Work family conflict and burnout: A proposal of a theoretical model based on factors and consequences

This paper proposes a theoretical model of the factors and consequences of work-family conflict (in a bidirectional sense) and burnout by analyzing a set of articles from the oldest to the most recent research found in the literature. Work-family conflicts arise when demands for participation in one area of life come into tension with demands for participation in another area. Research on work-family conflict and burnout sheds light on their origins and excesses. However, few studies allow us to highlight their interactions as well as the common factors and consequences of these two phenomena. ‪Thus, this article synthesizes the literature review related to theoretical models, factors and consequences of the interference between work and family spheres as well as those related to burnout propose a theoretical model of factors ‪impacting work-family conflict and burnout and their outcomes. The model is based on three types of factors: Demographic caracterstics‪, Personal life factors‪, organizational and relational factors, and three levels of consequences: The intra-individual level, the inter-individual level and the micro-organizational level. Finally, the interrelationships of ‪these factors and consequences have been established using the existing literature review. ‪The significance of this study is paramount as it contributes valuable insight to the existence of potential in the relationship between burnout and work-family conflict, and contributes to the enrichment of the literature on the subject by ‪proposing an theoretical model that will be the guideline and pilot of a future empirical study.   Keywords: work-family conflict, burnout, factors, consequences, theoretical models. JEL classification: O15 Papyer type: Theoretical ResearchThis paper proposes a theoretical model of the factors and consequences of work-family conflict (in a bidirectional sense) and burnout by analyzing a set of articles from the oldest to the most recent research found in the literature. Work-family conflicts arise when demands for participation in one area of life come into tension with demands for participation in another area. Research on work-family conflict and burnout sheds light on their origins and excesses. However, few studies allow us to highlight their interactions as well as the common factors and consequences of these two phenomena. ‪Thus, this article synthesizes the literature review related to theoretical models, factors and consequences of the interference between work and family spheres as well as those related to burnout propose a theoretical model of factors ‪impacting work-family conflict and burnout and their outcomes. The model is based on three types of factors: Demographic caracterstics‪, Personal life factors‪, organizational and relational factors, and three levels of consequences: The intra-individual level, the inter-individual level and the micro-organizational level. Finally, the interrelationships of ‪these factors and consequences have been established using the existing literature review. ‪The significance of this study is paramount as it contributes valuable insight to the existence of potential in the relationship between burnout and work-family conflict, and contributes to the enrichment of the literature on the subject by ‪proposing an theoretical model that will be the guideline and pilot of a future empirical study.   Keywords: work-family conflict, burnout, factors, consequences, theoretical models. JEL classification: O15 Papyer type: Theoretical Researc

Le marketing digital dans les établissements de l’enseignement supérieur marocain : Cas USMBA

La conversion digitale, que l’on appelle parfois aussi transformation numérique, fait référence au processus d'intégration de toutes les technologies numériques disponibles au sein des différentes activités.Si la technologie numérique est apparue en premier, le digital lui a permis de simplifier et de rendre abordable les différents outils technologiques. Le marketing n’est pas une exception à cette transformation et les établissements de l’enseignement supérieur n’ont d’autres moyens que de s’adapter ou de prendre le risque d’être rapidement dépassés. Les gens ont compris que le marketing ne doit pas s'adapter à la numérisation, mais peut être utilisé comme le principal outil de la transformation nécessaire. De nombreuses entreprises continuent de rechercher la technologie sans tenir pleinement compte du sens profond et de l'objectif ultime de leur transformation. Cet article à pour objectif d’avoir une meilleure analyse de l’ensemble des canaux digitaux des établissements de l’enseignement supérieur, avec comme but final « l’amélioration de l’expérience utilisateur », un questionnaire a également était administré à 226 étudiants pour comprendre l’expérience perçue lors de toutes leurs interactions avec les canaux digitaux de ces établissements. &nbsp

Impacts of the MHC class I-like XNC10 and innate-like T cells on tumor tolerance and rejection in the amphibian Xenopus

This is a pre-copyedited, author-produced version of an article accepted for publication in Carcinogenesis following peer review. The version of record Banach, M., Edholm, E.-S., Gonzalez, X., Benraiss, A. & Robert, J. (2019). Impacts of the MHC class I-like XNC10 and innate-like T cells on tumor tolerance and rejection in the amphibian Xenopus. Carcinogenesis, 40(7), 924–935. is available online at: https://doi.org/10.1093/carcin/bgz100The conditions that lead to antitumor or protumor functions of natural killer T (NKT) cells against mammalian tumors are only partially understood. Therefore, insights into the evolutionary conservation of NKT and their analogs—innate-like T (iT) cells—may reveal factors that contribute to tumor eradication. As such, we investigated the amphibian Xenopus laevis iT cells and interacting MHC class I-like (XNC or mhc1b.L) genes against ff-2 thymic lymphoid tumors. Upon ff-2 intraperitoneal transplantation into syngeneic tadpoles, two iT cell subsets iVα6 and iVα22, characterized by an invariant T-cell receptor α chain rearrangement (Vα6-Jα1.43 and Vα22-Jα1.32 respectively), were recruited to the peritoneum, concomitant with a decreased level of these transcripts in the spleen and thymus. To address the hypothesize that different iT cell subsets have distinct, possibly opposing, roles upon ff-2 tumor challenge, we determined whether ff-2 tumor growth could be manipulated by impairing Vα6 iT cells or by deleting their restricting element, the XNC gene, XNC10 (mhc1b10.1.L), on ff-2 tumors. Accordingly, the in vivo depletion of Vα6 iT cells using XNC10-tetramers enhanced tumor growth, indicating Vα6 iT cell-mediated antitumor activities. However, XNC10-deficient transgenic tadpoles that also lack Vα6 iT cells were resistant to ff-2 tumors, uncovering a potential new function of XNC10 besides Vα6 iT cell development. Furthermore, the CRISPR/Cas9-mediated knockout of XNC10 in ff-2 tumors broke the immune tolerance. Together, our findings demonstrate the relevance of XNC10/iT cell axis in controlling Xenopus tumor tolerance or rejection

