Thèses sur le sujet « Comportement organisationnel – Psychologie »
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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.
Texte intégral
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.
Texte intégralThis 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.
Texte intégralThe 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.
Texte intégralDans 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.
Texte intégralThe 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.
Texte intégralThe 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.
Texte intégralResearch 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.
Texte intégralThis 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.
Texte intégralSince 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.
Texte intégralKhan, Abdul Karim. « Organizational injustice and counterproductive work behaviors : Exploring the role of discrete emotions ». Aix-Marseille 3, 2010. http://www.theses.fr/2010AIX32039.
Texte intégralThe reactions to organizational injustice have been well documented in the literature. Consider the following scenario: Three employees A, B, and C have been treated unfairly by their organization. In reaction to the injustice, each of the employees behaved differently. Employee “A” misbehaved with the supervisor, employee “B” indulged in withdrawal acts of leaving early from office and coming late, and employee “C” stole office stationary. Although the employees were subjected to same kind of unfairness, they reacted differently. This situation raised the question that “Why do individuals respond differently to experiences of injustice?” In the current research, we addressed this question. Justice researchers tried to address this issue by examining the potential moderators of the injustice-behavior link. Previous studies have examined the moderating effects of risk aversion, trust propensity, exchange Idealogy, equity sensitivity, sensitivity to befallen injustice, trait morality, and Big Five personality traits. The studies have found mixed results for the predictions. Departing from the existing moderators of injustice-behavior link, we proposed and tested a mediating mechanism of discrete emotions between perceived injustices and counterproductive work behaviours. We used fairness theory and cognitive appraisal theories to develop our model. In view of our research question, three aspects were involved which need to be assessed; organizational event having personal significance for the employee, emotions associated with that event, and behavioral manifestation of the experienced emotions. We chose the event of annual salary raise and its significance was assessed by multi-facet fairness perceptions associated with it. We assessed emotions of anger and sadness experienced in response to this event. Five dimensions of counterproductive work behaviours namely abuse against others, sabotage, theft, withdrawal, and production deviance, were assessed as behavioral manifestation of these emotions. We conducted our research in Pakistani Telecom and IT sector organizations. At first place, we conducted a qualitative study to examine the important fairness dimensions, emotions, and counterproductive work behaviours in our research context. Then, we conducted a quantitative study to assess the dimensionality of organizational justice in Pakistani context. Finally, we conducted a survey study to test our hypothesized model. We used an event paradigm (event of annual salary raise) to assess the perceptions of distributive, procedural, and interpersonal justice perceptions. The questionnaires were sent to respondents 15 days after the announcement of their annual salary raise. The participants were asked about their justice perceptions of salary raise event, emotional experience of anger and sadness, and counterproductive work behaviours. We hypothesized that injustice perceptions of salary raise event (distributive, procedural, and interpersonal) may lead to anger and sadness, and anger leads to abuse against others, sabotage, theft, and production deviance behaviours. Sadness, on the other hand, leads to withdrawal behaviours. We also hypothesized that any sort of distributive and/or interpersonal justice violations may lead to the theft behavior. We also predicted that that anger would mediate the relationships of injustice perceptions with abuse against others, sabotage, theft, and production deviance. Sadness was hypothesized to mediate the relationship of injustice perceptions with withdrawal behaviours. Our results showed that distributed injustice predicted both sadness and anger, procedural injustice predicted only sadness and interpersonal injustice was neither a significant predictor of anger nor sadness. We found that violations of interpersonal justice were related to theft but violations of distributive justice were not related to theft. We found that anger partially mediated the relationship of distributive injustice with abuse against others; however anger fully mediated the relationship of procedural and interpersonal injustice with abuse against others. Anger partially mediated the relationship of injustice perceptions (distributive, procedural, and interpersonal) with sabotage. Our findings demonstrated that anger fully mediated the relationship of distributive and procedural injustice with theft. Sadness fully mediated the relationship between injustice perceptions (distributive, procedural, and interpersonal) and withdrawal behaviour. Generally, we found support for mediating mechanisms of emotions between injustice perceptions and counterproductive work behaviours
Auboyer, Audrey. « Contribution à l'évolution du retour d'expérience en tunnel routier vers un outil de compréhension du comportement humain (usager et exploitant) ». Phd thesis, École Nationale Supérieure des Mines de Paris, 2009. http://pastel.archives-ouvertes.fr/pastel-00005923.
Texte intégralHafidi, Alaoui Moulay Smail. « L'apprentissage de la compétence interculturelle des expatriés français travaillant au Maroc dans des entreprises à participation française ». Amiens, 2009. http://www.theses.fr/2009AMIE0011.
Texte intégralBudi, Annabel. « Nouveaux contextes professionnels et processus psychosociaux de construction du rapport au travail : l'exemple de la sous-traitance in situ ». Toulouse 2, 2003. http://www.theses.fr/2003TOU20017.
Texte intégralThe research, made beside two groups of employees (permanents, sub-contractors on site), aims at : examining if this professional status are combined with some profiles of working relationship ; showing how the professional self-efficacy and the social comparisons intervene in the relation between status and working relationship. These hypothesis are testing within the framework of an analytical approach (from dimensions usually studied separately) and an approach of integration (articulate these dimensions). An ascending hierarchical classification separated three profiles of working relationship : no polarized implication, polarized implication, recess. The results show that the professional self-efficacy and the social comparisons have some effects on the dimensions of working relationship and their organizations. They show too the interest and the complementarity from two approaches in order to explain the variability of working relationship between the two studied groups
Boisard-Castelluccia, Sylvie. « La diversité démographique des équipes dirigeantes, source d'apprentissage individuel et de performance ». Toulon, 2004. http://www.theses.fr/2004TOUL2001.
