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Méda, Dominique; Vendramin, Patricia

doi:10.3917/puf.meda.2013.01

Cited by 93 publications

(23 citation statements)

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“…This decision also demonstrated that work had become less central to their identity. Work remained important but other dimensions of their lives were also gaining in importance, a finding confirmed by other studies involving young workers (Méda and Vendramin, 2013;Mercure and Vultur, 2010). Work clearly constituted only one part of a much broader life plan for these young nurses, who valued work-life balance (Lavoie-Tremblay et al, 2010;Takase et al, 2009) and may have decided to leave their jobs when work began to spill over into their personal lives (Rhéaume et al, 2011b).…”

Section: Coping With the Challenges Of Nursingsupporting

confidence: 74%

Understanding Turnover as a Lifecycle Process: The Case of Young Nurses

Côté

2016

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Summary Based on the life course perspective and the sociology of individuation, this article aims to examine the temporal processes at work in the decision of nurses to leave their jobs and the role played by different life contexts in guiding this decision. A qualitative study was conducted with nurses in order to gain an in-depth understanding of the reasons why so many young nurses decide to leave their jobs. The theoretical perspective used focuses on the importance of considering the interaction between the different spheres of a person’s life, the social environment in which they live and the work-related decisions they make. We conducted life-narrative interviews during which the nurses were asked about their overall work trajectory and the events in their work, personal, family, and social lives which, in their opinion, contributed to their decision to leave their jobs. A total of 26 nurses under the age of 35 were interviewed. The data analysis helped to identify several job-leaving pathways structured around three main dimensions: 1- the temporal aspects of the job-leaving pathways (short or long term); 2- the nurses’ subjective work experience; and 3- the stage in the nurses’ work lives or personal lives in which they found themselves when they made the decision. The findings reveal that the nurses’ decision to leave their jobs represents a complex process that developed over a short or longer period of time and involved various dimensions of their lives. Our analysis brought out two sources of tension underlying the nurses’ decision to leave their jobs: 1- a gap between their expectations regarding the possibilities for self-realization in their jobs and the concrete realities of work; and 2- a job situation that limited the possibilities to self-realize in other spheres of their lives.

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Section: Coping With the Challenges Of Nursingsupporting

confidence: 74%

Understanding Turnover as a Lifecycle Process: The Case of Young Nurses

Côté

2016

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“…Numerous studies have shown that the more importance people attach to work, the more (1) this sphere of activity represents a source of fulfilment that contributes to their identity and personal development, and the more (2) these people are likely to identify with their work [53,55,[67][68][69]. Accordingly, the unemployed older workers for whom identity destabilization is likely to be the most severe are those for whom work is a central pillar of identity, the place in their life in which they most invest [65,70,71].…”

Section: Relationship To Work and Identity Constructionmentioning

confidence: 99%

“…In Western countries, the loss of a job at this stage in life can be synonymous with long-term economic precariousness that are "expressive" [49,51,53], "experiential" [47], and "intrinsic" [48,54] are related to people's personal and social development (e.g., self-fulfilment). On the other hand, "instrumental", "economic", and "extrinsic" purposes [47,49,53] concern the more utilitarian aspects of work (e.g., something to do).…”

Section: Introductionmentioning

confidence: 99%

“…Moreover, the relative importance of work can vary according to people's recent work experiences, the occupational context in which they work, and their current priorities or stage in life [8,46,[55][56][57][58]. Finally, it would seem that older workers generally accord higher relative importance to work than do younger workers, and that they also tend to be more committed to the sphere of work than their younger colleagues [47,53,59].…”

Section: Introductionmentioning

confidence: 99%

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Job Loss in a Group of Older Canadian Workers: Challenges in the Sustainable Labour Market Reintegration Process

et al. 2018

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Abstract:In Western countries, the loss of jobs among older workers is a highly worrisome situation, since it can be synonymous with long-term employment precariousness and definitive exclusion from the labour market. This precariousness is occurring while the labour force in these countries is aging, and governments are looking to extend people's working lives. It is therefore particularly relevant to study different labour market reintegration processes and to understand their sustainability from a psychological perspective. The present article is examining these processes using a longitudinal study over an 18-month period with 61 older Canadian workers. Time 1 and Final Time were documented with semi-structured individual interviews. These data allowed us to qualitatively construct three reintegration processes (blocked, downgrading, and sustainable) that describe a large spectrum of workers' experiences regarding occupational repositioning. Quantitative analyses likewise suggest moderate statistical links between the reintegration process and changes in subjective variables associated with the relationship to work and identity representations. Altogether, the results underline the importance of returning to the labour market in qualified, decent, sustainable work that allows people to have a decent and meaningful personal life. The results also suggest, in keeping with the psychology of sustainability, that interventions should promote occupational and personal enrichment, both at the individual and organizational levels.

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“…Pour les catégories les plus favorisées, il s'agit surtout de « faire » un métier intéressant tandis que les caté-gories les moins favorisées aspirent à « avoir » un emploi qui conditionne l'accès aux ressources. Ce constat du début des années 2000 n'a pas été démenti par les enquêtes européennes : le travail et l'emploi occupent une place centrale, de manière particulièrement marquée en France (Méda et Vendramin, 2013).…”

Section: La Centralité De L'emploiunclassified

Revenu pour toutes et tous : l’introuvable universalité

Eydoux¹

2018

Revue De l'OFCE

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Les propositions d'expérimenter ou de généraliser un revenu universel ont refleuri dans le débat public en France, dans un contexte marqué par la récession et les élections présidentielles. Ce revenu universel est censé porter une redistribution de nature à éviter certains problèmes posés par la conditionnalité des minima sociaux classiques (non recours, non accès). Mais son universalité mérite d'être interrogée. Cet article commence par une analyse détaillée des propositions de revenu universel récemment débattues en France. Il étudie ensuite, à partir de l'examen d'expériences ou d'expérimentations se réclamant du dispositif, la possibilité d'une mise en oeuvre à grande échelle. Il questionne également les propositions de revenu universel dans une perspective de genre, en montrant qu'elles sont au mieux aveugles aux inégalités, et en soulignant qu'elles s'inscrivent souvent dans un déni de la centralité du travail. L'article conclut à l'introuvable universalité du dispositif.

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Réinventer le travail

Cited by 93 publications

References 0 publications

Understanding Turnover as a Lifecycle Process: The Case of Young Nurses

Understanding Turnover as a Lifecycle Process: The Case of Young Nurses

Job Loss in a Group of Older Canadian Workers: Challenges in the Sustainable Labour Market Reintegration Process

Revenu pour toutes et tous : l’introuvable universalité

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