Documents working conditions 3 577 results

"La Confédération CGT, avec l'aide de chercheur·es en sciences du travail, lance en 2007 un séminaire de réflexion intitulé « Travail et Émancipation » qui vise à renouveler la réflexion de la CGT sur le travail. Dans la même période, diverses équipes syndicales initient la recherche de nouvelles pratiques syndicales ancrées dans le vécu du travail réel, pour mobiliser des salarié·es confronté·es à une montée des risques psychosociaux et à la dégradation de leur santé mentale. A partir de 2010 elles reçoivent le soutien du collectif confédéral « Santé, travail, protection sociale ».
Se formalise alors progressivement une « démarche travail » qui part de la parole des salarié·es sur leur travail, mais se distingue nettement des pratiques habituelles de tournée syndicale basées le plus souvent sur la collecte de plaintes. Mobilisant les acquis des sciences du travail, elle se base sur l'explicitation par les salarié·es de ce qu'elles et ils font vraiment dans leur travail (le « travail réel »), qui va bien au-delà du travail prescrit. Elle suppose une attitude d'enquête et d'écoute, à l'opposé d'une posture d'avant-garde. La révélation et la mise en débat du travail réel vise à redynamiser les collectifs de travail et à co-construire avec eux des revendications concrètes et mobilisatrices.
Au-delà de ce socle commun, les équipes syndicales utilisent des outils très divers : colloques et journées d'étude, assemblées ou heures d'information syndicales, formations-actions avec ou sans le soutien de chercheur·es, enquêtes formalisées ou non, aux méthodologies variées… voire, dans un des cas étudiés, cogestion de facto de l'organisation du travail. Certaines équipes syndicales ne mettent en oeuvre qu'une ou deux de ces pratiques, d'autres les déploient presque toutes.
Les effets de ces pratiques sont multiples. Si les militant·es signalent dans nombre de cas des améliorations concrètes des conditions de travail, le résultat le plus généralement évoqué est un renforcement du syndicat, qu'on l'évalue par le nombre d'adhérents, les suffrages aux élections professionnelles ou la qualité de la vie syndicale, notamment l'intégration de jeunes ou de profils a priori éloignés de la CGT. Les militant·es interrogé·es soulignent en général que la démarche syndicale à partir du travail leur permet de retrouver un sentiment d'efficacité, de redonner du sens, voire de “ré-enchanter le travail syndical”, selon l'expression d'un militant enquêté.
Ces résultats positifs ne sont cependant pas relatés partout, et leur pérennité n'est pas toujours assurée : les pratiques d'enquête ne sont parfois adoptées que par un ou quelques militant·es, sans irriguer le collectif syndical. Parmi les principaux facteurs favorables figurent l'autonomie conquise par rapport à l'agenda du « dialogue social » institutionnel (essentielle pour dégager le temps nécessaire à la démarche d'enquête), l'ancrage au quotidien des militant·es dans leur milieu de travail, leur adhésion collective à la démarche d'enquête, la qualité des formations – formelles ou non - à l'enquête sur le travail réel, la construction d'espaces de mise en débat collectif du travail, la détermination politique et le soutien des structures locale, fédérale ou confédérale. L'interruption du soutien confédéral à la démarche en 2018 n'a cependant pas entravé l'action de la plupart des syndicats ici interrogés.
Parmi les réticences qui freinent l'adoption de cette démarche dans la CGT, on trouve les craintes que la co-élaboration des revendications avec les salarié·es n'amène le syndicat à s'écarter des repères et valeurs de la CGT, que les salarié·es peu qualifié·es aient plus de difficultés à s'exprimer sur leur travail, ou bien que la démarche manque d'ambition transformatrice. Selon ses promoteurs, les réticences tiennent aussi à la transformation de la vie syndicale qu'induit la démarche travail vers une plus grande collégialité, qui peut bouleverser des fonctionnements traditionnels."

"Using Danish linked employer–employee data, we find that: (i) exposing the worker to physical hazards leads to a 3 percentage point increase in the probability of voluntary turnover from the average rate of 18%; (ii) working in night shift results in an 11-percentage point hike; and (iii) having an unsupportive boss leads to a 6-percentage point jump. High involvement work practices are found to play a significant role in mitigating the adverse effects of workplace hazards. Finally, the worker under adverse workplace conditions is found to improve the 5-year odds of rectifying such workplace adversities by quitting the firm."

"The paper develops a model where more integration initiates a movement towards the bottom of labour standards when increased integration enhances the flow of capital and so increases the marginal gain of a reduction in the strictness of standards. Moreover, a Pareto improving common international standard with higher strictness than in the Nash equilibrium can be negotiated among countries with the same preference for employed worker protection versus social efficiency. When preferences differ between countries, an agreed common or minimum strictness of labour standards will typically not be Pareto improving, but to the detriment of the country that gives less weight to the protection of employed workers. However, in this case there is also a Pareto improving solution, which raises the strictness of labour standards compared to the Nash equilibrium for both countries, but at the same time accepts different country standards reflecting their different preference."

