École Nationale d'Administration Publique

Abstract The increasing use of artificial intelligence (AI) in human resource management raises concerns about its psychological and organizational consequences. While existing research mainly emphasizes efficiency gains, this study explores its impact on job insecurity (JI), affective disengagement, and cognitive disengagement among human resource professionals in Swiss organizations. Based on a survey of 324 human resource employees from private and public organizations in Switzerland, this study employs partial least squares structural equation modeling to examine the relationships between AI-related concerns and employee outcomes. The results demonstrate that perceived threat, personal development concerns, and personal well-being concerns significantly contribute to JI and disengagement. Employees who feel that AI threatens their professional stability, limits their career development opportunities, or negatively impacts their well-being at work exhibit higher levels of JI, affective disengagement, and cognitive disengagement. The findings also highlight that perceived organizational support mitigates some negative effects of AI-related concerns, particularly by reducing the impact of personal development and well-being concerns on JI and disengagement. Furthermore, public-sector human resource employees appear more vulnerable to cognitive disengagement when AI is perceived as restricting opportunities for professional growth. This highlights the need for sector-specific strategies to sustain employee engagement and mitigate risks associated with AI adoption. To maintain engagement and reinforce organizational loyalty, organizations must proactively address concerns related to AI through transparent communication, ethical governance, and career development programs. Failing to do so risks exacerbating negative job outcomes, which could undermine the creation of long-term organizational value.

Au fil des dernières années, l’utilisation de l’IA dans le monde du travail s’est considérablement répandue. Or, une fracture numérique semble se dessiner, particulièrement au Québec, tel que soulevé par plusieurs rapports concernant l’intégration de l’IA au sein de secteurs d’activité économique critiques à la transformation numérique québécoise, publiés par le ministère de l’Économie, de l’Innovation et de l’Énergie. Dans ce contexte, il paraît essentiel de déterminer la nature précise des technologies d’IA réellement intégrées dans ces secteurs, mais également les besoins en compétences issus de ces technologies et les implications pour la formation du personnel. L’objectif de cet article est de recenser les usages actuels de l’IA au sein de secteurs d’activité critiques à l’intégration de l’IA, définis par le gouvernement du Québec en 2024, et de soulever les compétences attendues et les besoins en formation pour le personnel professionnel de ces secteurs. Par le biais d’une recension narrative, différents usages de l’IA employés dans les secteurs manufacturier, du commerce de détail, du transport et de l’entreposage ainsi que des services professionnels, sont présentés. Ensuite, une analyse émergente identifie plusieurs compétences numériques, personnelles, méthodologiques et interpersonnelles relatives aux usages décrits dans chaque secteur d’activité économique. Les besoins en termes d’encadrement de la formation pour ces secteurs d’activité québécois sont enfin soulevés. Cet article permet de brosser un portrait à jour des usages effectifs de l’IA dans les secteurs susmentionnés et d’identifier des compétences critiques et orientations pour les besoins en formation dont l’industrie 4.0 québécoise pourra profiter.

This article looks at the influence strategies of actors involved in intersectoral collaborations set up during the COVID-19 pandemic to influence collective decisions. It is part of a participatory research project that sets out to analyze the emergence and implementation of intersectoral initiatives between the community and public services during COVID-19 to better meet the needs of refugees, asylum seekers and non-status migrants in Montreal and Sherbrooke. The data analyzed in this case study were collected from 28 front-line workers and managers in the health sector (8), the community (19) and another public sector (1). The results show that the actors involved in collaborations mobilized two types of strategies—intersectoral and intra-sectoral—to influence collective decisions. On the whole, the strategies developed in times of crisis are more or less the same as those used in non-crisis periods. The difference lies in the mechanisms (context, sources of power) on which they are based. Most of the influence strategies deployed during the pandemic were based on the context of urgency and turbulence in which collaboration took place. This study documents how intersectoral collaborations work in the context of crisis, making an important contribution to the theory and practice of intersectoral collaborations. Points for practitioners In a crisis context, intersectoral collaboration is strengthened by the pooling of resources and the management of organizational interests through compromise. Public managers must promote transparency, institutional openness and dialogue to reconcile collective and organizational interests. These practices foster partner engagement, prevent strategic withdrawals and maximize the impact of joint actions, while preparing actors to work together more effectively in future crises.

Purpose This study aims to examine how team structure (self-organizing vs functional) influences the emergence of shared leadership and its relationship with team performance in crisis management settings. Design/methodology/approach Forty-eight four-person teams completed a dynamic firefighting simulation (C3Fire) under either self-organizing or functionally assigned roles. Shared leadership was assessed via social network metrics (density and centralization) across four trials, alongside objective measures of team performance. Findings While both team structures exhibited shared leadership, self-organizing teams displayed lower leadership centralization and performed better overall. Leadership density did not predict team performance. Centralization decreased over time in self-organizing teams, which may reflect adaptive leadership emergence. Research limitations/implications The use of a simulated microworld may limit the generalizability of the findings to real-world settings. Future research should explore behavioral indicators of leadership emergence and examine professional teams in real-world crisis contexts. Practical implications Organizations should foster flexible team structures and support role negotiation to enable adaptive and decentralized leadership. Simulation-based training may enhance team responsiveness under crisis conditions. Originality/value This study provides empirical evidence on how structural conditions shape the emergence of shared leadership in dynamic, high-stakes environments. It distinguishes between leadership intensity and distribution, and supports adaptive leadership theory by highlighting the role of structural decentralization and temporal dynamics.

