مطالب

Résumé Mise au premier plan dans le champ littéraire contemporain, la pulsion autobiographique, autrefois refoulée par la vague structuraliste des années 50-60 excluant l'auteur de sa création, renaît avec une grande diversité et inventivité à cette fin du siècle et atteint son apogée pendant ces dernières années. En perpétuelle transformation quant à ses formes et à ses contenus, la pratique autobiographique d’aujourd’hui se singularise par son hétérogénéité et par ses transgressions des préceptes canoniques du genre, formalisés par les théoriciens dont Philippe Lejeune et Georges Gusdorf. D’ailleurs, cette prédilection esthétique pour l’introspection se révèle notamment dans nombre de récits, écrits par des femmes, frappant le lecteur par la façon dont elles s’écrivent.Le présent article se propose d’enquêter la mise en scène de soi dans trois ouvrages du XXIe siècle, à savoir l’œuvre autobiographique d’Annie Ernaux, de Catherine Cusset et de Simine Behbahâni, du fait qu’elle reflète une ouverture quasi-totale à autrui au point que ce n’est plus le moi qui a la pleine puissance et qui l’emporte dans le texte. Cette écriture moins concentrée sur le « je » approche ces tentatives autobiographiques de ce que l’on appelle « alterbiographie ». Chez elles, le récit de soi se manifeste comme l’écriture de l’autre que l’on se propose d’étudier à la lumière des théories de critique littéraire générique au féminin.

Research on high-stakes tests indicates that increasing the stakes of large-scale English language tests will have consequential influence on teaching and learning performance and practices. However, evidence for influence on student ‘motivation for learning English (MLE)’ within such a context is still scarce. Taken this, the present study investigated the motivational level of high school students learning English as a foreign language (EFL) in the context of university entrance requirement tests change in Iran (introducing high school national English achievement tests-NEATs- as new requirements for entrance into nation-state universities). For such a purpose, the MLE scale, taken from Gardner’s (2004) Attitude/Motivation Test Battery, was translated into Persian, administered among 451 randomly selected students supposed to take the NEATs for their admission to universities, and subjected to confirmatory factor analyses. The results obtained through within-group ANOVA comparisons of the construct-validated subscales revealed that under increased stakes of the NEATs the participants maintained moderately high level of motivation for the two components of ‘desire to learn English’ and ‘attitudes towards learning’; however, the level for the component of ‘motivational intensity’ was neutral/moderate. Similar result (i.e., moderate level) was found in the participants’ perspective of their overall MLE. The findings, overall, indicate that the NEATs-admission programme has not demotivated the learners yet they are not as highly motivated as intended by the change planners. Such a divergence between the ideal policies (i.e., high level of MLE) and what was observed in practice (i.e., neutral/moderate MLE level) has implications for test change contexts and their driving policies.

Background: Islamic ethics is a cultural and religious perspective that leads to meaning in the work and personal life of individuals and the need to study the relationship and its effect in our countrychr(chr('39')39chr('39'))s organizations is of great importance. Therefore, the purpose of this study is to investigate the effect of moderating Islamic ethics of employees on the relationship between meritocracy and individual consequences (perceived organizational justice, organizational commitment and organizational citizenship behavior). Method: This study is an applied research and in terms of purpose and research method is a descriptive-correlation study. The statistical population of the study is the managers and experts of the selected executive bodies during the years 2015 to 2017. Due to the limited number of members of the statistical population, the census method was used and 386 were selected as the sample by the available sampling method. The research tool was a standard questionnaire and for statistical analysis of data, structural equation test and partial least squares method were used. Results: The results of this study showed that there is a positive and significant relationship between organizational competence and individual outcomes. Also, the moderating effect of employeeschr(chr('39')39chr('39')) Islamic ethics on the relationship between organizational competence and organizational justice has been understood and organizational commitment has been confirmed. Conclusion: Due to the obligation of commitment, organizational citizenship behavior and more perceived organizational justice, it is important to pay attention to attracting worthy individuals and employees who have Islamic moral values.Background: Islamic ethics is a cultural and religious perspective that leads to meaning in the work and personal life of individuals and the need to study the relationship and its effect in our countrychr(chr('39')39chr('39'))s organizations is of great importance. Therefore, the purpose of this study is to investigate the effect of moderating Islamic ethics of employees on the relationship between meritocracy and individual consequences (perceived organizational justice, organizational commitment and organizational citizenship behavior). Method: This study is an applied research and in terms of purpose and research method is a descriptive-correlation study. The statistical population of the study is the managers and experts of the selected executive bodies during the years 2015 to 2017. Due to the limited number of members of the statistical population, the census method was used and 386 were selected as the sample by the available sampling method. The research tool was a standard questionnaire and for statistical analysis of data, structural equation test and partial least squares method were used. Results: The results of this study showed that there is a positive and significant relationship between organizational competence and individual outcomes. Also, the moderating effect of employeeschr(chr('39')39chr('39')) Islamic ethics on the relationship between organizational competence and organizational justice has been understood and organizational commitment has been confirmed. Conclusion: Due to the obligation of commitment, organizational citizenship behavior and more perceived organizational justice, it is important to pay attention to attracting worthy individuals and employees who have Islamic moral values.