Perceived social support and Big Five personality traits in middle adulthood: A 4-year cross-lagged path analysis

TitrePerceived social support and Big Five personality traits in middle adulthood: A 4-year cross-lagged path analysis
Type de publicationJournal Article
Year of Publication2019
AuteursUdayar, S, Urbanaviciute, I, Rossier, J
JournalApplied Research in Quality of Life
Mots-clésBig five, Middle adulthood, Perceived social support, Personality traits
Résumé

Previous studies have shown that the Big Five personality traits are significantly associated with perceived social support and these associations are positively associated with agreeableness, extraversion, and emotional stability. However, it is not yet clear whether these associations hold longitudinally or how these variables may predict each other over time. To investigate the co-development of personality traits and perceived social support, a cross-lagged path model design was used on a sample of adults (N = 1309) measured on two occasions 4 years apart. The results indicated that while emotional stability predicted perceived social support 4 years later, perceived social support also predicted emotional stability, extraversion, agreeableness, openness, and conscientiousness 4 years later. Our findings suggest that perceived social support may be a resource that has an impact on the development of personality traits known to be associated with social skills as well as the quality and frequency of social interactions in middle adulthood.

URLhttps://doi.org/10.1007/s11482-018-9694-0
DOI10.1007/s11482-018-9694-0
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Short TitlePerceived social support and Big Five personality traits in middle adulthood

Character strengths – stability, change, and relationships with well-being changes

TitreCharacter strengths – stability, change, and relationships with well-being changes
Type de publicationJournal Article
Year of Publication2019
AuteursGander, F, Hofmann, J, Proyer, RT, Ruch, W
JournalApplied Research in Quality of Life
Résumé

Character strengths are positively valued personality traits that are assumed to be stable across time and situations, but also malleable due to cultivation or deliberate intervention. Also, studies showed that character strengths are robustly related to well-being. Consequently, character strengths have often been used in interventions aimed at increasing well-being. However, the stability of character strengths and the longitudinal relationships with wellbeing are widely unexplored: First, previous reports on the stability of character strengths have mainly focused on one assessment instrument only and second, they did not consider other indicators of stability (and malleability) besides rank-order stability, (i.e., mean-level stability). In this longitudinal study, we assessed character strengths and well-being at two time points and examined the stability and malleability of character strengths and the convergence of changes in character strengths and well-being by means of correlation analyses. Two samples (n1 = 601, n2 = 1162) completed different measures of character strengths and instruments for the assessment of well-being, illbeing, and health within up to three and a half years. Results showed that character strengths are stable over longer time periods (test-retest reliabilities ranging from rtt = .60–.83) and that relationships between changes in strengths and well-being are highly parallel to what has been reported in cross-sectional studies (strongest relationships for zest, hope, curiosity, and love). Furthermore, results suggest that some strengths, most predominantly humor, but also spirituality and prudence might be more amenable for change than others. These results might bear important information for selecting character strengths in interventions.

URLhttps://doi.org/10.1007/s11482-018-9690-4
DOI10.1007/s11482-018-9690-4
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Evidence-based practice in career and workforce development interventions

TitreEvidence-based practice in career and workforce development interventions
Type de publicationBook Chapter
Year of Publication2017
AuteursWhiston, SC, Rossier, J, Barón, PMHernande
ÉditeurSolberg, S, Ali, SRasheed
Book TitleThe handbook of career and workforce development: Research, practice, and policy
Chapter3
Pagination39–56
PublisherRoutledge/Taylor & Francis Group
Place PublishedNew York, NY
Résumé

This chapter summarizes the scientific foundation for career and workforce development interventions with the intent of providing insight into what constitutes evidence-based career interventions. Spokane and Oliver (1983) defined “vocational interventions” as any treatment or effort intended to enhance an individual’s career development or to enable the person to make better career-related decisions. We have a similar definition of career and workforce development interventions, which is any treatment or effort intended to enhance an individual’s career, occupational, or work-related development, or to enable the person to make better work-related decisions and help the individual to manage work transitions. This is a broad definition that encompasses a wide array of interventions, such as individual counseling, group activities, career classes, computer information systems, and self-help interventions.

