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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
Bory, Anne. "De la générosité en entreprise : mécénat et bénévolat des salariés dans les grandes entreprises en France et aux Etats-Unis". Phd thesis, Paris 1, 2008. http://www.theses.fr/2008PA010157.
Pełny tekst źródłaCachat-Rosset, Gaëlle. "Un nouveau paradigme pour apprécier l’impact du climat diversité sur la performance des salariés". Thesis, Toulouse 1, 2019. http://www.theses.fr/2019TOU10028/document.
Pełny tekst źródłaThis research aims to better understand the impact of diversity climate, as an organizational climate, on individual employee performance. We use the conceptual framework of Kopelman et al. (1990).However, the concept of diversity climate has been criticized for its conceptual and methodological shortcomings. In a first article, we produce an in-depth literature review (number of studies analyzed = 62), and we propose a reconstruction of diversity climate in three dimensions: intentionality, programming and praxis. We rely on Arthur and Boyles (2007)’s HRM system structure and on Kulik (2014)'s diversity management system components conceptual frameworks.In a second article, we operationalize diversity climate as reconceptualized, developing and validating an 11-item measurement scale at the organizational level. To proceed, we conducted three studies (N=150; N=398; NUnit =11, Nindividual =221) that allowed us to validate the psychometric properties of the scale in terms of reliability and convergent, discriminant, nomological and predictive validity.Finally, in a third article we test our research hypotheses with a final study (Nunit =34; Nindividual =509). Our results show that organizational diversity climate positively influences individual employee performance, and that job satisfaction and affective organizational commitment mediate this relationship. Mediation of normative organizational commitment is inconclusive.Our research has a significant contribution conceptually and methodologically, since it proposes an innovative structural approach and a measure for the study of diversity climate, beyond the dominant paradigms of diversity management. It also offers a strong managerial contribution, providing a taxonomy for diversity climates in organizations and opening up several avenues for practitioners to develop it
Moulin, André. "Engagement social dans le champ économique au regard de l'éthique personnelle : diversité des perceptions exprimées et des conduites sociales des salariés : question de convictions et de passions?" Thesis, Université Paris-Saclay (ComUE), 2017. http://www.theses.fr/2017SACLE026/document.
Pełny tekst źródłaThis thesis will look to engage with the diversity of expressed perceptions and the social behaviour of employees. Is there a link between beliefs and/or motivations? To verify this hypothesis, this based upon in-depth interviews conducted with a diverse selection of 65 employees, who were asked: What do you see? What do you think of your job? What do you aspire to? What do you do?These interviews are analysed and discussed - taking into account studies on the relationship to, and anxiety at work - combined with further approaches on solidarity, merit, responsibility and autonomy, as well as concepts of domination, emancipation, necessity and social constraints. However, throughout these approaches, man is considered to be driven by urges, emotions, and not only by a logic inspired by the values he holds dear.Using beliefs and emotions as a key basis for analysis does not ignore social elements. What we are studying more precisely are the gaps between the extensive freedoms won by some, and minor freedoms won by others regarding the established rules and normative perceptions, freedoms which may or may not ‘shift the lines’ and change the social structures.The analysis shows that an employee's beliefs and emotions, depending on his experiences – social experiences included – form the basis for his perceptions and actions according to the social context. Further results set out below are addressed without any preliminary assumption.The perceptions, judgements and aspirations expressed make it possible to distinguish between dominant values within organisations (for private companies, these perceived values are “individual interest & merit” based) and those of most of employees (who aspire to achieve “cohesion & solidarity” associated with “social justice”). Most of employees doesn't commit with “corporate values”.What employees say about "what they do" shows that employees who share ‘corporate values’ are not the most efficient. The most efficient are those who lean towards “cohesion-solidarity” and furthermore “cohesion and social justice”. The implication should be considered in light of the employee's beliefs and not in terms of his commitment with the dominant values of the company. Those who want “cohesion and social justice” tend to be motivated by others (relationships) and by society (utility of what they do) and tend to participate more (by devoting more time or even by breaking rules). Those driven by “individual interest & merit” tend to have personal motivations (personal development, salary) or motivations linked to their organization (objectives, constraints), think about themselves first and participate with moderation.When it comes to their future, most employees who aspire to solidarity are fearful (economic environment) and unhappy (about their organization) and thus need to stick together in their fear and unhappiness. Most employees driven by individual interest & merit, show elements of acceptance, fatalism and submission. They have enough confidence in their own abilities to believe that they can make it on their own. One belief is not "better" than another, but it may be better suited to the emotions involved - a belief is suitable when it encourages emotions of joy and fulfilment.Therefore, we distinguish two opposite personality-types among the employees interviewed: (1) personality combining feelings of acceptance, submission or pragmatism, and a belief in “individual interest and merit”, which inspires a minority, but strongly the relations of production; (2) personality combining fear and / or unhappiness and a belief in “social justice and solidarity” which inspires a majority who is persuaded, intuitively or by experience, that this conviction is more suited to "living together" serenely
Arif, Kaoutar. "Inciter et impliquer les salariés dans un contexte de recherche de responsabilité sociale des entreprises : process et enjeux". Electronic Thesis or Diss., Montpellier 3, 2023. http://www.theses.fr/2023MON30002.
