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Artykuły w czasopismach na temat "Engagement des salariés"
Bousquet, François, i Valérie Barbat. "L’impact de l’ancrage de l’entreprise sur l’engagement des salariés au sein du territoire". Management & Sciences Sociales N° 24, nr 1 (1.01.2018): 116–35. http://dx.doi.org/10.3917/mss.024.0116.
Pełny tekst źródłaSin, Philippe, i François Grima. "La militance syndicale dans la très petite entreprise : le cas du conseiller du salarié". Relations industrielles / Industrial Relations 74, nr 1 (7.05.2019): 66–88. http://dx.doi.org/10.7202/1059465ar.
Pełny tekst źródłaPaillé, Pascal. "Changement organisationnel, résistance et engagement des salariés". Psychologie du Travail et des Organisations 18, nr 1 (2012): 61–80. http://dx.doi.org/10.1016/s1420-2530(16)30101-7.
Pełny tekst źródłaBrulois, Vincent. "Une ONG au risque de l’engagement : participation et coordination des bénévoles, militants et salariés". Recherches en Communication 52 (8.09.2021): 33–53. http://dx.doi.org/10.14428/rec.v52i52.55593.
Pełny tekst źródłaBrulois, Vincent. "Une ONG au risque de l’engagement : participation et coordination des bénévoles, militants et salariés". Recherches en Communication 52 (8.09.2021): 33–53. http://dx.doi.org/10.14428/rec.v52i52.55593.
Pełny tekst źródłaGagne, Jean-François, i Emmanuel Josserand. "De l’identification du salarié au discours officiel à l’intention d’action : la mise en évidence de profils ambivalents combinant engagement et résistance". Management international 16, nr 2 (4.04.2012): 129–46. http://dx.doi.org/10.7202/1008712ar.
Pełny tekst źródłaMokaddem, Sarah, i Hazar Ben Barka. "L’impact d’une gouvernance socialement responsable sur les attitudes et les comportements des salariés au travail : une investigation théorique". Management & Sciences Sociales N° 12, nr 1 (1.01.2012): 14–28. http://dx.doi.org/10.3917/mss.012.0014.
Pełny tekst źródłaMouhli, Karim, i Lyes Mazari. "Reprise externe d’une PME : engagement social, sociétal et environnemental du repreneur comme facteurs de construction de sens en période post-reprise". Management & Avenir N° 138, nr 6 (25.01.2024): 15–40. http://dx.doi.org/10.3917/mav.138.0015.
Pełny tekst źródłaLe Bars, Stéphanie. "« Ici, ma participation créée de la richesse humaine ! »". Diversité 184, nr 1 (2016): 86–89. http://dx.doi.org/10.3406/diver.2016.4261.
Pełny tekst źródłaWillemez, Laurent. "Engagement professionnel et fidélités militantes. Les avocats travaillistes dans la défense judiciaire des salariés". Politix 16, nr 62 (2003): 145–64. http://dx.doi.org/10.3406/polix.2003.1280.
Pełny tekst źródłaRozprawy doktorskie na temat "Engagement des salariés"
Lacroux, Alain. "Implication au travail et relation d'emploi atypique : le cas des salariés intérimaires". Aix-Marseille 3, 2008. https://tel.archives-ouvertes.fr/tel-00527251.
Pełny tekst źródłaEstay, Christophe. "La participation financière des salariés dans l'entreprise : approche quantitative et qualitative". Bordeaux 4, 1995. http://www.theses.fr/1995BOR40015.
Pełny tekst źródłaThe limits of theoritical and empirical studies show a financial participation development based on public incitations, and tax advantages are motivated by ideologic reasons more than scientific reasons. However, this remuneration system is sometimes accepted without any public incitation and, historically, the financial participation appeare before the first gouvernment decision. This fact is due to the link between participation and the employees' attitude. The studies on stock ownership plans reveal a positive link between this system and satisfaction or implication. We also realised an empirical study, which shows a positive, but weak, impact of profit sharing on employees satisfaction
Le, Roux Annaïg. "L'intéressement des salariés : contribution à l'identification des conditions de succès". Paris 1, 1999. http://www.theses.fr/1999PA010070.
