1,720,961 research outputs found
Le plafonnement de carrière : source de stress au travail dans les grandes entreprises au Cameroun
Full text linkCette étude montre les effets du plafonnement de carrière sur les manifestations de stress professionnel des employés dans les grandes entreprises camerounaises. Une enquête par questionnaire a été réalisée auprès de 291 employés de ces entreprises. L’analyse descriptive a permis de montrer les spécificités du plafonnement de carrière dans les grandes entreprises camerounaises. Le test de corrélation de Pearson effectué a permis d’aboutir aux résultats montrant que le plafonnement de carrière dans les grandes entreprises camerounaises n’a pas un effet systématique sur toutes les facettes du stress professionnel. Toutefois, ceux qui sont subjectivement plafonnés ont une perception négative de la réalité, sont très anxieux au sujet de leur avenir dans l’entreprise, ont des vertiges au travail et ont tendance à s’isoler. Nous recommandons aux dirigeants de ces entreprises de favoriser l’employabilité des personnes plafonnés ; de donner une place importante au suivi-évaluation des pratiques de gestion des carrières implémentées dans leurs entreprises et enfin, d’organiser régulièrement des séminaires d’information et de formation sur la gestion des carrières au sein de l’entreprise.
This study shows the consequences of career plateauing on the professional stress experienced by large companies in Cameroon employees. A questionnaire survey of 291 employees of these companies was conducted. Descriptive analysis revealed the specific characteristics of career plateauing in large Cameroonian companies. The Pearson correlation test showed that career plateauing in large Cameroonian companies does not systematically affect all manifestations of work-related stress. However, those who feel blocked in their progress have a negative perception of reality, are very anxious about their future in the company, feel dizzy at work and tend to isolate themselves. We recommend that the managers of these companies promote the employability of people with ceilings; give an essential place to the monitoring and evaluation of the career management practices implemented in their companies; and finally, organise regular information and training seminars on career management within the company
Le Plafonnement de Carrière: Source de Stress au Travail dans les Grandes Entreprises au Cameroun
Full text linkCette étude montre les effets du plafonnement de carrière sur les manifestations de stress professionnel des employés dans les grandes entreprises camerounaises. Une enquête par questionnaire réalisée auprès de 160 employés de ces entreprises et le test de corrélation de Pearson effectué, a permis d’aboutir aux résultats montrant que le plafonnement de carrière est réelle dans les grandes entreprises camerounaises et n’a pas un effet systématique sur toutes facette du stress professionnel. Toutefois, les employés objectivement plafonnés à leur poste sont très anxieux au sujet de leur avenir dans l’entreprise et ont des vertiges au travail. De plus, ceux qui qui sont subjectivement plafonnés ont des difficultés dans les relations professionnelles et semblent être peu coopératifs aux décisions de l’organisation. Nous recommandons aux dirigeants de ces entreprises de favoriser l’employabilité des personnes plafonnés ; de donner une place importante au suivi-évaluation des pratiques de gestion des carrières implémentées dans leurs entreprises et enfin, d’organiser régulièrement des séminaires d’information et de formation sur la gestion des carrières au sein de l’entreprise.
This study shows the consequences of career plateauing on the professional stress experienced by employees of large companies in Cameroon. A questionnaire survey of 160 employees of these companies and a Pearson correlation test led to the results that career plateauing is real in large Cameroonian companies and does not have a systematic effect on all manifestations of work-related stress. However, employees who have already spent more than six years in their job are very anxious about their future in the company and feel dizzy at work. What's more, those who feel blocked in their progress have more difficulties in their relationships at work and appear to be uncooperative with the company's decisions. We recommend that the managers of these companies promote the employability of people with ceilings; give an important place to the monitoring and evaluation of the career management practices implemented in their companies; and finally, organise regular information and training seminars on career management within the company
Le Plafonnement de Carrière: Source de Stress au Travail dans les Grandes Entreprises au Cameroun
Full text linkCette étude montre les effets du plafonnement de carrière sur les manifestations de stress professionnel des employés dans les grandes entreprises camerounaises. Une enquête par questionnaire réalisée auprès de 160 employés de ces entreprises et le test de corrélation de Pearson effectué, a permis d’aboutir aux résultats montrant que le plafonnement de carrière est réelle dans les grandes entreprises camerounaises et n’a pas un effet systématique sur toutes facette du stress professionnel. Toutefois, les employés objectivement plafonnés à leur poste sont très anxieux au sujet de leur avenir dans l’entreprise et ont des vertiges au travail. De plus, ceux qui qui sont subjectivement plafonnés ont des difficultés dans les relations professionnelles et semblent être peu coopératifs aux décisions de l’organisation. Nous recommandons aux dirigeants de ces entreprises de favoriser l’employabilité des personnes plafonnés ; de donner une place importante au suivi-évaluation des pratiques de gestion des carrières implémentées dans leurs entreprises et enfin, d’organiser régulièrement des séminaires d’information et de formation sur la gestion des carrières au sein de l’entreprise.
