Cet article s’appuie sur des données colligées lors d'une enquête effectuée auprès des professeurs des universités québécoises ; il identifie les tendances fondamentales de la transformation actuelle du travail professoral et propose une série de mesures pour mieux concilier les exigences du monde universitaire et la spécificité du travail professoral. D'une part, il rappelle que la charge de travail des professeurs est lourde, que les tâches sont plus ou moins bien intégrées, et que diverses transformations qualitatives s’imposent aux tâches d'enseignement et de recherche. D'autre part, il propose de délester certaines activités de gestion courante, de mieux identifier les compétences requises dans le nouveau contexte et de reconnaître davantage le caractère organisationnel et collectif du travail et l'existence de plusieurs types d’aménagements des tâches professorales.This article presents data from a survey of Quebec university professors, identifies the fundamental tendencies of the current transformation of professor’s work, and proposes a series of measures that could better reconcile the demands of the university and the specificity of professors’ work. The author notes, on one hand, that professors have a heavy workload, that the tasks are more or less integrated, and that various qualitative transformations are required for both functions of teaching and research. On the other hand, he proposes to alleviate certain current management activities, to better identify those competencies required in this new context, and to better recognize the organizational and collective characteristic of work and the existence of several types of professors.Este artículo se apoya sobre los datos colegidos durante un estudio realizado con profesores de universidades quebequenses ; identifica luego las tendencias fundamentales de la transformación actual del trabajo académico y propone una serie de medidas que tienen como objetivo conciliar las exigencias del mundo universitario y las especificidad del trabajo profesoral. Por una parte, el estudio recuerda que la carga de trabajo de profesores es dura, que las tareas son más o menos integradas y que se imponen algunas tranformaciones cualitativas a las cargas de enseñanza y de investigación. Por otra parte, se propone liberar ciertas actividades de gestión corriente, identificar mejor las competencias requeridas dentro del nuevo contexto y tener en cuenta el carácter organizativo y colectivo del trabajo así como la existencia de varios tipos de profesores.Dieser Beitrag stützt sich auf Daten, die im Rahmen einer Umfrage unter Québecker Universitätsprofessoren ermittelt wurden. Er identifiziert die Grundtendenzen der gegenwärtigen Veränderungen der akademischen Arbeit und erwägt eine Reihe von Maßnahmen, um die Forderungen des Universitätslebens mit der spezifischen professoralen Tätigkeit besser in Einklang zu bringen. Es wird zunächst ausgeführt, dass die Arbeitslast der Professoren eine sehr schwere ist, dass die Tätigkeit mehr oder weniger integriert ist und dass die Le...
Unionized organizations are implementing more than ever technological changes to cope with an increasingly changing and highly digital environment. Despite the extensive literature on union responses to changes, there is not much evidence on how unions and employers draft provisions pertaining to technological changes in collective agreements. Therefore, this paper aims to conduct an in‐depth analysis of these provisions in over 500 collective agreements signed between 2000 and 2020. Specifically, this study focuses on office workers in two of the most important Canadian industries, namely, the healthcare and manufacturing sectors. The findings indicate that within the examined provisions, the regulation of technological change varies along a continuum that extends from no obligations to stringent obligations on the part of the employer. Moreover, the results show that these provisions have remained stable over the past two decades.
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This article discusses 4 divides that characterise the Canadian landscape of industrial and organisational psychology and proposes action-oriented solutions for bridging them. It is in part based on a panel discussion held at the 74th Annual Convention of the Canadian Psychological Association (Bonaccio, 2013). This article draws on theory on collaboration and knowledge transfer to discuss divisions in science and practice, language, geography, and psychology and business academic settings. Furthermore, the article draws on the analysis of 7 authors who happen to represent these various groups and who, in most cases, have already bridged these divides. The ultimate goal of this article is to generate a boundary-spanning conversation and to provide a roadmap that will unite industrial and organisational psychology enthusiasts.To effectively collaborate requires people to shift their mind-set (or mental models) from one of control to one of learning. But collaboration is often psychologically threatening because of what the solutions should be in order to find solutions that take full advantage of the collaboration itself. And under conditions of threat, we cling to the very mind-set that makes effective collaboration less likely. In short, our thinking undermines the outcome we say we want.- Schwarz (2006, p. 283) Industrial and organisational psychology is a complex field of knowledge and practice. It is fuelled by the contributions from academics in psychology departments and business schools, consultants, and graduate students in specialized programs and internships. Research and practice is conducted in close partnerships with large and small public or private organisations. These organisations are forced to ever-increasing levels of efficiency and productivity while striving for the well-being of their workforce. In Canada, those passionate about industrial and organisational psychology are spread out geographically. Of course, both French-and English-speaking industrial and organisational psychology enthusiasts benefit from a deep and rich history. Although the Canadian industrial and organisational community's diverse landscape is an asset for meeting the difficult challenges of organisations, teams, and individuals, we will argue that the consequences of current divides causes its full potential to not yet be realised. Despite differences and divides, individuals and organisations enthusiastic about the field share a common goal: fostering the advancement of industrial and organisational psychology. As such, any lingering divides within the industrial and organisational psychology community is detrimental to the field itself.
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