Analyse de la relation entre les dispositions personnelles et le conflit travail-famille

Si les recherches ont démontré que les caractéristiques contextuelles (soit de la famille, du travail et de l’organisation) influencent le conflit travail-famille (CTF), l’incidence des attributs personnels sur le CTF a été peu étudié. Cette étude explore (a) l’effet direct de quatre dispositions personnelles – l’engagement envers le travail, l’engagement envers la famille, la personnalité de type A et le leadership de soi – sur le CTF et (b) l’effet modérateur de ces dispositions sur les liens entre les caractéristiques de leur travail et de leur famille et le CTF.Menée par questionnaires auprès de deux grands échantillons d’employés (N = 1,398, N = 532), des analyses bivariées appuient un lien négatif entre le leadership de soi et les deux types de CTF étudiés (T→F et F→T) et ce, même après avoir contrôlé pour le sexe et l’âge des répondants. Quant aux analyses de régression, après avoir contrôlé pour le sexe, une personnalité de type A représente la disposition personnelle étudiée qui explique le mieux le conflit T→F. Une personnalité de type A modère aussi l’effet des caractéristiques du travail et de la famille sur le conflit T→F. Ainsi, un employé ayant une personnalité de type A et qui consacre plus de temps au travail, est plus susceptible de ressentir plus de conflit T→F. Finalement, il semble qu’un employé qui s’engage plus envers son travail et perçoit avoir plus de responsabilités familiales, ressent plus de conflit F→T.Sur le plan théorique, cette étude appuie la perspective des dispositions personnelles dans la compréhension du CTF. Sur le plan pratique, les résultats montrent que les employeurs doivent adopter des stratégies liées à plusieurs niveaux (individuel et organisationnel) pour réduire le CTF. De la même façon, pour ressentir moins de CTF, les employés doivent veiller à faire des choix professionnels et familiaux plus cohérents et plus respectueux de leurs dispositions ou de leurs traits personnels.While prior research shows that contextual variables (that is family, job and organizational characteristics) influence the ability of individuals to reconcile work and family, the impact of personal or dispositional attributes is still relatively unknown. We pursue this knowledge gap in two ways. First, we investigate how four personal attributes – self-leadership, type A personality, work commitment and family commitment – influence the work-family conflict (WFC). Second, we assess the moderating effect of these four personal attributes on the relation between work and family characteristics and the WFC.Our questionnaire-based study relies on respondents from two samples (N = 1,398 and N = 532). Bivariate analyses suggest the existence of a negative relation between self leadership and the two types of work-family conflicts (W→F and F→W), even after controlling for gender and age. Multivariate analyses show that self leadership significantly contributes to explaining the W→F conflict. In addition, a Type A personality appears to be the individual attribute that best explains the W→F conflict. A Type A personality also plays a moderating role in the relation between work and family attributes and the W→F conflict. More specifically, an employee who has a Type A personality will devote more time at work and, hence, will be more likely to experience a W→F conflict. Finally, employees who express a stronger work engagement bearing important family responsibilities are more likely to experience a F→W conflict.From a theoretical perspective, the study provides some support for the role of personal dispositions in explaining WFC. From a practical perspective, practitioners responsible for promoting work–family balance should devise multilevel interventions (individual as well as contextual). Similarly, employees must face the reality of their own dispositions and make work and family choices that are consistent and coherent with them.Las investigaciones han demostrado que las características contextuales (es decir, de la familia, del trabajo y de la organización) influencian el conflicto trabajo-familia (CTF), pero la incidencia de atributos personales sobre el CTF ha sido poco estudiada. Este estudio explora (a) el efecto directo de cuatro disposiciones personales – la implicación respecto al trabajo, la implicación respecto a la familia, la personalidad tipo A y el liderato de sí mismo – sobre le CTF y (b) el efecto moderador de esas disposiciones sobre los vínculos entre las características de su trabajo y de su familia y el CTF.Realizada por cuestionario con dos grandes muestras de empleados (N = 1,398; N = 532), los análisis bivariados apoyan un vinculo negativo entre el liderazgo de sí mismo y los dos tipos de CTF estudiados (T→F et F→T) y esto, incluso después de haber controlado por el género y la edad de los encuestados. En cuanto a los análisis de regresión, después de haber controlado por el género, una personalidad de tipo A representa la disposición personal estudiada que explica mejor el conflicto T→F. Una personalidad de tipo A modera también el efecto de las características del trabajo y de la familia sobre el conflicto T→F. Así, un empleado con una personalidad de tipo A y que consagra más de tiempo al trabajo, es más susceptible de resentir más de conflicto T→F. Finalmente, se da a entender que un empleado que se implica más en su trabajo y percibe tener más responsabilidades familiares resentirá más conflicto F→T.En el plano teórico, este estudio apoya la perspectiva de disposiciones personales en la comprensión del CTF. En plano practico, los resultados muestran que los empleadores deben adoptar estrategias vinculadas a varios niveles (individual y organizacional) para reducir el CTF. De la misma manera, para resentir menos CTF, los empleados deben velar por adoptar opciones profesionales y familiares más coherentes y más respetuosas de sus disposiciones o de sus rasgos personales