URLhttps://www.routledgehandbooks.com/doi/10.4324/9781315714769.ch3

Vocational interests and career indecision in Switzerland and Burkina Faso: Cross-cultural similarities and differences

TitreVocational interests and career indecision in Switzerland and Burkina Faso: Cross-cultural similarities and differences
Type de publicationJournal Article
Year of Publication2018
AuteursAtitsogbe, KA, Moumoula, IA, Rochat, S, Antonietti, J-P, Rossier, J
JournalJournal of Vocational Behavior
Volume107
Pagination126–140
ISSN00018791
Mots-cléscareer decision-making difficulties, Career indecision, Cross-cultural psychology, Personal Globe Inventory, Questionnaire, vocational interests
Résumé

The Personal Globe Inventory (PGI) and the Career Decision-Making Difficulties Questionnaire (CDDQ) have been adapted to be used in various languages and cultural contexts. However, French versions of these instruments have never been used in Africa and only very few studies have formally studied their cross-cultural replicability. Moreover, no studies have analyzed if the relationship between career interests and decision-making difficulties might be stable across cultures. For this reason, 413 Swiss students and adult workers and 287 Burkinabe students completed both the PGI and the CDDQ. Randomization tests and a series of confirmatory factor analyses supported the structural validity and replicability across the two countries of both the PGI and the CDDQ. Although CDDQ's scales reached scalar invariance across cultures, this was not the case for the scales of the PGI, which reached only metric invariance, suggesting that country-specific norms should be used for this inventory. However, both instruments reached scalar invariance with regard to gender. Gender differences were larger for interests than for career decision-making difficulties within each country sample. Finally, the associations between vocational interests and the CDDQ were small and significant in some cases only in Switzerland. Overall, this study shows that the structure of vocational interests and career indecision seem to replicate well across very different cultures.

URLhttps://linkinghub.elsevier.com/retrieve/pii/S0001879118300423
DOI10.1016/j.jvb.2018.04.002
Short TitleVocational interests and career indecision in Switzerland and Burkina Faso

New perspectives on career counseling and guidance in Europe : Building careers in changing and diverse societies

TitreNew perspectives on career counseling and guidance in Europe : Building careers in changing and diverse societies
Type de publicationBook
Year of Publication2018
Series EditorCohen-Scali, V, Rossier, J, Nota, L
PublisherSpringer International Publishing
Place PublishedCham, Switzerland
ISBN Number978-3-319-61475-5
Résumé

In industrialized societies, individuals are facing major challenges that mobilize many of their psychological and social resources. The world of work is changing constantly. Adults have to adapt their technical skills and knowledge continuously. For teenagers and young adults, choosing a vocation and constructing their future career paths is becoming increasingly difficult. The migration of people and the globalization of the workforce raise questions about social inclusion and the future of affected individuals. These examples highlight of the importance of the field of Career Counseling and Guidance to support citizens individually and collectively in building their future. The challenges our societies face demonstrate how crucial the development of research in this field is.The European Doctoral Programme in Career Guidance and Counselling (ECADOC), funded by the European Commission from 2013-2016, has brought together PhD students working on burning issues in this field, using various theoretical references and methodologies. The four parts of this book present a selection of innovative research aiming to find answers to the named challenges. Part 1 deals with key psychological processes involved in career construction of young adults. Part 2 presents research concerning transitions over the course of life. Part 3 covers research related to interventions of career guidance and counseling. Part 4 outlines perspectives for the future and proposes a European Research Agenda for our field of research. Perspectives on Current Research in Career Guidance and Counseling – Building Careers in Changing and Diverse Societies is dedicated to students, researchers and practitioners in the fields of education, career guidance, psychology, human resource management to inform them about very recent work and promote the development of innovative interventions and programmes.

