Academic literature on the topic 'Comportement organisationnel – Psychologie'
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Journal articles on the topic "Comportement organisationnel – Psychologie":
Savall, Henri, and Véronique Zardet. "La RSE, lien entre l’individu, l’organisation et la société : nouvel énoncé de la théorie socio-économique." Management & Sciences Sociales N° 14, no. 1 (January 1, 2013): 4–17. http://dx.doi.org/10.3917/mss.014.0004.
Morin, Denis. "Psychologie du travail et comportement organisationnel (2 édition) par Shimon L. Dolan, Éric Gosselin, Jules Carrière et Gérald Lamoureux, Montréal : Gaëtan Morin éditeur, 508 p., ISBN : 2-89105-803-8." Relations industrielles 58, no. 1 (2003): 157. http://dx.doi.org/10.7202/007379ar.
Jeoffrion, C., and G. Airagnes. "Addiction au travail : quels facteurs organisationnels favorisants et quelle prise en charge individuelle et collective ?" European Psychiatry 30, S2 (November 2015): S3. http://dx.doi.org/10.1016/j.eurpsy.2015.09.019.
Delobbe, Nathalie, and Charlotte de Boer. "Formation et socialisation organisationnelle." Savoirs N° 63, no. 2 (October 12, 2023): 11–48. http://dx.doi.org/10.3917/savo.063.0011.
Renaud, Stéphane, and Lucie Morin. "L’impact de la RSE sur l’attractivité organisationnelle et le rôle médiateur de l’engagement affectif anticipé." Management & Sciences Sociales N° 26, no. 1 (January 1, 2019): 60–71. http://dx.doi.org/10.3917/mss.026.0060.
Hirigoyen, Gérard. "La relation d’agence au prisme de la(dé)loyauté." Revue Française de Gestion 49, no. 310 (May 2023): 113–36. http://dx.doi.org/10.3166/rfg310.113-136.
Nawab, Khalid, and Mahmood Iqbal. "Saffron production in Afghanistan." International Journal of Social Studies 2, no. 1 (June 30, 2022): 01–07. http://dx.doi.org/10.55627/ijss.02.1.0133.
El Bedoui Tlik, Moufida. "La rupture et la violation du contrat psychologique : distinction conceptuelle et conséquences sur les comportements de citoyenneté organisationnelle et l'intention de départ volontaire." Revue multidisciplinaire sur l'emploi, le syndicalisme et le travail 5, no. 1 (March 1, 2010): 95–118. http://dx.doi.org/10.7202/039361ar.
Fourtier, F., and T. Apostolidis. "Incidence de la culture organisationnelle sur l’adoption des comportements pro-sociaux extra-organisationnels : comparaison entre sapeurs-pompiers et population tout-venant." Psychologie du Travail et des Organisations 27, no. 4 (December 2021): 265–79. http://dx.doi.org/10.1016/j.pto.2021.09.002.
Mokounkolo, René, Alexandrine Ceschiutti, Hélène Coillot, Evelyne Fouquereau, Nicolas Gillet, and Séverine Chevalier. "Interactions interculturelles, épanouissement psychologique au travail et comportements de citoyenneté organisationnelle interpersonnelle : rôle médiateur de l’intelligence culturelle." Le travail humain Vol. 85, no. 4 (January 9, 2023): 267–87. http://dx.doi.org/10.3917/th.854.0267.
Dissertations / Theses on the topic "Comportement organisationnel – Psychologie":
Kayaalp, Alper. "Réciprocité ou obligation: la compréhension des comportements de citoyenneté organisationnelle en role et d?extra-role." Doctoral thesis, Universite Libre de Bruxelles, 2013. http://hdl.handle.net/2013/ULB-DIPOT:oai:dipot.ulb.ac.be:2013/209399.
Doctorat en Sciences Psychologiques et de l'éducation
info:eu-repo/semantics/nonPublished
Moundjiegout, Tessa. "Evaluation des attitudes au travail en fonction du climat d'organisation et des références culturelles." Lille 3, 2009. http://www.theses.fr/2009LIL30043.