Pełny tekst źródłaManagement science research presents a body of work on the topic of corporate social responsibility (CSR) and organisational behaviour. Corporate Social Responsibility is a concept that first emerged in the business world by questioning organisational transformation and the role of human resource management (HRM). In this thesis, we have opted for a social approach to CSR by asking the following research question: Does the perception of CSR by employees condition their organisational involvement behaviours? To answer this question, we mobilised various theories, in particular the theory of organisational trust. From a methodological point of view, we conducted twenty-eight interviews for the quali- tative investigation and a quantitative questionnaire distributed via LimeSurvey to 120 companies. The construction of these field data, allow us to enrich the understanding of the impact of CSR perceptions on the behaviour and attitudes of employees in terms of organisational involve- ment. In this thesis, CSR appears to be the result of a social construct within organisations in search of meaning. The weight of wage perceptions is at the heart of the issues that determine change and employee involvement in modern organisations. CSR is at the heart of HRM. For us, it is a process that accelerates the mechanisms of incentives and employee involvement
Barbat, Guillaume. "L'appropriation de l'enjeu environnemental par les salariés : une recherche-action dans le secteur de la grande distribution". Thesis, Pau, 2013. http://www.theses.fr/2013PAUU2002/document.
Pełny tekst źródłaThe environmental dimension of CSR has been identified since the 1990s as a strategic objective. Having said this, it is very often treated in just a procedural or normative manner (via e.g., implementation of environmental labels and standards, monitoring of environmental indicators…). Even if they have been honed to perfection, these management tools are still nothing more than a technological solution. Their application is absolutely necessary, but not at all sufficient for ensuring the long-term success of an environmental approach. What do employees think of this, and how to ensure their active implication in this challenge? Trying to answer these questions requires looking at the environmental dimension through the angle of “appropriation”, with an analysis of its procedural and cognitive dimensions. This action-research project was conceived to find and detail generic and practical knowledge in two outlets of the food retail industry. We aim to show how a process of appropriation can contribute to the emergence of an “employee-actor”: committed to protest and amelioration of procedures; a stakeholder in his/her employer’s environmental strategy. Further, we aim to demonstrate that appropriation is the result of a learning process, a transfer of individual and collective competences. In the case of the two hypermarket outlets that we observed, we elaborate specific tools and procedures that aim to perpetuate, formalise, evaluate, and attach value to these competences in appropriation
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.
Pełny tekst źródłaOrganizational 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
Boukadhaba, Amal. "The Impact of Employee Board Representation on the Firm’s CSR Engagement : evidence from the French Context". Thesis, Le Mans, 2020. http://www.theses.fr/2020LEMA2001.
