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Background: Violence and harassment affect healthcare workers’ well-being and career decisions in the home and community care sector. Purpose: The objective of this study is to assess the role of training in alleviating the relationship between violence and harassment at work and turnover intention among personal support workers (PSWs). Methodology/Approach: Cross-sectional survey data from 1401 PSWs in Ontario, Canada are analyzed with structural equation modeling. Utilizing a resource perspective, the associations between job demands (i.e., violence and harassment at work), personal resources (i.e., self-esteem), job resources (i.e., workplace violence training and challenging task training), stress, and intention to stay among personal support workers (PSWs) are examined. Results: Challenging task training is positively associated with self-esteem and negatively associated with stress, whereas workplace violence training does not have a significant association with either variable. Stress has a negative relationship with intention to stay. Self-esteem is the mediator of both associations between violence and harassment at work and stress and between challenging task training and stress. Discussion: The results point to varied degrees of training effectiveness that may be shaping turnover decisions of PSWs who experience violence and harassment in home and community care organizations. Practice implications: There seems to be a need to assess and redesign workplace violence training. Home and community care managers might be able to lower the impact of violence and harassment on PSWs’ turnover by providing training that is not directly related to workplace violence and harassment.

Background This study examines whether alignment of actual and preferred employment policies, including compensation method, employment status, and work schedule, affect midwives’ intention to stay in the profession. The study further investigates the moderating effect of financial-rewards satisfaction and compares midwives’ policy preferences in urban/rural practices. Methods Cross-sectional survey data from 549 midwives across Canada were analysed through descriptive statistics, bivariate correlations, and hierarchical linear regressions. Further regression analysis separated data for urban/rural practicing midwives. Results Three-quarters of the respondents are paid through a billable-course-of-care, while only one-third prefer this model. Another one-third prefer a combination of salary and billable-course-of-care. More than three-quarters of the respondents are independent contractors, but half prefer other forms of employee status. Lastly, half prefer a part-time work schedule, while others prefer full-time. Alignment of actual and preferred employment policies significantly explains midwives’ intention to stay in the profession. Intentions to stay in the profession for urban midwives is significantly affected by the alignment of actual and preferred compensation methods, but not for rural ones. Both urban and rural midwives report similar preferences for employment status and work schedule policies. Furthermore, satisfaction with financial rewards is significantly associated with their intention to stay. Conclusion Policymakers can positively influence midwives’ intention to stay in the profession by facilitating alignment of their actual and preferred employment policies.

In this paper, we analyze individuals in rural communities within Ireland and two regions in Canada (Newfoundland and Ontario) to explore the relationship between employment, lifestyles and life satisfaction. A total of 106 participants were interviewed, with the vast majority being over forty years of age. We explore their employment experiences, and address two questions: how strongly is life satisfaction related to employment among older, rural adults?, and are there gender differences with respect to rural employment and life satisfaction? Relatively few of the participants we interviewed within these communities held permanent, full-time employment locally. Many of the ones holding (only) seasonal/casual employment or self-employment indicated that it was difficult to make a living, but were determined to stay and 'make a go of it'. While the participants tended to tolerate, rather than be fully satisfied with, their employment conditions, the vast majority were satisfied or very satisfied with life, and many pointedly described the benefits of living in their chosen community. This held for women and men, and for those near 40 years of age (and among the few in this study who were younger), to those of retirement age. Typically, they were happy, but at a price Refereed/Peer-reviewed

Background Midwives have long workdays and work many weeks on call. There is a concern that these extended work schedules can negatively affect their intention to stay in the profession. Purpose This study provides evidence on Canadian midwives’ preferences for and experiences with policies and guidelines which limit the hours of work and weeks per year preferred to be on call, and examines the relationship between preferences and midwives’ intention to stay in the profession. Methods Data come from our 2018 pan-Canadian survey of midwives. Descriptive statistics of 720 midwives’ preferences and experiences are provided. In the correlations followed by the OLS regressions, 596 midwives’ data are used to test the associations between preferences and intention to stay in the profession. STATA (version 15) is used. A thematic analysis of 274 midwives’ responses to the open-ended survey question is conducted to give voice to midwives on what can be done for retention. Results Three quarters of the 720 respondents prefer policies and guidelines to limit hours of work in a 24-hour period, though less than half have policies and guidelines on hours of work. More than half prefer to have fewer on-call weeks or never to be on call, less than a third prefer same number of on-call weeks, and only 2% prefer more weeks to be on call. Midwives are currently working on average 33 weeks per year on call. OLS regression analysis shows that ‘met preference’ for hours of work and on-call weeks are positively associated with intention to stay. In responding to the open-ended survey question, midwives recommend limiting the consecutive hours of work and on-call weeks to manageable hours and weeks to retain them in the profession. Conclusion Midwives whose preferences are met are the ones intending to stay in the profession. There is, however, a large number of midwives with ‘unmet needs’ preferring to have policies and guidelines to limit the hours but do not have that currently, and would like to work fewer weeks on call than currently. These are the midwives who are not intending to stay in the profession.

Additional file 1: Appendix A. Further information on the imputation process and model assumption tests.

PurposeThe purpose of this paper is to examine the mediating role of stress between work intensification and musculoskeletal disorders (MSDs) focusing on personal support workers (PSWs) in home and community care.Design/methodology/approachThe analysis sample of 922 comes from the 2015 survey of PSWs employed in Ontario, Canada. The endogenous variable is self-reported MSDs, and the exogenous variable is work intensification. Stress, measured as symptoms of stress, is the mediating variable. Other factors shown in the literature as associated with stress and/or MSDs are included as control variables. Structural equation model regression analyses are presented.FindingsThe results show that stress mediates the effect of work intensification on PSW’s MSDs. Other significant factors included being injured in the past year, facing hazards at work and preferring less hours – all had positive and significant substantive effects on MSDs.Research limitations/implicationsThe survey is cross-sectional and not longitudinal or experimental in design, and it focuses on a single occupation in a single sector in Ontario, Canada and, as such, this can limit the generalizability of the results to other occupations and sectors.Practical implicationsFor PSW employers including their human resource managers, supervisors, schedulers and policy-makers, the study recommends reducing work intensification to lower stress levels and MSDs.Originality/valueThe findings of this study contribute to the theory and knowledge by providing evidence on how work intensification can affect workers’ health and assist decision makers in taking actions to create healthy work environments.

This study examines the role of work intensification in personal support workers’ (PSWs) intention to stay, while exploring the mediating relationships of stress and extrinsic and intrinsic job satisfaction. A 2015 survey of 938 PSWs is analysed using structural equation modelling. It is found that work intensification is negatively associated with intention to stay, and this relationship is mediated through stress and intrinsic job satisfaction. Extrinsic job satisfaction does not play a mediating role. Findings explain the mechanism between work intensification and intention to stay, and demonstrate work intensification as a challenge in retaining PSWs in home and community care work.

Using survey data collected in Ontario, Canada, we explore the impacts of autonomy on community-based Personal Support Workers' intrinsic job satisfaction, capacity to care for and about clients, and intention to continue working in home care. Autonomy was measured as "freedom to decide how to do your job" and "working on your own." Findings show that freedom to do your job and working on your own are both positively associated with job satisfaction and capacity to care, and indirectly increase intention to stay through their relationships with job satisfaction and capacity to care. We suggest that policies should allow personal support workers to make decisions about how to do their job within the care plans provided, to facilitate retention of this highly needed workforce.