Texte intégralThe aim of this thesis is to study the effects of demographical diversity on the functioning of top management teams, and more particulary on the individul learnind process and performance. It proposes a model describing the effects of top management team heterogeneity on individual learning. I have demonstrared, with quantitative and qualitative approaches, that Individual learning is an increasing funtion of cognitive dissonance. The more the individual is dissonant, the more he/she will be able to learn. For the purposes of this thesis, I surveyed 30 French managers from 4 different European multinationals. I collected the data with questionnaire, semi-directive interviews and full participant observations. The quantitative information has been treated with a linear regression and a PLS (Partial Leasts Squares) model of structural equations. The qualitative data have been analyzed with the Miles and Huberman's protocol (1981)
Amari, Cherif Amina. « Gestion des compétences dans les organisations publiques en Tunisie : cas d'experimentation ». Lyon 3, 2008. https://scd-resnum.univ-lyon3.fr/out/theses/2008_out_amari-cherif_a.pdf.
Texte intégralAs a result of the evolution of the external envirnment which has been affected by a liberal ideology, Tunisian public organizations have been seeking for an efficient management model able to improve public notoriety. This quest for efficiency has incited us to study ways of developing competences among employees in public organizations. The research attempts to define the major factors that are likely to affect competence management. It is hypothesized that both the cultural context and the Human Resource Management strategies may influence the success of the implementation of a competence-based management approach within public organizations. First, the study focuses on the ambiguity of competence management, showing that the former practice is far from being homogeneous or neutral. We, then, present a qualitative longitudinal case study of a big Tunisian organization. The part of the research has enabled us to examine those difficulties faced in implementing restructuration projects in the Tunisian public sector. The second part of the study describes the most important results of the dysfunctional analysis that has been carried out within the observed organization. We demonstrated that the Human Resource Management system- a traditionally based approach- does not encourage the management of competences among workers. Suggesting a new management tool has, thus, proved to be necessary. Finally, the study attempts to shed lights on those cultural caracterstics of Tunisian public organizations and which may hinder the implementation of competence-management practices
Andrieu, Clement. « De la prise de parole au silence, une interprétation en termes d'impuissance apprise dans le contexte organisationnel ». Electronic Thesis or Diss., Université Côte d'Azur, 2023. http://www.theses.fr/2023COAZ2048.
Texte intégralIndividuals have an intrinsic need to experience a certain degree of personal control over their environment, the ability to influence situations to prevent hazards, mitigate negative experiences, or create positive outcomes. This basic need also holds true within organizations where individuals operate, whether it's in the workplace, in associations, at the university, etc. In these contexts, when negative events occur, people may seek to voice their concerns to authorities, managers, or decision-makers in an attempt to indirectly affect these events they wish to influence, either to prevent or alleviate them. However, there are instances when, faced with a negative event, individuals remain silent and accept it, believing that acting is futile (i.e., acquiescent silence). This silence contradicts their need to control their environment and can lead to detrimental consequences for both individuals and organizations. In the literature on organizational behavior, this state of silence is often considered as an example of learned helplessness, but is it so? Learned helplessness is a severe state for individuals, which can resemble a depressive state and goes beyond mere passivity. In this thesis, we expose the theoretical concepts of control perception and learned helplessness, which we concretely apply to the context of voice and silence within organizations to understand how individuals come to stay silent and resigned, and what the consequences are. The studies conducted within the framework of this thesis experimentally examine all the required components of the learned helplessness paradigm, including its antecedents, mediators, and the full scope of its consequences (behavioral, emotional, and cognitive) in the context of voice within organizations. The results obtained in these studies show that acquiescent silence is indeed similar to learned helplessness, thus contributing to an understanding of the factors that lead people to remain silent and the resulting consequences. More broadly, the application of the concept of learned helplessness to social issues is discussed, as well as the theoretical contributions of this work and the remaining questions to be addressed
Pinto, Coelho Joaquim José Vieira. « Les facteurs psychosociaux de l'efficacité organisationnelle : étude comparée des mairies portugaises ». Metz, 2004. http://docnum.univ-lorraine.fr/public/UPV-M/Theses/2004/Pinto_Coelho.Joaquim.Jose.Vieira.LMZ0408_1.pdf.
Texte intégralThis research required to examine variables that influence the organizational efectiveness in local government services. The mayoralty was used the unity of analysis and 92 mayors and 236 directors in 109 municipalities in Portugal participated in this study. The latent variables mayor's extensive leadership (G), strategic oriented leadership (S) and risk predisposed leadership R, director's satifaction and commitment, trust and cooperation climate were operationalized using factor analysis. Through structural equations modeling the research revealed significant positive mediate relationship between : G and satifaction, G and cooperation, S and commitment, S and trust, R and satisfaction, satisfaction and commitment and commitment and trust. Signicant negative mediate relatinship was found between G and commitment ; and a one hand, between R and, on the other, trust and cooperation. Direct effects from trust to overall perceived effectiveness and to level of investments execution rate were found. Financial indicators were not found to be significantly explained by the model. Significant differences for mayors and directors were found in the relation between G and satisfaction, R and satisfaction, S end trust and commitment and trust. Mayoralties supported by right and left ideologies were found to have significantly different perceptions between R and cooperation. Also, significant differences for lower and upper economic level municipalities were found between R satifaction and between R and cooperation. Behavioral styles of mayor are proposed and analyzed their effectiveness. The model was specified for others factors of leadership as perceived by the directors
Beltou, Nicolas. « Attitudes et comportements des salariés de France Télévisions en contexte de changements organisationnels : antécédents et mécanismes explicatifs ». Thesis, Tours, 2019. http://www.theses.fr/2019TOUR2011.