Pełny tekst źródłaThis thesis proposes to examine therelationship between employee board representationand the CSR engagement of the firm. Particularly,we study how investors perceive CSR reporting andESG performance when employees are representedon the board.Using a sample of French firms belonging to the SBF120 index over two different periods from 2001 to2011 and from 2007 to 2017, our results show thatthe presence of employee directors on boardmoderates positively the perception of investorstowards CSR reporting and negatively theirperception towards ESG performance. More finegrainedexamination shows that directors elected byemployees by their right of employment enhanceexclusively the social performance and moderatenegatively the way investors perceive informationon ESG performance. In contrast, directors electedby employee shareholders enhance the overall ESGperformance as well as the environmental and thegovernance performances and moderate positivelythe way investors perceive the ESG performance ofthe firm. Our findings highlight a conflict of interestbetween shareholders and employee directors,particularly with labour representatives.This thesis covers several disciplines namelyaccounting, corporate governance and humanressource management. As a result, it is with greatinterest for regulators, investors, managers andshareholders
Hammach, Mohamed Abdeljabbar. "L'impact de la responsabilité sociale de l'entreprise sur l'implication organisationnelle des cadres salariés : cas du secteur de l'industrie agroalimentaire au Maroc". Thesis, Paris, CNAM, 2016. http://www.theses.fr/2016CNAM1092/document.
Pełny tekst źródłaResearch in management science have proposed a series of works centered on the theme of corporate social responsibility (CSR) and the organizational behavior. However, research is still shy on the interaction of these two variables. The concept of CSR seems relevant because it questions the organizational functioning and the role of human resource management (HRM). We opted for the food industry in Morocco as a field of investigation. The latter is considered as one of six emerging sectors will play the country's economic locomotive. Our research is driven by the question: The perception of CSR by company employees frames can it affect their attitudes and behaviors of organizational commitment? To answer this, we rely on the theory of organizational trust. This research proposes to test the strength of theoretical proposals which link our two variables through analysis thirty six qualitative interviews. The results allow to enrich the understanding of the impact of the perception of CSR on the behavior and attitudes of employees frameworks for organizational commitment. The exploratory nature of our research leads us to choose a qualitative methodology to comprehensively covered. Semi-structured interviews were used to explore the different perceptions of executive employees and behaviors of organizational commitment that result
Jamjoom, Bushra. "The determinants of employee engagement on intention to quit in family owned businesses in Saudi Arabia". Electronic Thesis or Diss., Strasbourg, 2018. http://www.theses.fr/2018STRAB015.
Pełny tekst źródłaFamily Owned Businesses (FOB) are at the forefront of the Saudi private sector and account for at least 90 percent, representing 51 percent of the total employment in the nation, hence contributing an income of 232.5 billion Saudi Riyals to the economy. The fortitude of these private enterprises has made family-run businesses one of the major backbones of the Saudi economy. Unfortunately, the Saudi Arabian private sector is observing relatively high labor turnover rates. This, in turn, has negatively impacted business performance, causing loss of knowledge, drops in productivity levels, and reduction of the chance for organizational survival. Therefore, retention and motivation of employees are major concerns for employers and talent management is becoming a key activity. In this context, learning how to engage employees and build loyalty to the organization is likely to be crucial for future success in the Saudi marketplace. The purpose of this Exploratory Sequential Mixed Methods thesis was, first, to identify key determinants of employee engagement within FOBs in Saudi Arabia. Secondly, it intended to test the predictability of the concept of employee engagement quantitatively. Thirdly, it tested the impact of employee engagement on intention to quit for Saudis and non-Saudis in FOBs in Saudi Arabia. The first objective was achieved by semi-structured interviews of full-time employees working for FOBs in Saudi Arabia (N = 28). The second and third objectives were achieved through a survey questionnaire that was developed from twelve pre-tested instruments and was comprised of 84 questions (N = 151). Path analysis, multi-group, and structural equation modeling (SEM) analysis were used along with bootstrapping to examine the variables of interest and mediation effects. Results suggested that a combination of the antecedent variables of this study (i.e., meaningfulness, communication openness, reward, and career growth) predicted employees’ engagement in Saudi FOBs. However, engagement antecedents did not predict engagement for Saudi and non-Saudi employees correspondingly. Meaningfulness, job fit, coworker’s relationship, rewards, and career growth predicted engagement for the Saudi employees. On the other hand, communication openness, and career growth predicted engagement for the non-Saudi/expatriate employeesIn addition, employee engagement had a significant impact on intention to quit for the non-Saudi employees, while it did not have an impact on the Saudi employees in FOBs in Saudi Arabia. Finally, results of the mediation test suggested that employee engagement partially mediated meaningfulness and career growth and intention, and fully mediated communication openness and rewards
Murtada, Dima. "L’implication dans la création normative en milieu de travail : étude d’une entreprise d’installation et de maintenance de matériel électrique et thermique". Thesis, Paris 10, 2019. http://www.theses.fr/2019PA100036.
