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Between 'porte-parole' and 'porte-mémoire': Assia Djebar's cinematic voice in the MaghrebThis article studies the roles of women as guardians of cultural heritage and national identity, which they preserve and transmit to the younger generations. While their role as 'porte-mémoire' has been recognized as key to preserving national identity, their story as warriors is sacrificed. This study argues that this sacrifice was made in order to uphold male honour as the guardians and defenders of the nation, and to hide the story of rape in colonial prisons, which signifies a direct assault on male honour. Assia Djebar's novels and films position her as the woman who can now write about those who could not, as the 'porte-parole' who worked to eternalize the story that orality failed to transmit. The analysis of La Nouba des femmes du mont Chenoua (1978) shows how Djebar creates a space for voices to be heard, as she defeats the eternal silence which threatens the existence of her women compatriots. © 2012 Intellect Ltd.
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Factors associated with intended staff turnover and job search behaviour in services for people with intellectual disabilityStaff turnover is a major problem in services for people with intellectual disability (ID). Therefore, understanding the reasons for staff turnover is vital for organizations seeking to improve their performance. The present study investigates the factors directly and indirectly associated with an intention to leave an organization and actual job search behaviour amongst staff in services for people with ID. As part of a large-scale survey of staff in services for people with ID, information was collected from 450 staff concerning intended turnover, job search behaviour and a wide range of factors potentially associated with these outcomes. Path analyses revealed that work satisfaction, job strain, younger staff age and easier subjective labour conditions were directly associated with intended turnover. The same factors, with the exception of younger staff age, were also directly associated with job search behaviour. Factors indirectly associated with these outcomes included wishful thinking, alienative commitment to the organization, lack of staff support, role ambiguity, working longer contracted hours, having a low-status job, a lack of influence over decisions at work and less orientation to working in community settings with people with ID. The models of staff turnover empirically derived in the present study confirm and extend previous research in this area. The implications for organizations are discussed.