Texte intégralOrganizational changes tend to be more and more frequent for businesses and a successful implementation is a financial and operational challenge for them. The main purpose of this doctoral dissertation was (1) to contribute to identifying individual and organizational factors that develop positive attitudes and adjustment, in time of organizational change, (2) to explore the mechanisms underlying such effects. Three studies were conducted. Study 1 showed that, when a corporate relocation is carried out, social support is positively correlated to anticipated change satisfaction, while workplace attachment is negatively correlated to it. Moreover, our results indicated that, perception of change justification is a mediator in those relationships. Study 2 found that, in time of Enterprise Resource Planning's (ERP) implementation, social capital was positively related to three forms of adjustment (i.e., task, intrapersonal and inter-individual adjustment) through role clarity. At last, study 3 exposed that, in that same context, the more an individual has a positive reaction to change, the more affective commitment to change appears as an explanatory mechanism between the quality of organizational communication on change and change satisfaction indicators (i.e., Task-Technology Fit and change satisfaction). As a whole, all three studies help to expand scientific knowledge on organizational changes and contribute to opening a discussion on positive organizational actions that support change success.Keyword : organizational change, corporate relocation, ERP, social support, workplace attachment, change justification, anticipated change satisfaction, social capital, adjustment, quality of change communication, task technology fit, change satisfaction, affective commitment to change, positive reaction to change
Aubouin, Bonnaventure Julia. « Les pratiques organisationnelles vertueuses (POV) : de leur conceptualisation à leur opérationnalisation et à l'étude de leurs relations avec le bien-être psychologique, les attitudes et les comportements des travailleurs ». Electronic Thesis or Diss., Tours, 2021. http://www.theses.fr/2021TOUR2006.
Texte intégralWhile the study of organizational practices favorable to the performance and involvement of workers has aroused great interest among researchers, the study of practices favorable to their psychological health is still in gestation. The general purpose of this doctoral dissertation was to contribute to the enrichment of this field of scientific literature through: (1) the conceptualization of Virtuous Organizational Practices (VOP) based on the Psychologically Healthy Workplace model of the American Psychological Association (APA), (2) the development of a tool to assess VOP, and (3) identification of the existing links between VOP on the one hand, and the psychological well-being, intentions and behaviors of workers on the other. To achieve these aims, three studies were conducted. The first, comprising three sub-studies, developed and validated a reliable tool to assess VOP (i.e., Virtuous Organizational Practices Inventory, VOPI)among a population of French workers from the private, public and associative sectors. The second study demonstrated that VOP were positively associated with job satisfaction, thriving at work and work-life balance, through the mediation of psychological capital. Finally, the third study found that VOP positively impacted the person-organization fit, which in turn promoted the intention to stay and the organizational citizenship behaviors of workers. This doctoral dissertation makes an innovative contribution to the scientific literature on organizational determinants of psychological well-being, positive attitudes and behaviors of workers and offersactors in the field an integrative and reliable tool to assess virtuous organizational practices
Pohl, Sabine. « Contribution à une définition de la culture organisationnelle en gestion des ressouces humaines : une analyse en termes d'implication organisationnelle, d'implication à l'égard du travail et de satisfaction professionnelle ». Doctoral thesis, Universite Libre de Bruxelles, 2000. http://hdl.handle.net/2013/ULB-DIPOT:oai:dipot.ulb.ac.be:2013/211742.
Texte intégralNzihou-Moundouha, Patrice. « Les modes opératoires du travail ouvrier : étude comparative dans deux brasseries : Kronenbourg Pointe-Noire, Kronenbourg Strasbourg ». Metz, 1997. http://docnum.univ-lorraine.fr/public/UPV-M/Theses/1997/Nzihou_Moundouha.Patrice.LMZ9706.pdf.
Texte intégralThis study to intercultural orientation, intend to do the organisation analysis of the work in two brewery (the first in Congo, in Pointe-Noire precisely, the second in France more particulary in Strasbourg) in order to understand manners of workingman and to put in a promiment position, at first the national and cultural particularities, then the interactions which result between the industrial references and the ones of social systems which workers belong. As this part, the comparative approach is the most indicated to tackle the problems related manners of workingman. Of cause, such option suppose that our must take into accunt workman skills in the two brewery, their knowledge, the ideas that they have of industrial system and of the work they carry out, their previous experience, their culture, the tradition which is tied up work, their frame and their manner of work appropriation. To aboard the problematic of manners of workingman, we refered to a theoric frame which can suggest the required conceptual basis and methodological. This object we manager to do a bibliographic review, which is relative work thematics, the oraganization behavior in intercultural situation, the transfer of technology and ergonomics. The methodology that we carry to grasp the manners of working is adopted classic means (observation, discussion, work analysis). The datos treatment which have been calleded required the use of camputer impliments. The (qualitative or quantitative) result of study permited to validate the hypothesis which suppose differences between the manners of workingman and to explain these one with the fact that workman move around a situation of technical, organization, cultural contraints which overdetermine as it were not only both the logics of actions, but as their activities or the process that they carry out. As well in the conception of technical objects as in the work representations, there are important differences, which allocate workmans in both brewery. The results of this study defined the typology of model to functioning operators
Camilotto, Nicolas. « Trois essais sur la notion de confiance en économie ». Electronic Thesis or Diss., Université Côte d'Azur, 2023. http://www.theses.fr/2023COAZ0031.
