Le sentiment d'inclusion du personnel en contexte de travail hybride : analyse empirique du rôle de la culture organisationnelle
Bibliographic record
Abstract
« La pandémie de la maladie à coronavirus (COVID-19) s'est répandue rapidement sur la planète à partir de janvier 2020, confinant des populations entières. Les travailleuses et les travailleurs et les organisations ont été particulièrement affectés par l'augmentation rapide et inattendue du télétravail, qui a été rendu obligatoire dans plusieurs pays. Sur le terrain, ces transformations ont modifié les activités quotidiennes des gestionnaires et du personnel. Aujourd'hui, cinq ans après la crise, un nouveau modèle de travail a émergé, alliant le travail à distance et celui en présentiel : le travail hybride. Ce concept est relativement récent dans la littérature, et il y existe peu de connaissances sur ses liens avec la culture organisationnelle et avec le sentiment d'inclusion du personnel au sein de l'organisation. Cet enjeu suscite toutefois un intérêt scientifique et managérial croissant, en raison de la popularité du mode de travail hybride et de la diversification de la main-d'œuvre. Cette étude s'inscrit dans cette perspective et vise à analyser les relations entre la culture organisationnelle et le sentiment d'inclusion du personnel professionnel œuvrant en contexte de travail hybride au sein de la fonction publique et parapublique québécoise. Pour ce faire, une étude quantitative par le biais de questionnaires autoadministrés a été réalisée à l'hiver 2024. L'échantillon est de 5311 personnes répondantes. Les résultats montrent que le sentiment d'inclusion dans l'organisation est plus fortement associé à certains types de culture organisationnelle, soit la culture groupale et la culture développementale. Cette recherche contribue aux connaissances scientifiques et à la pratique, en permettant aux gestionnaires et aux organisations une meilleure compréhension quant à la gestion des travailleuses et des travailleurs dans un contexte de travail hybride, tout en mettant en lumière les liens existants entre le sentiment d'inclusion et les types de culture organisationnelle. -- Mot(s) clé(s) en français : Culture organisationnelle, culture inclusive, sentiment d'inclusion, travail hybride, télétravail, organisation publique. »-- « The coronavirus (COVID-19) pandemic spread rapidly across the planet from January 2020, confining entire populations. Workers and organizations were particularly affected by the rapid and unexpected increase in teleworking, which was made compulsory in several countries. In the field, these transformations have altered the day-to-day activities of managers and staff. Today, five years after the crisis, a new work model has emerged, combining remote and face-to-face work: hybrid work. This concept is relatively recent in the literature, and little is known about its links with organizational culture and employees' sense of inclusion within the organization. However, this issue is attracting growing scientific and managerial interest, due to the popularity of hybrid working and the diversification of the workforce. The aim of this study is to analyze the relationship between organizational culture and the sense of inclusion of professional staff working in a hybrid work context within the Quebec public and parapublic sector. To this end, a quantitative study using self-administered questionnaires was carried out in winter 2024. The sample consisted of 5,311 respondents. The results show that the sense of inclusion within the organization is more strongly associated with certain types of organizational culture, namely group culture and developmental culture. This research contributes to scientific and practical knowledge by providing tools for managers and organizations to better manage people in a hybrid work context, while shedding light on the relationships between the sense of inclusion and types of organizational culture. -- Mot(s) clé(s) en anglais : Organizational culture, inclusive culture, perceived inclusion, hybrid work, telework, public organization. »--
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How this classification was reachedexpand
Full frame machine prediction
Teacher imitationNot calibrated prevalence, not ground truth. Human validation pending. The Gemma side is a direct model label for every work in the frame, read from the title-only record. The Codex side is a classifier learned from the 10,348 direct Codex labels and calibrated to design-weighted sample rates; fields without enough sample support carry no Codex call. Candidate is the union of the two sides; consensus is their intersection. These outputs are machine_predicted_unvalidated and are not human labels.
Distilled classifier scores by category (both heads)
| Category | Codex | Gemma |
|---|---|---|
| Metaresearch | 0.007 | 0.009 |
| Meta-epidemiology (narrow) | 0.000 | 0.000 |
| Meta-epidemiology (broad) | 0.000 | 0.001 |
| Bibliometrics | 0.002 | 0.002 |
| Science and technology studies | 0.004 | 0.009 |
| Scholarly communication | 0.009 | 0.004 |
| Open science | 0.001 | 0.004 |
| Research integrity | 0.001 | 0.002 |
| Insufficient payload (model declined to judge) | 0.005 | 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 source (direct Gemma or distilled Codex), 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".