URLhttps://www.springer.com/de/book/9783319614755
Short TitleNew perspectives on career counseling and guidance in Europe

Danièle Linhart, la comédie humaine du travail, de la déshumanisation taylorienne à la sur-humanisation managériale

TitreDanièle Linhart, la comédie humaine du travail, de la déshumanisation taylorienne à la sur-humanisation managériale
Type de publicationJournal Article
Year of Publication2018
AuteursLe Goff, IBoni-
JournalTravail, genre et sociétés
Volume39
Pagination240–244
ISSN1294-6303
URLhttps://www.cairn.info/revue-travail-genre-et-societes-2018-1-page-240.htm
DOI10.3917/tgs.039.0240

Le privé est professionnel ? Les consultant·e·s en couple avec enfant

TitreLe privé est professionnel ? Les consultant·e·s en couple avec enfant
Type de publicationJournal Article
Year of Publication2017
AuteursLe Goff, IBoni-
JournalLa nouvelle revue du travail
Volume11
ISSN2263-8989
Résumé

L’article traite des “régimes temporels” des salariés qualifiés du conseil en management. Il souligne la fluctuation des temporalités auxquelles un.e consultant.e peut être soumis.e et montre combien le cadrage organisationnel du temps remet en cause l’opposition et la frontière entre vie privée et vie professionnelle. Face aux normes de disponibilité extensive et à la figure professionnelle légitime d’un expert “sans attache”, les consultant.e.s en couple avec enfant(s) font l’expérience de contradictions qui sont genrées, exposant les professionnelles à de plus grandes difficultés dans l’emploi et la carrière. Ces contradictions sont négociées différemment selon le type de configurations conjugales. Les configurations à visée égalitaire font du couple un lieu d’expérimentation où se construisent, au prix d’une plus grande instabilité professionnelle et conjugale, de nouvelles normes tant en matière de division du travail parental qu’en matière de pratiques professionnelles., The article looks at qualified management consultants’ time regimes, highlighting changes in their work patterns and demonstrating how an organisation’s temporal framework can blur the boundaries between professional and private lives. Married consultants with children are at odds with the usual expectation that “unattached” professionals are legitimized because they are more or less permanently available. This is also a highly gendered situation, with female professionals tending to suffer greater employment and career problems. The inherent contradictions are also negotiated differently depending on an individual’s marital status. Egalitarian couples tend to experiment more in an attempt to construct – despite the greater professional and marital instability that they suffer – new parental division of labour and professional practice norms., El artículo versa sobre los “regímenes temporales” de los asalariados calificados de la consultoría de gestión de empresas. Destaca la fluctuación de las temporalidades a las cuales un(a) consultor(a) puede enfrentarse y muestra cómo la configuración organizacional del tiempo cuestiona la oposición y la frontera entre vida privada y vida profesional. Frente a las normas de disponibilidad extensiva y a la figura profesional legítima de un experto “sin lazos personales”, los consultores(as) en pareja con hijo(s) experimentan contradicciones según el género, exponiendo a los profesionales a las mayores dificultades en el empleo y la carrera. Estas contradicciones se negocian de distinta manera según el tipo de configuraciones conyugales. Las configuraciones con tendencia igualitaria ven a la pareja como un escenario de experimentación en el que se establecen, a costa de una mayor inestabilidad profesional y conyugal, nuevas normas tanto en materia de división del trabajo parental como en materia de prácticas profesionales.

URLhttp://journals.openedition.org/nrt/3318
DOI10.4000/nrt.3318

Equalization or reproduction? Long-term trends in the intergenerational transmission of advantages in higher education in France

TitreEqualization or reproduction? Long-term trends in the intergenerational transmission of advantages in higher education in France
Type de publicationJournal Article
Year of Publication2018
AuteursFalcon, J, Bataille, P
JournalEuropean Sociological Review
Résumé