This essay puts in perpective the results of five researches accomplished on the climate of organization, behaviour at job and cultural references by the wage earners of two undertaken and from two administrations of the French public and deprived area and Gabonese. These researches had as objective to highlight the not exclusive but prevalent climate of organization and the different attitudes at job such as contentment, involvement and the value granted to job. And finally, we tried to understand the weight of variable cultural references in this triangular relation climate - cultural references - attitudes across the model of mediation. Registering in an approach of the cultural relativism, due to the fact that this comparative study heads with the French and Gabonese wage earners, conclusions showed that the prevalent climate of organization within these structures did not constitute the only variable likely to cause adaptive behaviours at the wage earners. These behaviours which manifest themselves by attitudes such contentment, involvement and value job as underlined depend however stocks the wage earner represents and of those that he finds in the organization which uses it. So, the representation of job constitutes a mediatory variable for both studied wage earners groups. In reality, all wage earners with a positive representation of their job develop adaptive behaviours at job such as contentment, involvement and value granted at job
Galtier, Valentine. "Une explication de l'apprentissage de groupe : Le rôle des caractéristiques du groupe et le rôle médiateur des processus sociaux." Paris 9, 2004. https://portail.bu.dauphine.fr/fileviewer/index.php?doc=2004PA090014.
The review of the literature on organizational learning shows two research directions : How social processes impact organizational learning ? And how do structural, individual and task's characteristics affect organizational learning: directly or by the mediation of social processes? We study theses questions at the group level of analysis and we choose to consider the result of group learning. According to a socio-technical approach (McGrath, 1964), we develop a conceptual frame to test the mediation of social processes. We organize experimentation in the context of the Markstrat simulation game and we develop a group learning measurement scale. Research results show that this is possible to construct a reliable and valid measure of group learning. Besides, results reveal the dimensionality of the group learning concept. Results identify also the impacts of social processes and the impacts of group characteristics on group learning
Ivanchak, Stephan. "Vers une meilleure compréhension théorique des comportements de civisme organisationnel." Phd thesis, Université de Nice Sophia-Antipolis, 2007. http://tel.archives-ouvertes.fr/tel-00336701.
Dans une seconde version du questionnaire, les CCO correspondent à un construit latent général, qui peut être distingué en plusieurs facettes plus spécifiques, comme le suggèrent Tepper et al. (2004) et la méta-analyse de LePine et al. (2002). Une analyse théorique et empirique tend à confirmer l'hypothèse d'antécédents communs aux CCO et au turn-over volontaire. La relation entre la motivation à s'engager des marins et les CCO est également étudiée. Globalement, la motivation semble être un antécédent majeur des CCO (Borman et Penner, 2001 ; Organ, 1990). Nous proposons un réseau nomologique des relations entre les CCO et divers construits de la psychologie industrielle et des organisations, incluant la dimension motivationnelle.
Rey, Emmanuelle. "Manager les comportements au travail inefficaces : cas des comportements déviants non violents : résultats d'expérimentation." Lyon 3, 2008. https://scd-resnum.univ-lyon3.fr/out/theses/2008_out_rey_e.pdf.
The organizations come under many pressures leading them to seek an increase in their economic performance so as to survive and thrive in an extremely competitive environment, without sacrificing a social performance which guarantee the satisfaction of their customers and their staff. In this context, the management of inefficient behaviours in the workplace, conform or not to the standards in force within the organization, becomes crucial. Studiing the case of deviant and inefficient non violent behaviours of employees in the workplace, we show that such behaviours strongly handicap the economic and social performance, to the detriment of all stakeholders of the organization as well as its customers. Taking the case of seven different organizations in the service sector, we show that their organizational structures, both physical, technological, equipmental and normative (rules of the game and working procedures) have many defects that prevent them from influencing behaviours in the workplace towards efficiency, explaining in part the adoption of deviant behaviours in the workplace. We show also that managerial practices are not sufficient to maintain the adaptation of organizational structures to the changing environment and ensure compliance. We observed that a combined development of organizational structures and managerial practices allowed to influence behaviours in the workplace towards greater compliance and efficiency. We accordingly noticed an increase in the economic and social performance of the organizations studied
Prasai, Kunjika. "Could organisations become sustainable consumers ? : towards understanding corporate management of overconsumption with the application of the sensemaking view." Electronic Thesis or Diss., Aix-Marseille, 2022. http://www.theses.fr/2022AIXM0469.
