The support of internal communication during
organizational change processes
António C. M. ABRANTES and Maybritt BAKENHUS
ICN Business School (France)
Aristides I. FERREIRA
ISCTE-Instituto Universitário
de Lisboa (Portugal)
Abstract :
Change is an
essential phenomenon in today's business world and has different consequences
for organisations. In order to deal with change effectively, many companies
have maintained a specific and specialised focus on change management, and this
has also been the subject of a plethora of research work. In particular,
communication is a key part of change management, and is an important driver
for the successful implementation of change processes, as research has largely
demonstrated. Especially, internal communication, i.e. communication between
managers and employees, is of great relevance to overcome the frequent and
natural resistance to change. The aim of this study is to identify and explore
the main variables that influence the process of internal communication of
change, leading to its improvement by raising the level of acceptance of
change. For this purpose, an inductive study was conducted based on a grounded
theory methodology, using semi-structured interviews for analysis. The findings
led to the development of a model for the internal change communication process
that describes the factors that influence communication and its outcomes.
Ultimately, this paper provides a set of recommendations for successful
implementation of change processes, as well as a number of suggestions for
further research on the topic.
Keywords: change, internal communication, resistance to change, change management,
grounded theory
Transmission of mental health at work from manager to employees: the
mediating role of the supervisor's emotional intelligence and the moderating
role of organizational culture
Bomoya Laetitia ADOU, Julie DEXTRAS-GAUTHIER and Marie-Ève DUFOUR
Université Laval (Canada)
Abstract :
There is empirical evidence of a positive
association between the mental health of the supervisor and that of his or her
subordinates. However, to our knowledge,
neither dispositional variables nor organizational context are taken into
account in the work on the mechanisms of such a transmission, thus giving a
partial understanding of the dynamics underlying it. The objective of our study
is to highlight mediation and moderation effects explaining the crossover of
mental health according to a two-dimensional approach between the supervisor
and the employees with the corollary of the employees' work performance. Resource conservation theory, the crossover
model and the happy-productive worker thesis allow for the development of a
multilevel, longitudinal, dyadic model. We postulate a mediating effect of the
manager's interpersonal emotional intelligence skill and a moderating effect of
organizational culture in the relationship between supervisor mental health and
employee mental health and job performance.
Our hypotheses will be tested using secondary data. These were collected
in a Quebec health care institution, from managers at all levels, both
administrative and clinical, were solicited: superior, intermediate and first
level. Our results should make it possible to identify the dispositional and
organizational factors contributing to an optimal cross-over of mental health
at work from supervisor to subordinates.
Keywords: mental health at
work, emotional intelligence, organizational culture, multilevel analysis,
longitudinal analysis
The contribution of resilience and agility to the
performance of inter-organizational relationships
Mohamed-Larbi ARIBOU, Noussaiba EL KOUTBI and Imane
TBATOU
Université Abdelmalek Essaâdi (Morocco)
Abstract:
The aim of this paper is to propose a conceptual model that clarifies
the contribution of resilience and agility to the enhancement of the
inter-organizational relationships' performance, especially in the context of
uncertain environments. This model is developed based on a review of the
literature on Positive Organizational Behavior, specifically those related to
resilience and agility of firms, as well as the researches on
inter-organizational relationships. The results of this research present a list
of factors favoring the development of resilience and agility at the
inter-organizational level. The interaction between the different variables
contributes to the improvement of the collaborations' performance and
consequently their ability to overcome crisis situations. In situations
characterized by complexity and uncertainty, inter-organizational relationships
constitute a source of competitive advantage for companies. These relationships
allow them to acquire all the resources necessary for their survival. However,
the simple acquisition of resources remains insufficient, companies must
jointly develop both: resilience characterized by the maintenance of a positive
adjustment in difficult conditions so that both organizations emerge from these
conditions strengthened, as well as agility translated by flexibility,
responsiveness and differentiation to different fluctuations.
Keywords: resilience, agility, inter-organizational relations, crisis, performance
Museum of Art and
Therapeutic Experience:
Positive Organizational
Behaviour in Patient Recovery
Corinne BAUJARD
Université de Lille - Laboratoire CIREL (France)
Abstract:
This article is the result of a reflection on the medical dimension of
the aesthetic experience in the process of healing mental suffering. It is
question of considering the extent to which museum prescriptions prescribed by
doctors to patients can cure daily stress, anxiety, melancholy or gloom. As
part of a study on the benefits of organizational behaviour, several care
pathway, partnerships have been concluded between hospitals and museums
(Hospital Salpêtrière-Museum de Compiegne, Hospital
Saint-Anne-Art Museum, hospital University of Paris- Louvre Museum). How can
the museum’s organizational behaviour heal, contribute to personal recovery and
accompany or support a process of healing ? Does the proposed mediation improve
the quality of life through an aesthetic and human experience ? A comprehensive
approach carried out during the exhibition « The lost worlds according to Unica
Zürn » (January 31 May 31, 2021), Museum of Art and History
of Sainte-Anne’s Hospital (MIHHSA) was
the opportunity to access to psychic suffering, to open up new avenues of
research on the organizational behaviour of the museum and to understand the
aesthetic emotion that it arouses in the visitor and the patient in order to
recover.