This article analyses the evolution of the influence of social background on educational and occupational achievement across the 20th century in France. We use pooled data from the French Labour Force surveys for the period 1982–2014 and undertake an analysis of 11 birth cohorts born between 1918 and 1984. We demonstrate that social background inequality in terms of access to higher education has diminished across cohorts, even within the highest and most selective educational levels, such as the grandes écoles. However, we also document, as Torche did in the United States, the existence in France of a U-shaped pattern in the intergenerational transmission of advantages across levels of education. Thus, contrary to previous assertions made by Hout, the influence of social background on social destination does not necessarily decline linearly with educational level. Altogether, these findings question the greater meritocratic nature of the labour market among the highly educated and call for more research to be undertaken on the influence of non-meritocratic assets related to social background on the recruitment process and occupational career development. Full text here: https://academic.oup.com/esr/advance-article-abstract/doi/10.1093/esr/jcy015/5025429?redirectedFrom=fulltext

DOI10.1093/esr/jcy015

Artist, craftsman, teacher: “Being a musician” in France and Switzerland

TitreArtist, craftsman, teacher: “Being a musician” in France and Switzerland
Type de publicationJournal Article
Year of Publication2017
AuteursPerrenoud, M, Bataille, P
JournalPopular Music and Society
Volume40
Nombre5
Pagination592–604
ISSN0300-7766
Résumé

This article deals with the working lives and careers of “ordinary musicians” (i.e., those who are neither rich nor famous) in France and Switzerland. It aims to show how national employment policies frame the different ways of “being” a musician in these two jurisdictions. After presenting the methodology of surveys that we conducted in each of the countries, we show the importance of the national context in shaping the bundle of tasks that define the job of a musician. We then compare the different types of careers and the various ways of being a musician in the two countries. This comparison leads us to distinguish between three ways of defining oneself as a professional musician – as an “artist,” as a “teacher,” or as a “craftsman.”

URLhttps://doi.org/10.1080/03007766.2017.1348666
DOI10.1080/03007766.2017.1348666

Quelle expertise pour le conseil en égalité professionnelle ? Defining expertise in gender equality consulting

TitreQuelle expertise pour le conseil en égalité professionnelle ? Defining expertise in gender equality consulting
Type de publicationJournal Article
Year of Publication2016
AuteursBlanchard, S
Journal@GRH
Volume19
Pagination13–35
ISSN2034-9130
Mots-clésconseil, égalité professionnelle, expertise, marché
Résumé

En quarante ans, l’égalité professionnelle s’est progressivement imposée comme problème public en France, un maximum de protagonistes du monde économique étant désormais invités à se mobiliser en faveur de cet objectif au sein de leurs organisations. Corollaire direct, une activité d’un nouveau genre a vu le jour et connaît un développement significatif depuis les années 2000 : le conseil en égalité professionnelle. Activité en construction, sa définition fait l’objet de disputes entre prestataires de service. Le présent article propose d’en étudier une dimension particulière : les conceptions concurrentes de l’expertise requise pour exercer une telle activité. L’analyse permet d’en dégager deux : une expertise d’élicitation (qui s’appuie sur le cadre de référence des clients et ses problématiques de gestion) et une expertise thématique (qui propose un cadre de référence externe et une analyse multi-niveaux des inégalités). Présentes conjointement chez l’ensemble des intervenant-e-s, ces deux conceptions apparaissent moins opposées que complémentaires. Toutefois, plébiscitée par les clients, l’expertise d’élicitation prédomine sur le marché de l’égalité professionnelle. Cette primauté influence directement la structuration du marché et le potentiel transformateur des interventions des consultant-e-s.
Over the past forty years, gender equality at work has emerged as a public issue in France. Any and all economic players are now encouraged to promote this goal within their organizations. As a direct result, gender equality consulting in the workplace was introduced as a new activity, significantly growing since 2000. This activity is still a work in progress and its definition is a matter of dispute among services providers. This article focuses on one specific dimension: which relevant expertise is required in gender equality consulting? This analysis highlights two kinds of expertise: on the one hand, the eliciting expertise (based on the clients’ preference framework and its management issues) and on the other hand, the thematic expertise (based on an external reference framework and a multi-level gender inequalities analysis). As most of the consultants have both kinds of expertise, the two approaches appear to be more complementary than opposing. Still, as in demand among clients, the eliciting expertise seems to come first and this matter of fact has a direct impact on the market organization in this field as well as on the transformative potential of the consultants’ assignments.