Pełny tekst źródłaAndrianavalona, Mbolatiana Patrick. "Étude de la relation entre les pratiques managériales de la communication interne et l’implication des salariés". Thesis, Toulouse 1, 2013. http://www.theses.fr/2013TOU10062.
Pełny tekst źródłaManagerial practices of internal communication hold a very strategic place in organizations that can have plural effects over the employees' involvement which constitutes the main purpose of our research. This mainly positive and sometimes paradoxical impact is due to the implementation of certain criteria of using internal communication, notably Transparency, Decompartmentalization, Thankfulness and Social Interaction. The consequences of using these tools of the internal communication policy find expression in internal communication changes which results in the creation of a common view to the employees as a whole and their federation on common goals and values of the organization to reach their involvement. Thus the orientation of these practical aspects of internal communication to the employees' involvement becomes a management imperative for managers and a field of research for researchers in human ressources management especially in the employees' involvement and internal communication management. This study proposes an analysis framework of the impact of the implementation tools of internal communication in question with subjective measures
Grandjean, Isabelle Marie-Françoise. "Pied-dans-la-porte et stratégie de communication engageante en entreprise : effets sur la participation, l'implication affective et la satisfaction au travail de salariés". Lorient, 2010. http://www.theses.fr/2010LORIS180.
Pełny tekst źródłaWe propose to test out a form of social influence which tries to answer the question: how lead an individual to change his behavior such as he decides to act by himself and in total freedom? In the respect of the ‘free will compliance’ paradigm (Joule & Beauvois, 1987, 1998), we have intervened in the demanding work world, within a big engineering company. On the one hand, we have implemented a well-known incentive technique, the ‘Foot-In-The-Door’ (Freedman & Fraser, 1966) which announces that one has more chance to obtain the achievement of an act by someone who had accomplished a less substantial act before. We have personalized this technique by communicating via electronic mail and by introducing a variable recognized as decisive, the identification level of the first request (Vallacher & Wegner, 1985). On the other hand, we have set up a series of preparatory acts within the framework of ‘binding communication’ (Joule, 2000) which actions organized by HR service become integrated into visual information campaign about the enterprise. We have studied the effectiveness of these techniques on behaviors such as employees’ participation and performance and on two professional attitudes, organizational affective commitment (Allen & Meyer, 1990) and job satisfaction (Weiss, 2002). The obtained effects are promising and principally interpreted according to the theory of commitment (Kiesler, 1971; Joule & Beauvois, 1998); they highlight interesting repercussions for employees as much as their managers
Silone, Fabien. "Les"identités engageantes" : apports méta-théoriques au paradigme de la communication engageante en vue de son application à l'amélioration du lien de salariés à leur entreprise". Thesis, Lorient, 2017. http://www.theses.fr/2017LORIL455.
Pełny tekst źródłaIn a general context of increasing labor flexibility, the provision of employees to a third-party company is an inscreasingly common practice but it weakens the sense of belonging and the adhesion of employees to the values of the group; Determinants of organizational efficiency. The objective of our research was to restore these elements in the context described. Research on the binding communication paradigm (BC) shows a positive effect on certain attitudes at work, and its mobilization seemed relevant to answer this problem. However, the state of knowledge did not allow to anticipate its effectiveness in a social context of crossed and multiple groups. Three research sequences have been carried out in order to answer this problem: 1) the scientific and applied problematization emphasizes the need to take into account the theories of social identity in order to complete the behavioral approach of the BC, a meta-theoretical model is then proposed. 2) The experimental part allowed to test in 10 experiments the model previously suggested which results overall show moderating effect of identity factors on the effectiveness of the BC. 3) The implementation part within 2 agencies has tested the theoretical articulations previously revealed by proposing a BC strategy based on a succession of actions and showed contrasting results. The relevance and the openings of the proposed meta-theoretical perspective are discussed in the light of the different experimental and applied results
El, Bahri Hajar. "Le sens de la RSE pour les salariés : étude de la relation entre la responsabilité sociale de l'entreprise et l'engagement organisationnel". Thesis, Montpellier 3, 2017. http://www.theses.fr/2017MON30014.