Pełny tekst źródłaThe creation of norms within organizations is a phenomenon that is subject to social influences, interactions between individuals, negotiations between actors and the diffusion of innovations. The individual has a key role in this phenomenon through the initiation of a new norm, its acceptance or its diffusion. However, the contribution of individuals to normative creation is not fully exploited by the literature. The objective of the current research was to bridge this gap by isolating cases of individual commitments for the creation of specific norms. The purpose is to capture the richness of individuals' contributions to this creation and to better understand the reasons behind their actions in favour of a new norm. The research presents the formation of commitment in the form of a three-phase process : questioning the status quo, evaluating commitment positively and manifesting commitment through actions and behaviours. This process is driven by emotional and cognitive determinants within individuals and is enabled by personal, interpersonal, societal and organizational factors
Raad, Ghada. "L'influence de l'implication organisationnelle sur l'intention d'adhésion à l'actionnariat salarié". Caen, 2006. http://www.theses.fr/2006CAEN0632.
Pełny tekst źródłaSousa, Maria Inês Magalhães Ramalho de Andrade e. "O impacto do Love of Money na satisfação salarial e no engagement". Master's thesis, Instituto Superior de Economia e Gestão, 2019. http://hdl.handle.net/10400.5/18147.
Pełny tekst źródłaAtualmente, numa procura de manter a vantagem competitiva as empresas pretendem aumentar a produtividade e o lucro das organizações. Assim, utilizam o dinheiro para atrair, reter e motivar os seus colaboradores. A presente investigação teve como objetivo estudar a relação do Love of Money, termo dado às atitudes dos indivíduos relativas ao dinheiro segundos os fatores "Importância", "Sucesso", "Motivador" e "Rico", com satisfação salarial e o engagement. Para tal, recorreu-se ao coeficiente de correlação de Pearson, cujos resultados comprovaram a existência de uma relação positiva entre a satisfação salarial e o engagement. Contudo, dada a diversidade demográfica da amostra não foi possível aferir a existência de relação do Love of Money - satisfação salarial e Love of Money - engagement. Assim sendo, procedeu-se a uma análise detalhada dos fatores de cada variável, com a introdução de variáveis de controlo (género, idade, salário mensal líquido e tempo no mercado de trabalho). Foi então possível aferir relações negativas entre o fator do Love of Money "Rico" e o fator "Benefícios" da satisfação salarial, entre "Sucesso" e "Estrutura/Administração" e entre o fator "Rico" e os fatores "Benefícios" e "Aumentos". Adicionalmente, foram estimadas relações negativas entre os fatores do Love of Money "Sucesso" e "Motivador" com o engagement.
Nowadays, in an effort to maintain competitive advantage companies aim to increase productivity and profitability of organizations. Thus, they use the money to attract, retain and motivate their employees. The present research aimed to study the relationship of Love of Money, a term given to the attitudes of individuals regarding money, pay satisfaction and engagement. For this, Pearson's correlation coefficient was used. The results proved the existence of a positive relationship between pay satisfaction and engagement. However, given the demographic diversity of the sample, it was not possible to verify the existence of a relationship of Love of Money - pay satisfaction and Love of Money - engagement. Therefore, a detailed analysis of the factors of each variable was carried out, with the insertion of control variables (gender, age, monthly salary and time in the labor market). It was then possible to prove negative relationships between the Love of Money 'Rich' factor and the 'Benefits' factor of pay satisfaction, between' Success' and 'Structure/Administration' and between factor 'Rich' and the ' 'Raises'. In addition, negative relationships between the factors of Love of Money 'Success' and 'Motivator' with engagement were estimated.
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Berthonneau, Charles. "Les unions locales de la CGT à l'épreuve du salariat précaire : adhésion, engagement, politisation". Thesis, Aix-Marseille, 2017. http://www.theses.fr/2017AIXM0380.
