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Revue Internationale de Psychosociologie et de Gestion des Comportements Organisationnels (RIPCO)
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The FNEGE 2022 ranking of management journals, officially published at the end of June, places RIPCO in Rank 3. RIPCO launches a new special issue: The inclusive organization. Read more about SUBMIT
   
   
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Volume XXVII • Issue 70 • 2021 (Already published)
 
(Regular issue)
 
 
 
Issue content
 
Title :  From Yesterday to Tomorrow: The Evolution of RIPCO in the Academic Journal Landscape
Author(s) :  Silvester, Ivanaj
Keywords:  editorial
Pages :  5 - 12
DOI :  https://doi.org/10.3917/rips1.070.0005
Type :  Notes du rédacteur
URL Cairn:  https://www.cairn.info/revue-internationale-de-psychosociologie-de-gestion-des-comportements-organisationnels-2021-70-page-5.htm
 
 
Title :  Editors' comment: Writing in Ripco - Some thoughts and suggestions
Author(s) :  Franck, Bietry ; Anne-Laure, Gatignon ; Silvester, Ivanaj ; Jean-Luc, Moriceau ; Elen, Riot
Pages :  13 - 26
DOI :  https://doi.org/10.3917/rips1.070.0013
Type :  Commentaires du rédacteur
URL Cairn:  https://www.cairn.info/revue-internationale-de-psychosociologie-de-gestion-des-comportements-organisationnels-2021-70-page-13.htm
 
 
Title :  Managing religious fact and inclusion injunctions: a source of role tensions for proximity managers? Study of the issue of wearing the veil within a large french telecommunications company.
Abstract :  The management of religion has been a rising topic in the French literature since 2010. Among the religious facts at work that are most frequently recorded, the 2019 edition of the Institut Montaigne’s annual survey designates the visible wearing of a religious sign, confirming the trend of previous studies. In recent years, several media cases in France have echoed this situation. They systematically highlight situations linked to the wearing of the Islamic veil: Baby Loup (2010), Micropole Univers (2015), Etam or Decathlon (2019). Overall, the religious fact is considered to complicate managerial activity: an intervention on this subject is more delicate than on others, particularly in the case of conflict with an employee (Institut Montaigne, 2019). An increasing number of companies are therefore offering their local managers support measures to help them manage religious issues. They formalise the organisation''s stance on religion and its approach to diversity. Local managers find themselves at the crossroads of several stakehoolders’ expectations. They are both the guarantors of the company''s policy on the subject and the first relay for employee demands. Consequently, our study questions the role tensions that these managers may feel and the influence of the management system, when faced with the management of employees’ religious practices, as in the case of the wearing of the veil. A three-year participant observation in a large French telecommunications company enabled us to analyse its system of managing religious issues and to conduct 71 semi-directive interviews, 41 of which were with operational managers.
Keywords:  management of religious fact, inclusion, role tensions, proximity manager, multinational
Pages :  27 - 50
DOI :  https://doi.org/10.3917/rips1.070.0027
Type :  Research paper
URL Cairn:  https://www.cairn.info/revue-internationale-de-psychosociologie-de-gestion-des-comportements-organisationnels-2021-70-page-27.htm
 
 
Title :  Gaussian graphical models: what contributions for exploratory data analysis in organizational behavior?
Author(s) :  Alain, Lacroux
Abstract :  : Methodological challenges resulting from the increasing access to large data sources are now affecting research areas that were not previously concerned, such as organizational behavior. Consideration regarding methodologies for taking advantage of such data is relatively recent. Management scholars, familiar with the use of small samples in a hypothetical-deductive framework, face a real methodological challenge when they want to exploit secondary data by following a data-driven approach, One possible way to address this challenge is the use of Gaussian graphical models (GGMs), which allow the visualization and analysis of relationships between a set of Gaussian variables. The application of this " vision " to psychology has favored the development of a very active research stream, Network Psychometrics, which renews the study of attitude measurement scales by relying on parsimonious graphs. The objective of this article is to show that Network Psychometrics is a valuable technique in the field of organizational behavior, when used as an exploratory tool. We demonstrate that GMMs can offer a complementary point of view when it comes to analyzing systems of interactions between variables and how they can be articulated with confirmatory approaches using structural equation methods, more commonly used for this type of analysis. The stakes of this articulation are illustrated by the exploration of the French version of a recent measure of work commitment.
Keywords:  organizational behavior, psychological networks, Gaussian graphical models, methodology, workplace commitment
Pages :  51 - 82
DOI :  https://doi.org/10.3917/rips1.070.0051
Type :  Research paper
URL Cairn:  https://www.cairn.info/revue-internationale-de-psychosociologie-de-gestion-des-comportements-organisationnels-2021-70-page-51.htm
 