Pełny tekst źródłaThis research aims to analyze the process of reducing the ambiguity of Corporate Social Responsibility (CSR) in organizations, in order to better understand the mechanisms of the impact of CSR programs on employee attitudes. More precisely, this research tries to answer the following question : How do organizational actors construct a meaning for the societal engagement of their company ? And how this process positively impacts their organizational commitment. In order to address this research question, we identify theoretical concepts that can account for the mechanism of the impact of CSR on the employees' organizational commitment : sensemaking and organizational identification. This qualitative research is backed up by an empirical study carried out in France with 31 organizational actors belonging to different sectors and hierarchical levels. The professionals interviewed all worked in companies engaged in CSR initiatives. In parallel with the presentation of the content analysis of these interviews, we report the verbatim of the interviewees, in order to illustrate the theoretical concepts mobilized and to give them a more concrete dimension. The results of this work show that the organizational culture and the capacity of the company to plan, implement, evaluate and communicate its social commitment, offering cues to employees to build a sense of CSR. The impact of this perceived CSR on organizational commitment is influenced by the organizational identification, itself impacted by four
Bory, Anne. "De la générosité en entreprise : Mécénat et bénévolat des salariés dans les grandes entreprises en France et aux Etats-Unis". Phd thesis, Université Panthéon-Sorbonne - Paris I, 2008. http://tel.archives-ouvertes.fr/tel-00348309.
Pełny tekst źródłaBoudarssa, Chadia. "Entre travail et engagement, les acteurs expatriés et nationaux de solidarité internationale au Maroc : volontaires, salariés, bénévoles et stagiaires. Le cosmopolitisme à l'épreuve ?" Thesis, Sorbonne Paris Cité, 2017. http://www.theses.fr/2017USPCC277/document.
Pełny tekst źródłaThis dissertation contributes to the work of international solidarity NGOs in Morocco through examining the motivations and commitments of their personals. The research focuses on expatriates and national staff, by analysing their career paths and social background, as well as taking into account the sense given to their personal commitments and professional practices while involving in the international solidarity work. The first part devoted to describe the intervention framework of international NGOs in Morocco and the objective of different categories of their humanitarian personals: trainee, volunteer and employee. It examines the processes of recruitment and activities / projects implemented by these international NGOs. Hence, it sought to understand the tensions between job requirements and personal commitments that produced both enchantment and disenchantment among the international solidarity staff. The second part intended to study the sociological characteristics of 68 humanitarian personals that are interviewed from French, Canadian, Spanish, Italian and Moroccan organizations. It highlights the objective and subjective factors that determine their personal commitments and professional performance in this field of work. Therefore, a typology of practices for international solidarity work was set to identify the common ethos within a shared community of different affinities and cultural backgrounds. In addition, it considered the international solidarity actors as professional group. The third part was questioning the migratory practice of the international solidarity mission on the one hand and the financial and pre-arrangements necessary to realize it on the other hand. Furthermore, cosmopolitanism analysis of job requirements and personal commitments was conducted in order to understand the meaning of both objective and subjective in this type of work for the expatriates. Finally, working with international solidarity NGOs becomes a way of achieving and emancipating between affiliation and disaffiliation. While this transnational action is based on values toward others and supposed to develop a successful cosmopolitan encounter, findings from this study reveal the gaps between the expectations and the achievements