Texte intégralThe examination of the social bond that unites individuals within a society is a broadand recurrent subject of research in the social sciences. Concepts such as interest, mutualassistance, law, sociability, and sympathy have traditionally influenced how scholars ineconomics, sociology, and political science perceive the social fabric. However, in recentdecades, the concept of trust has emerged as a dominant force, fundamentally transforming the discourse on this topic specially in economics. The study of trust has gained significant traction in the social sciences since the 1990s, resulting in a substantial an interdisciplinary body of literature. This thesis offers a history of these recent transformations, problematized around the tension between the desire to develop an economic approach to trust and the inherently interdisciplinary nature of this subject.The first chapter investigates the transition of the concept of trust from sociologyto economics during a seminar titled “Seminar on Trust and Social Change” which tookplace at King's College Cambridge, from 1985 to 1986. Organized by sociologist DiegoGambetta, this seminar acted as an interface for scientific exchanges and allowed tworesearch programs to exchange methods and objects so as to form an interdisciplinaryprogram on the notion of trust.The second article employs quantitative and computational tools to offer a concise andcomprehensive overview of the research domains related to trust. The analysis carried outallows us to conclude that the fields of research on trust do not fall into a disciplinary partitioning. Consequently, there is no “economics of trust” per se, but rather distinctresearch fields within economics, characterized in part by their varying interactions withother disciplines.The third and final chapter offer to blend historical and methodological perspectives toexamine the Trust Game. Since its publication in 1995 by Berg, Dickhaut, and McCabe, theTrust Game has become the standard methodology for investigating trust experimentallyin economics (as well as in psychology). We demonstrate that historically, the use of theTrust Game in economics is primarily situated at the core of two distinct approaches. Wethen analyze this duality from a methodological standpoint to reveal that it encompassesa divergence in the interpretation of the concept of validity concerning the results ofthe Trust Game. We assert that these validity criteria are overly constrictive to offer asatisfactory economic approach to trust based on the Trust Game
Dhondt, Cippelletti Linda. « Comportements de déviance et de citoyenneté organisationnelle : déterminants et effets en milieux organisationnels ». Thesis, Paris 10, 2018. http://www.theses.fr/2018PA100116/document.
Texte intégralThe aim of this study was to appraise the constructive deviance according to Galperin (2003). As this construct has in common non prescribed behaviors in organizational environments, organizational citizenship behaviors (OCB, Organ, 1988) and destructive workplace deviance (Robinson & Bennett, 1995), we found interesting to study them as well. Then we focused on different attitudinal determinants and perception of workplace situations which could be compared to it, and their hypothetical relationship with the burn out. Recalling different stress models, we examined the Conservation of Resources Theory (Hobfoll, 1988), and particularly his salutogenic perspective of health at work. We achieved our review with the study of the perceived value of the OCB and constructive deviance. Our first study (151 workers related to public) explores how job demands (perceived role tensions), resources (feeling of job selfefficacy, perceived autonomy) and professional commitment (organizational affective and occupational) determine organizational citizenship behaviors directed towards individuals and workplace deviance (destructive and constructive), and how the behaviors determine in turn burn out. Through study 2 and 3, we examined the perception of the incidence of OCB and constructive deviance on the appraisal of the managers (study 2, 194 workers), coworkers (study 3, 168 workers) and the effect of the organization on it. The results, limits and perspectives are discussed in each chapter. The key learnings are highlighted in the general discussion
Essig, Elena. « Les facteurs de développement de la propriété psychologique : une étude longitudinale à l'armée de l'air ». Thesis, Tours, 2018. http://www.theses.fr/2018TOUR1001/document.
Texte intégralThis work investigates the development of three types of PO - Organizational Psychological Ownership (OPO), the Collective Organizational Psychological Ownership (PPOC) and Psychological Ownership towards the group (POGR) and their fluctuation over time in a public organization - the French Air Force. We test a model using structural equation modeling. The fluctuations in PO levels are tested using analysis of variances. The quantitative data were collected from three cohorts of 100 non-commissioned officers each, at three different phases of the military training process. The results of the study show a variability of the antecedents of the three types of PO that depend on the training phases. Even though the OPO and COPO have similar antecedents, they do not evolve in the same way. The feelings of POGR are most developed and depend on the group cohesion. There are significant downward fluctuations in PO levels over time
Denancé, Victor. « Accompagnement du changement individuel et collectif par le développement des compétences ». Thesis, Rennes 2, 2017. http://www.theses.fr/2017REN20024/document.
Texte intégralThis thesis focuses on the appropriation of new practices within organizations. This topic is analyzed through the lens of the developmental, cognitive and social psychological processes involved in the development of stakeholders' competencies. Our theoretical discussion presents the Lewinian approach to change management, several significant organizational change and organizational learning models, as well as a model of competencies analysis that breaks down stakeholder's activity schemes into operational invariants (i.e., what is held for true or relevant) and action rules (i.e., actions effecting the environment). A series of experimental studies reveals that the development of individual and collective competencies is facilitated when the learning material allows stakeholders to link the conceptualization of operational invariants to the production of action rules. These results are mostly explained in terms of the Piagetian concept of awareness. The contributions and limits of the thesis are finally discusse
Perrot, Emilie. « L'activité transférentielle, une ressource au service du développement du métier : le cas des agents d'escale et de service commercial en gare ». Thesis, Paris, CNAM, 2017. http://www.theses.fr/2017CNAM1087/document.
Texte intégralBased on an intervention realised in SNCF company for two groups of commercial and station agents, this thesis explores the function of the transferential activity than can be deployed during intervention. We seek to explain the way « the motion of places » which are implemented in the clinical intervention, can be a resource for the development of the job. A multimodale analysis of research materials which mainly come from crossed-confrontation focuses on two types of signs. On the one hand, the presence of a transferential activity indices in the dialogical activity, and the other hand, the signs of the development of the job. This results leads us to present a model of transferential activity. This specificity is her object. Either it assigns the other person (or oneself) a place, or it makes the place change (his or her own or someone else’s one). The transferential activity can be suffered as well as used by the researcher or the professional. It’s the interference of both transferential activities that can be driving force and promote a development of the job on these differents registers. We conclude with the development of the transferential activity and its « functional » nomadism. The transferential activity is not only an activity in its own rightn but it is also the product of another activity. And, finally, it is a psychological instrument to the benefit of the current activity. The perspectives opened by this work concern the transformative potential of the transferential activity. The professional’s activity in the steering committees must be developed
Castaing, Sébastien. « Antécédents et effets de l'évaluation du contrat psychologique dans la fonction publique ». Toulouse 1, 2006. http://www.theses.fr/2006TOU10052.