Attitude et comportement du personnel RH face au changement : Cas de la mise en place d’un Système d’Information des Ressources Humaines à Marsa Maroc

L’objectif de cette recherche est d’étudier les attitudes du personnel RH face à un changementtechnologique représenté par la mise en place d’un SIRH, dans le contexte marocain et plusprécisément dans le secteur de la logistique portuaire, au sein de la société Marsa Maroc. Dece fait, nous avons mobilisé un cadre théorique dans le but d’identifier les particularités dechaque concept, notamment, en termes des retombées relatives à la mise en place d’un SIRH(acceptation ou résistance). Une étude qualitative avec un mode de raisonnement inductif aété menée dans le but d’explorer le terrain, 10 entretiens ont été réalisés avec le personnel RHde Marsa Maroc. L’analyse de contenu textuelle, nous a permis de dégager des résultats quinous ont permis de comprendre la politique de l’entreprise en termes de gestion duchangement, n’étant pas en faveur du personnel, cette politique a donné lieu à une résistancequi s’est manifestée implicitement au sein de l’organisation

Le capital marque employeur à l’épreuve de la covid-19 : une étude qualitative auprès de trois grandes entreprises marocaines

The covid-19 pandemic has brought about major changes in the labor market that involve the evolution of human resources management policies and practices. Companies now have to be more attractive in order to attract and retain the most valuable resources. Therefore, this article seeks to explore the management of the employer brand capital by Moroccan companies during the period of covid-19. To answer this problem, we were inspired by the theory of the employer brand equity, and we mobilized a theoretical framework that revolves around the concepts forming our problem. A qualitative survey based on inductive reasoning was conducted with 15 people, the latter were conducted in order to understand in depth the actions taken by Moroccan companies to manage employer brand capital in times of crisis. The results show that companies emphasize employer brand awareness and employer brand loyalty as dimensions of employer brand capital management in times of crisis. They focused on the role of the human dimension at the heart of exchanges in order to effectively promote the employer brand. Moreover, our study suggests theoretical and practical implications, in order to provide human resources practitioners with necessary information on the management of their employer brand equity in order to attract talented candidates.   Keywords: Covid-19; employer brand awareness; employer brand equity ; employer brand loyalty JEL Classification: J24, O15 Paper type: Empirical research    La pandémie covid-19 a entrainé des changements majeurs sur le marché du travail qui impliquent l’évolution des politiques et pratiques de gestion des ressources humaines. Désormais, les entreprises sont amenées à être plus attractives afin d’attirer et retenir les ressources les plus précieuses. De ce fait, cet article s’attache à explorer la gestion du capital marque employeur par les entreprises marocaines en période du covid-19. Pour répondre à cette problématique, nous nous sommes inspirés de la théorie du capital marque employeur, et nous avons mobilisé un cadre théorique qui s’articule autour des concepts formant notre problématique. Une enquête qualitative basée sur raisonnement inductif a été menée auprès de 15 personnes, ces derniers ont été menés dans le but de comprendre en profondeur les actions menées par les entreprises marocaines en vue de gérer le capital marque employeur en temps de crise. Les résultats dégagés montrent que les entreprises mettent l’accent sur la notoriété à la marque employeur et la fidélité à la marque employeur en tant que dimensions de gestion du capital marque employeur en temps de crise. Ces derniers ont mis le point sur le rôle de la dimension humaine au cœur des échanges afin de promouvoir efficacement la marque employeur. D’autant plus, notre étude suggère des implications théoriques et pratiques, afin de fournir aux praticiens des ressources humaines des informations nécessaires sur la gestion de leur capital marque employeur afin d'attirer des candidats talentueux.   Mots-clés : Covid-19 ; notoriété à la marque employeur ; capital marque employeur ; fidélité à la marque employeur. Classification JEL : J24, O15 Type de l’article : Recherche appliquée. &nbsp

Digital-sector SMEs, the Eldorado of Generation Z?

It has always been more difficult for SMEs to attract candidates than larger organizations, whose arguments can be more convincing. This article compares the factors that influence the attractiveness of SMEs and large enterprises (LEs) in the digital sector, as perceived by members of Generation Z. To this end, a study was conducted with young people from Generation Z as future employees in the digital sector. The results show that attractiveness factors differ between LEs and SMEs. Digital-sector SMEs are seen as employers that pay lower wages than large companies but promote creativity and innovation. This study was conducted prior to the COVID crisis