En esta investigación etno-sociológica sobre la solidaridad en Marruecos (24 ONG de nacionalidad francesa, española, italiana, marroquí, canadiense), hemos centrado el estudio sobre los empleados expatriados y locales (de 9 nacionalidades diferentes) considerando a la vez el significado que los actores dan a este compromiso y a las prácticas de solidaridad restituyendo las carreras y las condiciones sociales de la entrada en la ONG. La primera parte está dedicada a la descripción del marco de intervención de las ONG internacionales en Marruecos y las categorías objetivas de los empleados humanitarios: voluntarios, asalariados, voluntarios no retribuidos y pasantes. Después, expondremos los procedimientos de selección y las actividades cumplidas. Finalmente, preguntaremos la tensión entre el trabajo y el compromiso, el encanto y el desencanto que produce el trabajo humanitario. Luego en la segunda parte, realizaremos la descripción de las características sociales de los 68 empleados destacando los determinantes objetivos y subjetivos del compromiso y del trabajo en este sector profesional. Acabaremos estableciendo una tipología de las prácticas de la solidaridad internacional dando a ver un ethos común de una comunidad compartiendo experiencias culturales considerándola como un grupo profesional. Por fin, la tercera parte será centrada por una vez preguntando la práctica migratoria que constituye la misión de solidaridad internacional y por otra vez las predisposiciones necesarias para su realización. Vamos a demostrar que el análisis del compromiso y del trabajo humanitario vía el cosmopolitismo permite entender el sentido objetivo y subjetivo que lleva este tipo de actividad. Finalmente, el trabajo humanitario es un medio para realizarse y emanciparse entre filiación y desafiliación. Mientras esta actividad internacional de valor y dirigida hacia los otros, supone un encuentro cosmopolita exitoso, examinaremos la vida cotidiana de los actores para destacar las disparidades entre un encuentro tan esperado y el encuentro cumplido
In questa inchiesta etnico-sociologica sulla solidarietà internazionale in Marocco – che prende in esame 24 ONG (di nazionalità francese, spagnola, italiana, canadese e marocchina) – abbiamo scelto di focalizzare la nostra ricerca sugli espatriati e sul personale nazionale (di 9 nazionalità diverse) tenendo conto del senso che gli agenti hanno dato a questo impegno e a queste pratiche di solidarietà internazionale e ricostruendo i percorsi e le condizioni sociali dalla loro entrata nella solidarietà internazionale. La prima parte sarà dedicata alla descrizione dell’intervento delle ONG internazionali in Marocco e alle categorie oggettive del personale umanitario: volontari, stagisti, impiegati. Successivamente, presenteremo in cosa consiste il processo di selezione e assunzione del personale e parleremo delle attività svolte nelle ONG internazionali, esattamente come vengono descritte dagli agenti stessi. In ultima analisi, ci interrogheremo sulla tensione tra lavoro e impegno, ciò a cui aspiriamo e ciò che effettivamente realizziamo. In un secondo momento, descriveremo le caratteristiche sociologiche dei 68 agenti umanitari che abbiamo incontrato, valorizzando le caratteristiche oggettive e soggettive dell’impegno e del lavoro in questo campo di attività. Finiremo per stabilire l’esistenza di un modello di pratica di solidarietà internazionale, mostrando che esiste un ethos comune in una comunità che condivide delle affinità e delle esperienze culturali simili, e dall’altra parte prenderemo in considerazione gli agenti della solidarietà internazionale come gruppo professionale. Infine, la terza sezione sarà dedicata ad approfondire da una parte la pratica migratoria che la missione di solidarietà internazionale costituisce e dall’altra parte i capitali e le predisposizioni necessari per concretizzarla. Mostreremo, poi, che l’analisi del lavoro e dell’impegno permette di comprendere, attraverso il cosmopolitismo, il senso alla volta oggettivo e soggettivo che questo tipo di attività riveste. In ultimo possiamo dire che il lavoro in un’ONG è un mezzo per realizzarsi ed emanciparsi al di là dell’affiliazione e della disaffiliazione alle società. Poiché questa azione trans-nazionale, orientata ne dare valore agli altri, presuppone un incontro cosmopolita funzionante, esamineremo nella vita quotidiana, la differenza tra l’incontro atteso e quello che effettivamente abbiamo realizzato
