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/ Listing Categories / Workplace conditions

Content in this category pertains to material about the physical and psychosocial environment of the workplace.

2013 – 2014 Talent Management and Rewards Study — North America

At a glance: Fewer than four in 10 employers (37%) say their employees understand how they can influence their careers. A reported 41% of organizations have problems retaining critical-skill employees, and the percentages have been trending upward the last four years. Nearly one-quarter of organizations give bonuses to employees who fail to meet expectations — and close to two in 10 give employees the same bonus regardless of individual performance.

A Better Balance: Regus Work-Life Balance Index

A new study by Regus, indicates that Canadians part of Generation X or Generation Y are “marginally better” at achieving work-life balance in comparison to workers in other countries. This is especially the case if they’re running their own businesses. The study is based on he views of 26,000 professionals in more than 90 countries around the world. This is the second year for the study.

An Assessment of Life Satisfaction Responses on Recent Statistics Canada Surveys

Measures of subjective well-being are increasingly prominent in international policy discussions about how best to measure “societal progress” and the well-being of national populations. This has implications for national statistical offices, as calls have been made for them to include measures of subjective well-being in their household surveys (Organization for Economic Cooperation and Development 2013). Statistics Canada has included measures of subjective well-being – particularly life satisfaction – in its surveys for twenty-five years, although the wording of these questions and the response categories have evolved over time. Statistics Canada’s General Social Survey (GSS) and Canadian Community Health Survey (CCHS) offer a valuable opportunity to examine the stability of life satisfaction responses and their correlates from year to year using a consistent analytical framework.

Bullying in the Workplace: A handbook for the workplace

This booklet provides practical suggestions for the employer,supervisor and worker to participate in the reduction of bullying in the workplace.

Campus Recruitment and Benchmark Report

The Report compiles information regarding the new graduate recruitment practices of employers throughout Canada, detailing full-time and co-op/internship hiring and the average salaries new graduates received. 

Campus Recruitment and Benchmark Survey Report

The CACEE Campus Recruitment and Benchmark Survey – 2012 is a compilation of information regarding the new graduate recruitment practices of employers throughout Canada. 

Destination Collaboration: The Future of Work

A new white paper from Oxford Properties Group, Destination Collaboration: The Future of Work, reveals what Canadians value most in a physical office space. Using survey data from Environics Research Group, Destination Collaboration demonstrates that location is a top priority: Canadian workers see short commutes and proximity to amenities as vital to their quality of life and therefore important to their career decisions.

Determinants of Job Satisfaction

The Conference Board job satisfaction survey provides us with a unique opportunity to better understand the determinants of job satisfaction and employee retention decisions. It turns out that some factors that have strong influence on overall job satisfaction have little impact on retention and vice versa.

Employer support of volunteering: Underlying characteristics of participation and presence of support measures, 2013

Employer support plays a key role in the volunteering habits of many working Canadians.

Employment Mobility and Family Gentrification in Montreal

As Canada’s economy evolves, along with the opportunities and constraints it provides, family members adapt to fulfill their responsibilities at home and at work. For many family members, this can involve travelling long distances for work and being away from home for days, weeks or even months at a time. Since 2012, the On the Move Partnership has been exploring this phenomenon of employment-related geographic mobility (E-RGM) and has found that more Canadians than ever before are regularly commuting to work over longer distances in “complex and nuanced” patterns. Most people think of rural work environments such as northern gas and oil or mining worksites when examining the impact of mobile work and rarely consider Canada’s inner-city regions, yet these emerging labour patterns are shaping the social and economic environments of communities of all kinds. As part of the On the Move Partnership, we have explored the impact of mobile work in urban centres through extensive interviews over the past two years with Canadians engaged in mobile work, which ranged from extended daily commutes to extended travel across Quebec and around the world. The workers and families in this study were living in Montreal’s Southwest neighbourhoods of Little Burgundy, Saint-Henri and Pointe-Saint-Charles. Once heavily industrialized, these inner-city areas experienced social and economic change as a result of the rapid deindustrialization and out-migration that occurred during the 1960s, 1970s and 1980s. This was followed by a period of family gentrification, as middle-class people moved into the areas with their loved ones.

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