Background Midwifery students’ intention to stay in the profession can be influenced by how the interface of their work and personal life is affected by their clinical placement experience. The purpose of this study is to compare the intention to stay in the midwifery profession and its association with three work/personal life interface constructs among pre- and post-clinical placement midwifery students in Canada. The constructs investigated are work interference with personal life, personal life interference with work, and work/personal life enhancement. Methods Quantitative cross-sectional data were collected through two separate online surveys completed by pre- and post-clinical placement students. In total, 456 midwifery students attending six different midwifery education programs responded to the surveys. Results Compared to pre-clinical placement students, post-clinical placement students had significantly lower intention to stay in the profession. For pre-clinical placement students, higher personal life interference with work was significantly associated with lower intention to stay in the profession. For post-clinical placement students, higher work interference with personal life was associated with lower intention to stay in the profession. We did not find any significant relationships between work/personal life enhancement and intention to stay in the profession in pre- or post-clinical placement students. Conclusion Pre- and post-clinical placement students have different intentions to stay in the profession. For pre-clinical placement students, those who report that their personal lives highly interfere with work are less likely to want to stay in the midwifery profession. Post-clinical placement students reported that when working interfered with their personal lives they were less likely to want to stay in the profession. Our findings highlight the importance of offering students a realistic preview of the required commitment, workload, and personal involvement in the midwifery profession prior to applying or accepting a spot in a midwifery education program. Furthermore, facilitating the development of skills to better manage the expectations in midwifery work and personal lives might help with maintaining positive intentions to stay in the profession.

This article examines the progress made at a mid-sized Ontario university in reducing gender differences in faculty participation and experience of participation in university administration, decision-making, teaching, research, and other professional activities. Based on a survey of female and male faculty and the report of a Task Force on the Integration of Female Faculty, a number of recommendations were to be implemented beginning in the 1992/93 academic year. Progress is examined in light of a commitment to integration based on the principles of inclusion, visibility of procedure, equitable treatment, and climate of support. The article concludes by discussing issues related to participation, which have relevance beyond the specifics of this case.

The purpose of this study is to research the relationship between the motivation to succeed among badminton players and the coach's communication levels. In total, 66 athletes (33 female and 33 male) who were players of the different university teams during the 2015- 2016 Intercollegiate Sport Season had participated to this research. Within the scope of this study, The Coach Communication Scale (Abakay and Kuru,2009) and Sports Related Success Motivation Scale (Willis, 1982) have been applied to the participants. These Scales are applied to the participants in groups at the places they had been camping for the seasons or before group exercises. The data gathered from the participants was entered into the SPSS program (version 22.0) program package versions and Independent t-test, ANOVA, Pearson Correlation Analysis was applied to it (p0,05). In addition; in terms of the participants’ age; there was no significant difference both in motivation for success sub-scales and in coaches’ communication levels (p>0,05). Also similar to other results; in terms of participants’ income; there was no significant difference both motivation success sub-scales and coaches’ communication levels (p>0,05). Between participants’ motivation for success sport related and coaches’ communication levels also, we also found no significant differences. (p>0,05) Only we found that significant differences between power motive and motive to approach success; motive to avoid failure. (Respectively, r:,458; r:,758;p

This study focuses on immigrants in Canada and examines their job satisfaction as compared to Canadian-born employees. The authors explore whether high performance work systems (HPWS) affect immigrant employees’ job satisfaction differently than Canadian-born, where HPWS include empowerment, motivation and skill enhancing sub-bundles of practices. The study uses Statistics Canada’s Workplace and Employee Survey, a longitudinal dataset consisting of six years of data from 1999 to 2004 and 49,344 employees. Ordered logistic regression analyses are used to explore causal relationships. The moderation results show that increases in the motivation sub-bundle and increases in overall experience of HPWS practices are related to increases in job satisfaction among immigrants when compared to Canadian-born employees. Immigrants are a segment of the workforce that is understudied in management. This study identifies HPWS bundles that positively affect immigrants’ job satisfaction, suggesting a role for managers to capitalize on job satisfaction improvements ultimately contributing to organizational success.

Many employers seek flexibility through part-time or temporary employment to achieve improved competitiveness and success. Using strategic choice theory, this study is a longitudinal examination of employers’ strategic decisions of reducing labour costs and using part-time or temporary workers on workplace performance. Workplace performance is measured through profitability, productivity and change in net operating revenue. Statistics Canada’s Workplace and Employee Survey longitudinal workplace data are used for the analysis. Results show that reducing labour costs strategy has no effect on profitability, productivity or change in net operating revenue, and using part-time or temporary workers strategy shows decreased profitability and productivity, and that there is no effect on the change in net operating revenue in Canadian workplaces studied. Based on these findings, we recommend that employers, in Canada and elsewhere, not only carefully weigh reducing labour costs and employing part-time or...

Most studies on occupational health and safety in home and community care focus on the health and safety of professional health care workers such as nurses and therapists and very few address the occupational health and safety of personal support workers (PSWs) who provide 70–80% of community care in the home. The PSW Health and Safety Matters! project provides evidence on the health and safety of PSWs working in the home and community in Ontario. The objective of this paper is to address the question: which occupational risk factors are associated with the PSWs’ perception of a safe work environment? Data come from our 2015 survey of 1746 PSWs in Ontario, Canada. The endogenous variable in the analysis is the perception of safety on the job. Correlations and logistic regression are employed to examine the associations of safety on the job to a number of work-related exogenous variables that measure organizational support, work environment factors, work experience, and a number of demographic control variables. The PSW Health and Safety Matters! Project reveals that almost one half of PSWs perceived that their job is safe. Findings show PSWs who report having the support of their organizations and who feel their training is appropriate and adequate are more likely to perceive their work environment as being safe. With respect to the work environmental factors measured here, PSWs who report hazards at work and a heavy workload, who experience job insecurity, who have been injured on the job, and who agree that their job requires physical effort are less likely to perceive their work environment as safe. Being a victim of violence or harassment at work is not significantly related to the perception that the job is safe. On the other hand, PSWs who agree that they have control over their work are more likely to perceive their job as safe. With respect to work experience, PSWs with more years on the job are more likely to agree that their job is safe. Working full versus part-time is not significantly related to the perception of safety on the job. With respect to the control variables, neither years of age, birthplace or education level is associated with agreeing that PSW work is safe. The paper stresses the importance of providing a climate of safety to improve occupational health and safety and the crucial role organizations can play in providing this climate of safety.

This article examines associations between home care workers' health, and non-standard hours and insecurity. Health refers to symptoms of stress and musculoskeletal disorders (MSDs), non-standard hours refer to part-time and casual hours, and insecurity refers to job and employability insecurity. Data come from our 2002 survey of 532 home care workers (nurses, therapists and personal support workers) in a medium-sized city in Ontario, Canada. Path analysis regression results for the conceptual model show that (1) part-time and casual hours and job insecurity are positively and significantly associated with symptoms of stress, (2) the associations between part-time and casual hours and MSDs are mediated by symptoms of stress, and (3) job and employability insecurity are directly associated with MSDs. Results provide evidence that non-standard hours and insecurity must be addressed in order to improve home care workers' health. We show the detrimental effects of non-standard hours and insecurity on workers'...