URLhttps://www.cairn.info/revue-@grh-2016-2-p-13.htm
DOI10.3917/grh.162.0013

Le conseil en égalité professionnelle : quel genre d’entreprise ?

TitreLe conseil en égalité professionnelle : quel genre d’entreprise ?
Type de publicationJournal Article
Year of Publication2018
AuteursBlanchard, S
JournalTravail, genre et sociétés
Volume39
Pagination141–158
ISSN1294-6303
Résumé

Les années 2000 ont été le théâtre du développement d’une nouvelle activité de travail en France : le conseil en égalité professionnelle. Elle réunit des prestataires qui vendent des services visant à accompagner les organisations dans leurs démarches internes de promotion de cette thématique. Cet article se propose d’appréhender ces protagonistes au prisme du genre, afin d’explorer un paradoxe déjà observé dans d’autres contextes : pris·es dans un espace social structuré par le genre, les promotrices/promoteurs de l’égalité ont tendance à (re)produire les inégalités qu’elles/ils prétendent pourtant combattre. Se concentrant sur une catégorie particulière de prestataires, les femmes créatrices d’activité, l’analyse met en lumière une articulation complexe entre logiques de subversion et logiques de reproduction du genre.
In the years 2000, a new professional activity developed in France: the equal opportunity consultancy. It gathers service providers that accompany organizations that wish to internally promote this notion. This article apprehends these protagonists from the gender perspective, in order to explore a paradox that has already been observed in other contexts: within a social space that is structured by gender, those who promote equality tend to (re)produce the very inequalities they ambition to fight. Focusing on a particular category of providers, that of women who create activity, the analysis sheds light on a complex articulation between a subversive logic and a logic of gender reproduction.
In Frankreich ist zu Anfang des neuen Jahrtausends – während der ersten Dekade – ein neues Berufsfeld entstanden, die Unternehmensberatung im Bereich der Gleichberechtigung. Es handelt sich um Dienstleistungsunternehmen welche Unternehmensberatung im Rahmen der Förderung von interner Gleichberechtigung betreiben. Dieser Artikel zeigt die Reproduktion von einem schon aus anderen Bereichen bekanntem Phänomen, d.h. das Auftreten von geschlechtlichen Ungleichheiten zwischen den Protagonisten und Protagonistinnen der Unternehmensberatung, welche ihrerseits einem von Geschlechtsstrukturen geprägten Raum unterworfen sind, obwohl die Verringerung dieser Ungleichheiten ihr Arbeitsziel darstellt. Anhand der Untersuchung von einer spezifischen Zielgruppe, die weiblichen Dienstleistungsanbieter, zeigt die Studie eine komplexe Artikulation zwischen subversiver Logik und einer Logik der Reproduktion von geschlechtlichen Ungleichheiten.
Los anos 2000 han sido el teatro del desarrollo de una actividad de trabajo nueva en Francia : el asesoramiento para la igualdad laboral. Reúne a prestatarios que venden servicios para acompañar las organizaciones en sus trámites internos de promoción de este tema. Este articulo pretende aprehender a estos protagonistas desde una perspectiva de género, para explorar una paradoja que ya hemos observado en otros contextos : cogidos en un espacio social estructurado por el género, las promotoras y los promotores de la igualdad tienden a reproducir las desigualdades que sin embargo pretenden combatir. Al concentrar su análisis en una categoría peculiar de prestatarios, las mujeres creadoras de actividades, el análisis pone de relieve una articulación compleja entre lógicas de subversión y lógicas de reproducción del género, Os anos 2000 foram o teatro do desenvolvimento de uma nova atividade de trabalho na França: o conselho em igualdade profissional. Ela reuniu prestadores de serviço para acompanhar as organizações nos procedimentos internos de promoção dessa temática. Este artigo se propõe a entender estes protagonistas no enfoque de gênero, a fim de explorar um paradoxo já observado em outros contextos: tomadas em um espaço social estruturado pelo gênero, promotoras/promotores da igualdade têm tendência a (re)produzir as desigualdades que elas/eles pretendem combater. Concentrada na categoria de prestadores – mulheres criadoras de atividade, a análise enfoca uma articulação complexa entre lógicas de subversão e lógicas de reprodução do gênero.