Keywords : organizational
behaviour, museum, hospital, aesthetic experience, care
Value conflicts
within actors’ practices during management consulting projects
Myriam BAZDAH and Florence ALLARD-POESI
Université Paris-Est Créteil, Institut de
Recherche en Gestion (France)
Abstract :
Using a practical approach of values, this research investigates the
relational and methodological practices used by consultants and their clients
during management consulting projects, the values related to these practices
and the value conflicts they may generate. The first results show that 1/
values in use are situated, that is related to the project’s context while the
same actor can defend different values depending on the project’s context ; 2/
value conflicts may emerge dynamically: While actors practices diverge,
relational/methodological disagreements may emerge and this may lead to a value
conflict; and 3/ there are two different dynamics through which a value
conflict emerges : relational, methodological and value disagreements either
emerge simultaneously or gradually.
Keywords: management
consulting, relational practices, methodological practices,
relational/methodological disagreements, value conflicts
A representation of the acceptance of
technology by employees:
an exploration of proactive behaviours towards smart technologies
Emmanuel BAZZUCCHI
Toulouse School of Management (France)
Anne-Laure GATIGNON-TURNAU
Université Toulouse 3 (France)
Abstract:
An individual's
acceptance of technology has often been studied in terms of their intention to
use it. This representation can be problematic when it comes to an employee who
is constrained by duties and procedures. As technologies based on artificial
intelligence (AI) are deployed in organisations, the
question of acceptability arises again. The automation of tasks does not mean
the end of human-machine collaboration or human work. On the contrary, these
technologies have never needed that much human interaction and intervention to
function properly. The active behaviour of employee-users
to improve the functioning of the technology or the interaction of the employee
would thus be representative of their acceptance. The current research is thus
concerned with a conception of technology acceptance in the particular contexts
of the employment to determine its expression in terms of behaviour,
actions and discourse. This question should provide insights into new
indicators signifying acceptance as well as key determinants of acceptability
that should be considered during an integration process of smart technologies.
In a context where AI is still "weak" and rarely disruptive, visions
about the future of work are collected through interviews with industry
managers and a review of prospective literature from both the professional and
academic sectors. The research question(s), once defined and stated, will be
investigated through experimentation.
Keywords: HMI, proactive behaviors, artificial intelligence, technology
acceptance, future of work
Organizational
citizenship in times of crisis.
A
comparative study among Tunisian teleoperators
Anissa BEN HASSINE and
Safa FESSI
ESSEC Université de Tunis (Tunisia)
Abstract :
Organizational citizenship behaviors (OCB),
which can be defined as behaviors not prescribed in advance (Bateman and Organ,
1983), are recognized for their beneficial effects on general functioning of
the organization and on the individuals (Popescu et al., 2015). This research
aims to identify these behaviors in an international call center located in
Tunisia, which has 6,000 employees, to understand what determines their
adoption and to see their evolution in times of crisis. For this, we mobilized
the techniques of observant participation, semi-structured interviews and netnography. Analysis of the results allows us to say that
our field of research is characterized by a weakness of CCOs. In addition, if
crisis situations reinforce solidarity between employees (CCO towards
individuals), the effect is more nuanced concerning CCOs oriented towards the
organization, that are seeming to be moderated by the recognition shown (or
not) by the organization towards these employees during previous crises
Keywords : Organizational
citizenship behaviors, call centers, human resource management, crisis and OCB,
Tunisia
"Like everyone else", a
feature-length documentary directed, produced, broadcast according to the
"effectual" approach
Julien
BILLION
Institut Polytechnique de Paris (France)
Abstract:
Homeless youth remain
invisible in the media, political, intellectual and economic spheres. Yet
20,000 young people sleep in the streets or in emergency shelter in France.
They represent around 35% of the homeless population according to the INSEE
survey conducted in 2012 among those who frequent places of accommodation or
free meals. “Like everyone else” is a feature-length documentary on homeless
youth, resulting from my sociology thesis defended in 2012. This documentary
gives voice to invisible people. It aims to raise awareness, to arouse empathy,
to engage the viewer, to break with prejudices, to make known and to some
extent understood the lives of homeless people. The aim is also to reach out to
politicians, to companies, to make them react and act. "Like everyone
else" is produced without financial resources and without the intervention
of a producer. Using existing resources, being aware of the risks, initiating
partnerships, accepting surprises, seizing opportunities ... These principles
have enabled the team "like everyone else" to manage their project from
writing the script to broadcast on a television channel. Its mode of production
is revealing of a way of doing business that can be analyzed within the
framework of the theory of realization posed by Saras
Sarasvathy.