Growing healthcare costs have caused home-care providers to look for more efficient use of healthcare resources. Task shifting is suggested as a strategy to reduce the costs of delivering home-care services. Task shifting refers to the delegation or transfer of tasks from regulated healthcare professionals to home-care workers (HCWs). The purpose of this paper is to explore the impacts of task shifting on the quality of care provided to older adults from the perspectives of home healthcare workers. This qualitative study was completed in collaboration with a large home and community care organisation in Ontario, Canada, in 2010-2011. Using a purposive sampling strategy, semi-structured telephone interviews were conducted with 46 home healthcare workers including HCWs, home-care worker supervisors, nurses and therapists. Study participants reported that the most common skills transferred or delegated to HCWs were transfers, simple wound care, exercises, catheterisation, colostomies, compression stockings, G-tube feeding and continence care. A thematic analysis of the data revealed mixed opinions on the impacts of task shifting on the quality of care. HCWs and their supervisors, more often than nurses and therapists, felt that task shifting improved the quality of care through the provision of more consistent care; the development of trust-based relationships with clients; and because task shifting reduced the number of care providers entering the client's home. Nurses followed by therapists, as well as some supervisors and HCWs, expressed concerns that task shifting might compromise the quality of care because HCWs lacked the knowledge, training and education necessary for more complex tasks, and that scheduling problems might leave clients with inconsistent care once tasks are delegated or transferred. Policy implications for regulating bodies, employers, unions and educators are discussed.

Background Current Canadian evidence illustrating the health benefits and cost-effectiveness of caregiver-friendly workplace policies is needed if Canadian employers are to adopt and integrate caregiver-friendly workplace policies into their employment practices. The goal of this three-year, three study research project is to provide such evidence for the auto manufacturing and educational services sectors. The research questions being addressed are: What are the impacts for employers (economic) and workers (health) of caregiver-friendly workplace policy intervention(s) for full-time caregiver-employees? What are the impacts for employers, workers and society of the caregiver-friendly workplace policy intervention(s) in each participating workplace? What contextual factors impact the successful implementation of caregiver-friendly workplace policy intervention(s)? Methods Using a pre-post-test comparative case study design, Study A will determine the effectiveness of newly implemented caregiver-friendly workplace policy intervention(s) across two workplaces to determine impacts on caregiver-employee health. A quasi-experimental pre-post design will allow the caregiver-friendly workplace policy intervention(s) to be tested with respect to potential impacts on health, and specifically on caregiver employee mental, psychosocial, and physical health. Framed within a comparative case study design, Study B will utilize cost-benefit and cost-effectiveness analysis approaches to evaluate the economic impacts of the caregiver-friendly workplace policy intervention(s) for each of the two participating workplaces. Framed within a comparative case study design, Study C will undertake an implementation analysis of the caregiver-friendly workplace policy intervention(s) in each participating workplace in order to determine: the degree of support for the intervention(s) (reflected in the workplace culture); how sex and gender are implicated; co-workers’ responses to the chosen intervention(s), and; other nuances at play. It is hypothesized that the benefits of the caregiver-friendly workplace policy intervention(s) will include improvements in caregiver-employees’ mental, psychosocial and physical health, as well as evidence of cost-benefit and cost-effectiveness for the employer. Discussion The expected project results will provide the research evidence for extensive knowledge translation work, to be carried out in collaboration with our knowledge transition partners, to the employer/human resources and occupational health/safety target populations. Trial registration ISRCTN16187974 Registered August 25, 2016. Electronic supplementary material The online version of this article (10.1186/s12889-017-4722-9) contains supplementary material, which is available to authorized users.

Background The home and community care sector is one of the fastest growing sectors globally and most prominently in mature industrialized countries. Personal support workers (PSWs) are the largest occupational group in the sector. This paper focuses on the emotional health of PSWs working in the home and community care sector in Ontario, Canada. The purpose of this paper is to present evidence on the associations between PSWs’ life and work stress and organizational practices of full-time and guaranteed hours, and PSWs’ perceptions of support at work and preference for hours. Methods Data come from our 2015 survey of 1543 PSWs. Dependent variables are life and work stress. Independent variables are: objective organizational practices of full-time and guaranteed hours, and subjective organizational practices of perceived support at work, and preferred hours of work. Descriptive statistics, correlations and ordinary least square regression analyses with collinearity tests are conducted. Results Organizational practices of employing PSWs in full-time or guaranteed hours are not associated with their life and work stress. However, those who perceive support from their organizations are also the ones reporting lower life and work stress. In addition, those PSWs perceiving support from their supervisor report lower work stress. PSWs would like to work in their preferred hours, and those who prefer to work more hours report lower life and work stress, and conversely, those who prefer to work less hours report life and work stress. Conclusion For PSWs in home and community care, perceived support from their organizations and supervisors, and employment in preferred hours are important factors related to their life and work stress.

The objective of this paper is to analyze the impact of task shifting policy on personal support workers’ (PSWs) intention to stay in home care. Data were collected through interviews with 46 home care staff of a large home care organization in Ontario, Canada. Interviews were transcribed, coded, and a thematic analysis was conducted using a qualitative software package. Half of the study participants mentioned that task shifting increases PSWs’ intention to stay in home care, while less than a quarter commented that task shifting increases PSWs intention to leave. Results show that the implementation of task shifting policy in Ontario, Canada may contribute to personal support workers’ intention to stay; however, inadequate compensation may negatively affect intention to stay and should be addressed. We recommend policy-makers consider appropriate compensation to assist PSWs in effectively executing shifted tasks.

This study investigates how perceptions of positive and negative work/personal life linkages, by those in training to enter the midwifery profession, are associated with their intention to stay in ...

