Caroline Cintas

Bio: Caroline Cintas is an academic researcher from University of Rouen. The author has contributed to research in topics: Human resource management & Originality. The author has an hindex of 3, co-authored 7 publications receiving 27 citations.

Religious identity: a new dimension of HRM? A French view

Abstract: Purpose – Since the beginning of the twenty-first century, human resource management (HRM) has entered into a somewhat strained relationship with religious diversity. In France, the need to deal with demands for recognition of faith practices has led to the compilation of new guides to the management of religious diversity. Is religious identity a new dimension of HRM in France? Design/methodology/approach – The paper begins with an examination of some examples of these documents produced by large French companies. It is revealed that they contain a set of recommendations leading to differential management of the various religious identities. Findings – Incorporating such a practice into an HRM strategy is a mixed blessing, bringing with it both hopes and risks. On the one hand, it may help to maintain equality and boost firms’ economic performance. On the other hand, however, it may also compromise group cohesion and disrupt social ties. Originality/value – In view of these contradictory tendencies, the ...

Religious accommodation in France: decoding managers' behaviour

Abstract: Purpose This research aims to explain, in the secular French context, the intention of managers to accommodate religious expression at work (REW) when they are not obliged to do so. This paper seeks to understand the determinants of managerial positions on REW. Building on previous studies on how organisations and managers deal with religious expression, this research seeks to extend the evidence on this important aspect of managerial behaviour in relation to accommodating REW. Design/methodology/approach The hypotheses were tested using a structural equation model based on the theory of planned behaviour (TPB) in diversity management (N = 151 French managers). This method highlights attitudinal and organisational determinants favourable to the intent to accommodate. Findings The present research provides new insight by identifying two main direct factors affecting managers' accommodation, namely, organisational flexibility (flexible hours, autonomy) and perceived consequences (advantages, disadvantages) and one indirect factor, religiosity. In line with the contradictions within diversity management, the perceived consequences are ambivalent and highly context dependent. One issue to explore is that managers seek to deal with religious expression by making it invisible. Research limitations/implications In the French context, the explanatory social norm might not be “religiosity” but rather “perceived secularity”. The authors recommend that future studies use qualitative methods with interviews and photo elicitation to extend this first study. Indeed, the complexity of the managerial position requires an in-depth understanding of managers' attitudes and behaviours with regard to religion. How do managers apply a common ground strategy and create unity despite differences? Is the desire to make arrangements invisible with a view to inclusive neutrality specific to France, or can it be generalised to managers in other countries? Does the intention to accommodate not essentially depend on the manager-employee relationship dynamic? This research raises questions for scholars about the relationship with the other and ethical managerial conduct. Practical implications France is a secular country where a debate is emerging on cases of discrimination due to REW. The results contribute to approaches to drafting company guidelines for managers and may help organisations anticipate the risks associated with REW. The discussion of the results reveals the importance of social norms in the sense of hypernorms (religiosity) and undoubtedly of secularism, nondiscrimination and gender equality in the decision-making process on accommodation. These inclusive norms should therefore be handled with care in the various guidelines that have been developed. Originality/value REW is increasing but is a neglected dimension of diversity management. This study helps explore this new field by promoting an understanding of managers' intention to accommodate in a specific secular context.

La GRH confrontée à la diversité HRM CONFRONTING DIVERSITY

Abstract: Advocates of diversity management, replacing the economic differences based on traditional analysis of societies (bourgeois and proletarians, rich and poor, employers and employees) for classifications based on skin colour, gender, religion, aim to get across the idea that in a world without discriminations there wouldn't be injustice. Inequalities would have only one origin : differences of merits. We discuss this generally accepted idea in order to stimulate the debate on the promotion of diversity management.

Religious identity in the workplace: A systematic review, research agenda, and practical implications

Abstract: We conducted a systematic review of relevant literature to address how religious and occupational identities relate to each other in the workplace. We identified 53 relevant publications for analysis and synthesis. Studies addressed value differences associated with religion and occupation, identity tensions, unmet expectations, and the connection of religious identity to well-being and work outcomes. Key variables in the connection between religious and occupational identities included personal preferences, the fit between religious identity and job-related concerns, and the organization’s policies, practices and expectations. We highlight the personal and organizational consequences of being able to express religious identity at work and the conditions that promote high congruence between religious identity and its expression in the workplace. From these findings, we develop a research agenda and offer recommendations for management practice that focus on support for expression of religious identity at work while maintaining a broader climate of inclusion.