The aim of this thesis is twofold. First, to understand how organisations construct their sensibleness of overconsumption, thus becoming concerned about and taking actions on resolving the issue of overconsumption. Second, to understand the relationship between sensemaking success or failure and corporate management of overconsumption. The methodology comprises of two steps. Step 1: In-depth cases accounts for three in-depth cross-cultural case studies in India, France, and Nepal with NVivo facilitating the analysis. Step 2: Interviews with SMEs accounts for a correspondence analysis on surveys from 204 small and medium enterprises in France with SPSS facilitating the analysis. The findings of Step 1: In-depth cases reveal that TMT (Top Management Team) sensemaking must occur at both individual and collective level with the other TMTs in such a way that contextual sensemaking is governed by the organisational codes of ethics and conducts of good working conditions, liberal and collaborative power, and shared and rigid organisational vision directly pertaining to sustainability. The findings of Step 2: Interviews with SMEs reveal the strongest relationship between low level of TMT sensemaking and low level of corporate management of overconsumption.It thus seems that if the TMTs do not make sense of the importance of overconsumption, no management of it will be proposed within the organisation. TMTs should be enabled to broaden their scanning and interpretation on overconsumption. It is by increasing the variety of sensemaking available to TMTs that we can also promote and expand the successful corporate management of the issue of overconsumption
Lanneau, Claude. "Effets à long terme de l'engagement dans une organisation industrielle." Montpellier 3, 2003. http://www.theses.fr/2003MON30031.
Research on the commitment has been practised in an organizational context. They show that social changes are favoured more by commitment than persuasion in the short term. This research, centred on purely safety behaviour attitudes relative to the industrial environment, was implemented in two ways: the persuasive communication stratégy and the commitment stratégy. It verified that communication is not only effective in the short term but can also be prolonged in the long term. While persuasive communication brings no change at all. It seems that people only intervene in general ways (security decisisons, safety improvements) and not in their attitudes concerning the direct workloads of the employees. This shows the functional specificity of commitment in organizations
Ronteau, Sébastien. "Les dynamiques d'institutionnalisation de l'innovation dans les organisations : pour une compréhension des capacités des organisations à innover dans la durée." Châtenay-Malabry, Ecole centrale de Paris, 2007. http://www.theses.fr/2007ECAP1050.
This thesis stems from recent developments of research dealing with organizational capabilities to innovate. The traditional approach of the strategic management of innovation or corporate entrepreneurship appears to be prisoners of an “action-structure” duality. In contrast, our research aims at grasping the intraorganizational dynamics which are at work to give sense associate to innovative activities and innovation. Calling upon contributions from the field of intraorganizational institutions, we examine those dynamics as (a) productions of institutionalized forms around innovation, (b) effects on the innovative activities, and (c) their ordering in an institutional work. The methodological design of our research consists in an extended case method based upon four case studies. Secondary data were collected and semi-structured interviews were the conducted and submitted to a qualitative analysis. The results of this research suggest that intraorganizational institutions are a relevant theoretical frame to describe sensemaking around innovation and innovative activities within organizations. This thus helps better understand organizational capabilities to maintain innovation. Through a process of institutionalization, members of the organization and groups share a common understanding of the organization’s “innovation patrimony”. This social construct helps them deal with the anxiety attached to innovating. Organizational capabilities to maintain innovation rely on resilient capacities of “innovation-institutions” to give sense either directly via the institutionalized or more indirectly via the institutionalizing
Boundenghan, Méthode Claudien. "Comment encourager les comportements prosociaux ou citoyens au travail : le rôle des inducteurs organisationnels et individuels." Thesis, Lille 3, 2014. http://www.theses.fr/2015LIL30013/document.
