et d'autre part, les étapes de carrière de ces mêmes employés. En établissant les étapes de carrière en fonction des préoccupations de carrière actuelles des employés, les résultats démontrent que les répondants aux périodes d'exploration et de désengagement de leur carrière rapportent ceci: de façon généale, leurs attitudes au travail sont plus négatives que ceux qui se situent aux périodes d'établissement et de maintien. Les constats de l'étude soulèvent des enjeux importants pour la gestion des ressources humaines dans le secteur public et laissent entrevoir des pistes pratiques d'intervention pour une plus grande mobilisation et rétention des employés. Abstract: Through an analytical review of the literature, followed by an empirical study conducted among a homogeneous sampling of federal public servants, the article examines the relationships between, on the one hand, the key psychological and attitudinal indicators in the workplace (indicators that are often used to predict an employee's propensity to quit his or her employment) and, on the other hand, the career steps of these same employees. When the career steps are established on the basis of the employees' actual concerns in terms of their careers, the results demonstrate that respondents who are either in the exploration or disengagement phase of their careers report the following: in general, their attitudes towards work are more negative than the attitudes of those who are in the middle of establishing or maintaining their careers. The study's findings raise important issues with respect to human resources management in the public sector, and suggest practical avenues for action aimed at ensuring greater employee mobilization and retention.
Fetched live from OpenAlex and de-inverted. Abstracts are not stored in this database: the inverted indexes are 8.6 GB of the frame’s 9.3 GB of text, and the host has 13 GB free.
How this classification was reachedexpand
Full frame distilled prediction
Teacher imitationNot calibrated prevalence, not ground truth. Human validation pending. Learned from the 10,348 direct Codex labels and 10,348 direct Gemma labels. Candidate is the union of thresholded teacher heads; consensus is their intersection. These outputs are machine_predicted_unvalidated and are not human labels or direct frontier model labels.
Codex and Gemma teacher scores by category
| Category | Codex | Gemma |
|---|---|---|
| Metaresearch | 0.002 | 0.001 |
| Meta-epidemiology (narrow) | 0.000 | 0.000 |
| Meta-epidemiology (broad) | 0.000 | 0.000 |
| Bibliometrics | 0.000 | 0.001 |
| Science and technology studies | 0.002 | 0.001 |
| Scholarly communication | 0.002 | 0.001 |
| Open science | 0.000 | 0.000 |
| Research integrity | 0.001 | 0.000 |
| Insufficient payload (model declined to judge) | 0.000 | 0.000 |
Machine scores (provisional)
The two teacher heads of the student model, read on this work. A score orders the frame for review; it never asserts a category, and the validation status ships verbatim with every row.
Baseline scores from an immature model (maturity gate not passed, 7 training rounds). Scores rank; they never assert a category.
score_only:v0-immature-baseline · verbatim from the scoring run: score_only means the number may rank works, and no category label ships from itClassification
machine, unvalidatedMachine predicted; a candidate call from one teacher head, not a consensus.
How this classification was reached, model by model and score by score, is at the end of the page under "How this classification was reached".