Les répercussions de la responsabilité de protéger sur le droit international public

La responsabilité de protéger a été élaborée en 2001 par la Commission internationale de l’intervention et de la souveraineté des États. Le concept se voulait une réponse aux controverses suscitées par les interventions armées à des fins humanitaires menées dans les années 1990. Il cherchait à concilier l’intervention à des fins humanitaires et le principe de souveraineté afin d’assurer la protection universelle des populations civiles, notamment par les actions du Conseil de sécurité, tout en respectant les principes qui constituent les fondements de la société internationale basée sur la Charte des Nations Unies. Avec son entérinement par les 191 États membres des Nations Unies lors du Sommet mondial de 2005, la responsabilité de protéger est devenue un sujet incontournable du discours international. En 2011, la mise en œuvre de la responsabilité de protéger par le Conseil de sécurité durant la guerre civile en Libye et la crise postélectorale en Côte d’Ivoire a mis le concept au premier plan de l’actualité internationale. Notre mémoire cherche à déterminer les répercussions juridiques qu’a eues la responsabilité de protéger sur le principe de la souveraineté étatique et sur le fonctionnement institutionnel du Conseil de sécurité.The Responsibility to Protect was elaborated in 2001 by the International Commission on Intervention and State Sovereignty following the controversies surrounding humanitarian interventions lead during the 1990s. The Responsibility to Protect aimed at reconciling intervention for human protection purposes and sovereignty in order to ensure the universal protection of civilian populations, notably through the Security Council, while respecting the principles constituting the foundation of the international society based on the Charter of the United Nations. Since its acceptance by the 191 Member States of the United Nations during the 2005 World Summit, the concept has become a subject of first importance at the international stage. The implementation of the Responsibility to Protect by the Security Council in 2011 during the Civil War in Libya and the post-electoral crisis in Ivory Coast has put the concept on the headlines of the international news. Our thesis aims at determining the juridical repercussions that the Responsibility to Protect had on the State Sovereignty principle and on the institutional functioning of the Security Council