Texte intégralNew public personnel management practices, which are implemented in the French civil service, generally aim to give greater importance to efficacy and efficiency in administrative functioning. Users expect a high-level public service quality; taxpayers expect to pay a low cost for it. These management practices could influence public employment relationship that is usually based on public service values as treatment equality, loyalty and public interest. Psychological contract concept is applied to understand the public employment relationship evolution in the French civil service. Individual perception of the promises fulfilment by the organization represents psychological contract evaluation. In the French civil service context, psychological contract is supposed to be based on public service ideology. During important organizational changes, psychological contract evaluation could notably influence servants work commitment. This thesis studies the psychological antecedents and the attitudinal consequences of psychological contract evaluation. It uses a deductive process. Research hypothesis were tested on a sample of 1023 servants
Amri, Amina. « Reconnaissance au travail et comportements discrétionnaires : comportement d'entraide et comportement d'innovation auprès du personnel infirmier tunisien ». Thesis, Limoges, 2016. http://www.theses.fr/2016LIMO0047/document.
Texte intégralRecognition at work is based on gratitude judgments in order to reward the good work performed by the employee and positively influences the discretionary behaviors that are not explicitly reward with formal compensation systems.This doctoral dissertation studies the relationship between recognition at work and discretionary behaviors, particularly the helping and innovative behavior.This research aims to find out by which means recognition at work affects helping behavior an innovative behavior. To do so, we suggested and exam this fundamental hypothesis that employee recognition at work has positive effect on both discretionary behaviors namely helping behavior and innovative behavior.We tested this hypothesis by conducting a qualitative study on a sample of 20 nurses that we have completed with a quantitative study conducted among a sample of 215 Tunisians nurses. The results of our study allowed us to identify the most explanatory forms of recognition of the helping behavior and innovation behavior.The results of our doctoral dissertation showed that nurses are constantly in search of recognition and they are looking to make their work more visible in order to ensure different forms of recognition, some of this forms have proved the most explanatory of both discretionary behaviors.Our research is innovative and contributes to study the employee recognition as a factor that promotes the adoption of helping behavior and innovative behavior
Amani, Hamedani Mohammad Hossein. « Le contrat psychologique au sein des organisations : l'exemple des entreprises iraniennes ». Bordeaux 4, 2010. http://www.theses.fr/2010BOR40018.
Texte intégralEmphasizing that the core of any organizations is certainly its human resource, how to manipulate it emerges as the fundamental question which could not be accomplished unless behavior, attitude and interactions of individuals are analyzed, requiring focus on psychological features of individuals. Knowing that employees' subjective understanding of (promissory-based) prospective reciprocal exchanges with organization as definition of Psychological Contract by Rousseau, here pursuing how this construct interrelates with prominent constructs and based on the literature review, resulting the main research question as "Could Job Flexibility and Participations through Human Resources Management and the relevant practices have significant impact on Psychological Contract which in turn will thereafter influence positively Job Satisfaction and Organzational Commitment as two major components relating strictly with organizational performance ?", We draw our research threee hypotheses comprising of six variables as Job Flexibility and Participation as two independent observed variables, Human Resource Management as latent and unobserved variable, Psychological Contract as médiator which mediates between Human Resource Management and the two final dependent variables : namely Job Satisfaction and Organizational Commitment. The relevant conceptual model shows how these variable are positioned and direction of influences. Thus the hypotheses seek for exploring and confirming that the two independant variables are components of Human Resource Management and it could meaningfully obtained and estimated based on them, then to test and derive the volume of its impact on Psychological Contract and finally such relation between Psychological Contract and last two dependant variables. The nature of data, questions and hypotheses necessitated implementing the deductive process and quantitative strategy after which five reliable and validated questionnaires were employed to accomplish measurement of variables. Implementing firstly the exploratory and confirmatory factor analysis and then running the structural equation modelling, we obtained satisfactory correlation coefficients and could justify high level of goodness-of-fit certifying consistency and validation of the model. The theoretical and managerial implications within Iranian context benefit managers how manage human resource to obtain better individual and organizational performance. Finally we think out model has added value concentrating on psychological contract
Lakhdar, Motia Eddine. « L’engagement organisationnel lu sous le prisme du contrat psychologique : le cas de l’association AL AMANA microfinance – Maroc ». Thesis, Paris, CNAM, 2018. http://www.theses.fr/2018CNAM1200/document.
Texte intégralThis research is about the organizational commitment within a microfinance association after an organizational change. An exit strategy was put in place as part of this change and had an impact on the psychological contracts of the organizational agents and consequently on the relations that bind them to their organization (association).Our objective through the adoption of the psychological contract as a grid for reading AL AMANA's contracts is to explain the processes of evolution of the individual and collective psychological contracts of the organizational agents following the change event which constitutes, as we will see, a critical incident. This will help us to determine the intra-organizational and extra-organizational factors of the evolution of the psychological contracts that impact the resilience observed within the association and allowing it to exit the crisis
Huyghebaert, Tiphaine. « Déterminants organisationnels de la santé psychologique, d'attitudes et de comportements critiques des professionnels du secteur sanitaire, social, et médico-social : les besoins psychologiques comme mécanismes explicatifs ». Thesis, Tours, 2015. http://www.theses.fr/2015TOUR2008/document.