This study contributes to the emerging literature on immigrants’ life, job, and pay satisfaction by focusing on a relatively understudied aspect of the immigrant experience – satisfaction with pay and benefits. The purpose of the study is to first examine whether there are differences in satisfaction with pay and benefits between Canadian-born and immigrant workers, and if so, to then examine factors associated with immigrants’ pay and benefits satisfaction using discrepancy and equity theoretical frameworks. Immigrants are examined in four cohorts based on the year of arrival. We use Statistics Canada’s 2005 Workplace and Employee Survey (WES), which is a large Canadian dataset containing responses from both employers and employees enabling us to control for individual and workplace heterogeneity. Both descriptive and multivariate regression results found that, with the exception of the pre-1965 cohort, all immigrant cohorts report significantly lower pay and benefit satisfaction compared to Canadian-born workers. Further, we find that for Canadian-born workers, external and internal referents, non-wage benefits, and pay-for-performance are positively related to pay and benefit satisfaction, whereas pay-for-output is important for the 1986 to 1995 and 1996 to 2005 immigrant cohorts.We conclude that the lack of consistency in the factors contributing to pay and benefits satisfaction across Canadian-born and immigrant groups suggests that the theories and traditional models for pay and benefit satisfaction may not be as relevant when studying immigrants. We recommend that further studies of a qualitative nature tease out factors associated with immigrants’ pay and benefits satisfaction and contribute to the refinement of existing theories. The results can also assist human resource managers and government policy-makers to facilitate more successful integration and retention of immigrants., Cette étude se propose de contribuer à la littérature émergente sur la vie des immigrants, leur emploi et leur satisfaction par rapport à leur rémunération en se concentrant sur un aspect sous-étudié de leur expérience, soit leur satisfaction à l’égard de leur salaire et de leurs avantages sociaux. L’objectif de l’étude est d’abord d’examiner s’il existe une différence à l’égard de la satisfaction envers le salaire et les avantages sociaux entre les Canadiens d’origine et les travailleurs immigrants, et si oui, de se pencher sur les facteurs associés à la satisfaction des immigrants à l’égard de ces matières en ayant recours à des cadres d’analyses théoriques en matière d’équité et de discordance.Le groupe des immigrants est étudié en quatre cohortes selon leur année d’arrivée au Canada. Pour ce faire, nous nous servons des données de l’enquête de Statistique Canada intitulée « Enquête sur le milieu de travail et les employés » (EMTE) de 2005, laquelle constitue une vaste base de données de la part à la fois des employeurs et des employés, nous permettant de contrôler pour l’hétérogénéité tant des individus que du milieu de travail. Nos résultats d’analyses de régression descriptives et multivariées révèlent que, à l’exception de la cohorte pré-1965, toutes les autres cohortes d’immigrants font montre de façon significative d’une satisfaction à l’égard du salaire et des avantages sociaux moindre en comparaison des travailleurs d’origine canadienne. De plus, il ressort que pour les travailleurs d’origine canadienne, les référents tant à l’interne qu’à l’externe, les avantages autres que le salaire et la rémunération selon la performance sont positivement associés à la satisfaction à l’égard du salaire et des avantages sociaux, tandis que le salaire à la pièce ou selon la quantité produite demeure important pour les cohortes d’immigrants de 1985-1995 et 1996-2005. Nous en arrivons à la conclusion que le manque de consistance de la littérature en ce qui concerne les facteurs contributifs à la satisfaction à l’égard du salaire et des avantages sociaux entre groupes d’immigrants et de Canadiens d’origine suggère que les théories et les modèles traditionnels en la matière ne sont peut-être pas pertinents dans l’étude de la réalité des immigrants. Nous faisons la recommandation que les études à venir soient de nature qualitative afin de faire ressortir les facteurs associés à la satisfaction des immigrants à l’égard du salaire et des avantages sociaux et de contribuer au raffinement des théories existantes. Nos résultats peuvent également aider les gestionnaires en ressources humaines et les décideurs politiques afin de faciliter une intégration et une rétention plus efficace des immigrants dans les milieux de travail., Este estudio contribuye a la literatura emergente sobre la satisfacción de los inmigrantes respecto a la vida, el trabajo y la remuneración, focalizando para ello en aspectos relativamente poco estudiados de la experiencia – satisfacción de los inmigrantes respecto a la remuneración y los beneficios. El propósito del estudio es, primero, de examinar si hay diferencias en cuanto a la satisfacción de la remuneración y de los beneficios entre los trabajadores canadienses de nacimiento y los trabajadores inmigrantes, y en caso afirmativo, examinar entonces los factores asociados la satisfacción de los inmigrantes sobre la remuneración y los beneficios con la ayuda de marcos teóricos de discrepancia y equidad.Los inmigrantes son analizados en cuatro cohortes según el año de llegada. Se utiliza la Encuesta del empleo y de los centros laborales 2005 de Estadísticas Canadá; una vasta base de datos que contiene respuestas de empleadores y empleados que nos ha permitido controlar la heterogeneidad de individuo y de lugar de trabajo. Los resultados descriptivos y de regresión multivariante demuestran que, con la excepción de la cohorte pre-1965, todas las cohortes de inmigrantes reportan niveles de satisfacción significativamente más bajos respecto a la remuneración y los beneficios comparativamente a los trabajadores canadienses de nacimiento. Se constata, además, que en el caso de los trabajadores canadienses de nacimiento, los referentes externos e internos, los beneficios no monetarios y la remuneración ligada al rendimiento son positivamente vinculados a la satisfacción de la remuneración y de los beneficios, mientras que el pago según resultados es importante por las cohortes de inmigrantes 1986-1995 y 1996-2005.Se concluye que la perdida de consistencia de los factores que contribuyen a la satisfacción de los canadienses de nacimiento y de los inmigrantes respecto a la remuneración y los beneficios sugieren que las teorías y los modelos tradicionales sobre la satisfacción de la remuneración y de los beneficios pueden ser no pertinentes cuando se trata de analizar la situación de los inmigrantes. Se recomienda que estudios ulteriores de naturaleza cualitativa diluciden los factores asociados a la satisfacción de los inmigrantes sobre la remuneración y los beneficios y contribuyan al refinamiento de las teorías existentes. Los resultados pueden ayudar también los responsables de recursos humanos y los responsables de políticas gubernamentales para favorecer el éxito de la integración y de la retención de inmigrantes.

Using Statistics Canada’s Workplace and Employee Survey (WES) data for 2003 and 2004, this research note addresses an important component of labour market retention by investigating whether the presence of workplace child care and elder care programs influences employees’ decision to quit. The key findings are as follows: (a) workplace elder care support is almost non-existent in Canada; (b) employees are more likely to remain with an organization that offers workplace child care support programs; and (c) those employees who actually use the workplace child care support are even more likely to stay with the organization. We suggest that future research should assess whether the particular support programs themselves ‘cause’ employees to stay, or whether there are other factors (within organizations offering these support programs) that account for the retention.

This study tests the impact of work intensification on work stress, job satisfaction, and intention to stay focusing on personal support workers. Work stress and job satisfaction are the mediating ...

