International audienceThe intent of the research was to examine the relationships between support, trust, satisfaction, commitment and work outcomes. The framework of social exchange theory was used as a guide. The research described in this study replicates in the public sector (N = 704) and previous findings obtained in a study conducted in the private sector. Consistent with the study in private sector, support is related to intention to leave and helping behavior to trust and satisfaction. Results are discussed

<span style="font-family: Times New Roman; font-size: small;"> </span><p style="margin: 0in 0.5in 0pt; text-align: justify; mso-pagination: none;" class="MsoNormal"><span lang="EN-CA" style="color: black; font-size: 10pt; mso-themecolor: text1; mso-ansi-language: EN-CA;"><span style="font-family: Times New Roman;">Empirical research supports the idea that the perception of under-fulfillment of psychological contract (i.e., breach and violation) increases the willingness to leave the employer via turnover cognitions (i.e., available alternatives and search a job). Further research indicates that employee turnover is not only restricted to the notion of an employee leaving an employer to join another employer. To go beyond this restriction, data were collected among a sample of professional employees. The results suggest that when employees feel that under-fulfillment of psychological contract occur, they may leave the organization or the current job for one another by in the same organization, but did not consider leaving the profession. Findings are discussed in light of relevant literature.</span></span></p><span style="font-family: Times New Roman; font-size: small;"> </span>

Résumé de l'article RésuméDans un contexte où la qualité de vie au travail, le bien-être et la santé psychologique des employés sont actuellement au coeur des préoccupations des gestionnaires et des milieux de travail, les enjeux de santé organisationnelle deviennent incontournables. Or, malgré l'intérêt grandissant des chercheurs et des praticiens, la notion de santé organisationnelle a été l'objet de diverses conceptualisations et représente encore aujourd'hui un objet d'étude en pleine évolution. Dans cet ordre d'idées, cet article propose de faire une synthèse des approches contemporaines de la santé organisationnelle et d'investiguer comment cette thématique est abordée par les chercheurs québécois. Pour ce faire, une recension des écrits a d'abord été effectuée afin d'établir un portrait des connaissances acquises à ce jour. Ensuite, une enquête consultative a été réalisée auprès d'experts scientifiques québécois. À la fois les écrits et les experts consultés rapportent que la santé organisationnelle est un concept qui prend plusieurs sens, qui nécessite l'adoption d'une perspective plus globale et qui s'élargit à d'autres sphères que le travail. Or, contrairement à la documentation, les experts abordent surtout les aspects de la santé psychologique et moins la santé physique, et ils considèrent essentiellement les facteurs organisationnels comme des préoccupations de recherche future dans le domaine. Les résultats obtenus permettent de dresser un état des connaissances sur le concept de santé organisationnelle et son évolution, tout en identifiant les tendances émergentes susceptibles d'influencer les orientations scientifiques futures pour le regroupement stratégique en santé psychologique au travail du Réseau de recherche en santé et sécurité du travail du Québec.

PurposeIn the context of population aging, retirement has become a central issue in academic, professional and government discourse. A consensus can be seen to be emerging around the idea of postponing retirement in favor of promoting active aging. From this perspective, the purpose of this study, using work-role attachment theory and met expectations theory, is to focus on the pre-retirement period and aims to better understand how certain individual factors and expectations explain the planned age of retirement.Design/methodology/approachAn online survey was administered in 2015 to employees aged 45 and over working at a Canadian firm in the high-technology sector.FindingsThe results show that career commitment, attachment to work and expectations relating to workplace adjustments prior to retirement were positively associated with planned retirement age, whereas expectations relating to professional development showed a negative association with this variable.Practical implicationsThis study fits into a line of research focusing on the end-of-career period and sheds light on the decision to retire by looking closely at the impact of employment conditions and human resource management practices on this decision. In a labor market context marked by high numbers of workers aged 55 and older, combined with the increasingly critical need for skilled labor and considering the expectations of workers leading up to their retirement could help to better plan these workers' end-of-career period.Originality/valueMany studies have examined the characteristics of retirees after retirement. The authors’ study is one of the few that examines the aspirations of workers between the ages of 45 and 55 who are still employed but are beginning to consider their retirement plans, including the decision to continue working longer. Its originality also lies in combining work-role attachment theory and met expectations theory.

PurposeThe purpose of this study is to better understand the factors influencing the attraction of Indigenous workers to the Quebec forestry sector.Design/methodology/approachUsing a collaborative approach, 64 semi-structured interviews were conducted between 2016 and 2018 with workers and stakeholders from three Indigenous communities in Quebec, Canada.FindingsThe results highlight the motivations for choosing a job in the forestry sector, including family and friends, attachment to the territory, financial necessity, the search for a challenge and a sense of pride. They also show some of the obstacles to holding a job in forestry, namely work–life conflict, transportation, job insecurity, education and personal problems.Social implicationsIndigenous people have a lower employment rate than non-Indigenous people, which can be explained by a number of factors that hinder their integration into the labour market. They nevertheless represent an interesting labour pool for companies working in the natural resources sector. This study sheds light on the opportunities and barriers to attract this workforce.Originality/valueThe study is one of the few to use theoretical frameworks focused on motivation and a qualitative approach to data collection in order to examine to examine the attraction of Indigenous workers to the forestry sector in Quebec (Canada) from a worker's perspective.