Vérification d’un modèle structurel à l’égard du conflit travail-famille

Cette étude propose et teste un modèle structurel des déterminants et des effets du conflit travail-famille mesuré de manière bidirectionnelle. Les données ont été collectées par questionnaire auprès de 1 356 employés ayant des responsabilités parentales. En général, les résultats confirment la qualité de l’ajustement du modèle proposé. Des recommandations sont exprimées pour favoriser un meilleur équilibre emploi-famille parmi le personnel et pour minimiser les conséquences négatives du conflit travail-famille tant pour les employés que pour les employeurs.The purpose of this article is twofold: (1) to analyze the bi-directional work-family conflict, i.e., the influence of work characteristics on an employee’s family life (work→family conflict) and the influence of family characteristics on an employee’s professional life (family→work conflict) and, (2) to assess the validity of a structural model that encompasses both the determinants and the implications of both types of work↔family conflicts. To the best of our knowledge, the proposed structural model is the most exhaustive ever proposed for the investigation of work-family conflicts. Moreover, the study innovates by investigating a sample of Canadian organizations.The research model investigates the determinants of both the work→family and family→work conflicts as well as the implications of each conflict on an individual’s life, either at work or at home (family). The implications of both conflicts on an individual’s overall life satisfaction are also measured. According to the model proposed in the paper, work characteristics such as organizational support, work involvement and professional roles should influence the work→family conflict while family characteristics such as family commitment, the number of children and spouse support should influence the family→work conflict. In addition, we argue that both the implications from the work→family conflict that are related to an individual’s professional life (satisfaction and job performance) and the implications from the family→work conflict that are related to an individual’s family life (satisfaction toward family life and spousal relations) influence a person’s overall life satisfaction.Analyses rely on data drawn from a questionnaire that was developed by the authors. The study was made possible by the support of the Confederation of National Trade Unions (CNTU), a major Quebec labour movement, through its Women’s Office. Initially, the research team called executive members from each the seven labour federations comprising the CNTU to enquire if they would be willing to participate in the study and, if so, how many questionnaires should be sent to them by the Office. The only pre-requisite condition to respond to the questionnaire was for an employee’s to be supporting at least one child. Respondents put the completed questionnaire in a pre-addressed envelope to be received by one member of the research team. Respondents could either send the envelope directly to the research team or to a member of their Federation’s executive, who would then send it to the Office to be forwarded to the research team. Two weeks after the initial distribution of the questionnaires, a reminder was sent to each local union. From the 8,712 questionnaires that were sent to local unions comprising the seven Federations, 1,306 were returned for a response rate of 16% (50 respondents who indicated that they were not supporting any child were dropped from the sample).The respondents hold different types of jobs: 391 are office clerks, 377 are professionals, 335 are technicians, 63 are production or maintenance workers, 11 are managers and 113 have another position. The respondents’ average age is 40, with 76% of them being women (n = 995) and 52% of them having two children (n = 677). Close to 85% of respondents live with a spouse, 36% of respondents have a junior college education (n = 467), 27% have a high school education (n = 351), 24% have an undergraduate degree (n = 319), 13% have a graduate education (n = 165) and 0.2% did not complete elementary school (n = 3).Consistent with prior work, respondents perceive the work→family conflict (mean response = 3.92/7) to be more serious than the family→work conflict (mean response = 2.51/7). This finding may indicate that the boundaries around family life are more porous than those around work. For instance, in a conflict situation, employees tend to reduce their family responsibilities more than their professional responsibilities as, in contrast to family life, work implies formal performance reviews and compensation considerations. Moreover, in the short run, employees may perceive that they are more likely to suffer negative consequences if they neglect their professional responsibilities than if they neglect their family responsibilities.Causal relations that are implied by the research model are tested through structural equations. The chi-square/degrees of freedom ratio is 3.53, which is acceptable by conventional standards. While most model-derived relations are validated, the following results are highlighted:Since some of the determinants of the work-family conflicts are under the control of employees and/or organizations, our findings may suggest potential courses of action for organizations that strive to attenuate the magnitude of such conflicts. For instance, to minimize the work→family conflict and to optimize overall life satisfaction, employees and organizations must strive to create and offer jobs where roles are not susceptible to conflicts, are unambiguous and are not overstacked. Moreover, organizations have an incentive to support initiatives that allow employees to maintain a better balance between work and family as these initiatives lead to improved employees work satisfaction and job performance. To the best of our knowledge, our study is the first to analyze and to corroborate how organizational support in the management of the work-family conflict can influence employees’ job performance. Finally, our study indicates that employees who want to minimize the family→work conflict must choose a spouse who will support them in both their professional and family lives. While the number of children is a significant variable in explaining the family→work conflict, spousal support does appear to be the critical variable in that regard.Este estudio propone y testa un modelo estructural de factores determinantes y efectos del conflicto trabajo – familia basandose en medidas bi-direccionales. Los datos han sido obtenidos mediante un cuestionario administrado a 1356 empleados en situación de responsabilidad parental. De manera general, los resultados confirman la calidad de ajuste del modelo propuesto. Diferentes recomendaciones son formuladas a fin de favorecer un mejor equilibrio empleo-familia para el personal y minimizar las consecuencias negativas del conflicto trabajo-familia tanto para los empleados que para los empleadores

Effector membrane translocation biosensors reveal G protein and βarrestin coupling profiles of 100 therapeutically relevant GPCRs

The recognition that individual GPCRs can activate multiple signaling pathways has raised the possibility of developing drugs selectively targeting therapeutically relevant ones. This requires tools to determine which G proteins and βarrestins are activated by a given receptor. Here, we present a set of BRET sensors monitoring the activation of the 12 G protein subtypes based on the translocation of their effectors to the plasma membrane (EMTA). Unlike most of the existing detection systems, EMTA does not require modification of receptors or G proteins (except for G(s)). EMTA was found to be suitable for the detection of constitutive activity, inverse agonism, biased signaling and polypharmacology. Profiling of 100 therapeutically relevant human GPCRs resulted in 1500 pathway-specific concentration-response curves and revealed a great diversity of coupling profiles ranging from exquisite selectivity to broad promiscuity. Overall, this work describes unique resources for studying the complexities underlying GPCR signaling and pharmacology