This paper examines the availability of employer offered childcare and eldercare support in Canada. In addition, the associations between these support programs, gender and voluntary and involuntary part-time work are also examined. Using Statistics Canada’s 2003 Workplace and Employee Survey, results show that employer offered childcare programs exist in a very small number of workplaces, and eldercare support programs are almost nonexistent. Moreover, women are less likely than men to be offered family support programs. Voluntary and involuntary part-time workers are less likely to be offered family support programs than full-time workers. We argue that if individuals are going to receive assistance for childcare and eldercare, that assistance is more likely going to come from the government as opposed to employers. We suggest publicly funded universal family support programs to assist workers., Cet essai s’intéresse aux questions suivantes : Que font les employeurs pour aider les travailleurs ? Offrent-ils des programmes d’aide à la famille à leurs salariés ? Est-ce que le sexe du salarié et son statut d’emploi (à plein temps, à temps partiel involontaire ou volontaire) sont liés aux programmes d’aide offerts par l’employeur ? Pour répondre à ces questions, nous avons retenu les données uniques de l’Enquête sur le milieu de travail et les employés (EMTE) de Statistique Canada (2003). Nous avons analysé l’ampleur des programmes d’aide offerts par l’employeur et vérifié l’existence ou non de liens entre ces programmes, le sexe et le statut d’emploi. Dans l’Enquête, l’aide offerte pour la garde des enfants est définie par la présence de services de garde sur les lieux de travail, l’assistance auprès de fournisseurs et l’assistance pour des aménagements informels. L’aide offerte par l’employeur pour les soins aux personnes âgées est définie comme de l’aide pour l’obtention de services de soins aux aînés. Pour une assise théorique à cet essai, nous avons intégré deux cadres de référence complémentaires : le modèle des choix stratégiques des organisations (Galbraith, 1977) et la théorie des systèmes de relations industrielles (Dunlop, 1958). Nous soutenons qu’un pourcentage élevé d’employeurs offrant des programmes d’aide aux soins des enfants et des aînés indiqueront le soutien qu’ils donnent à leurs salariés dans la réalisation d’un équilibre travail-famille. Nous ne prévoyons pas que le sexe soit associé à l’offre de services de soutien à la famille par les employeurs. Nous anticipons que les travailleurs à plein temps, ceux qui constituent le groupe noyau, se voient vraisemblablement offrir des programmes d’aide à la famille, mais que les travailleurs à temps partiel (volontaire et involontaire) ne se voient probablement pas offrir de tels programmes de soutien.Comme on peut le voir à la figure 1, environ le tiers des employés reconnaissent se voir offrir une forme ou une autre d’aide à la famille. Dans la même foulée, quand on demande à ces personnes si l’employeur offre ou non de l’aide aux soins des enfants, une sur cinq donne une réponse positive et dans l’ensemble des répondants, ces travailleurs représentent seulement sept pour cent. Quant à l’aide aux aînés, douze pour cent des travailleurs se sont vus offrir un tel type d’aide et ils représentent quatre pour cent de l’ensemble des répondants. La faible proportion des employeurs offrant ces programmes est un indice de la faible priorité que les employeurs accordent à l’équilibre travail-famille chez leurs employés. Ceux qui se sont vus offrir de l’aide pour le soin des enfants se situent plus du côté des employés masculins et à plein temps et moins du côté des salariés à temps partiel volontaire ou non. La proportion de ceux à qui on a offert des soins aux personnes âgées est la même, sauf pour les temps partiels involontaires où elle moindre encore.Dans le modèle multivarié, le facteur sexe est significativement lié au fait chez les employeurs d’offrir de l’aide pour le soin des enfants, la proportion des femmes se voyant offrir cette forme d’aide étant du tiers moindre que celle des hommes, toute chose étant égale par ailleurs. Les travailleurs à temps partiel volontaire ou non ont moins de probabilité de se voir offrir de l’aide pour le soin aux enfants que ceux à temps plein, mais cet écart est significatif seulement pour les temps partiels involontaires. Nous ne pouvons pas fournir une analyse pour l’aide aux personnes âgées, parce que les employeurs y donnant accès constituent une trop faible proportion de l’ensemble, et dans quelques cas, négligeable. La figure 1 et le tableau 1 illustrent clairement l’ampleur extrêmement limitée de l’offre d’aide pour les personnes âgées chez les employeurs dans les établissements au Canada.Il semble que l’expérience des quatre dernières décennies de l’entrée des femmes issues de la classe moyenne sur le marché du travail avec rémunération et les rôles rattachés au sexe dans la famille n’ont pas engendré de changements dans les lieux de travail. Les structures de la famille ont changé : les couples à double revenus ont augmenté en nombre, les gains chez les femmes ont constitué une part significative du revenu familial en élevant souvent la famille au statut de classe moyenne, et les hommes ont accepté plus de responsabilités dans le domaine de l’éducation des enfants et des soins aux personnes âgées. Tous les travailleurs ont besoin à une certaine période de leur vie d’une aide pour les soins aux enfants et aux personnes âgées. Ce support est crucial si on s’attend à ce que la population dans la force de l’âge s’adonne pleinement à du travail rémunéré. Des politiques qui facilitent l’équilibre travail-famille sont nécessaires et de telles politiques vont prendre une allure critique dans l’avenir, quand, en plus des soins aux enfants, la population qui aura besoin de soins va augmenter par rapport à celle des travailleurs fournisseurs de soins. On peut également soutenir qu’aujourd’hui, dans un environnement de mondialisation, on ne peut s’attendre à ce que les employeurs au Canada fournissent des programmes de support à la famille, même lorsque de tels programmes sont désirés par leurs employés.Selon notre vision de choses, il est temps de considérer les soins aux enfants et aux personnes âgées comme des responsabilités sociales plutôt que des responsabilités incombant à des personnes en particulier et même à des entreprises. Nous sommes en faveur de programmes de support à la famille qui auraient un caractère universel et seraient financés par les gouvernements. Les enfants forment l’avenir d’une société et les personnes âgées ont déjà contribué à son édification; ces deux groupes méritent que le système s’en occupe au moment où ils sont dans le besoin. Il existe au Canada une certaine forme de support dans le cas des personnes âgées, quoiqu’elle ne répond pas tout à fait à la demande, de même que l’aide aux soins des enfants dans le reste du Canada ne rejoint pas celle offerte au Québec. Malheureusement, la volonté politique de formuler des recommandations de politiques publiques manque encore au Canada. Étant donné les intérêts des pays industrialisés et ceux des organisations gouvernementales eu égard au travail à temps partiel et à l’équilibre travail-famille, les conclusions que nous présentons ici peuvent servir de guides à d’autres pays qui envisagent d’apporter des solutions aux préoccupations d’un équilibre travail-famille., Este documento estudia la capacidad de los empleadores de ofrecer apoyo al cuidado de los niños y de los ancianos en Canadá. Se examina además las asociaciones entre estos programas de apoyo, el género y el trabajo parcial voluntario e involuntario. A partir de los datos de la Encuesta 2003 de Estadísticas Canadá sobre los centros de trabajo y el empleo, los resultados muestran que existen muy pocos empleadores que ofrecen programas de guardería de niños y que los programas de apoyo al cuidado de ancianos son inexistentes en la mayoría de casos. Los trabajadores a tiempo parcial, voluntarios o no voluntarios, parecen beneficiar en menor medida de los programas de apoyo a la familia, comparativamente a los trabajadores a tiempo completo. Se argumenta aquí que si los individuos van a recibir asistencia para el cuidado de niños o de ancianos, dicha asistencia va provenir sobre todo del gobierno y en menor medida de parte de los empleadores. Se sugiere fondos públicos para los programas universales de apoyo a la familia en ayuda a los trabajadores.

This research focuses on those working weekends and also having a workweek of 20 hours or less, which we define as having a weekend-based short workweek (WBSW). The purpose of this paper is to examine the characteristics of workers with a WBSW, with emphasis on gender, family status, and work–life balance. To our knowledge, this is the first study examining work schedules having overlapping characteristics of both weekend work and part-time hours. The country of research for this study is Canada. We found that workers with a WBSW are more likely to be female, but less likely to be married or have dependent children. They are also more likely to be younger, less educated, less experienced, and low-waged. Nonetheless, job satisfaction among those with a WBSW is only slightly lower than those without one. Moreover, we found a group of older, married females with high job satisfaction notwithstanding having a WBSW. We presume that some have managed to balance the substantial work, economic, and family obligat...

The purpose of this paper is to examine the associations between casualized employment and turnover intention in home care. Casualized employment refers to employment conditions of non-permanent contracts, part-time or casual hours, involuntary hours, on-call work, split shifts, pay per visit, and hourly pay with variable hours. Casualized employment also refers to perceived employment insecurity and labour market insecurity. Data are from a survey of 991 visiting nurses, therapists and home support workers in a medium-sized city in Ontario, Canada. Results show that, controlling for many other factors, casual hours and perceived employment insecurity and labour market insecurity are positively and on-call work is negatively associated with home care workers’ turnover intention. Non-permanent contract, part-time hours, involuntary hours, split shifts, and non-salaried pay are features of the market-modelled home care work environment and therefore may not be associated with turnover intention. Results provide evidence on the effects of casualized employment strategies on home care workers’ turnover intention.

Office home care workers provide support to visiting staff, although their work tends to be invisible in many respects. This paper focuses on managers, supervisors, coor dinators, case managers and office administrative staff in home care. We examine the effects of workplace flexibility and worker insecurity on office home care workers' occupational health, particularly their self-reported stress and musculoskeletal disorders. Data come from our survey of 300 home care office staff in a mid-sized city in Ontario. Results show that workers' perceptions of insecurity are positively associated with musculoskeletal disorders but not workplace flexibility measures. We recommend that managers and other decision-makers in the home care field pay attention to the perceptions of workers' insecurity in initiating workplace flexibility measures.

