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Volume XXVIII • Issue 73 • 2022 (Under press)
 
(Regular issue)
 
 
 
Issue content
 
Title :  Religious fact and behaviours of proximity managers: study of the explanatory factors. Results of an exploratory study in the French context.
Abstract :  In the presence of a religious event at work, several behaviours are possible - these being influenced by various contextual factors. This exploratory research, based on the theory of planned behaviour, focuses on these contextual factors and aims to extend previous research. More specifically, it studies three contextual factors: profile, religiosity and the manager''s perception of the situation. It aims to identify whether these contextual factors actually influence the intention of managerial behaviour. The data collection was carried out by means of semi-structured interviews (16 interviews) with managers belonging to all the major religiosities. The content analysis was based on NVivo software. Our research shows a significant and central influence of the manager''s religiosity - the latter having a possible influence both on the manager''s perception and on the way he/she performs his/her job. Through this central variable, the relationship to secularism and religion are factors to be taken into account - which amounts to questioning the manager on his representations. This research also illustrates the importance of interactions in the behavioural process. This research aims to produce a grid of intelligibility enabling the manager to widen the range of possible behavioural options and better understand the reasons for them. This research can contribute to the training of managers and to the development of their skills to deal with these new issues for the company. It can also contribute to the implementation of initial training aimed at preparing students for their future role as managers.
Keywords:  religious fact at work, managerial behaviour, explanatory factors, French context, theory of planned behavior
Pages : 
Type :  Research paper
 
 
Title :  How do the crises affect the organizational citizenship behaviors? Case of a Tunisian subsidiary of a French call center.
Abstract :  Organizational citizenship behaviors (OCB), which can be defined as behaviors not prescribed in advance for the performance of a given job, are recognized for their beneficial effects both on the general functioning of the organization and on the individuals who compose it. The objective of this research is to study whether crisis modify the nature and intensity of these behaviors. For this, a study was conducted with the teleoperators of an international call center located in Tunisia, before and during the period of the Covid-19 crisis. The methodology, of a qualitative type, mobilizes different techniques: observant participation in a preliminary phase, exploratory interviews to study the CCOs adopted and the factors encouraging/inhibiting their adoption, and netnography, used during the two stages of the research and particularly during the Covid-19 crisis. The results show that if the crisis allows to reinforce the CCOs towards the individuals, in particular the altruism towards the colleagues, it can considerably degrade the CCOs towards the organization. The first result would be explained by organizational support perceived as weak during the crisis, while the second would find its origin in the violation of the psychological contract, the premises of which are found in the company''s reaction during previous crises, especially during the Tunisian revolution in 2011. In addition, we recommend that the support of employers of their employees in times of uncertainty is necessary in order to strengthen their commitment. This can be done through HRM practices reflecting care and benevolence, psychological support and transparent internal communication.
Keywords:  organizational citizenship behaviors, call center operators, Covid-19, psychological contract, organizational support
Pages : 
Type :  Research paper
 
 
Title :  A break in the relationship with work? The Covid-19 pandemic and the timing of career management by employees.
Author(s) :  Marie-Elodie, Laurent ; Laurent, Taskin ; Pascal, UGHETTO
Abstract :  The Covid crisis is reputed to have caused a break in the relationship with work of many employees, who would have drawn the consequences through a marked change in their career paths. The article questions this hypothesis based on fifteen interviews from employees of Belgian private and public companies, collected in early 2021 in a collaborative research design. We consider the relationship to work and the choices made by individuals in their careers by placing them at the crossroads of organizational, professional and family standards that individuals strive to accord. Our results show the crisis has especially amplified and precipitated reflections that play out over longer time frames. The distance from the business and the continued association of family members has imposed an increased weight on family norms and forced a restructuring of balances with organizational norms, now more obliged to deal with the former.
Keywords:  Relationship to work, Occupational paths, Career, times, Covid
Pages : 
Type :  Research paper
 
 
Title :  The influence of emotionally charged content on decision making and deviant behavior: a systematic literature review.
Author(s) :  Christine, Dugoin-Clément
Abstract :  Digitization has transformed society and communication. Accompanying this transformation, influence operations have hit the headlines. These operations use emotions to influence decision-making. Beyond the political aspect, this situation becomes an issue for management and human resources (HR) strategies, which have to face induced deviant behavior. The impact of the emotional charge of content on decision-making is also the subject of research, but it is scattered across several disciplines, and rarely integrated into management science. Based on a systematic literature review, this article is focused on the influence of emotions on people who receive emotionally charged content that may affect their trust in those around them, namely colleagues and hierarchy. It is also interested in the impact of emotion on virality, in the link between virality and persuasion/influence. Ultimately, this analysis results in an integrating framework, providing a basis for reflection and action.
Keywords:  influence, cyber, emotions, human resources, deterrence
Pages : 
Type :  Research paper
 
 
Title :  “Workindness”: from the theoretical ideal made in USA to a viable reality for 11 French companies.
Abstract :  The theoretical pertinence of positive organizational behaviors at work, mainly coined in the USA, remains to be empirically challenged in France, particularly by better taking into account European and Francophone cultural resources. Within the European context, well-being at work seems to be organized around a positive relationship to the colleagues and the manager. Furthermore, kindness to others, positioned as a catalyst for self-happiness, would constitute a specific construct between colleagues in the professional space, calling for more research including the context in question. Therefore, how can a theoretical ideal - that of work kindness made in USA - become a viable reality for French companies with a strong industrial and mining culture, when no consensual definition of work kindness seems to be authoritative to date? This issue has led us to carry out an intervention study based on a qualitative investigation co-built with the leaders of eleven companies belonging to a group of employers. This has brought us to the notion of “workindness” which, as an operational concept, invites us to not only explore five “postural attitudes” viable and practicable by leaders, managers, and other contributors, but also to detect five “imposture factors” that may distort the use of the notion of kindness at work as a common good.
Keywords:  Positive behaviour, Action Research, Kindness, Benevolence, Care Management
Pages : 
Type :  Research paper
 
 
Title :  Coaching without a Coach: A Lacanian Case Study.
Abstract :  This article researches the function of the coach in coaching. Taking our cue from Lacan’s insistence that therapy is better off without the role of the ‘master discourse’ of a therapist, we explore the idea of ‘coaching without a coach’. The investigation is a product of a case study of MM Group coaching wherein coachees coach themselves without a ‘coach’, though with a ‘moderator’ charged with blocking behaviors like scape-goating. Lacan was noteworthy for what he saw as the counter-productive functions of control and subordination imposed by therapists in ‘ego-psychology’. From a Lacanian perspective (especially as interpreted by Zizek), ‘coaching without a coach’ is a natural corollary. Lacan conceptualizes psychological identity with his I-S-R model (Imaginary-Symbolic-Real); the prevailing coaching literature employs the triad Coachee-Coach-Organization; and we offer a synthesis of We-Coachee-Symbolic. Having explored ‘coaching without a coach’, in our conclusions and discussion section we will pose questions about the ethics and desirability of the model.
Keywords:  Lacan, Ego psychology, executive coaching, Zizek, I-S-R, Master Mind (MM) Groups
Pages : 
Type :  Research paper
 
 
 
 
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