Pełny tekst źródłaRecent studies on trade unionism reveal the CGT extending its action, to a certain degree, towards less secure sectors of the employment market, which bear the marks of absent unionist traditions (large retailers, people care, industrial subcontracting...). Within its organisational structure, Local Unions (UL) are supposed to help this extension process. They are designed to welcome employees who work in companies bereft of trade-union institution, faced with their employers, and to help them stand up for their rights. Based on an ethnographic inquiry within two ULs, the present thesis intends to study the ways of commitment and militancy of low and precarious working-class employees (checkout assistants, store shelf stockers, cleaners, nursing auxilaries, non-skilled workers…).Intersecting sociology of social movements and sociology of the working classes' relation to politics, the present research sheds light on the circumstances in which trade unionsim is made possible for members of dominated social groups – a priori characterized by weak resources for protesting and collective action. The ways of trade-union action analyzed herein inform us about these groups' ordinary relation to militancy, but also about how political and protesting skills are passed on, and maintained by the ULs. Lastly, this research gives a report on how a union organization offers a variety of comittments for such employees, who work in conditions hostile to the development of collective action (shattered groups, precarious work and employment conditions, weak social rights, repressive measures). It is also a study on the layman's uses of trade unionism
Efros, Dominique. "Travail, guerre et relations sociales : la participation salariée à une entreprise : technique de gestion, utopie et engagement de soi". Paris 10, 2002. https://hal-amu.archives-ouvertes.fr/tel-01295467.
Pełny tekst źródłaBijeire, Gérard. "Intéressement et attachement professionnel : contribution à l'analyse de l'intéressement des salaries perçu comme outil de développement de l'attachement professionnel". Toulouse 1, 1996. http://www.theses.fr/1996TOU10011.
Pełny tekst źródłaThis research assesses the relevance of a french style gainsharing plan in the context of today's managerial imperativess. It analyses implementation modalities and the impact on individuals'work commitment. A preliminary inquiry was performed among both employers and employeesfrom various firms. This enabled a typology from results of practices. We have retained the four-dimensionnal concept of work commitment as expressed by g. Blau (1993). Blau's questionnaire h as been translated, validated, and distributed to a sample of 730 employees, representative of our typology. Statistical analysis was both descriptive and explicative. Two series of hypothesis were formulated. The first one was relative to the conditions of success of the gainsharing plan and underlined some keys-elements. The second one, relevant to the relations between the type of results and the multidimensionnal development of work commitment, showed that this flexible compensation system has only a marginal impact on the various components of work commitment and individual's behavior
Harkat, Nasser. "De l’engagement du salarié à l’engagement du client : le rôle du personnel au contact dans le choix du consommateur dans les services, est-ce vraiment le choix ou la fidélité ?" Thesis, Lille 1, 2014. http://www.theses.fr/2014LIL12024/document.
Pełny tekst źródłaThis research, which is applied to the service industry context, aim to highlight the relationships between the business relationship protagonists, though the commitment construct. Thus, our literature review is dedicated to organisational commitment (OC) and brand commitment (BC) concepts as well as other concepts related to employees-customers relationship. Empirically, we chose to study relationships between employees’ commitment and customers’ commitment in banking sector. To do so, we used a structural model to study the possible influence of employees’ commitment on customers’ commitment. The results of this research emphasize an influence of employees’ commitment on customers’ commitment in the context of the bank agencies of the bank we studied. Nevertheless, the influence of the OC components on the BC components is not always validated. These results contribute to the current body of knowledge on the customer-company relationship though a case in the French market. This research presents few limitations inherent to the adopted methodology and to the study context. Based upon these results, it is possible to identify several contributions. Therefore, some improvements are suggested for further research
Fontier, Virginie. "L'entrepreneure salariée à la barre de son aventure entrepreneuriale : une course au large en solitaire ou en équipage ? : Analyse de l'engagement entrepreneurial par le concept Genre : le cas des coopératives d’activités et d’emploi (CAE)". Thesis, Brest, 2017. http://www.theses.fr/2017BRES0139/document.