Texte intégralThe general purpose of this doctoral dissertation was to contribute to identify triggers to preserve workers’ psychological health and reduce some of their negative attitudes and behaviors which appear to be harmful to healthcare organizations. Moreover, we aimed to understand the mechanisms underlying such effects. Study 1 used a cross-sectional design to demonstrate that psychosocial safety climate (i.e., PSC) was negatively related to nursing staff’s work-family conflict (i.e., WFC) and turnover intentions, through the mediation of psychological need thwarting. Study 2 developed these results by showing how PSC, through its influence on psychological need thwarting, related to a decrease in burnout three months later. Burnout itself explained an increase in WFC and turnover intentions. Study 3 focused on managers’ psychological health and found that emotional dissonance and organizational resources influenced managers lack of psychological detachment and work engagement three months later, through psychological need thwarting and satisfaction. Altogether, these studies contribute to self-determination theory in the work setting and offer some perspectives on organizational practices that could lastingly alter healthcare employees’ professional experience
Arnaud, Gilles. « Les apports d'une psychanalyse organisationnelle : instrumentation ou questionnement pour les sciences de gestion ? » Toulouse 1, 2001. http://www.theses.fr/2001TOU10005.
Texte intégralAvier, Grégory. « Les émotions, "ce que nous faisons nous-mêmes de ce qu'elles ont fait de nous" : identités et nouvelles logiques d'action du manager public dans les collectivités territoriales ». Thesis, Aix-Marseille, 2013. http://www.theses.fr/2013AIXM1126.
Texte intégralAt a time in history when emotion wants to be an auxiliary driver in running local government, this research reverses the concept where snapshots and events are seen as ways of expressing and dealing with "fluid societies." Based on a critical, interdisciplinary and humanistic approach, it studies organisational behaviour in a social world seriously affected by a "managerialism" that is mutilating the history, culture, and identity of managers in local authorities. Reinstating the biographical approach as a strategy for getting to the core of reality, the research highlights a "psychological contract" based on a "stable equilibrium", the result of a "double biographical and relational transaction" which focusses on "the ethics of the common good", the midpoint between the ethics of conviction and responsibility. It then examines the working principles that are surfacing in local government today, where "the organisation's image" as a "mental prison" leads to behaviour ranging from defection to resistance
Naulleau, Michaël. « La normalisation du deuil dans l'entreprise face à l'ab-sens de la relation de travail : une étude mixte et longitudinale sur les perceptions de brèche et de violation du contrat psychologique des salariés d'une société de travail temporaire ». Nantes, 2010. http://www.theses.fr/2010NANT4032.
Texte intégralLe, Roy Jeanne. « Sentiment d’injustice et comportements contreproductifs au travail : déterminants cognitifs, contextuels et dispositionnels ». Thesis, Paris 10, 2010. http://www.theses.fr/2010PA100108/document.
Texte intégralFrom now on, researchers and administrators recognize the importance of understanding appearance of counterproductive motivated work behavior. However, few means actually exist to support their efforts. Studies consider unfair feeling as the most important predictor of these behaviors. In reaction to this situation, this framework adopts two purposes. First, we elaborate and validate a measure of reaction toward organizational injustice. In this way, our new instrument is based on three-dimensional attitudes with withdrawal behaviors, behaviors of intensified commitment and behaviors against the external image of organization. Our second aim is to study factors (moderator or mediator) influencing the relationship between organizational injustice and reactions. We studied the role of cognitive, situational and dispositional determinants on the relationship between unfair feeling and intentions to engage in counterproductive work behaviors. It appears from our analysis that the feeling of belonging to a team work, negative affectivity, past experience of the authority and inter-individual differences are important roles in this relationship
Mercier, Guillaume. « La bienveillance organisationnelle comme motif de coopération, au-delà des règles et des rôles : trois essais ». Thesis, Paris 1, 2016. http://www.theses.fr/2016PA01E073/document.
Texte intégralBenevolence is a motive for action that aims at the other's good or is an answer to the other's good deed; it constitutes also an element of the organizational context, which participates to the ethical climate within which each member acts. It takes various forms according to the importance give to the other's good, to one's own good and to the relationship: it can be gratuitous, utilitarian reciprocal, instrumental, etc. up to mutual benevolence', made of gratitude, directed at the other in a relationship. Organizational benevolence - as the benevolence of an agent in as much as he/she participates with others to the organizational experience, influences it and is influenced by it - can emerge and develop in a agents' reciprocal commitment, thus fostering cooperation and the exceeding of norms of action; it is efficient -and paradoxically, it is all the more efficient that it does not seek such efficiency. This benevolence can be understood in its relation with rules and organizational roles: a relation of reciprocal interpretation or reinterpretation. This thesis comprises three essays: -Organizational cynicism as a response to the violation of the psychological contract: A lesser evil? The case of a consulting firm -Organizational benevolence: prescribed or proscribed? Courses of benevolence in a consulting firm Co-authored with Ghislain Deslandes-Mercier, G. & Deslandes, G. (2016). There are no Codes, only Interpretations. Practical Wisdom and Hermeneutics in Monastic Organizations. Journal of Business Ethics. DOI : 10.1007/s 10551-016-3055-4
Djama, Toba. « L’innovation chez les hygiénistes exerçant dans une équipe opérationnelle d'hygiène hospitalière (eohh) : Les facteurs individuels et organisationnels ». Thesis, Bordeaux, 2020. http://www.theses.fr/2020BORD0090.
