Diversité des emplois et perception d'équité

Gannouni, Kais; Frimousse, Soufyane; Peretti, Jean-Marie
October 2010
Revue Management et Avenir;oct2010, Issue 38, p257
Academic Journal
For flexibility reasons, Human Resource Managers diversify, more and more, the professional status of employees. This approach caused, according to some researchers, a form of employment duality that distinguishes between two types of job : a permanent job, on one hand, considered to be very gainful and an atypical job, on the other hand, constrained to instability and ungrateful tasks. Other researchers consider that the professional status is not the main cause for discrimination between permanent and atypical employees. A coherent Human Resources Strategy related to the firm long term objectives could manage to enhance the perceived fairness of all the employees whatever their professional status. The main objective of this paper is to provide an answer to this question : What is the impact of job discrimination on the atypical employees' perceived fairness ? The theoretical framework has led to a conceptual model involving new concepts such as job intrinsic and job extrinsic discrimination. The validity of these constructs has been measured before coming to the empirical results using the structural equations modelling.


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