Decent work housebound: Recovery experiences of parents during the pandemic

The International Labor Organization considers that gender equality and hours for free time and adequate rest are part of the essential dimensions of decent work. This work aims to analyze parents' reinvigorating experiences in the situation of mandatory telework, controlled by job satisfaction. The research has been developed in Brazil, one of the countries most affected by the extension of the confinement entailing from political and economic decisions that have worsened the health crisis. The survey was responded to by 535 respondents, of which 286 were parents. Results show higher means between parents in experiences of relaxation, mastery, control, and psychological detachment. Although considered a high-protective strategy, the latter is little used by both parents. Another tendency found in the results is that children's presence at home negatively affects mothers more than fathers regarding job satisfaction with mandatory telework entailing from the pandemic. Balancing work and family is not an easy equation. It is even worse in a society where women, mainly mothers, blame themselves when they want to relax or decide to take on challenging activities. In the social light, it seems unsustainable to have more responsibility for family care, and this responsibility is not followed by recovery

Decent work housebound: Recovery experiences of parents during the pandemic

The International Labor Organization considers that gender equality and hours for free time and adequate rest are part of the essential dimensions of decent work. This work aims to analyze parents' reinvigorating experiences in the situation of mandatory telework, controlled by job satisfaction. The research has been developed in Brazil, one of the countries most affected by the extension of the confinement entailing from political and economic decisions that have worsened the health crisis. The survey was responded to by 535 respondents, of which 286 were parents. Results show higher means between parents in experiences of relaxation, mastery, control, and psychological detachment. Although considered a high-protective strategy, the latter is little used by both parents. Another tendency found in the results is that children's presence at home negatively affects mothers more than fathers regarding job satisfaction with mandatory telework entailing from the pandemic. Balancing work and family is not an easy equation. It is even worse in a society where women, mainly mothers, blame themselves when they want to relax or decide to take on challenging activities. In the social light, it seems unsustainable to have more responsibility for family care, and this responsibility is not followed by recovery

International Perspectives on the Legal Environment for Selection

Perspectives from 22 countries on aspects of the legal environment for selection are presented in this article. Issues addressed include (a) whether there are racial/ethnic/religious subgroups viewed as "disadvantaged,” (b) whether research documents mean differences between groups on individual difference measures relevant to job performance, (c) whether there are laws prohibiting discrimination against specific groups, (d) the evidence required to make and refute a claim of discrimination, (e) the consequences of violation of the laws, (f) whether particular selection methods are limited or banned, (g) whether preferential treatment of members of disadvantaged groups is permitted, and (h) whether the practice of industrial and organizational psychology has been affected by the legal environmen

Updated perspectives on the international legal environment for selection

International audienc

The Contributions of Organizational Justice Theory to Combating Discrimination

International audienceAfter reviewing the concepts of organizational justice, we present Stone-Romero and Stone’s (2005) model linking these concepts to discrimination. We then review research showing the relevance of organizational justice concepts to understanding applicant reactions during the hiring process, and focus on research comparing minority and majority group reactions. We describe studies conducted in the United States as well as studies we conducted comparing individuals of North African origin to those of the French majority group. Our results indicate that the North African group generally has more negative perceptions of the fairness of selection procedures, that both groups have better perceptions when the selection procedures are explained to them, and that both groups prefer selection procedures where their ethnic origin is not salient.Après une revue de questions sur les concepts de la justice organisationnelle, nous présentons le modèle de Stone-Romero et Stone (2005) qui fait le lien entre ces concepts et la discrimination. Ensuite, nous passons en revue les tra-vaux montrant la pertinence des concepts de justice organisationnelle pour une compréhension des réactions des candi-dats face au processus de sélection en mettant l'accent sur les recherches qui comparent les réactions de membres de groupes minoritaires et majoritaires. Nous détaillons des études réalisées aux Etats-Unis aussi bien que des études que nous avons menées afin de comparer des per-sonnes d'origine maghrébine à celles du groupe majoritaire français. Nos résultats montrent que les personnes d'origine maghrébine ont généralement de plus mauvaises perceptions de la justice des procédures de sélection, que les deux groupes ont de meilleures perceptions quand les procédures leur sont expliquées, et que les deux groupes préfèrent des procédures où leur origine ethnique n'est pas saillante

Les perceptions de justice de la population minoritaire maghrébine et de la population majoritaire française, en position de demandeurs d'emploi (thèse...)

L'objectif de cette thèse a été d'étudier les réactions aux tests de sélection d'une population d'origine maghrébine et d'une population d'origine française, en position de demandeurs d'emploi. D'abord, nous avons analysé la relation entre des variables attitudinnelles (comme la motivation à réussir les tests et l'auto-efficacité) avec les variables de justice face à différents tests de sélection. Ensuite, nous avons conçu un modèle chrono?causal portant sur les réactions des candidats à un poste de travail appartenant à une population minoritaire et à une population majoritaire, avant et après avoir passé le processus de sélection. Les résultats de cette étude ont mis en évidence que la relation entre le groupe d'appartenance ethnique et la performance au test d'aptitude cognitive est médiatisée par les perceptions de la justice globale. Cela nous amène à croire qu'une partie des différences de performance entre les groupes minoritaire et majoritaire peuvent être expliquées par les perceptions de justice. Après la constatation de ces résultats, nous avons mis en place deux moyens susceptibles d'améliorer les perceptions de justice des demandeurs d'emploi et en particulier du groupe minoritaire. Plus précisément, nous avons étudié l'impact des procédure de sélection anonymes sur les perceptions de justice, ainsi que le rôle joué par les informations concernant les tests avant le processus de sélection. Sur le plan pratique, les recherches entreprises ici pourront apporter des réponses afin d'améliorer les performances au cours de ces évaluations et ainsi améliorer les chances d'insertion pour les populations ayant les plus de difficultés sur le marché du travail.The aim of this thesis was to study test reactions regarding North African minority group and French majority group, as job seekers. We analysed the relationship among attitudinal variables as test-taking motivation, self-efficacy, justice perceptions and test performance. Then, we proposed a chrono?causal model on applicant test reactions. In this model, we measured test reactions at different times: before and after applicants passing the tests. Results indicated that the relationship between ethnic group membership and test performance id fully mediated by global justice perceptions, providing evidence that some portion of the minority-majority group differences in test performance may be explained through differences in justice perceptions. We then tested two potential ways influencing justice perceptions during personnel selection. We analysed the impact of anonymous procedures and the role of test information (concerning the selection procedures) on justice perceptions. On practical level, these studies could be useful in order to improve test performance during the selection procedures. In this way, a better test performance could enhance the possibility regarding the integration of minority population into the job market.NICE-Antenne de St Jean d'Angely (060882105) / SudocNICE-BU Lettres Arts Sci.Hum. (060882104) / SudocSudocFranceF

Updated perspectives on the international legal environment for selection

International audienc

Relating subjective age to work and non-work outcomes

International audienc