This article focuses on the associations between on-the-job training and new information technology, innovation introduced in the workplace, and competition experienced by the workplace. The study uses Statistics Canada's 2001 Workplace and Employee Survey, a Canada-wide survey of employers and employees. Only about a third of Canadian workers receive on-the-job training. Multivariate results show that innovation introduced in the workplace is significantly associated with providing on-the-job training. To a lesser extent, implementing new information technology and experiencing competition are also positively associated with on-the-job training. Economic growth and prosperity as well as inclusion and equality can be achieved by providing opportunities for workers to learn and develop their skills and abilities. We recommend governments to support workplaces and workers in their initiatives for the broader-focused on-the-job training since it is a social good that will benefit the society as well as the workers and their workplaces.

Preserving a viable workforce is contingent upon recruiting and retaining more young people and persuading older workers to remain with the organization. The success of these efforts may depend on offering appropriate incentives to workers in different age cohorts. Although only limited research has been carried out on the topic, findings have consistently shown that the workforce consists of generational groups with different attributes and priorities. This mixed-methodology study uses survey and focus group results to explore some of the differences among age cohorts of nurses in three Canadian hospitals. The research revealed significant differences in career commitment; affective, normative, and continuity commitment to the organization; job satisfaction; stress and emotional exhaustion; depersonalization; personal accomplishment; and propensity to leave the hospital. This article concludes with recommendations for policies that address the needs of nurses of different ages.

This article examines promotion experiences of workers in nonstandard employment as compared to those in regular full-time employment. Since females dominate non-standard employment, we analyse the female and male labour forces separately. Non-standard employment refers to regular part-time, temporary full-time, and temporary part-time employment. Data comes from the Workplace and Employee Survey (1999) of Statistics Canada. Results are generalized to Canadian workers. Results show that within the female labour force, workers in all three types of non-standard employment are less likely to be promoted than workers in regular full-time employment. Within the male labour force only those in temporary part-time employment are less likely to be promoted. Working in regular part-time or temporary full-time contracts has no impact on promotion for male workers. Overall results suggest that all three types of non-standard work adversely affect females' promotion experiences but for males only those in temporary part-time jobs are adversely affected.

Health sector reform of the 1990s affected most health care workers in Ontario and in other provinces. As a result of organizational changes, many workers experienced work intensification. This paper examines the associations between work intensification, stress and job satisfaction focusing on nurses in three teaching hospitals in Ontario. Data come from our 2002 survey of 949 nurses who worked in their employing hospital since the early 1990s when the health sector reform era began. Results show that nurses feel their work has intensified since the health sector reform of the 1990s, and work intensification contributed to increased stress and decreased job satisfaction. Results provide empirical support to the literature which suggests that work intensification has an adverse effect on workers’ health and well-being, and work attitudes., Les changements organisationnels apportés dans les années 80 et 90 ont contribué à l’intensification du travail dans les pays industrialisés (Green, 2004; Lapido et Wilkinson, 2002). Des recherches effectuées dans des pays européens et sept pays membres de l’OCDE démontrent que la satisfaction au travail est stable ou en déclin (Clark, 2005) et que l’intensification du travail est l’un des facteurs contribuant au déclin de la satisfaction au travail (Green et Tsitsianis, 2005). Au Canada, aucune étude ne s’est intéressée au lien entre la satisfaction au travail et l’intensification du travail. Toutefois, deux récents sondages indiquent qu’un travailleur canadien sur dix n’est pas satisfait au travail (Catlin, 2001; WES Compendium, 2001).Les changements organisationnels constituent communément une source d’intensification du travail (Green, 2004). Les organisations du secteur de la santé ont subit de nombreux changements organisationnels depuis le début des années 90 (CHSRF, 2000). Le personnel infirmier a été très affecté par les réformes du secteur de la santé. Plusieurs infirmières et infirmiers ont été mis à pied et le personnel restant a dû mettre les bouchées doubles pour prendre en charge le surplus de travail occasionné par ces départs involontaires (O’Brien-Pallas et al., 2004). Les réformes du secteur de la santé reposant sur de petits budgets peuvent avoir de lourdes conséquences pour le personnel : leur travail peut s’intensifier, devenir plus exigeant et stressant (Wetzel, 2005a), amenant une baisse de la satisfaction au travail.L’objectif de cette étude est d’examiner le lien entre l’intensification du travail, le stress et la satisfaction au travail. Notre étude contribue à l’avancement des connaissances en gestion des ressources humaines en examinant l’une des conséquences de la réforme du secteur de la santé, c’est-à-dire l’intensification du travail, sur la santé et le bien-être du personnel infirmier et sur son attitude envers son emploi. Dans un contexte de pénurie de main-d’oeuvre dans le secteur de la santé et d’un besoin grandissant de services infirmiers, notre étude porte précisément sur la satisfaction au travail des infirmières et infirmiers et est ainsi importante et d’actualité. Les données de cette étude ont été recueillies auprès de 949 infirmières et infirmiers déjà en emploi avant l’implantation de la réforme du secteur de la santé travaillant dans trois hôpitaux universitaires de l’Ontario. Toutes les infirmières et infirmiers de ces établissements ont été sélectionnés pour l’étude. Au total, 1 396 d’entre eux ont participé à l’étude, représentant un taux de réponse de 52 %. Le New Health Care Worker Questionnaire (des auteurs) est l’outil ayant servi à amasser les données. La variable dépendante, la satisfaction au travail, a été mesurée à partir du Spector’s 1985 Job Satisfaction Survey (JSS) (1997). Les deux sous-échelles sont la satisfaction liée aux avantages pécuniaires et la satisfaction liée à l’emploi et à l’environnement de travail. L’intensification du travail est la variable indépendante de notre étude. Il n’y pas d’outil mesurant l’intensification du travail faisant consensus (Burchell, 2002; Green, 2004). Nous avons utilisé dans cette étude un outil mesurant la perception d’une intensification du travail que nous avons nous-mêmes développé. Cet outil stipule l’énoncé suivant : « Il y a eu plusieurs changements dans le système de santé depuis le début des années 90. En comparant le temps présent et le début des années 90, veuillez indiquer votre accord ou désaccord avec chacun des énoncés ». Les énoncés sont : « mon travail s’est intensifié; ma charge de travail a augmenté; les infirmières et infirmiers doivent traiter plus de patients par quart de travail; je fais de plus en plus de travail pour lequel je ne reçois pas de rémunération; il y a moins de leaders parmi le personnel infirmier; et la complexité des cas à traiter a augmenté ». Les réponses ont été recueillies à partir d’une échelle de type Likert à cinq niveaux allant de 1 : « je suis tout à fait en désaccord », à 5 : « je suis tout à fait en accord » et les résultats ont été additionnés pour créer l’échelle mesurant l’intensification du travail. Nous avons effectué une analyse factorielle utilisant la méthode d’extraction de l’analyse de la composante principale (Principal Component Analysis). Une composante principale fut extraite. L’échelle de mesure de l’intensification du travail démontre une forte fiabilité de l’outil grâce à un alpha de Cronbach de 0,80 (voir le tableau 1 de l’article). Pour ce qui est de la cohérence externe de l’outil de mesure, notre échantillon est comparable à celui d’autres études qui ont trouvé une intensification plus grande du travail dans le secteur de la santé et des services sociaux (Boisard et al., 2003b), pour les femmes (Burchell et Fagan, 2002) et pour les travailleurs du secteur public (Green, 2004). Le Symptoms of Stress Scale (Denton et al., 2002b) est la variable modératrice dans cette étude.Les résultats démontrent que le personnel infirmier est dans une certaine mesure satisfait des avantages pécuniaires (M = 33,7; S.D. = 6,5) et modérément satisfait de son emploi et de son environnement de travail (M = 76,6; S.D. = 11,1). Il existe une perception généralisée que le travail s’est intensifié durant la dernière décennie (M = 24,2; S.D. = 3,9) et le personnel infirmier se sent stressé (M = 32,5; S.D. = 7,9). En contrôlant la satisfaction à l’égard des avantages pécuniaires, l’intensification du travail et le stress sont significativement et négativement corrélés (–0,343; p ≥ .01 et –0,502; p ≥ .01, respectivement). Le modèle global (voir le tableau 3, colonne 4 de l’article) démontre que le stress est significativement et négativement associé à la satisfaction liée aux avantages pécuniaires et que le stress a un effet modérateur partiel sur l’intensification du travail. Le modèle de la satisfaction liée aux avantages pécuniaires est sain, expliquant 29 % de la variance. Tel que présenté, dans le modèle global (tableau 4, colonne 4 de l’article), le stress a un effet modérateur sur l’intensification du travail en relation avec la satisfaction liée à l’emploi et à l’environnement de travail. Il est intéressant de noter que notre modèle de la satisfaction liée à l’emploi et à l’environnement de travail explique à lui seul près de 68 % de la variance totale.Notre étude confirme les prédictions de Wetzel (2005a) quant au personnel infirmier et démontre que la perception de l’intensification du travail est un facteur significatif contribuant à augmenter le niveau de stress chez les infirmières et infirmiers. Ce stress, en retour, affecte négativement leur satisfaction au travail. Considérant que l’attraction et la rétention du personnel travaillant dans le secteur de la santé est le défi le plus important posé aux gestionnaires du système de santé canadien, nos résultats sont importants. Ils expliquent pourquoi le personnel infirmier se sent stressé et comment ce stress contribue à diminuer leur satisfaction au travail. Nous recommandons fortement aux décideurs de tous les niveaux, et en particulier à ceux qui élaborent les politiques, de porter une attention particulière aux effets à long terme occasionnés par les décisions stratégiques qu’ils prennent concernant leurs personnels., La reforma del sector de salud de los años 1990 afectó la mayoría de los trabajadores de la salud en Ontario y otras provincias. Como resultado de los cambios organizacionales, muchos trabajadores experimentaron intensificación del trabajo. Este documento examina las asociaciones entre intensificación del trabajo, estrés y satisfacción del trabajo focalizando la situación de las enfermeras en tres hospitales de enseñanza en Ontario. Los datos provienen de nuestra encuesta administrada en 2002 a 949 enfermeras que trabajaban en esos hospitales desde los comienzos de los años 90 cuando la reforma del sector salud comenzaba. Los resultados muestran que las enfermeras sienten que su trabajo se ha intensificado con la reforma del sector de los años 1990 y que la intensificación del trabajo contribuye a incrementar el estrés y disminuir la satisfacción del trabajo. Los resultados proveen soporte empírico a la literatura que sugiere que la intensificación del trabajo tiene un efecto adverso en la salud y el bienestar de los trabajadores y en las actitudes en el trabajo.

