Le défi de la rétention des jeunes travailleurs : le cas de la fonction publique québécoise

Abstract: In the next few years, Quebec's public service will be facing a problem of labour retention. With many public-service employees due to retire, the number of young people old enough to enter the job market will likely not be sufficient to fill the voids created by their departure. At the request of the Treasury Board Secretariat, we conducted a survey of young public servants in an effort to determine whether they were planning to leave the public service in the next few years and, if so, the reasons for their decision. This study presents the results of that survey. We noted a certain dissatisfaction surrounding issues related to working conditions. However, we also found that a good number of young public servants identify with the objectives of the public service. The government can certainly gain important benefits from this in order to position itself as an “employer of choice.”     

Behavioral Public Administration ad fontes: A Synthesis of Research on Bounded Rationality,Cognitive Biases,and Nudging in Public Organizations

This article provides a comprehensive overview of how policy makers, practitioners, and scholars can fruitfully use behavioral science to tackle public administration, management, and policy issues. The article systematically reviews 109 articles in the public administration discipline that are inspired by the behavioral sciences to identify emerging research trajectories, significant gaps, and promising applied research directions. In an attempt to systematize and take stock of the nascent behavioral public administration scholarship, the authors trace it back to the seminal works of three Nobel Laureates—Herbert Simon, Daniel Kahneman, and Richard Thaler—and their work on bounded rationality, cognitive biases, and nudging, respectively. The cognitive biases investigated by the studies reviewed fall into the categories of accessibility, loss aversion, and overconfidence/optimism. Nudging and choice architecture are discussed as viable strategies for leveraging these cognitive traps in an attempt to alter behavior for the better, among both citizens and public servants.     

Performance‐Related Pay and the Crowding Out of Motivation in the Public Sector: A Randomized Field Experiment

This article advances our understanding of the effects of monetary rewards on public employee performance and of the contingencies that may moderate these effects. In a randomized control‐group experiment with nurses working at a local health authority in Italy, performance‐related pay (PRP) had a larger effect on task performance when the rewards were kept secret than when they were disclosed. The negative interaction between PRP and visibility was stronger among participants who were exposed to direct contact with a beneficiary of their efforts, which heightened their perception of making a positive difference in other people's lives. These results are consistent with theoretical predictions that monetary incentives for activities with a prosocial impact may crowd out employee image motivation. There were no crowding‐out effects when a symbolic reward was substituted for the monetary incentive.     

Applying the Strategies of International Peacebuilding to Family Conflicts: What Those Involved in Family Disputes Can Learn from the Efforts of Peacebuilders Working to Transform War‐Torn Societies

Intractable international conflicts and difficult or intractable family conflicts have much in common. Relationships are damaged or destroyed, escalation causes parties to become polarized and make bad decisions, communication is strained or nonexistent, and competition and coercion take the place of collaboration. Similarities also exist in the realm of solutions, and those caught in (or intervening in) difficult family conflicts can learn much from the strategies and tactics of international peacebuilders. This article describes eight steps that peacebuilders at both the family level and the international level can take to make very damaging conflicts more constructive.

Key Points for the Family Court Community:
• Limiting escalation is important in both contexts.
• Preventing or correcting misunderstandings is key to resolution in both contexts as well.
• Be sure you are focusing on the real problem(s).
• Get the facts straight (and agreed upon) before making agreements.
• Healing past wrongs is important for long term stability.
• Working both within and beyond the zone of possible agreement (ZOPA) is essential in both contexts.
• Working to improve relationships helps all parties and improves the outcome.