Linfluence Du Desir De Personnalisation De La Gestion De Carrieres Sur La FidÃ©lite Des Enseignants Vis-A-Vis De Leur Profession Au Cameroun

Imele Tsafack Stephanie Julienne

Linfluence Du Desir De Personnalisation De La Gestion De Carrieres Sur La Fidélite Des Enseignants Vis-A-Vis De Leur Profession Au Cameroun

Imele Tsafack Stephanie Julienne * §

Contact

Universite de Dschang-Cameroun

Linfluence Du Desir De Personnalisation De La Gestion De Carrieres Sur La Fidélite Des Enseignants Vis-A-Vis De Leur Profession Au Cameroun

Article Fingerprint

ReserarchID

01QT4

Linfluence Du Desir De Personnalisation De La Gestion De Carrieres Sur La Fidélite Des Enseignants Vis-A-Vis De Leur Profession Au Cameroun Banner

Key Research Insights

Synthesized scholarly intelligence & interactive research assistant

This converted HTML version may contain rendering inconsistencies. Please refer to the PDF for the authoritative version, or click here to provide feedback.

Abstract

The objective of this work is to highlight the likely impact of Human Resources management personalization oriented toward career management and recruitment of secondary school teachers loyalty in Cameroon. This study passed through tow stages. Firstly, an exploratory qualitative study through an interview guide. This exploratory qualitative study permited us to notice that teachers have a favourable opinion on having to choose their own conditions of work in general and to list the axes of personalization custumization that can be taken into account in teaching resources management. Thereafter, the quantitative study has been carried out and data collection was done through a questionnaire administred on a sample of 414 secondary school teachers. These collected data were analized from the structural equations modeling. It shows that teachers feel an injustice linked to a uniform treatmentof staff, distributive injustice and procedural and express a desire to personalize their their treatment. All this negatively affect their loyalty vis-avis their profession (organizational commitment and intention to quit).

References

14 Cites in Article

Reference Format

1. L Ajountimba (2006). Stratégies d'amélioration de la gestion des enseignants au Cameroun. Stratégies d'amélioration de la gestion des enseignants au Cameroun
2. Icek Ajzen (1987). The theory of planned behavior. Organizational Behavior and Human Decision Processes, 50(2), 179-211.
3. L Bergeron (2007). satisfaction, motivation et performance au travail. satisfaction, motivation et performance au travail
4. H Bouchikhi,J Kimberly (1999). l'entreprise à la carte: un nouveau paradigme de gestion pour le XXIe siècle. Revue Internationale De Gestion, 24, 114-124.
5. R Colle (2006). L'influence de la GRH à la carte sur la fidélite des salariés: le rôle du sentiment d'autodetermination. L'influence de la GRH à la carte sur la fidélite des salariés: le rôle du sentiment d'autodetermination
6. D Dion,M Paquerot,I Et Sueur (1986). la fidélisation des partenaires: enjeux stratégiques et variables d'action. 17 ème congrès de l'Association Française de Marketing (AFM)
7. Jerald Greenberg (1987). Organizational Justice: Yesterday, Today, and Tomorrow. Journal of Management, 16(2), 399-432.
8. Jeffrey Greenhaus,Nicholas Beutell (1971). Sources of Conflict between Work and Family Roles. The Academy of Management Review, 10(1), 76.
9. E Jakobowicz (2013). les modèles d'équations structurelles à variables latentes. les modèles d'équations structurelles à variables latentes
10. C Levy-Leboyer (2006). Remotiver au travail: développer l'imlication de ses collaborateurs. Remotiver au travail: développer l'imlication de ses collaborateurs
11. Daouda Maingari (1997). La professionnalisation de l'enseignement au Cameroun : des sources aux fins. Recherche & Formation, 25(1), 97-112.
12. R Meyssonnier (2006). LA GESTION DES RESSOURCES HUMAINES DANS LES ADMINISTRATIONS PUBLIQUES DU XXIe SIÈCLE. L'approche systémique de la gestion des ressources humaines dans les administrations publiques du XXIe siècle, 2e édition, 60, 275-300.
13. William Mobley (1977). Intermediate linkages in the relationship between job satisfaction and employee turnover. Journal of Applied Psychology, 62(2), 237-240.
14. William Mobley,Rodger Griffeth,Herbert Hand,B Meglino (1979). Review and conceptual analysis of the employee turnover process. Psychological Bulletin, 86(3), 493-522.

Download References

Funding

No external funding was declared for this work.

Conflict of Interest

The authors declare no conflict of interest.

Ethical Approval

No ethics committee approval was required for this article type.

Data Availability

Not applicable for this article.

How to Cite This Article

Imele Tsafack Stephanie Julienne. 2020. "Linfluence Du Desir De Personnalisation De La Gestion De Carrieres Sur La Fidélite Des Enseignants Vis-A-Vis De Leur Profession Au Cameroun". Global Journal of Human-Social Science - G: Linguistics & Education GJHSS-G Volume 20 (GJHSS Volume 20 Issue G3).

More Citation Formats

Select Citation Style:

Download Citation

GJHSS Volume 20 Issue G3

Explore Journals Explore Volume Read This Issue

Journal Specifications

Crossref Journal DOI 10.17406/GJHSS

Print ISSN 0975-587X

e-ISSN 2249-460X

Keywords

Not Found

Classification

GJHSS-G Classification FOR Code: 130399

Submission ReceivedDecember 8, 2019
Peer Review Double Blind
Handling Editor
Accepted January 1, 2020
Published January 15, 2020

Version of record

v1.2

Issue date

May 9, 2020

Language

French

Order Article Reprint

Experiance in AR

Explore published articles in an immersive Augmented Reality environment. Our platform converts research papers into interactive 3D books, allowing readers to view and interact with content using AR and VR compatible devices.

View in VR

Read in 3D

Your published article is automatically converted into a realistic 3D book. Flip through pages and read research papers in a more engaging and interactive format.

View in 3D

Article Matrices

Total Views: 867

Total Downloads: 42

All Trends