Recruitment of high-calibre crime scene investigation candidates is a complex and important task for police managers. Genuine interest in a crime scene examiner (CSE) position might be a good indicator for recruitment strategies, as research has shown that good fits between vocational interest and work position can lead to better retention, motivation, commitment, job satisfaction and performance. Still, knowledge of the dynamics of interest in a CSE position among the pool of potential candidates remains scarce. Thus, this study uses a longitudinal research design to explore the evolution of 300 police recruits' interest in a CSE position throughout their police training curriculum. It shows that police recruits' interest in such a position is notably lower than their interest in other police roles. Findings also suggest that for many recruits, interest in a CSE position tends to decline over the course of their training, varying by gender, initial level of interest for the job, and the evolution of interest in other police functions. Accordingly, this research calls for further studies on police officers' aspirations to pursue a CSE career and advises caution in using genuine interests as a recruitment indicator, as a candidate's interest at a given moment may not reliably predict their long-term work orientation.

ABSTRACT Drawing on a Statistics Canada survey of 36,000 adults collected during post-peak COVID-19 recovery, this study quantifies the determinants of national belonging in Canada. We construct a community-territorial belonging index via factor analysis and model institutional trust, perceived discrimination, education, and social networks. Treating visible-minority status as an instrument corrects endogeneity in educational attainment, revealing that higher education, particularly among visible minorities, strengthens belonging, reversing the negative bivariate pattern. Institutional trust and lower perceived discrimination likewise enhance belonging, whereas immigrants report persistently weaker attachment than non-immigrants. We advance an “interwoven spaces of belonging” framework integrating institutional, communal, and individual dynamics.

Background:Intimate partner violence (IPV) can have serious physical and mental health consequences for women. Women from immigrant and/or ethnic minority backgrounds may face additional barriers in accessing support. This research was based in a multicultural and marginalized neighborhood in Montreal (Canada) with a high incidence of IPV.Objectives:(1) To better understand the needs and challenges of women survivors of IPV who come from immigrant and/or ethnic minority backgrounds, and the barriers they face in seeking help; (2) to understand the perspectives of community organization workers on immigrant and ethnic minority survivors’ needs and barriers in accessing services, as well as their knowledge about how to best support survivors.Design:We employed a mixed-methods design using a community-based participatory approach. Bronfenbrenner’s socioecological model was used as a theoretical framework to analyze the findings.Methods:We conducted in-depth individual interviews with 7 female survivors of IPV from immigrant and/or ethnic minority backgrounds and conducted surveys with 23 community organization workers.Results:The study shows a dissonance in views between survivors and workers. The survivors identified barriers to accessing support at each level of Bronfenbrenner’s ecosystem, reflecting the complexity of their situations. For example, (1) macro-system: inadequacy of the legal system, racism; (2) exo-system: accessibility of services, poor quality of services, distrust of institutions; (3) micro-system: social and family pressure, poor social integration; (4) onto-system: language barriers, lack of knowledge of resources, feelings of fear and shame. The workers mainly noted barriers at the onto-level, which was primarily linked to gender and immigration status. Only 52% had ever attended a training on IPV. Most of their organizations had no referral protocol nor educational material about services for IPV for clients.Conclusion:Community-based organizations that do not specialize in IPV often work with survivors and are therefore an important resource in IPV prevention and survivor care. Training them on IPV, sensitizing them to understand the systemic barriers the survivors experience, and equipping their organizations are key strategies for developing a coordinated, community-based response to IPV.

Are enrollment-based funding formulas really dependent on enrollment? The recent changes in funding for universities in the province of Quebec, Canada, suggests a disconnect between subsidies and enrollment despite the funding being enrollment based. This disconnection is observed when using a linear model to forecast the funding of the different universities in Quebec. The results show that simply considering linear mechanisms in the models consistently underestimates the funding. This paper explores the importance of taking into consideration these non-linear mechanisms in the funding formula. We estimate the funding models with non-linear vector autoregressive and the margins of error with bootstrap methods. This allows us to directly estimate the funding formula, and thus the non-linear components. We find that the non-linearities are important to explain the funding trends. In particular, the smoothing mechanism, the increase in funding per student and other exceptions leads subsidies to increase despite a stagnation or a decline in enrollment. Moreover, the model developed in this article also provides a ready-made recipe for forecasts in other jurisdictions.

Depuis la création des stations de ski, les plans des pistes se sont multipliés à destination des skieurs. En analysant plusieurs plans français et quelques plans étrangers, nous nous saisirons les représentations de la montagne, via les domaines skiables, que véhiculent ces plans. En géographes climatologues, nous regarderons quels ciels et types de temps sont valorisés dans les plans, presque toujours blancs de neige au sol. Nous mettrons en évidence que la terre est pourtant loin d’être si blanche à n’importe quelle altitude, dans n’importe quel massif et n’importe quand dans la « saison ». Nous questionnerons l’évolution historique de l’imaginaire suscité par ces plans faits pour attirer les skieurs, en nous focalisant sur quelques stations. Enfin, nous regarderons plus spécifiquement comment l’enneigement artificiel est représenté, avec insistance ou très discrètement. Ainsi l’article s’attache à montrer comment l’image de la neige dans ces plans est en partie une illusion destinée à attirer les touristes.