URLhttps://www.cairn.info/revue-travail-genre-et-societes-2018-1-p-141.htm
DOI10.3917/tgs.039.0141

Femininities and masculinities in highly skilled migration : Peruvian graduates’ narratives of employment transitions and binational marriages in Switzerland

TitreFemininities and masculinities in highly skilled migration : Peruvian graduates’ narratives of employment transitions and binational marriages in Switzerland
Type de publicationJournal Article
Year of Publication2017
AuteursSeminario, R
JournalMigration Letters
Volume15
Nombre1
Pagination85–98
ISSN1741-8984
Mots-clésHighly skilled migration; binational marriages; gender norms; Switzerland; Peru
Résumé

Biographic research about migrant’s gender identities grasps tendencies of normativity change chronologically and transnationally. Transition to employment stories of Peruvian graduates from Swiss universities evoke continuities and changes in femininities and masculinities from Peru to Switzerland. Binational marriages that mediate employment transition after graduation play an ambivalent role in the attainment of jobs commensurate to skills. Career, partner, and care are key elements of transgressing and reinforcing non/hegemonic masculinities and un/desirable femininities from super scientist women to failing male breadwinners. Feminization of highly skilled migration from Peru is linked to urban middle classes where femininities are increasingly based on career advancement. However, these professional-oriented femininities might be neutralized in favour of care-oriented femininities from family models in Switzerland. While Peruvian female graduates constructed an ideal of care/career integration predominantly, male counterparts emphasized the risk of career success at the expense of partnership.

URLhttps://serval.unil.ch/notice/serval:BIB_3FA2702F5F54
Short TitleFemininities and masculinities in highly skilled migration

Les réseaux socio-scientifiques de jeunes chercheur.e.s au prisme de leur mobilité internationale

TitreLes réseaux socio-scientifiques de jeunes chercheur.e.s au prisme de leur mobilité internationale
Type de publicationBook Chapter
Year of Publication2017
AuteursSautier, M, Le Feuvre, N, Vinck, D
ÉditeurGérard, E, Lacroix, T
Book TitlePenser les migrations pour repenser la société
PublisherPresses de l'Université François Rabelais
Place PublishedTours, France

Les nouvelles masculinités en Suisse : une approche par l’idéologie de genre et la répartition du travail rémunéré et non rémunéré au sein des couples

TitreLes nouvelles masculinités en Suisse : une approche par l’idéologie de genre et la répartition du travail rémunéré et non rémunéré au sein des couples
Type de publicationJournal Article
Year of Publication2017
AuteursBen Salah, H, Wernli, B, Henchoz, C
JournalEnfances Famille Générations
Volume26
Pagination1-27
ISSN1708-6310
Mots-cléségalité, genre, masculinité, répartition du travail entre hommes et femmes
Résumé

