Article paru dansShe is also member of the executive committee of the sociology of work committee of the International Association and co-chair of the "social times" committee of l'Association internationale des sociologues de langue francaise. 2 AbstractThis article presents a research on telework and deals with the following questions: Who are the teleworkers (sex, age, main socio-occupational categories)? What are the impacts of telework on work organization and working conditions, particularly for women, and in terms of work-family balance, since telework is sometimes presented as a solution to problems of reconciling work and family responsibilities. Finally, what is the level of satisfaction among teleworkers and why are they satisfied or dissatisfied with this system? Are there differences between various groups on this regard ? We insist on the dimensions of working conditions and autonomy in telework and highlight the fact that there is a risk of polarization according to gender, women being more frequently in a situation where they have less autonomy than men in telework, although many also see telework in a positive way, as an "escape" from a bureaucratic work environment.

Purpose The present study aims to investigate the mediating role of work–family conflict (WFC) and family–work conflict (FWC) on the effects of workload and the generic and specific work–family social support in job stress. Design/methodology/approach Using AMOS 20 through bootstrap analysis for indirect effect, the study assessed the abovementioned relationships based on data collected from 258 respondents in the hospitality industry in Quebec. Findings The findings indicate that workload increases job stress via WFC and FWC. Both generic and specific work–family social support decrease job stress through WFC and FWC. Organizational support for reconciling work and family life is more significant than generic supervisor support. Family support reduces job stress via WFC but not via FWC. Research limitations/implications In future studies, it would be interesting to explore the effects of variables such as gender, marital status, hotel category and the job category, as well as cultural origin. Practical implications The results of this research should alert employers in the hospitality industry to engage in family-friendly policies that include not only practices such as working time arrangements, family leave and onsite child care services, but also to be committed to create a family-friendly culture and to adopt the best forms of supportive policies at work. Originality/value By emphasizing cross-domain effects, the present research contributes to the existing knowledge by testing the mediating role of WFC and FWC in the effects of workload and various resources of social support on job stress.

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Telework is seen as a way to reduce traffic congestion and urban pollution, as a new mode of work organization, and oftentimes as a way of balancing work and family. Our research not only provides a picture of teleworkers in Canada, but also goes beyond the non-gendered percentages which are more frequent in the analyses. This reveals an interesting fact, which we call a gendered segmentation of telework or telecommuting. In this paper, we stress the gendered differences in the type of work done, differentiations in tasks, in the autonomy of the decision to telecommute, as well as differentiations in work organization. We show that work organization and tasks are differentiated according to gender and we will see that while the practice of telework is gendered in types of task and time spent at home, the motives for telework, advantages and disadvantages, are similar for men and women. Résumé : Le télétravail est vu comme un nouveau mode d'organisation du travail, et parfois aussi comme une façon de mieux concilier l'emploi et la famille. Notre article présente une analyse différenciée selon le sexe du télétravail au Canada, et met en relief ce que nous avons appelé une segmentation différenciée selon le sexe du télétravail. Nous soulignons les différences relatives au type de travail effectué, aux tâches, à l'autonomie dans la prise de décision de faire du télétravail, autant d'éléments différenciés selon le sexe. Nous exposons aussi les avantages et inconvénients que voient les hommes et les femmes dans le fait de faire du télétravail et constatons que contrairement à ce qu'indiquaient certains auteurs, les avantages du télétravail sont relativement les mêmes chez les deux groupes.

a b s t r a c tBased on a conceptual framework and a survey of 258 persons in the hotel industry in Quebec, this study examines how work-leisure conflict contributes in increasing job burnout and intention to leave. Also, it examines the moderating role of "leisure benefit systems" on the effect of WLC on burnout and intention to leave. Using SEM and critical ratios for differences between groups, the results indicate that WLC has a positive effect on burnout and intention to leave. Moreover, our study reveals perception of need for subsidized recreation and extended vacations time moderates and increases the effect of WLC on depersonalization. Implementing practices such as flexibility in working hours, as well as leisure benefits could help employees to balance work and leisure.

Some see in telework a way to better balance professional and personal or family responsibilities. We analyzed the data on telework in the Workplace Employee Survey (WES) and found that only a small percentage of workers indicate that they telework because of family obligations, while for two thirds, it is because of employers' demands. Data is compared according to gender and number of children, and again this highlights the fact that work-family balance is not the main reason for working at home. The data show that it is employers' requirements that explain the majority of hours of work done at home. Résumé:Certains voient dans le télétravail une façon de mieux concilier les responsabilités parentales et professionnelles. Nous présentons ici une analyse des données de l'Enquête sur le milieu de travail en évolution, et constatons plutôt que ce sont les exigences de l'employeur qui amènent les gens à travailler à la maison. Les données sont comparées selon le sexe, ainsi que le nombre d'enfants, et ceci permet de montrer que la conciliation emploi-famille n'est pas la principale raison pour travailler à domicile. Les données indiquent que ce sont les demandes des employeurs qui expliquent l'importance des heures de travail effectuées à domicile.