 
Title :  Founders, external funders, and governance models of newly founded nonprofit social service organizations: Evidence from the Sahel region of Tunisia
Author(s) :  Riadh, Chbili ; Lassâad, Lakhal
Abstract :  Governance is a challenging task in nonprofit organizations. Previous research focused on established and professionalized nonprofit entities but ignored the governance configurations of the newly founded nonprofit organizations. As it was mentioned by many scholars, these newly founded nonprofits face the liability of newness and are under the pressure of internal and external stakeholders. To fill this research gap, this paper examines the different governance models of the newly founded nonprofit organizations. Precisely, an exploratory study was conducted based on a sample of twenty-four new nonprofit social service organizations in the Sahel region of Tunisia. The findings reveal that there are four main governance models based on the relative power of founding board members and external funders. Researchers can use this typology to determine the different configurations of power distribution in the newly founded nonprofit social service organizations. Also, practioners can benefit from this typology to determine the specific factors that may affect the internal decision making in these organizations. In contrast to previous studies, this research shows that it will be interesting to have a wide view of governance that is not limited to the unique focus on board. Further, this article sheds light on the possible governance challenges that are facing the nonprofit founding board chairs through showing the possible conflicts that may arise between them, external funders and the founding board members.
Keywords:  board members, external funders, founding board chairs, nonprofit social service organizations
Pages :  83 - 106
DOI :  https://doi.org/10.3917/rips1.070.0083
Type :  Research paper
URL Cairn:  https://www.cairn.info/revue-internationale-de-psychosociologie-de-gestion-des-comportements-organisationnels-2021-70-page-83.htm
 
 
Title :  Team improv-adapt framework: Deconstructing and recombining team adaptation and team improvisation through a process perspective.
Author(s) :  Antonio, Abrantes Cunha Meneses ; Ana Margarida, PASSOS ; Miguel, Pina E Cunha ; Patrícia, LOPES COSTA
Abstract :  Unpredictability and time scarcity are determining factors of contemporary organizational life. In such contexts, teams often resort to adaptation and/or improvisation. Considering these two processes, teams can adopt three alternatives : adapt without improvising, that is, teams adapt with time to plan the new action before implementing it ; improvise without adapting, which means that they improvise exclusively driven by their will, without any disruption having led them to do so ; and adapt by improvising a solution, which implies the temporal merger of design and execution. However, the literature has generally neglected the differences between these three processes. Building on the literature of team adaptation and team improvisation, we propose the team improv-adapt framework comprising the processes of team preemptive adaptation, team purposive improvisation, and team improvised adaptation. In addition, we develop a time-informed conceptual model that helps to understand how teams can effectively engage in different processes that require team or task adjustments. In particular, we focus on the different phases that teams go through over time, when they adopt the different processes of the framework. We also analyze the specific team processes that are adopted in each of the phases, as well as the different leadership sources and coordination mechanisms used. By acknowledging the defining nature of time in team processes, and exploring the temporal stream of team improvisation and team adaptation, we expand both literatures, increasing construct clarity and extending their nomological network.
Keywords:  adaptation, improvisation, team, theory, time
Pages :  107 - 132
DOI :  https://doi.org/10.3917/rips1.070.0107
Type :  Research paper
URL Cairn:  https://www.cairn.info/revue-internationale-de-psychosociologie-de-gestion-des-comportements-organisationnels-2021-70-page-107.htm
 
 
Title :  Concertation spaces as a lever for taking charge of the paradoxes of public action in project context.
Author(s) :  Philippe, ANTON ; Amaury, Grimand ; Stéphane, BELLINI ; Audrey, BECUWE ; Magali, BOESPFLUG
Abstract :  This research focuses on the role of concertation forums as a lever for the appropriation of change projects in the public context. The many reforms that have reshaped public action over the past 30 years have given public managers a key role in the modernisation of local authorities. In this article, we question the capacity of concertation to assert itself as a relevant lever for adressing the paradoxes of public action that emerge during change projects. With this in mind, we conducted a 36-month research-intervention within the CCAS (Community Center for Social Action) of a local authorithy. The object of concertation was related to the evaluation of professional practices linked to the admission of a resident in a retirement home. Our results highlight several organizational paradoxes to which the senior management is exposed: the organizational paradox, the learning paradox, the belonging paradox and the performance paradox. On a theoretical level, our research enriches the literature on organizational paradoxes by emphasizing the role of concertation in their regulation. Empirically, our results underline in the context of local authorities the role of concertation forums as a lever for sensemaking, a forum for debate on work practices and work rules, a space trough which professional identities are expressed and a lever for inter-organizational learning. The limitation of our work is that concertation is considered here primarily in the context of imposed changes. Finally, the discussion outlines some avenues on the engineering of concertation spaces.
Keywords:  organizational paradoxes, concertation, change management, collaborative research, local authorities
Pages :  133 - 155
DOI :  https://doi.org/10.3917/rips1.070.0133
Type :  Research paper
URL Cairn:  https://www.cairn.info/revue-internationale-de-psychosociologie-de-gestion-des-comportements-organisationnels-2021-70-page-133.htm
 
 
 
 
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