Cadre de la recherche : Dans les sociétés occidentales postmodernes, des hommes adoptent désormais des comportements traditionnellement étiquetés comme féminins, notamment dans la répartition des rôles autour de l’enfant. En Suisse, l’investissement concret des hommes est toutefois caractérisé, globalement et en comparaison des femmes, par une implication moindre dans les tâches domestiques et familiales, qui diminue encore après la naissance d’un enfant. Objectifs : Partant de ce constat, cet article explore le rapport entre l’idéologie genrée et l’engagement des hommes et des pères dans ce domaine. Méthodologie : À l’aide de modèles statistiques multivariés, notre analyse tente de déterminer si les attitudes envers la vie familiale et l’égalité ont une influence sur l’implication domestique et familiale des hommes. Nous mobilisons pour cela plus de 25 000 entretiens téléphoniques effectués entre 2000 et 2011 dans le cadre du Panel suisse de ménages (PSM). Résultats : Les résultats font ressortir quatre formes de masculinité. « L’homme professionnel » construit sa masculinité essentiellement dans l’investissement professionnel sur le marché du travail et financier au sein du ménage. « L’homme orthodoxe » reste le pourvoyeur principal des revenus, sans pour autant dédaigner les tâches ménagères. Néanmoins, il s’occupe surtout de celles qui sont socialement définies comme étant masculines. « Le traditionnel gestionnaire » a un profil similaire, si ce n’est qu’il prend également en charge des tâches dites négociables, les tâches administratives du ménage. « L’homme inclusif » est celui qui partage le plus le temps de travail rémunéré et non rémunéré avec sa compagne. Conclusions : En définitive, ces différents profils s’expliquent moins par la mise en pratique d’une idéologie de genre que par des facteurs institutionnels ou pragmatiques comme le capital économique et humain à disposition des partenaires.Contribution : En proposant une typologie de l’implication dans le travail non rémunéré d’hommes en Suisse et en examinant de manière empirique plusieurs explications des différences constatées, cet article apporte une contribution originale à la connaissance des masculinités en contexte familial.
Research Framework: In postmodern Western society, men have adopted behaviour that is traditionally labelled as being feminine, particularly when it comes to the distribution of child rearing roles. In Switzerland, the tangible investment of men is generally characterized, in comparison to women, by a lesser involvement in domestic and familial tasks, which is reduced further following the birth of a child. Objectives: Using this statement as our starting point, this article explores the relationship between gender ideology and the investment of men and fathers in this area. Methodology: Using multi-variate statistics models, our analysis attempts to determine whether attitudes to family life and equality have an influence on the domestic and familial involvement of men. We conducted over 25,000 telephone interviews between 2000 and 2011 as a part of the Swiss Household Panel (SHP). Results: Our results showed four types of masculinity. The “Professional Man” essentially builds his masculinity through their professional implication in the employment and financial aspects of the household. The “Orthodox Man” remains the main financial provider though they do not eschew domestic tasks. Regardless, they tend to take care of tasks that are socially defined as being masculine. The “Traditional Manager” has a similar profile though they only take charge of tasks that are negotiable such as the administrative aspects of the home. The “Inclusive Man” shares more time between paid and unpaid work with their partner. Conclusions: These different profiles are less explained by the practical application of a gender ideology than by institutional and pragmatic factors such as economic and human capital and the disposition of partners. Contributions: By offering a typology for involvement in unpaid work for Swiss men and by empirically examining several explanations for the stated differences, this article provides an original contribution to the understanding of masculinity in a familial context.

URLhttp://journals.openedition.org/efg/1315
DOI10.7202/1041058ar
Short TitleLes nouvelles masculinités en Suisse

Uncovering perspectives on masculinity in Swiss men’s organizations using a mixed methods approach

TitreUncovering perspectives on masculinity in Swiss men’s organizations using a mixed methods approach
Type de publicationJournal Article
Year of Publication2016
AuteursBen Salah, H, Wernli, B
JournalNORMA
Volume11
Nombre2
Pagination110–128
ISSN1890-2138
Mots-clésmasculinity perspectives; Men’s organizations; mixed methods; Switzerland
Résumé

This article describes a mixed methods study of men’s organizations in Switzerland, a topic only scantly addressed in research. In the first phase, a content analysis of the websites of the 40 major men’s organizations in Switzerland identified three overarching perspec-tives on masculinity: Defensive, Expressive and Relational, and Radical pro-feminist. Subsequently, survey responses from 324 men in these various organizations identified the positioning of these individuals on the three perspectives. The use of these two methods allows for a comparison of the positioning of the spokespersons of these organizations with the views of the members. The survey also reveals important ideological con-vergences across very different types of organizations at the level of the individual member.