Texte intégralThis thesis aims to present a research concerning the innovation behavior of a sample of hygienists operating in hospital hygiene services in France. The research aims to understand the role of certain factors that may be levers (individual and organizational resources) and / or obstacles (individual and organizational) to the innovation of the professional practices of hospital hygiene services. As a first step, a review of work on organizational innovation behavior, job satisfaction, motivational work characteristics, and proactive behaviors, especially care, was conducted. Two studies were conducted for the collection of data: a qualitative study conducted among the hygienists of four New Aquitaine Hospitals, and a cross-sectional study based on a self-reported questionnaire, sent to all the hygienists of France - Metropolitan and in the Overseas Territories - members of the French Hospital Hygiene Society (SF2H), in one measurement period. For the quantitative study, scales of measurement translated into French were used, in this case for the characteristics of the work, the behavior of innovation. For the purposes of the study, other scales of measurement were also created to measure work-related constraints, work-related opportunities and exchanges between health care services and health services.To test the mediation hypotheses, models of structural equations (SEM) were used, as well as the Hayes Process Macros to test moderation and moderate mediation hypotheses. These results highlight the levers available to hygienists to innovate in their professional practices; that: (1) work variety and interdependence at work have a positive relationship with innovation behavior, through proactive behavioral management, (2) autonomy has a direct and positive relationship on the one hand with the behavior of innovation, and on the other hand a positive relation with the behavior of innovation, through the proactive behavior of care. In addition, the proactive behavior of care has a positive relationship with the innovation behavior.In addition, these results also make it possible to identify that exchanges between health managers and hygienists are an organizational lever for innovation behavior in their professional practices, and work-related constraints are organizational challenges that must be addressed. These two organizational factors help to accelerate proactive behavioral management and further reinforce innovation behavior
Szostak, Bérangère L. « L'impact des facteurs organisationnels sur l'image institutionnelle des organisations : le cas des agences de design en France ». Lyon 3, 2006. https://scd-resnum.univ-lyon3.fr/out/theses/2006_out_szostak_b.pdf.
Texte intégralOur work studies the influence of organizational characteristics on institutional image of organization. Institutional image refers to institutional logics of an organizational field to be legitimate, and then they are projected to stakeholders. Organizational characteristics concern here professional expertise, clients, partnerships and prizes. Our hypotheses are tested in French industrial design agencies. Our method is qualitative (25 exploring interviews and 13 confirming interviews) and quantitative (a database of 249 design agencies from 1990 to 2002). Findings indicate which organizational characteristics explain the institutional image of design agencies referring to significant logics inside this field - functionalist, formalist or utilitarian logics
Mercier, Sonia. « Mesure de la compatibilité entre les valeurs de l'individu et celles de l'environnement de travail / ». Montréal : Université du Québec à Montréal, 2005. http://accesbib.uqam.ca/cgi-bin/bduqam/transit.pl?&noMan=24575306.
Texte intégralMokaddem, Sarah. « La rupture du contrat psychologique : ses effets sur les attitudes et les comportements des salariés au travail : Cas d’un Grand Groupe Français ». Paris 13, 2012. http://www.theses.fr/2012PA131025.
Texte intégralAmadio, Nicolas. « L'Emotion entre organisation du travail et travail d'organisation : analyse sociologique du service de l'action sociale d'une collectivité territoriale ». Université Marc Bloch (Strasbourg) (1971-2008), 2008. http://www.theses.fr/2008STR20066.
Texte intégralThe PhD focuses on the sociological analysis of the role of emotions in the production and organization of work processes. Through a diachronic analysis of the place accorded to emotional experience in varied organizational theories, it points out the relevance of a sociopsychological approach. This perspective conducts to distinguish between emotional experience and emotional phenomenon, and to characterize the organisation as a "finite province of meaning" (A. Schütz) in the "Lebenswelt". A qualitative observation of a territorial administration's social work service shows that emotional experience constitutes a material for the co-construction of organizational rationality by the social workers. This study underlines the political dimension of the conflict opposing a work organization which affects the social workers and their organizational work in order to preserve the sense of their professional practices
Kaltcheva, Rossitza. « De l’isolement professionnel à la restauration de la fonction psychologique du collectif : la santé au travail, entre soliloque et pensée dialogique : le cas de l’intervention à l’ingénierie Renault ». Thesis, Paris, CNAM, 2019. http://www.theses.fr/2019CNAM1279.
Texte intégralThis doctoral thesis originated in an activity clinic intervention in work psychology conducted at the Renault company in France. The intervention covered two activities: assembly line activities and industrial design. The thesis concerns the second activity conducted at the Renault Technocentre. The dialogical process deployed made it possible to reduce isolation at work by developing the psychological function of the group. The assumption put forward is that it is possible to demonstrate this development. The analyses characterise the situations of isolation producing utterances devoid of the existence of others as well as dialogues inhabited by others, a sign of the development of the psychological function of the group. The analyses raise questions concerning the establishment of a lasting dialogical process in the Renault engineering department. Theconclusion highlights the vital role of professional dialogue for efficiency and health at work
Ilyas, Saqib. « Organizational socialization, psychological needs satisfaction and job outcomes : a moderated mediation model ». Electronic Thesis or Diss., Aix-Marseille, 2018. http://theses.univ-amu.fr.lama.univ-amu.fr/181220_ILYAS_520b274kj30kqftdz558nqnjyi_TH.pdf.