Pełny tekst źródłaAt the starting point of process of feminization of the Cooperatives of Activities and Employement (CAE) in France we ask the question : why the CAE, wich are mixed structures of accompaniement to the creation and development of activity attract more women ? To better understand this phenomenon we « wear glasses » sociological with the glasses of « gender » in order to analyse the process of engagement of women in an entrepreneurial career in the CAE. The analysis of this social phenomenon with the gender glasses exceed an idealized vision that we could have social innovation that represents the CAE as a simply critical approach of reproduction of social and gender related inequalities toward an approach balanced experiences of women employed entrepreneurs. The CAE is a buisness opportunity for women engaged in a process of professionnal mobility following a professional deadlock and/or a feeling of dissatisfaction in their carieer. This need to undertake « differently » seems to find an answer to the hybrid status « salaried entrepreneur » and the employment framework that is proposed. However, women are not equal in this adventure because entrepreneurial commitment in its forms depends on the biographical trajectories hit the seal of gender
Hlaleh, Roustom. "La cession de contrôle en droit français et syrien : aspects de droit des sociétés et droit de la concurrence". Thesis, Rennes 1, 2014. http://www.theses.fr/2014REN1G020.
Pełny tekst źródłaIn recent years there has been a significant increase in the transfer of corporation control in the business world. Transfer of control, which has the purpose of changing decision-making power within the company, is not only a procedure of company transfer, but it’s also a merger procedure. This identification of the nature of Transfer of control raises several legal issues in our comparative study of French and Syrian law. Indeed, insofar as it is a personal decision of the shareholder or partnership to relinquish control over the company for the benefit of another person, this leads us to determine the legal mechanism of such contracts, by highlighting those questions concerning the formation of the contract, and means of protecting the parties from its effects. As the transfer of control is a personal decision, it is important to identify the problems of protection of third parties from this decision (minority shareholders and employees) because they have no power to prevent such decisions from being taken. Similarly, the change in decision-making in a company can impact negatively on competition, notably through the creation of mergers or a dominant market position. The risk represented for the market by this type of transaction leads us to identify the mechanisms and means which have been put in place by the French and Syrian authorities, such as a prior and subsequent supervision of this transfer of control
Giani, Silvia Carbonera. "Developing a French version of the Overwork Climate Scale (OWCS): Psychometric properties and relationships with working hard". Master's thesis, 2019. http://hdl.handle.net/10071/19062.
Pełny tekst źródłaEsta pesquisa apresenta a validação de uma versão francesa da escala Overwork Climate Scale (OWCS) de Mazzetti, Schaufeli, Guglielmi e Depolo - 2016, que consiste em duas subescalas específicas, ou seja, incitamento do excesso de trabalho e falta de recompensas pelo excesso de trabalho. Depois de passar por um processo de tradução e retradução, o questionário foi avaliado por um comitê bilíngüe e bicultural e testado num teste-piloto com cinco trabalhadores. A versão final do questionário foi respondida por 198 voluntários. A avaliação da estrutura da versão francesa do OWCS foi realizada através da análise fatorial exploratória e confirmatória, enquanto sua fiabilidade foi estimada pelo cálculo do α de Cronbach. Ao contrário do que era esperado, os resultados da Análise Fatorial Confirmatória mostraram que um modelo de um fator (ou seja, incitamento do excesso de trabalho, 6 itens) representa adequadamente os dados e tem um ajuste substancialmente melhor do que o modelo de dois fatores proposto na literatura. A segunda parte deste estudo usou a Análise de Correlação e Regressão Hierárquica para investigar a relação entre o clima de excesso de trabalho e duas formas diferentes de trabalho árduo, ou seja, work engagement e workaholism. Não foi encontrada uma associação significativa entre o clima de excesso de trabalho e o work engagement. Por outro lado, foi encontrada uma associação positiva entre workaholism e o clima de excesso de trabalho. Este último permaneceu significativo mesmo depois de se controlar as exigências do trabalho psicológico. Este estudo representa uma das primeiras tentativas de investigar no contexto francês o impacto de um ambiente de trabalho que promove o excesso de trabalho e as suas conseqüências em termos de incentivo ao trabalho e menor engagement no trabalho.