In this comparative study of Finland and Canada, we use representative data to examine work environments in fixed-term and permanent jobs. Results are similar for all workers regardless of whether they are employed on fixed-term or permanent contracts. All workers feel their working hours are inflexible, but feel they have control over the tasks they perform and they have low risk of accident. The only difference is in the feelings of job insecurity: fixed-term workers, in both Finland and Canada, feel more insecure than those in permanent jobs. Our findings indicate that the global trends in flexibility and insecurity permeate all workers.

Responding to increasing health-care costs, deficit financing and the aging of the population, many OECD nations are exploring new cost-efficient health-care models. One such model, designed to manage the home-based health-care system through the application of quasi-market principles has been adopted by the province of Ontario. Findings from a case study of 835 Ontario home-care workers indicate that a market-modelled approach to health-care restructuring may be leading to decreased levels of job satisfaction and a greater propensity to leave among workers in the home-care sector.

This article explores the relationship between job and work quality and argues that while it is important to examine job quality, to understand workers' experiences fully, the focus should be on the broader concept of work quality, which places the job against its wider socio-economic context. Based on the experiences of 88 rural workers gathered via interviews in Newfoundland and Ireland, it appears that the same or similar jobs can be regarded very differently depending upon the context in which they are embedded, as people at different locations and/or stages of life have an individual set of aspirations, expectations and life experiences. The study found that the factors that affect work quality are moulded by broader aspects of life - family, friends, community, lifestyle and past experiences - that shape an individual. Refereed/Peer-reviewed

Task shifting, which involves the transfer of care work from regulated health-care professionals to home care workers (HCWs), is a strategy to ensure the efficient delivery of home care services in Canada and internationally. Using a feminist political economy approach, this paper explores the effects of task shifting on HCWs' skills. Task shifting may be understood as a form of downward substitution-and an effort to increase control over workers while minimizing costs-as some of health-care professionals' responsibilities are divided into simpler tasks and transferred to HCWs. Our interviews with 46 home health-care providers in Ontario, which focused explicitly on HCWs' role in care provision, problematize the belief that "low skilled" care workers have little control over their work. HCWs' skills become more complex when they do transferred tasks, and HCWs sometimes gain greater control over their work. This results in increased autonomy and mastery for many HCWs. In turn, this serves to reinforce the intrinsic rewards of care work, despite the fact that it is low paid and undervalued work.

Nursing human resources are limited; thus, effective deployment of personnel is essential to optimize staff capacity. The nursing profession competes for staff in environments where human capital is at a premium. To maximize recruitment and retention, it is imperative that nurses' work preferences be taken into account.

