Les générations au travail : des cultures différentes ou un collectif qui se méconnaît ? Le cas des techniciens d’Edf

Rosanvallon, Jérémie

doi:10.4000/nrt.987

Cited by 3 publications

(6 citation statements)

References 13 publications

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“…In this section, we will discuss the importance of studying the generations at work in the literature. Generations of employees working in firms have been approached by several researchers such as Pialoux, Weber and Beaud (1991), Dubar (2000), Wagner (2004), Moatty (2004), Chauvel (1998) and Hughes ( cited by Rosanvallon, 2013). But before going any further, it seems important to define what is meant by generations at work.…”

Section: Brief Literature Review and The Objectives Of The Researchmentioning

confidence: 99%

“…The analysis has focused on factors that lead to opposition or exchange between generations at work (Delay, 2008a(Delay, , 2008bRosanvallon, 2013). Delay (2008aDelay ( , 2008b conducted two studies that examined the factors of conflict or cooperation between youth and elders at work.…”

Section: Brief Literature Review and The Objectives Of The Researchmentioning

confidence: 99%

“…According to the results of the study done by (Delay, 2008b), attachment to the work is as strong for young as for the older. Taking the example of EDF (Electricity of France), Rosanvallon (2013) noted that generations are less opposed even if there is a cultural divergence. According to the author, generations come into conflict because: (1) elders blame young people for their weak attachment to the work and for the lack of training; (2) they find that their salaries are equivalent to those of young people, or even lower; (3) older people do not help young people facing difficulties at work; (4) the two generations do not enjoy moments of conviviality together.…”

Section: Brief Literature Review and The Objectives Of The Researchmentioning

confidence: 99%

“…1-strongly agree; 2agree; 3-neither agree nor disagree; 4-disagree; 5-strongly disagree. Inspired by the writings of Delay (2008a) and Rosanvallon (2013), we have determined the independent variables. We have nine independent variables related to opposition or conflict between young and older and nine other variables related to cooperation or exchanges between them.…”

Section: Operationalization Of Variablesmentioning

confidence: 99%

“…In a competitive environment where information flows rapidly, a quiet working environment is sought with a reduced conflict between staff members. Several researchers have addressed the topic of intergenerational cooperation or opposition at work in the literature, such as Delay (2008aDelay ( , 2008b and Rosanvallon (2013). The analysis of the manager role concerning the management of the generations at work in the cedar country does not exist to our knowledge, whereas the nature of this relationship seems to be important to promote the sustainability and the good functioning of the companies.…”

Section: Introductionmentioning

confidence: 99%

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First Elements about the Problems of the Cohabitation of Generations within Companies in Lebanon

Wahidi¹,

Pierpoint²

2017

IJBM

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In Lebanon, the global unemployment rate affects 25% of the working population (figures from the Ministry of Labor 2014 cited by Ghosn, 2015). Young people aged from 20 to 29 are rather excluded from work in the country with an unemployment rate of 42% in 2012 (Ghosn, 2015). The youth unemployment rate was 32.8% (20-24 years) and 21.6% (25-29 years) according to the latest known statistics in Lebanon (CAS Report 2009, p.22). In 2016, the unemployment rate among young Lebanese is the highest among the Arab countries with 30% of unemployed (Belga, 2016). The nature of intergenerational relations in Lebanese companies is slightly studied till now. Our work will highlight the main factors explaining the oppositions or exchanges between young and older in companies in Lebanon. We conduct a quantitative study using questionnaire administered to the CEOs of engineering and food industry firms. Our two samples consist of 147 engineering firms and 150 food industry firms. Concerning intergenerational oppositions, the results show that older employees criticize young people for their weak attachment to the company and to the work in the sector of engineering. For their part, young people holders of higher diplomas than seniors accuse them of incompetence at work and vice versa in the food industry. Concerning intergenerational exchanges, older people are helping young people experiencing difficulties in the workplace and the existence of shared moments between older and young people has been noted as positive in the food industry sector.

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Section: Brief Literature Review and The Objectives Of The Researchmentioning

confidence: 99%

Section: Brief Literature Review and The Objectives Of The Researchmentioning

confidence: 99%

Section: Brief Literature Review and The Objectives Of The Researchmentioning

confidence: 99%

Section: Operationalization Of Variablesmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

See 3 more Smart Citations

First Elements about the Problems of the Cohabitation of Generations within Companies in Lebanon

Wahidi¹,

Pierpoint²

2017

IJBM

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Les valeurs des générations au travail : les introuvables différences

Saba¹

2017

Gérontologie Et Société

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La cohabitation de travailleurs issus de plusieurs générations sur les lieux de travail semble de nos jours soulever certaines difficultés en gestion des ressources humaines. On prétend que les générations ont des valeurs et des attentes au travail difficilement conciliables. La cohabitation se prolonge puisque les générations plus âgées tardent à quitter le marché du travail ou y reviennent pour occuper des emplois de transition. L’incohérence des modes de gestion des entreprises exacerbe les difficultés qui émergent de cette cohabitation. Malgré la force des convictions, nous constatons que les chercheurs ont été incapables d’identifier des différences significatives de valeurs entre les générations et d’expliquer si les comportements et les attitudes au travail varient d’une génération à l’autre. Cet article s’attarde à mettre en contexte les études sur les différences de valeurs entre les générations et à présenter les cadres théoriques et analytiques appropriés susceptibles d’expliquer ces différences. Sont discutés les résultats des études qui montrent que les différences générationnelles de valeurs au travail sont un mythe qui est loin de pouvoir être empiriquement démontré.

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Les « générations orphelines » des marchés internes du secteur public

Alber¹

2017

Gérontologie Et Société

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L’article s’appuie sur une recherche par entretiens conduite au ministère de l’Écologie en 2013-2014 (avec la participation de N. Vezinat). Il se propose d’étudier les effets de la Nouvelle Gestion Publique sur les fins de carrière des personnels d’encadrement de l’État, en prenant en compte la dynamique générale des marchés internes du secteur public. Nous tentons de montrer comment l’abandon progressif d’un modèle de fonction publique de carrière piège certains encadrants expérimentés dans des impasses, car ils peinent à se couler dans les exigences nouvelles qui pèsent sur eux. Pour avoir produit des compétences très spécifiques à l’État et accepté les règles d’un jeu hiérarchique qui reposait sur de lourds sacrifices en début de carrière, beaucoup de cadres se voient frustrés de la fin de carrière que l’ancien système – basé sur des logiques de réciprocité de long terme – leur promettait implicitement, ce pour quoi ils sont qualifiés d’« orphelins ». Après avoir décrit les transformations récentes de l’État et de son système d’emploi, nous montrons sa forte inertie démographique et le vieillissement marqué de ses personnels. La partie suivante interroge la manière dont les encadrants expérimentés perçoivent les changements managériaux qui leur sont imposés, et enfin, nous justifions en quoi ils peuvent être décrits comme « orphelins » des promesses d’un système d’emploi en voie de disparition.

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Les générations au travail : des cultures différentes ou un collectif qui se méconnaît ? Le cas des techniciens d’Edf

Cited by 3 publications

References 13 publications

First Elements about the Problems of the Cohabitation of Generations within Companies in Lebanon

First Elements about the Problems of the Cohabitation of Generations within Companies in Lebanon

Les valeurs des générations au travail : les introuvables différences

Les « générations orphelines » des marchés internes du secteur public

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