{"id":4548,"date":"2025-06-18T19:21:29","date_gmt":"2025-06-18T19:21:29","guid":{"rendered":"https:\/\/ijssass.com\/journal\/contre-valeur-de-logement-et-citoyennete-des-salaries-des-entreprises-minieres-de-likasi\/"},"modified":"2025-06-18T19:57:24","modified_gmt":"2025-06-18T19:57:24","slug":"contre-valeur-de-logement-et-citoyennete-des-salaries-des-entreprises-minieres-de-likasi","status":"publish","type":"post","link":"https:\/\/ijssass.com\/journal\/contre-valeur-de-logement-et-citoyennete-des-salaries-des-entreprises-minieres-de-likasi\/","title":{"rendered":"Contre-valeur de logement et citoyennet\u00e9 des salari\u00e9s des entreprises mini\u00e8res de Likasi"},"content":{"rendered":"

This article was originally published as: Contre-valeur de logement et citoyennet\u00e9 des salari\u00e9s des entreprises mini\u00e8res de Likasi<\/strong><\/p>\n

Original Article Link: Read Original Article<\/a><\/p>\n

Download PDF: Click Here to Download PDF<\/a><\/p>\n

Abstract<\/h2>\n

Le logement est l\u2019un des besoins essentiels familiaux devant \u00eatre fourni, pour le salari\u00e9 ainsi que sa famille, par l\u2019employeur. Dans ce sens, il produira beaucoup de r\u00e9actions comportementales, notamment la citoyennet\u00e9 au travail. Apr\u00e8s v\u00e9rification des hypoth\u00e8ses par une m\u00e9thodologie appropri\u00e9e, les auteurs confirment que le montant de contre-valeur de logement non \u00e9quitable est \u00e0 la base de comportement de non citoyennet\u00e9 professionnelle. Au regard des r\u00e9sultats trouv\u00e9s, ils \u00e9mettent l\u2019id\u00e9e de la flexibilisation de la r\u00e9mun\u00e9ration, \u00e0 travers la contre-valeur de logement.<\/p>\n

Authors<\/h2>\n
    \n
  • Tshipadi Kankonde Fils (Chef de Travaux)<\/li>\n
  • Lumbu Wa Nyungu S\u00e9raphin (Assistant)<\/li>\n
  • Kanyinda Patrick Tshilunga (Ph.D, Professeur Associ\u00e9 \u00e0 l\u2019Universit\u00e9 de Likasi)<\/li>\n<\/ul>\n

    Keywords<\/h2>\n

    contre-valeur de logement, citoyennet\u00e9 au travail<\/p>\n

    References<\/h2>\n
      \n
    1. Agouri, R. (2011). Les comportements d\u2019\u00e9quipiers et leurs liens avec la qualit\u00e9 de vie au travail, Ma\u00eetrise en Sciences de Gestion, Universit\u00e9 de Montr\u00e9al.<\/li>\n
    2. Bernaud, J.-L. et Lemoine, C. (2007). Trait\u00e9 de psychologie du travail et des organisations, Dunod, Paris (Sous la direction de).<\/li>\n
    3. Brunetaux, J.-B. (2012). Gestion des ressources humaines et communication, 6\u00e8me \u00e9dition r\u00e9vis\u00e9e et compl\u00e9t\u00e9e, Presses de l\u2019Universit\u00e9 Catholique de l\u2019Afrique Centrale, Yaound\u00e9.<\/li>\n
    4. Chatzis, K. (1999). \u00ab De l\u2019autonomie par l\u2019ind\u00e9pendance \u00e0 l\u2019autonomie dans l\u2019interaction \u00bb, In Quoi de neuf ? S. vol., S. n\u00b0, pp.26-37.<\/li>\n
    5. Cormier, M. (2008). La performance de citoyennet\u00e9 des \u00e9quipes de travail, Th\u00e8se de Doctorat en Psychologie, Universit\u00e9 du Qu\u00e9bec \u00e0 Montr\u00e9al.<\/li>\n
    6. Duverger, M. (1961). M\u00e9thodes des sciences sociales, P.U.F, Paris.<\/li>\n
    7. Fortin, P. (2009). Influence qu\u2019exercent les formes d\u2019\u00e9quit\u00e9 li\u00e9es \u00e0 la r\u00e9mun\u00e9ration sur les comportements d\u00e9viants au travail, Ma\u00eetrise en Administration des Affaires,Universit\u00e9 de Montr\u00e9al.<\/li>\n
    8. Garner, P. (2015). Les effets de l\u2019\u00e9quilibre travail\/famille sur la satisfaction au travail et l\u2019intention de d\u00e9part des cadres : une investigation du r\u00f4le mod\u00e9rateur du sentiment d\u2019efficacit\u00e9 personnelle, Th\u00e8se de Doctorat en Sciences de Gestion, Universit\u00e9 de Lorraine.<\/li>\n
    9. Henry, L. (2004). Relation entre le degr\u00e9 de satisfaction au travail et les comportements de citoyennet\u00e9 organisationnelle chez les enseignants au secondaire, Ma\u00eetrise en Sciences de l\u2019Education, Universit\u00e9 du Qu\u00e9bec.<\/li>\n
    10. Hess, U. (2003). Les \u00e9motions au travail, Fellow Cirano, Montr\u00e9al.<\/li>\n
    11. Lef\u00e8vre, P. et Mura, Y. (2010). Promouvoir les ressources humaines en action sociale et m\u00e9dico-sociale, Dunod, Paris.<\/li>\n
    12. Levy-Leboyer, C. (2005). La personnalit\u00e9 un facteur essentiel de r\u00e9ussite dans le monde du travail, Editions d\u2019organisation, Paris.<\/li>\n
    13. Luwenyema, L. (1989). Pr\u00e9cis de droit du travail za\u00efrois, Edition Lule, Kinshasa.<\/li>\n
    14. Maghini, A. (2014). \u00ab Satisfaction au travail, implication organisationnelle et intention de d\u00e9part volontaire : cas des techniciens de maintenance d\u2019une entreprise de c\u00e2blage \u00bb, In 1European Scientific Journal, Vol.10, n\u00b035, pp.80-92.<\/li>\n
    15. Mwenze Wa Kyungu E. J.-P. (2016). Philosophie de l\u2019\u00e9ducation. L\u2019id\u00e9al pour l\u2019\u00e9cole et le d\u00e9veloppement social du Congo d\u00e9mocratique, Editions universitaires, Lubumbashi.<\/li>\n
    16. Supiot, A. (2004). Le droit du travail, 4\u00e8me \u00e9dition mise \u00e0 jour, \u00ab Que sais-je ? \u00bb, P.U.F, Paris.<\/li>\n
    17. Tremblay, M., Guay, P., Simard, G. (2000). L\u2019engagement organisationnel et les comportements discr\u00e9tionnaires:<\/li>\n
    18. l\u2019influence des pratiques de<\/li>\n<\/ol>\n","protected":false},"excerpt":{"rendered":"

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