La liberté de réunion et le droit d'association sont des droits fondamentaux inscrits dans la constitution de nombreux pays et dans les déclarations, les chartes et les conventions adoptées par les organisations internationales. Parmi celles-ci, les normes de l'Organisation internationale du travail (OIT) constituent les lois intentionnellement acceptées en matière de travail et de relations professionnelles.Les normes de l'OIT prennent la forme d'une convention ou d'une recommandation. La ratification d'une convention entraine l'influence directe des normes de l'OIT puisqu'elle requiert que les lois nationales soient conformes aux normes ratifiées. La référence aux conventions ratifiées ou non dans les conventions collectives, les plaintes formulées par les syndicats ou les associations d'employeurs aux organismes de surveillance de l'OIT en matière de non-respect de la liberté d'association de même que la référence aux normes de l'OIT par les tribunaux en vue de clarifier et de définir l'extension de la législation nationale traduisent une influence directe des conventions de l'OIT. La convention de l'OIT relative à la liberté d'association (convention numéro 87) a influencé les lois canadiennes du travail avant et après sa ratification. Avant celle-ci, il a fallu que le gouvernement fédéral consulte les provinces de façon à ajuster les lois du travail aux dispositions de la convention. L'influence directe de la convention numéro 87 s'est poursuivie après la ratification par le processus des rapports. Les rapports effectués auprès du Comite des experts concernant l'application des conventions et des recommandations de même que les recommandations du Comite des experts demandant de modifier les lois ont façonné les relations professionnelles et la loi au Canada.Les décisions du Comite sur la liberté d'association ont aussi influence les relations entre les employeurs et les travailleurs. Les décisions récentes du Comite sur la liberté d'association en matière de violation des droits syndicaux dans quelques provinces ont apporte un appui moral aux syndicats et gêne quelques gouvernements provinciaux comme celui de l'Ontario, mais elles n'ont eu que peu de poids auprès d'autres gouvernements provinciaux tels que la Colombie-Britannique, Terre-Neuve et l’Alberta.Les syndicats et les gouvernements en tant qu'employeurs devraient respecter les décisions de l'OIT du fait que celles-ci portent un jugement mondial sur les problèmes de relations professionnelles au Canada. Les critiques de l'OIT devraient être bien reçues par les gouvernements non seulement parce qu'elles émanent d'un organisme international neutre, mais parce que les politiques et les recommandations favorisent l'idéologie capitaliste et qu'elles visent à améliorer les conditions de vie et de travail des travailleurs en demeurant dans les limites du système capitaliste.Les critiques de l'OIT devraient être considérés comme une critique générale de la politique canadienne dans le domaine du travail. Étant donné que le Canada en tant qu'État fédéral doit obtenir l'assentiment de toutes les provinces avant de ratifier une convention, toutes les provinces et le gouvernement fédéral sont dans l'obligation de l'appliquer globalement. En outre, le gouvernement fédéral se doit d'aviser l'ensemble des provinces d'assurer l'application des conventions sur la liberté d'association., The author analyzes the impact of the International Labour Organization 's Freedom of Association Standards on Canadian labour legislation in the last decade.

Le nombre d'employés à temps partiel augmente au Canada comme ailleurs. La littérature sur le sujet évoque inmanquablement l'économie dans les coûts de main-d'oeuvre, la flexibilité et le sexe des salariés comme facteurs importants pour l'embauche de salariés à temps partiel. Bien que la littérature suggère certains énoncés généraux sur les motifs d'embauché des salariés à temps partiel, une étude réalisée au niveau sectoriel, touchant les entreprises syndiquées, pourrait lever le voile sur des motifs différents d'une branche d'activité à une autre. Le présent article vise à examiner, secteur par secteur, les motifs retenus par les employeurs pour l'engagement d'employés à temps partiel assujettis à des conventions collectives. Les données utilisées dans cette enquête ont été recueillies auprès de 172 entreprises ontariennes liées par des conventions collectives qui couvrent des employés à temps partiel.À partir d'un relevé de la littérature et d'entrevues auprès des représentants des employeurs et des syndicats, nous avons établi une liste des motifs pouvant justifier l'engagement d'employés à temps partiel: salaires et avantages sociaux moindres, flexibilité dans l'aménagement des horaires et dans les décisions associées à l'embauchage, évolution de la situation économique, préférence des employés pour le travail à temps partiel, caractéristiques personnelles des salariés et, enfin, indisponibilité de travailleurs à temps plein. Les résultats de l'enquête ont révélé que dans les secteurs des soins de santé, de l'éducation et du commerce au détail, la flexibilité dans l'aménagement des horaires de travail était considérée comme la raison la plus importante de l'engagement des temps-partiels, alors que dans le secteur hôtelier, l'indisponibilité de salariés à temps plein en était la principale raison. Cependant, dans les secteurs des soins de santé et de l'éducation, on estimait que la préférence des employés pour le temps partiel était aussi relativement importante, alors que dans l'hôtellerie et le commerce au détail on attachait plus de poids à la flexibilité dans les décisions relatives à l'embauchage et aux économies en matière de traitements et d'avantages sociaux., This exploratory study examines, on a sectoral basis, employers' reasons for hiring part-time workers covered by collective agreements. The data for the study were collected from a survey of employers in Ontario. The results revealed that in the health care, education and retail trade sectors flexibility in scheduling work was considered as the most important reason for hiring part-time workers, but in the hospitality sector, the unavailability of full-time labour was the most important reason. While the health care and education sectors considered employees' preference for part-time work also as relatively important, the hospitality and retail trade sectors placed more emphasis upon flexibility in employment décisions andsavings in wages and benefits.

This study seeks to understand the role of demographic structure of the society as it pertains to the group size (i.e., number of group members) and individuals’ intersecting identities in shaping employment inequalities. Integrating homophily, intersectionality, and theory of minority group threat, we examine the likelihood of employment and level of employment income of individuals with varying immigrant and disability statuses. Our data consists of three Statistics Canada datasets: the 2001 and 2006 waves of the Participation and Activity Limitation Survey (PALS) linked with the 2001 and 2006 Censuses, and the 2012 Canadian Survey on Disability (CSD) linked with the 2011 National Household Survey 2011. We conduct our analysis by examining the following sub-groups: Canadian-born with no disabilities (CnD), immigrants with no disabilities (InD), Canadian-born with disabilities (CwD), and immigrants with disabilities (IwD). Consistent with the theory of minority group threat and intersectionality, we find...

A group of researchers from humanities, business, geography and rehabilitation science at McMaster University carried out a qualitative research study involving persons with disabilities in a south-western Ontario community. The study examined how persons with disabilities defined positive work environments both in paid work and volunteer activity. The study used a framework of organizational factors, social factors; social supports outside the workplace and individual characteristics. The study found that participants stressed the importance of positive attitudes, respect, understanding, communication and education as key components.

This paper examines the associations between self-reported musculoskeletal disorders (MSDs) and work factors and injuries among home care workers. Based on 99 focus group participants and 892 survey respondents, results show a high level of MSDs among both visiting and office home care workers. While visiting home care workers tend to feel pain in the back, office workers tend to report pain in the neck and shoulder. Hazards in clients' homes, injuries moving clients and stress are associated with self-reported MSDs for visiting home care workers. Repetitive tasks and stress are associated with self-reported MSDs for office home care workers. Age and months in the profession have no affect on self-reported MSDs.

RÉSUMÉL'objectif de cette communication est d'explorer les problèmes de santé occupationnelle qui touchent les employés des agences de soins à domicile. Les résultats d'un sondage et de groupes de discussion menés auprès de 892 employés de bureau et employés itinérants de trois agences de soins à domicile sans but lucratif montrent que les employés des agences de soins à domicile présentent un degré élevé de stress, de fatigue et d'épuisement. Ce stress relié au travail est particulièrement ressenti par les cadres, les infirmières et les thérapeutes. Lorsqu'on les compare aux résultats de l'Enquête sur la santé des Canadiens, on note que les employées des agences de soins à domicile sont plus susceptibles que la moyenne des travailleuses de souffrir d'allergies, d'asthme, d'arthrite ou de rhumatismes, de problème de dos, de haute pression, de migraines et de blessures reliées au travail. Plusieurs employées d'agences de soins à domicile signalent des douleurs ou des malaises dans plusieurs parties du corps. Les employées itinérantes de ces agences souffrent d'entorses ou de foulures, de luxations, de fractures et d'ecchymoses consécutives au fait qu'elle doivent soulever ou déplacer des patients, se pencher ou forcer, ou qu'elles font des chutes accidentelles. Elles souffrent également davantage de microtraumatismes répétés et ont davantage d'accidents d'automobiles. Le personnel de bureau des agences souffre de microtraumatismes répétés et de problèmes respiratoires. La communication aborde les conséquences pour l'établissement des politiques et la recherche.