Dianegabrielle Tremblay

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Diane-Gabrielle Tremblay is professor of labour economics, innovation and human resources management at the Télé-université of the University of Québec, Canada; she has been appointed Canada Research Chair on the socio-economic challenges of the Knowledge Economy in 2002 (http://www.teluq.uqam.ca/chaireecosavoir/) and again in 2009, and appointed director of a CURA (Community-University Research Alliance) on the management of social times and work-life balance in 2009 (www.teluq.uqam.ca/aruc-gats).
In recent years, she has been invited professor at Université de Paris I, Sorbonne, Université de Lille I, Université d’Angers, Université de Toulouse, Institut d’administration des enterprises of Lille I and of Lyon 3, Université de Louvain-la-Neuve, HEC and université de Liège, in Belgium, University of social sciences of Hanoi (Vietnam) and at the European School of Management.
She has published in various journals such as the New Technology, Work and Employment, International Journal of Technology Management, Intl Journal of Knowledge-Based Development, Cities, Canadian Journal of Urban Research, Applied Research on Quality of Life, Review of Social Economy, Employees Responsibilities and Rights Journal, Social Indicators Research, Journal of Work Innovations, International Journal of Entrepreneurship and Innovation Management, Canadian Journal of Communication, Canadian Journal of Regional Science, Leisure and Society, Gender in Management, Géographie, économie et société, Carriérologie, Revue de gestion des resources humaines, and others. She has published many articles and books, amongst which a Labour Economics textbook, a Sociology of Work textbook, an Innovation textbook, three books on Working time and work-life balance issues, and many articles in various academic journals. She has a Ph.D. in Labour Economics from the Université de la Sorbonne in Paris and DEA (PhD courses) in Sociology of work from Jussieu University, in Paris.
She is president of the Political Economy Association of Québec, member of the executive committee of the Sociology of work Research committee of the International sociological association, as well as coordinator of the Gender track for the Society for the advancement of Socio-Economics (responsible for the Gender, Work and Family track and French sessions). Her research interests are related to clusters (fashion, aeronautics, multimedia, IT and film sectors) and local economic development, innovation and creativity, working time, telework, self-employment, employment policies, work organization, teamwork and communities of practice.

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La Nouvelle Repartition Des Responsabilites Au Sein De L'Organisation Du Travail en Equipe Au Quebec

by David Rolland and Dianegabrielle Tremblay

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The Japanese innovation system and its transferability

by David Rolland and Dianegabrielle Tremblay

Over recent years, there has been much interest in the Japanese innovation system, as well as the... more Over recent years, there has been much interest in the Japanese innovation system, as well as the Japanese HRM (Human Resources Management) policies and practices which appear important in terms of fostering innovation. This has led many researchers to wonder if the diffusion of these practices had spread beyond the Japanese border, particularly to Canada, where there is much recent interest in different innovation systems. This article starts by reviewing the different dimensions of the Japanese Innovation system, highlighting the elements which appear pertinent as well as most original, while simultaneously being possibly transferable to regional systems of innovation in Canada.

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Teamwork

by David Rolland and Dianegabrielle Tremblay

Sociology of Work: An Encyclopedia, 2013

New Management Forms for the Knowledge Economy ? HRM in the Context of Teamwork and Participation

by David Rolland and Dianegabrielle Tremblay

Many firms in America and in the world are currently changing their work organization by creating... more Many firms in America and in the world are currently changing their work organization by creating teams of workers. Teamwork is regarded as an excellent way to make the production process more flexible, hence, an excellent way to develop what is generally described as organizational flexibility. A large number of firms are developing diverse forms of participation or consultation which, however, do not depart from traditional ways of organizing workers in groups. In this paper, we will first present a number of theoretical and contextual elements on the introduction of teamwork and participation in organizations. We will then present the results of a qualitative study of teamwork conducted in three firms that have adopted this form of work organization. 1 First, we will present a number of the more general elements on teamwork as a new form of work organization.

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The Japanese Model and Its Possible Hybridization in Other Countries

by David Rolland and Dianegabrielle Tremblay

Given the interest of Japanese Human Resources Management policies and Labour Regimes in terms of... more Given the interest of Japanese Human Resources Management policies and Labour Regimes in terms of fostering innovation and industrialisation, one can wonder if the diffusion of these practices has spread or will spread beyond the Japanese border? The recent financial difficulties set this question in a particular context, but it seems that the organisation of HRM and Labour regime has not been totally questioned in the Japanese context, and surely many elements of the innovation system still seem to be referred to as a source of strength for future industrialisation and development. Thus, if the financial bubble has shattered, the concrete organisation of production still seems to hold as a reference. This article starts by explaining the different dimensions of what has become known as the Japanese Innovation system, highlighting the elements which appear pertinent for the Economy of the 21st century. It then sets out to assess what dimensions of the Japanese model have been retained in a foreign setting, Canada, and how emulators of theses practices compare with Japanese firms. The observation leads to a conclusion of continuity and transition, in the sense that Japanese practices abroad seem to adapt to the local context, while it is observed that many Qualityoriented Canadian firms have moved towards what is known as the Japanese model of innovation and production organisation.