This study shows the consequences of career plateauing on the professional stress experienced by employees of large companies in Cameroon. A questionnaire survey of 160 employees of these companies and a Pearson correlation test led to the results that career plateauing is real in large Cameroonian companies and does not have a systematic effect on all manifestations of work-related stress. However, employees who have already spent more than six years in their job are very anxious about their future in the company and feel dizzy at work. What's more, those who feel blocked in their progress have more difficulties in their relationships at work and appear to be uncooperative with the company's decisions. We recommend that the managers of these companies promote the employability of people with ceilings; give an important place to the monitoring and evaluation of the career management practices implemented in their companies; and finally, organise regular information and training seminars on career management within the company
La Planification Du Developpement: Un Outil De Performance Des Etablissements De Microfinance (EMF) Au Cameroun
Full text linkThis research deals with the relationship between Development Planning and the performance of enterprises in the MFI sector in the city of Yaound. Based on the Pearson chi-square test performed on 46 EMFs observed over the period 2011-2014, our results show that the performance of these firms is not independent of how they formalize their decisionmaking processes in the form Development plan. In addition, the study notes that firms that choose to make proactive and rational decisions as a management model, places more emphasis on planning. However, the use of a formal plan for long-term planning allows for good performance of MFIs. This is why we suggest to these companies the use and implementation of the development plan and the making of advance decisions for growing their business.</jats:p
Going Beyond Counting First Authors in Author Co-citation Analysis
Full text linkThe present study examines one of the fundamental aspects of author co-citation analysis (ACA) - the way co-citation
counts are defined. Co-citation counting provides the data on which all subsequent statistical analyses and mappings
are based, and we compare ACA results based on two different types of co-citation counting - the traditional type that
only counts the first one among a cited work's authors on the one hand and a non-traditional type that takes into
account the first 5 authors of a cited work on the other hand. Results indicate that the picture produced through this non-traditional author co-citation counting contains more coherent author groups and is therefore considerably clearer. However, this picture represents fewer specialties in the research field being studied than that produced through the traditional first-author co-citation counting when the same number of top-ranked authors is selected and analyzed. Reasons for these effects are discussed
Variations on the Author
Full text link“Variations on the Author” discusses two of Eduardo Coutinho’s recent films (Um Dia na Vida, from 2010, and Últimas Conversas, posthumously released in 2015) and their contribution to the general question of documentary authorship. The director’s filmography is characterized by a consistent yet self-effacing form of authorial self-inscription: Coutinho often features as an interviewer that rather than express opinions propels discourses; an interviewer that is good at listening. This mode of self-inscription characterizes him as an author who is not expressive but who is nonetheless markedly present on the screen. In Um Dia na Vida, however, Coutinho is completely absent form the image, while Últimas Conversas, on the contrary, includes a confessional prologue that moves the director from the margins to the center of his films. This article examines the ways in which these works stand out in the filmography of a director who offers new insights into the notion of cinematic authorship
Appropriate Similarity Measures for Author Cocitation Analysis
Full text linkWe provide a number of new insights into the methodological discussion about author cocitation analysis. We first argue that the use of the Pearson correlation for measuring the similarity between authors’ cocitation profiles is not very satisfactory. We then discuss what kind of similarity measures may be used as an alternative to the Pearson correlation. We consider three similarity measures in particular. One is the well-known cosine. The other two similarity measures have not been used before in the bibliometric literature. Finally, we show by means of an example that our findings have a high practical relevance.information science;Pearson correlation;cosine;similarity measure;author cocitation analysis
Dispelling the Myths Behind First-author Citation Counts
Full text linkWe conducted a full-scale evaluative citation analysis study of scholars in the XML research field to explore just how different from each other author rankings resulting from different citation counting methods actually are, and to demonstrate the capability of emerging data and tools on the Web in supporting more realistic citation counting methods. Our results contest some common arguments for the continued
use of first-author citation counts in the evaluation of scholars, such as high correlations between author rankings by first-author citation counts and other citation
counting methods, and high costs of using more realistic citation counting methods that are not well-supported by the ISI databases. It is argued that increasingly available digital full text research papers make it possible for citation analysis studies to go beyond what the ISI databases have directly supported and to employ more
sophisticated methods
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