URLhttps://doi.org/10.1080/18902138.2016.1181864
DOI10.1080/18902138.2016.1181864

Sample rare populations. A Respondent Driven Sampling experimentation among musicians

TitreSample rare populations. A Respondent Driven Sampling experimentation among musicians
Type de publicationJournal Article
Year of Publication2018
AuteursBataille, P, Perrenoud, M, Brändle, K
JournalSociologie
Volume9
Nombre2
Pagination197–214
ISSN2108-8845
Résumé

Sampling populations without clear administrative boundaries is a major issue in social sciences. Some solutions have, however, been proposed in order to gather reliable data on this kind of populations. The Respondant Driven Sampling (RDS) undoubtedly figures as the most widespread of alternative sampling techniques. The main goal of this article is to discuss the strengths and the weaknesses of this procedure through our field work experience on Swiss “ordinary musicians.” The theoretical, methodological and statistical tools involved in this kind of procedure will be presented first. Secondly, the article turns to discuss the originality and robustness of data gathered by the RDS method as compared with other more common procedure (like online surveys) in research on “rare” but not necessarily “hard to reach” populations. Finally, the article evaluates the limits of the sample by analysing the structuration of the whole network of musical collaborations.

URLhttps://www.cairn-int.info/article_p.php?ID_ARTICLE=E_SOCIO_092_0197

New managerialism in the academy: Gender bias and precarity

TitreNew managerialism in the academy: Gender bias and precarity
Type de publicationJournal Article
Year of Publication2018
AuteursSteinthorsdóttir, FS, Smidt, TBrorsen, Petursdottir, GMargret, Einarsdóttir, P, Le Feuvre, N
JournalGender, Work & Organization
Pagination1–16
Mots-clésacademics, gender budgeting, higher education, performance indicators, precarity
Résumé

In the era of global competition, academic institutions are increasingly being managed as efficient organizations where early career academics are the most vulnerable group in the academic hierarchy. We use gender budgeting to deconstruct the financial and managerial processes and procedures in a selected academic institution in Iceland. Drawing on multiple data collection methods, we argue that new managerialism enhances the precarious position of early career academics, especially women and those in the more feminized fields. Furthermore, we show that the system's bias in favour of so‐called hard science generates gendered consequences for early career academics. We demonstrate
this structural gender bias in each of the first three stages of an academic career: PhD, postdoc and other temporary positions, and assistant professorship. By highlighting the gendered consequences of new managerialism, we want to direct attention to the need to include a gender perspective in the budgeting and all the decision‐making processes in academic institutions.

URLhttps://onlinelibrary.wiley.com/doi/abs/10.1111/gwao.12286
DOI10.1111/gwao.12286

Switzerland: ‘I don’t really want to go back to the UK anymore’. Considering academic collaboration in the age of Brexit

TitreSwitzerland: ‘I don’t really want to go back to the UK anymore’. Considering academic collaboration in the age of Brexit
Type de publicationBook Chapter
Year of Publication2018
AuteursSautier, M
ÉditeurCourtois, A, Marginson, S, van der Wende, M, Wright, S
Book TitleHigher Education and Brexit: Current European Perspectives
Series TitleWorking Papers on University Reform
Volume28
Pagination175–190
PublisherAarhus University
Place PublishedAarhus, Denmark

Les trajectoires professionnelles des formateurs et formatrices en entreprise: leur transition vers la fonction de formation à la lumière de leur propre expérience d’apprentissage

TitreLes trajectoires professionnelles des formateurs et formatrices en entreprise: leur transition vers la fonction de formation à la lumière de leur propre expérience d’apprentissage
Type de publicationBook Chapter
Year of Publication2016
AuteursBesozzi, R, Duc, B, Lamamra, N
ÉditeurBaslé, M, Beaupère, N
Book TitleLes transitions professionnelles tout au long de la vie. Nouveaux regards, nouveaux sens, nouvelles temporalités ?
Volume1
Pagination85–96
PublisherCéreq Echanges
Place PublishedRennes, France
Short TitleLes trajectoires professionnelles des formateurs et formatrices en entreprise

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