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Mundialización, acción colectiva e iniciativa local en la reconversión de Montreal

by Dianegabrielle Tremblay and Juan-luis Klein

EURE (Santiago), 2003

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Le « mobile working » : De nouvelles perspectives sur les lieux et les formes du télétravail

ABSTRACT

Articuler travail / famille : une entrée par les groupes professionnels. Enfances, Familles, Générations, no. 18, 2013

Enfances Familles Generations, 2013

La gestion des temporalités familiales et domestiques et la carrière des avocats et avocates : différents modèles de conciliation ?

Sociologies, Nov 19, 2013

Interorganizational Relations, Proximity, and Innovation: The Case of the Aeronautics Sector in Montreal

Quebec’s Policies for Work-Family Balance: A Model for Canada?

Aging, Economic Insecurity, and Employment: Which Measures Would Encourage Older Workers to Stay Longer in the Labour Market?

Studies in Social Justice, Jan 12, 2010

In the present context of aging populations, the question of how to support older workers who wan... more In the present context of aging populations, the question of how to support older workers who want to stay in employment longer is of particular importance, especially from a social justice perspective with regards to income. The challenges faced by organizations and governments are unprecedented. Interesting conclusions can be drawn from our research with regard to these challenges. First of all, the perception of retirement appears more or less unchanged over the years and remains very positive. Consequently, one of the barriers to the employment of older workers may be the image of retirement itself, since it is still perceived as a gift or a right. Secondly, our results confirm that forcing people to stay longer in the labour market is a largely unpopular measure. Consequently, if public retirement plans offer limited income, governments and organizations should adopt a more voluntary approach to encourage older workers to stay in employment longer for a better income. Our results highlight the importance of the sector and type of job in the measures or incentives that could encourage older workers to stay in employment longer. Consequently, governments and organizations will probably have to adopt a contingent approach; i.e., all incentives do not necessarily fit all jobs or all sectors and social justice would require this be taken into account. We identified three sets of measures that could encourage older workers to stay in employment longer, and thus have access to better economic security: the reduction of working time, the flexibility of working time, and the individualization of retirement options and working time. The progressive reduction of their working time appears most interesting to our respondents. These measures appear to favour social justice in terms of income and right to employment at the end of active careers.

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Emploi, gestion des ressources humaines et compétitivité macro-économique: la situation au Canada et aux Etats-Unis

Cles Cahiers Lillois D Economie Et De Sociologie, 1993

Telework and mobile working: analysis of its benefits and drawbacks

International Journal of Work Innovation, Mar 20, 2015

Telework and mobile work have been the object of much interest, but there has been little researc... more Telework and mobile work have been the object of much interest, but there has been little research on who practices it and what are the advantages. We evaluated the advantages and disadvantages for individuals in a large multinational in Belgium. In this organisation, telework is called 'mobile work', and includes not only telework at home but also work done at the client's office, in satellite offices, TeleCenters, etc. We observe that the technical possibility to do telework and gender are significantly related to the practice of mobile work, while age is not, contrarily to expectations. Also, while women are often associated with telework, it is men who are relatively more numerous in mobile work. They mention advantages such as less interference by colleagues, a gain in flexibility, personal and professional development, fewer trips and reduced time loss, better organisation of working hours and opportunities for a better allocation of time.

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Entre continuité et changement : politique économique du care et du travail domestique. Introduction

Revue Interventions Economiques Papers in Political Economy, Nov 1, 2014

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End of Careers in Québec and Belgium: Towards a New Form of "Governmentability" in Retirement and End of Career Policies ?

Innovation et marchés internes du travail dans le secteur bancaire : vers un modèle multidimensionnel de l'innovation

Technologies De L Informatique Et Societe, 1992

Ce texte présente les transformations intervenues dans les systèmes d&#x27;emploi ou marchés ... more

Money, Work-Life Balance and Autonomy: Why do IT Professionals Choose Self-Employment?

Applied Research in Quality of Life, 2009

This article deals with the reasons why IT professionals chose selfemployment, as well as advanta... more This article deals with the reasons why IT professionals chose selfemployment, as well as advantages and drawbacks of this form of employment. A growing number of workers in industrialized countries are now self-employed, most notably in the IT sector. In order to understand this trend better, we carried out a quantitative survey in collaboration with a professional association of independent IT workers in Quebec (Canada). We examined the different reasons why selfemployment is attractive for IT professionals, the advantages they experience and the disadvantages they point out. While some authors postulate that self-employment is attractive because it facilitates work-life balance, our results show a strong predominance of the financial advantages and a weak impact of factors related to work-life balance. We also find high levels of job satisfaction, but the effects on work-life balance remain indirect.

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Le cong� parental: Une perception positive� � l'�preuve de l'exp�rience v�cue

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Attracting knowledge workers and the creative city paradigm: can we plan for talent in Montreal?

Dianegabrielle Tremblay

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