Texte intégralOrganizational socialization is a dynamic process by which newcomers learn and adjust to attitudes and behaviors needed to assume their new organizational roles. Nowadays managing newcomers becomes a challenge for organizations as they demand more from their organization, and push organizations to invest time and resources for their adjustment. The present study introduces psychological needs satisfaction in the scope of organizational socialization research. 34 newcomers were interviewed about their new job, socialization experience and required motivational elements by using the critical incident technique. The results showed that newcomers’ psychological needs fulfillment was helping the success of the organizational socialization process. Subsequently, a quantitative study was conducted to test the theoretical model. A positive relationship was found between organizational socialization tactics and psychological need satisfaction proving it as a proximal outcome of socialization. Distal outcomes i.e. job performance and affective commitment were also positively influenced by organizational socialization tactics and organizational social support from socialization agents. Further, it was found that newcomers’ psychological capital (moderating variable at T1) strengthened the relationship between socialization resources (i.e. organizational socialization tactics and organizational social support) and newcomer’s psychological needs satisfaction; and that newcomers’ proactivity (moderating variable at T2) strengthened the relationship between psychological needs satisfaction and job outcomes, i.e. performance and affective commitment
Flamme, Kévin. « Une approche critico-clinique des processus d'émancipation : le récit auto-ethnographique d'un mannequin professionnel ». Thesis, Paris 1, 2018. http://www.theses.fr/2018PA01E028.
Texte intégralThe emancipation of individuals through work and at work is a transhistorical psycho-social phenomenon, studied by different schools of thought. The hypermodern era (an era of ever more, of the extreme, towards a radicalization in the social and individual life) was to allow, for the researchers in management attached to the positivist paradigm, the advent of a new figure, namely that of an emancipated individual at work; that is to say, autonomous and responsible for its successes and failures. It is clear that new forms of hypermodern management are widening inequalities at work and creating new forms of pathology that we think are linked to the reinvention of self-reinvention at work. From a position of research of critical-clinical filiation, this research work aims to understand how individuals at work resist the alienating aspects of these new forms of management and how their acts of resistance are emancipatory or restrictive as to their ability to be subject to their own story. This thesis work contributes to the research for a methodological point of view, in that the auto-ethnography crossed to semi-directive interviews and the study of secondary data carried out for this work, constitutes a contribution poorly exploited in the field of management sciences to think of new ways of producing knowledge. Another contribution of this work will be related to the emotional dimension that is taken into account for the understanding of the emancipatory process experienced by the field workers, which constitutes a theoretical contribution for the critical school in management sciences. Finally, from a more practical point of view, this research work makes it possible to question the new forms of hypermodern management in the original setting of the male modeling industry. This sector of activity is little studied in management sciences, which is a managerial contribution for researchers in management sciences and more broadly for professionals. From a practical point of view, this research aims to question managerial practices with regard to the health of field workers at the intersection of psychic and social dimensions, trying to propose new possible ways to promote the development of the social subject
Chalvignac, Benoît. « Collective production processes, cooperation and incentives : experimental explorations ». Phd thesis, Université de Strasbourg, 2012. http://tel.archives-ouvertes.fr/tel-00830965.
Texte intégralIlyas, Saqib. « Organizational socialization, psychological needs satisfaction and job outcomes : a moderated mediation model ». Thesis, Aix-Marseille, 2018. http://www.theses.fr/2018AIXM0662/document.
Texte intégralOrganizational socialization is a dynamic process by which newcomers learn and adjust to attitudes and behaviors needed to assume their new organizational roles. Nowadays managing newcomers becomes a challenge for organizations as they demand more from their organization, and push organizations to invest time and resources for their adjustment. The present study introduces psychological needs satisfaction in the scope of organizational socialization research. 34 newcomers were interviewed about their new job, socialization experience and required motivational elements by using the critical incident technique. The results showed that newcomers’ psychological needs fulfillment was helping the success of the organizational socialization process. Subsequently, a quantitative study was conducted to test the theoretical model. A positive relationship was found between organizational socialization tactics and psychological need satisfaction proving it as a proximal outcome of socialization. Distal outcomes i.e. job performance and affective commitment were also positively influenced by organizational socialization tactics and organizational social support from socialization agents. Further, it was found that newcomers’ psychological capital (moderating variable at T1) strengthened the relationship between socialization resources (i.e. organizational socialization tactics and organizational social support) and newcomer’s psychological needs satisfaction; and that newcomers’ proactivity (moderating variable at T2) strengthened the relationship between psychological needs satisfaction and job outcomes, i.e. performance and affective commitment
Amiel-Flechel, Michèle. « La perception de la justice organisationnelle du plan social et ses effets sur les comportements et les attitudes du personnel restant dans l'entreprise ». Aix-Marseille 3, 1998. http://www.theses.fr/1998AIX3A003.
Texte intégralAvier, Grégory. « Les émotions, "ce que nous faisons nous-mêmes de ce qu'elles ont fait de nous" : identités et nouvelles logiques d'action du manager public dans les collectivités territoriales ». Electronic Thesis or Diss., Aix-Marseille, 2013. http://www.theses.fr/2013AIXM1126.
Texte intégralAt a time in history when emotion wants to be an auxiliary driver in running local government, this research reverses the concept where snapshots and events are seen as ways of expressing and dealing with "fluid societies." Based on a critical, interdisciplinary and humanistic approach, it studies organisational behaviour in a social world seriously affected by a "managerialism" that is mutilating the history, culture, and identity of managers in local authorities. Reinstating the biographical approach as a strategy for getting to the core of reality, the research highlights a "psychological contract" based on a "stable equilibrium", the result of a "double biographical and relational transaction" which focusses on "the ethics of the common good", the midpoint between the ethics of conviction and responsibility. It then examines the working principles that are surfacing in local government today, where "the organisation's image" as a "mental prison" leads to behaviour ranging from defection to resistance
Belleville, Karel. « Miser sur la vertu et les forces : des leviers novateurs pour améliorer la performance au travail ». Thèse, Université de Sherbrooke, 2017. http://hdl.handle.net/11143/11100.
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