Since the 1980s, the researchers investigating the behavior of individuals in the workplace have been increasingly facing the most spontaneous and voluntary behaviors which result in the improvement of organizational functioning. Known by several vocables such as organizational citizenship behaviors (Organ, 1988 ; Paille, 2006), organizational prosocial behaviors (Brief & Motowidlo, 1986 ; Desrumaux, Léoni, Bernaud & Defrancq, 2012…), these actions have been originally defined as "individual behavior that is discretionary, not directly or explicitly recognized by the formal reward system and that, overall, promotes the efficient and effective functioning of the organization" (Organ, 1988, p. 4). However, empirical studies offer different categorizations. The first is based on groups of behaviors (Organ, 1988 ; Podsakoff, MacKenzie, Moorman, & Fetter, 1990) and the second on a division in two dimensions as they are moving towards a particular target (organization vs. individual), each containing subcategories (Williams & Anderson, 1991). Based on these categorizations and relying on the theory of social exchange, this thesis will examine the role of either organizational or individual variables both in the prosociality of individuals in the workplace. In fact, it is to analyze the influence of work-related characteristics (organizational justice and organizational support), job satisfaction, organizational commitment, personality, emotions and empathy on CPST. A full model that includes all these variables has therefore been proposed. This model suggests that organizational and individual inducers affect CPST by mediation of job satisfaction, affects and empathy. Analytical results of studies conducted for this purpose reinforce some relational hypothesis and tend to reproduce a two-dimensional categorization. Thus, the present study shows that the prosociality of employees is positively related to several criteria such as perceived organizational support, distributive, procedural, interpersonal justices and organizational commitment. The results also support the mediator roles of empathy and affects in the relationship between distributive and procedural justices, affective involvement and prosocial behaviors. In terms of contributions, this study gives rise to the establishment of a strong theorical basis to organizational prosociality of workers. Then, this research overcomes some limitations of the previous studies inherent to the study of a small number of prosociality dimensions and antecedent variables. Finally, this research provides more information about the history and role of prosocial behaviors at work
Ballé, Michael. "Les modèles mentaux : étude du raisonnement en situation." Paris 4, 2000. http://www.theses.fr/2000PA040215.
Books on the topic "Comportement organisationnel – Psychologie":
Dolan, Shimon. Psychologie du travail et comportement organisationnel. 3rd ed. Montréal: G. Morin, 2007.
Léandre, Maillet. Psychologie et organisations: L'individu dans son milieu de travail. Montréal: Agence d'Arc, 1988.
Schermerhorn, John R. Comportement humain et organisation. 2nd ed. Saint-Laurent, Québec: Éditions du Renouveau pédagogique, 2002.
Schermerhorn, John R. Comportement humain et organisation. 4th ed. Saint-Laurent, Québec: ERPI, 2010.
Jean-Luc, Bernaud, and Lemoine Claude, eds. Traité de psychologie du travail et des organisations. 2nd ed. Paris: Dunod, 2007.
Pettersen, Normand. Comprendre le comportement de l'individu au travail: Un shcéma d'organisation. Montréal: Agence d'Arc, 1992.
Pettersen, Normand. Comprendre le comportement de l'individu au travail: Un schéma d'intégration. Laval, Qué: Agence d'ARC, 1992.
Burg, Philippe. Psychologie et management. 4th ed. Paris: Presses universitaires de France, 2007.
Vries, Manfred F. R. Kets de. L' entreprise névrosée. Auckland: McGraw-Hill, 1985.
Chanlat, Jean-François. L' individu dans l'organisation: Les dimensions oubliées. Québec: Presses de l'Université Laval, 1990.
Book chapters on the topic "Comportement organisationnel – Psychologie":
Delobbe, Nathalie. "Partie I. Le contrat psychologique." In Comportement organisationnel Vol. 1, 15–19. De Boeck Supérieur, 2005. http://dx.doi.org/10.3917/dbu.delob.2005.01.0015.
Gangloff, Bernard. "Comportements de citoyenneté organisationnelle." In Psychologie du Travail et des Organisations, 112–16. Dunod, 2016. http://dx.doi.org/10.3917/dunod.valle.2016.01.0112.
Campoy, Eric, Sébastien Castaing, and Sylvie Guerrero. "Chapitre 3. Approche méthodologique du contrat psychologique : opérationnalisation, mesure et analyse des données." In Comportement organisationnel Vol. 1, 111–53. De Boeck Supérieur, 2005. http://dx.doi.org/10.3917/dbu.delob.2005.01.0111.
Coyle-Shapiro, Jacqueline A. M., and Marjo-Riitta Parzefall. "Chapitre 1. Explorer la théorie du contrat psychologique : questions clés pour comprendre et investiguer la relation d'emploi." In Comportement organisationnel Vol. 1, 21–67. De Boeck Supérieur, 2005. http://dx.doi.org/10.3917/dbu.delob.2005.01.0021.
Dulac, Tanguy. "Chapitre 2. De la formation à l'évaluation du contrat psychologique : revue de la littérature et perspectives de recherche." In Comportement organisationnel Vol. 1, 69–109. De Boeck Supérieur, 2005. http://dx.doi.org/10.3917/dbu.delob.2005.01.0069.
Gangloff, Bernard. "Comportements de citoyenneté organisationnelle." In Psychologie du Travail et des Organisations : 110 notions clés, 116–20. Dunod, 2019. http://dx.doi.org/10.3917/dunod.valle.2019.01.0116.