Marie-Eve Dufour

Organizations in the healthcare sector are faced with the challenges of reducing costs, improving service quality and increasing work demands. The context of workforce shortages highlights the urgent need for action to ensure access to quality healthcare and services. The World Health Organization estimates that there is a shortage of nearly 6 million healthcare professionals worldwide. In May 2022, 8,700 full-time positions were vacant in the Quebec healthcare network. This situation calls for effective attraction, retention and loyalty strategies to attract and retain the necessary qualified personnel. Among the levers outlined in this chapter, the importance of equity, diversity and inclusion in personnel management is discussed. By fostering an inclusive environment, the organization benefits from access to a wider pool of skills, meets the expectations of under-represented groups and promotes cohesion with users. Retention of workers aged 55 and over is also highlighted as an important issue, notably by adapting their working conditions and recognizing their contributions. Organizations also benefit from tackling work overload, a source of stress and burnout, through sustainable prevention, involving good management, identification of risk factors and implementation of concrete actions. Finally, as key players in the implementation of these levers, managers, through their leadership and management practices, play a key role in promoting the attraction, retention and loyalty of human resources. It is therefore essential to ensure their well-being, so that they are in a position to adopt the behaviors needed to ensure the organization's longevity.

During the COVID-19 lockdown period, several employers used furloughs, that is, temporary layoffs or unpaid leave, to sustain their businesses and retain their employees. While furloughs allow employers to reduce payroll costs, they are challenging for employees and increase voluntary turnover. This study uses a two-wave model (Time 1: n = 639/Time 2: n = 379) and confirms that furloughed employees’ perceived justice in furlough management and job insecurity (measured at Time 1) explain their decision to quit their employer (measured at Time 2). In addition, our results confirm that furloughed employees’ job embeddedness (measured at Time 1) has a positive mediator effect on the relationship between their perceived procedural justice in furlough management (measured at Time 1) and their turnover decision (Time 2). We discuss the contribution of this study to the fields of knowledge and practice related to turnover and furlough management to reduce their financial, human, and social costs.

Purpose: The purpose of this study is to better understand the factors influencing the attraction of Indigenous workers to the Quebec forestry sector.Design/methodology/approach: Using a collaborative approach, 64 semi-structured interviews were conducted between 2016 and 2018 with workers and stakeholders from three Indigenous communities in Quebec, Canada.Findings: The results highlight the motivations for choosing a job in the forestry sector, including family and friends, attachment to the territory, financial necessity, the search for a challenge and a sense of pride. They also show some of the obstacles to holding a job in forestry, namely work–life conflict, transportation, job insecurity, education and personal problems.Social implications: Indigenous people have a lower employment rate than non-Indigenous people, which can be explained by a number of factors that hinder their integration into the labour market. They nevertheless represent an interesting labour pool for companies working in the natural resources sector. This study sheds light on the opportunities and barriers to attract this workforce.Originality/value: The study is one of the few to use theoretical frameworks focused on motivation and a qualitative approach to data collection in order to examine to examine the attraction of Indigenous workers to the forestry sector in Quebec (Canada) from a worker's perspective.

Purpose: In the context of population aging, retirement has become a central issue in academic, professional and government discourse. A consensus can be seen to be emerging around the idea of postponing retirement in favor of promoting active aging. From this perspective, the purpose of this study, using work-role attachment theory and met expectations theory, is to focus on the pre-retirement period and aims to better understand how certain individual factors and expectations explain the planned age of retirement.Design/methodology/approach: An online survey was administered in 2015 to employees aged 45 and over working at a Canadian firm in the high-technology sector.Findings: The results show that career commitment, attachment to work and expectations relating to workplace adjustments prior to retirement were positively associated with planned retirement age, whereas expectations relating to professional development showed a negative association with this variable.Practical implications: This study fits into a line of research focusing on the end-of-career period and sheds light on the decision to retire by looking closely at the impact of employment conditions and human resource management practices on this decision. In a labor market context marked by high numbers of workers aged 55 and older, combined with the increasingly critical need for skilled labor and considering the expectations of workers leading up to their retirement could help to better plan these workers' end-of-career period.Originality/value: Many studies have examined the characteristics of retirees after retirement. The authors’ study is one of the few that examines the aspirations of workers between the ages of 45 and 55 who are still employed but are beginning to consider their retirement plans, including the decision to continue working longer. Its originality also lies in combining work-role attachment theory and met expectations theory.

Dans un contexte où la qualité de vie au travail, le bien-être et la santé psychologique des employés sont actuellement au coeur des préoccupations des gestionnaires et des milieux de travail, les enjeux de santé organisationnelle deviennent incontournables. Or, malgré l’intérêt grandissant des chercheurs et des praticiens, la notion de santé organisationnelle a été l’objet de diverses conceptualisations et représente encore aujourd’hui un objet d’étude en pleine évolution. Dans cet ordre d’idées, cet article propose de faire une synthèse des approches contemporaines de la santé organisationnelle et d’investiguer comment cette thématique est abordée par les chercheurs québécois. Pour ce faire, une recension des écrits a d’abord été effectuée afin d’établir un portrait des connaissances acquises à ce jour. Ensuite, une enquête consultative a été réalisée auprès d’experts scientifiques québécois. À la fois les écrits et les experts consultés rapportent que la santé organisationnelle est un concept qui prend plusieurs sens, qui nécessite l’adoption d’une perspective plus globale et qui s’élargit à d’autres sphères que le travail. Or, contrairement à la documentation, les experts abordent surtout les aspects de la santé psychologique et moins la santé physique, et ils considèrent essentiellement les facteurs organisationnels comme des préoccupations de recherche future dans le domaine. Les résultats obtenus permettent de dresser un état des connaissances sur le concept de santé organisationnelle et son évolution, tout en identifiant les tendances émergentes susceptibles d’influencer les orientations scientifiques futures pour le regroupement stratégique en santé psychologique au travail du Réseau de recherche en santé et sécurité du travail du Québec.