Travailler peut nuire gravement à votre santé d’Annie Thébaud-Mony

Abstract: « On s’est dit : ‘Si c’etait si grave, ils le diraient bien. N’exagerons pas [...] On a une certaine confiance en la societe. On croit qu’on est dans une democratie... civilisee. Ils ne vont pas nous tuer quand meme. Si c’etait a ce point, quelqu’un l’aurait bien dit. Il y a le medecin [du travail].’ Mais quand tu passes la visite, c’est pour voir si tu es apte a travailler. On pose jamais la question : ‘Est-ce que cette usine est apte a recevoir du monde ?’« (Josette, p. 74). Ce passage ref...

Managing workplace religious expression within the legal constraints

Abstract: Purpose – The purpose of this paper is to consider in broad terms how employers may respond to different forms of religious expression by employees in the workplace, within the discretion afforded to them by law. Design/methodology/approach – Through a discussion of relevant legislation and case law, and a review of relevant literature, it seeks to identify the legal constraints within which employers must operate when determining policy and practice in this area and gives consideration to how they should respond. Findings – It is observed that employers enjoy considerable freedom either to impose restrictions or to encourage religious expression. Originality/value – The paper considers some of the over-arching principled arguments both for and against encouraging religious freedom at work, whilst concluding that support for religious expression may be the better option, not least for the positive benefits for employee well-being, commitment and engagement which, it is argued, may result.

Religious identity in the workplace: a systematic review, research agenda, and practical implications

Abstract: We conducted a systematic review of relevant literature to address how religious and occupational identities relate to each other in the workplace. We identified 53 relevant publications for analysis and synthesis. Studies addressed value differences associated with religion and occupation, identity tensions, unmet expectations, and the connection of religious identity to well-being and work outcomes. Key variables in the connection between religious and occupational identities included personal preferences, the fit between religious identity and job-related concerns, and the organization’s policies, practices and expectations. We highlight the personal and organizational consequences of being able to express religious identity at work and the conditions that promote high congruence between religious identity and its expression in the workplace. From these findings, we develop a research agenda and offer recommendations for management practice that focus on support for expression of religious identity at work while maintaining a broader climate of inclusion.

Des tentatives de suicide à leur prise en charge à l'hôpital : une sociologie des urgences

Abstract: Cette these a pour objectif de rendre compte des ressorts contemporains de la suicidalite en France. Ce travail a ete pense dans une double perspective. D'une part, il s'est agi d'analyser la dynamique propre aux conduites suicidaires, en questionnant autant les motifs que les causes qui suscitent ces conduites. D'autre part, il a ete question d'etudier l'organisation de leur prise en charge medicale, en s'interessant au fonctionnement des services d'urgences qui accueillent la majorite des tentatives de suicide connues. Ces deux axes d'investigation ont ete penses de facon complementaire, si bien que l'approche theorique et methodologique qui organise cette demarche lie intimement la comprehension des conduites suicidaires avec celle de son traitement medical. La lecture que nous proposons ici consiste a penser la suicidalite, ainsi que sa prise en charge, a travers les transformations normatives des societes contemporaines. Ces transformations sont caracterisees par l'affirmation et la valorisation inedite d'un certain type de relation sociale, faisant de la capacite d'autodetermination individuelle et de l'accomplissement personnel une reference centrale pour orienter l'action. L'autonomie, l'independance, l'authenticite et la responsabilite seraient ainsi inscrites dans nos pratiques les plus communes, de sorte qu'elles sont devenues un principe du fonctionnement des rapports sociaux et de la mesure de la valeur de chacun. Cette individualisation recompose les zones de tensions que les acteurs sont tenus de resoudre en contexte, selon leurs ressources propres, et au risque pour eux, parfois, d'y perdre toute possibilite d'agir. C'est donc l'esquisse d'une nouvelle economie du suicide et des tentatives de suicide que nous avons souhaite mettre en lumiere. Pour ce faire, nous avons mis en place une ethnographie des services d'urgences generales et psychiatriques, visant a analyser le deroule de la prise en charge des tentatives de suicide au decours du geste suicidaire. Cette demarche vise a saisir la maniere par laquelle les conduites suicidaires s'inscrivent dans la logique qui preside a l'univers medical, hypothese etant faite ici que les tensions suscitees par l'autonomie se rejouent precisement dans cette rencontre singuliere et incertaine entre suicidalite et soin.