Objectives This study tested the reliability and validity of industry- and mill-level expert methods for measuring psychosocial work conditions in British Columbia sawmills using the demand-control model.Methods In the industry-level method 4 sawmill job evaluators estimated psychosocial work conditions at a generic sawmill. In the mill-level method panels of experienced sawmill workers estimated psychosocial work conditions at 3 sawmills. Scores for psychosocial work conditions were developed using both expert methods and applied to job titles in a sawmill worker database containing self-reported health status and heart disease. The interrater reliability and the concurrent and predictive validity of the expert rater methods were assessed.Results The interrater reliability and concurrent reliability were higher for the mill-level method than for the industry-level method. For all the psychosocial variables the reliability for the mill-level method was greater than 0.90. The predictive validity results were inconclusive.Conclusions The greater reliability and concurrent validity of the mill-level method indicates that panels of experienced workers should be considered as potential experts in future studies measuring psychosocial work conditions.

"Objective
This study aimed to systematically review the effectiveness of organizational-level interventions in improving the psychosocial work environment and workers' health and retention.
Methods
We conducted an overview of systematic reviews on organizational-level interventions published between 2000 and 2020. We systematically searched academic databases, screened reference lists, and contacted experts, yielding 27 736 records. Of the 76 eligible reviews, 24 of weak quality were excluded, yielding 52 reviews of moderate (N=32) or strong (N=20) quality, covering 957 primary studies. We assessed quality of evidence based on quality of review, consistency of results, and proportion of controlled studies.
Results
Of the 52 reviews, 30 studied a specific intervention approach and 22 specific outcomes. Regarding intervention approaches, we found strong quality of evidence for interventions focusing on “changes in working time arrangements” and moderate quality of evidence for “influence on work tasks or work organization”, “health care approach changes”, and “improvements of the psychosocial work environment”. Regarding outcomes, we found strong quality of evidence for interventions about “burnout” and moderate quality evidence for “various health and wellbeing outcomes”. For all other types of interventions, quality of evidence was either low or inconclusive, including interventions on retention.
Conclusions
This overview of reviews identified strong or moderate quality of evidence for the effectiveness of organizational-level interventions for four specific intervention approaches and two health outcomes. This suggests that the work environment and the health of employees can be improved by certain organizational-level interventions. We need more research, especially about implementation and context, to improve the evidence."

"When the European Commission published its proposals for a Directive ‘on improving working conditions in platform work' in December 2021, it set out both to protect the social rights of platform workers and ‘to support the conditions for the sustainable growth of digital labour platforms' across the Union. More specifically, it sought to ensure that people working through platforms have – or can obtain – the correct employment status in light of their actual relationship with the digital labour platform and gain access to the applicable labour and social protection rights; to ensure fairness, transparency and accountability in algorithmic management in the platform work context; and to enhance transparency, traceability and awareness of developments in platform work and improve enforcement of the applicable rules for all people working through platforms, including those operating across borders..."

This work is licensed under the terms of the Creative Commons Attribution 4.0 International License (http://creativecommons.org/licenses/by/4.0/).

"Il volume presenta i risultati di un'indagine sui giovani lavoratori mettendo in evidenza i fattori di rischio per la loro salute. La ricerca dimostra che le nuove generazioni, oltre a confrontarsi con le scarse opportunità occupazionali, quando hanno un impiego affrontano condizioni molto difficili sia dal punto di vista fisico che psicologico. Così, troppo spesso, il lavoro non favorisce l'autonomia, l'emancipazione e la promozione sociale ma si traduce in infortuni, patologie e sofferenze, che caratterizzano in modo rilevante le esperienze giovanili.

Il rapporto tra il lavoro e la salute è affrontato da molteplici punti di vista: è descritta l'evoluzione del concetto di salute nel corso del Novecento e fino agli anni recenti; sono analizzati i dati delle statistiche nazionali ed è proposto un confronto internazionale delle politiche di prevenzione. La qualità della vita lavorativa è stata indagata in modo approfondito con un questionario somministrato a mille giovani lavoratori a livello nazionale.

La ricerca vuole fornire spunti di riflessione non solo per comprendere le specificità di una precisa classe generazionale, ma anche per valutare le tendenze dell'epoca contemporanea, che comportano nuove sfide per affermare la dignità dei lavoratori."

"This report outlines how the authorities in the five Nordic countries, Denmark, Finland, Iceland, Norway and Sweden, carry out their inspections of the psychosocial working environment at the enterprises. Starting out with a description of the psychosocial risks, the report proceeds with a comparison of the differences between the different national regulations as well as an outline of the similarities. The report offers a comparison of the Nordic working environment strategies and a detailed presentation of the different targets and areas of initiative. It also presents how different methods are used in the selection of enterprises, sectors and job groups for inspection and how the inspectors are trained to carry out the inspections. The report rounds off with a description of the different national inspection methods and how to measure their effects."