تعالج هذه الأطروحة القضايا المتصلة بالتضامن الدولي في المغ رب، وقد تم التركيز فيه على المغتربين والموظفينالوطنيين أخذا بعين الاعتبار المعنى الذي يعطوه هؤلاء الفاعلون لهذا الالتزام ولممارسات التضامن الدولي، مع استحضارالمسارات والشروط الاجتماعية التي أدت إلى دخولهم هذا العالم.وقد خصص الجزء الأول من هذه الأطروحة ل وصف إطار عمل المنظمات غير الحكومية الدولية في المغرب وأنواع أهدافهذه الفئة من الموظفين المشتغلين في المجال الإنساني: المتطوع وذا العالمن والمتدربون والموظفون. وكذا وصف مسلسلات انتقاءالمتعاقد معهم في كل واحدة من هذه الفئات والأنشطة التي تنظمها المنظمات غير الحكومية الدولية كما جاء وصفها علىلسان الفاعلين أنفسهم. حيث درسنا التوترات القائمة بين العمل المهني والالتزام الجمعوي، بين الرغبة الجامحة والإحباط.وقمنا في مرحلة ثانية بوصف الخاصيات والسمات الاجتماعية للفاعلين 68 الذين تم اللقاء بهم بمناسبة إعداد الأطر وحة،وكذا إماطة اللثام عن المحددات الموضوعية والذاتية للالتزام والعمل في هذا المجال. حيث انتهى بنا المطاف بتحديد نوعيةممارسات التضامن الدولي، القائمة على فكر مشترك تتقاسمه مجموعة لها قواسم وتجارب ثقافية مشتركة، على اعتبار العاملينفي هذا المجال مجموعة مهنية قائمة الذات.وعالج الجزء الثالث من الأطروحة ممارسة الهجرة المرتبطة بمهام التضامن الدولي وكذا الرساميل والمؤهلات المستبقة الضروريةلتجسيدها. وسنظهر أن تحليل هذه الجهود وهذا الالتزام عبر منظور الكونية كفيل بتوضيح الصورة وفهم المعاني الموضوعيةوالذاتية المتصلة بهذا النشاط. هذا ويعتبر العمل داخل المنظمات غير الحكومية أخيرا وسيلة لتحقيق الذات والتحرر ما بينالارتباط وفك الارتباط. حيث يقتضي هذا العمل العابر للحدود الوطنية، الموجه من حيث القيم والمستهدف للآخرين،نجاح اللقاء الكوني، وهو ما قمنا بفحصه انطلاقا من الحياة اليومية والتفاوت بين اللقاء المنتظر واللقاء الحقيقي
Bouraoui, Khadija. "Conséquences de la responsabilité sociale de l’entreprise sur l’engagement organisationnel des salariés : l’apport des théories de la justice organisationnelle". Thesis, Pau, 2019. http://www.theses.fr/2019PAUU2050/document.
Pełny tekst źródłaWhile research on CSR has so far been largely developed at the macro level, looking at the impact of these policies on employees (individual level of analysis or micro CSR) is an innovative approach (Rupp et al., 2006). Indeed, the employees are the functional core in the success of the CSR policy. They are more likely to evaluate and react to CSR activities. CSR can be considered from the perspective of organizational justice theories (Rupp, 2011). In particular, through third-party justice research (DeCremer and van Hiel, 2006, Skarlicki and Kulik, 2005), it is possible to examine employees' perceptions of their organization's policy towards external stakeholders. Employees can judge the distributive, procedural and interactional justice of their organization (Colquitt et al., 2001).The purpose of this thesis is precisely to study the consequences of justice perceptions towards external stakeholders on employee attitudes and behaviors, including organizational commitment. It is also important to understand the mechanisms that link employees' perception of justice with their attitudinal and behavioral responses because each employee is unique in his own psychological reactions. We propose to integrate the deontic justice with other psychological mechanisms in mediation or moderation to better explain organizational commitment
Książki na temat "Engagement des salariés"
Lortie, Stanislas-A. Compositeur typographe de Québec, Canada (Amérique du Nord) salarié à la semaine: Dans le système des engagements volontaires permanents d'après les renseignements recueillis sur les lieux en 1903. Paris: Secrétariat de la Société d'économie sociale, 1995.
Znajdź pełny tekst źródłaPouillaude, Frédéric. Section 2. Tłumacz Anna Pakes. Oxford University Press, 2017. http://dx.doi.org/10.1093/acprof:oso/9780199314645.003.0018.
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