Keywords: documentary, youth, homeless, production, effectuation
Corporate Social
Responsibility under the motivational lens of organizational citizenship
behavior
Belkis BOUSSETTA, Yosra ROUIS and Lassâad
LAKHAL
Université de Sousse (Tunisia)
Abstract :
It is argued that when an organization goes above and beyond the
immediate financial gain through engaging in corporate social responsibility
activities (CSR), it encourages the employees to go above and beyond the
required task and engage in what is called organizational citizenship behavior
(OCB). How could this happen? This study
engages in discussing the motivational lens under which the employees achieve
organizational citizenship behavior outcome. Therefore it posits assumptions, a
first one on mediating effects of pro social motivation i.e. helping the others
and a second one on task significance i.e. the motivational dimension in job
design. The defined model is under the umbrella of 3 theories: the
stakeholders’ theory, the organizational behavior theory and the job design theory.
A questionnaire survey is undertaken on a sample of employees within a company
in Tunisia. Based on the results of the study, it could be concluded that first
a positive relationship between CRS and OCB exists and the mediation effect of
pro social motivation on this relationship exists as well. Second, the
moderation effect of task significance is absent.
Keywords: organizational citizenship behavior
(OCB), corporate social responsibility (CSR), pro-social motivation, task
significance, quantitative analysis
Organizational
Citizenship Behavior among employees’ representatives of labor unions: an
exploratory multi-case study
Belkis BOUSSETTA and Yosra
ROUIS
Université de Sousse (Tunis)
Abstract :
The questions dealing with the social dialogue usually focus on the
claiming of wage increase and or improving working conditions by employees’
representatives of Labor Unions, known for their defense of employees’ rights.
Yet, a reflection on how they can adopt an organizational citizenship behavior
(OCB) deserves our interest. This study tries to explore how the seven
dimensions of OCB, as presented by Podsakoff et al. (2000), are expressed by
employees’ representatives. To that extent, we led a qualitative research based
on document reviews and individual interviews conducted with five union
leaders, as well as collective interviews with union members related to two
firms from two different sectors: food industry and automotive electric wiring.
The results show an important rank of helping behavior, civic virtue and
organizational loyalty, while the dimension of organizational compliance is
considered differently by respondents. This research discusses various
implications and offers recommendations to organizations to emphasize on
organizational citizenship behavior of employees’ representatives, as a way to
reach organizational targets.
Keywords: organizational
citizenship behavior, employees’ representatives, labor unions, exploratory
multi-case study, qualitative research
The adaptive
performance of territorial public managers: a psychological resources approach
Franck BRILLET
Inspecteur général de l’éducation, du sport et de la recherche (France)
Sylvie CODO
Laboratoire d'Économie et de Gestion de l'Ouest, Université de Bretagne
Occidentale
IUT de Quimper (France)
Abstract:
This research proposes to explore
the interactive processes by which psychological resources can contribute to
the development of the adaptive performance of public managers in a context
where the public sector is trying to control its expenses while improving the
quality of services rendered to users/customers. The principles of this
management style require managers to adapt in order to optimize the functioning
of the public service. The research carried out with 148 public managers shows
first of all that adaptive performance refers to a three-dimensional concept:
reactivity, interpersonal adaptability and learning efforts. With reference to
the theory of professional demands and resources (Bakker & Demerouti, 2017), our research specifies in a second step
to what extent psychological resources such as dispositional optimism and the
feeling of competence interact and affect adaptive performance. Thus,
dispositional optimism appears as a personal resource that moderates the
relationship between the feeling of competence and adaptive performance of
territorial public managers. For managers with a high level of dispositional
optimism, the effect of the feeling of competence on adaptive performance is
positive and significant. A moderate level of dispositional optimism cancels
out the positive effect of the feeling of competence on adaptive performance.
The sense of competence, on the other hand, constitutes a professional resource
that mediates the relationship between dispositional optimism and adaptive
performance. Thus, dispositional optimism increases the perception of a sense
of competence, which in turn strengthens adaptive performance.
Keywords: adaptive performance, dispositional optimism, Sense of
competence, territorial public service
Covid-19: the influence
of virtual health communities on trust in patient-doctor relationships
Pierre
BUFFAZ
Université Paris II Panthéon-Assas, LARGEPA (France)
Brice
ISSEKI
Université de Paris, CEDAG (France)
Abstract:
Since the outbreak of the Covid-19 health crisis in March 2020, nearly
the entire world's population has been forced to live with heightened health
measures and has many questions surrounding this still poorly understood
disease. For answers, many are turning to social media, and in particular
virtual health communities. This paper analyzes the influence that such a
community, mixing patients and doctors, can have on the trust in the
patient-doctor relationship. To address our problem, we used a Covid-19 virtual
health community and implemented a netnographic
approach based on the understanding and interpretation of language and
non-language data. This phase was complemented by a series of semi-structured
interviews with patients, patient relatives and doctors in this same targeted
community. The results reveal that patients' trust in their doctors is now
partially initiated by the information exchanged about the community. An
evolution in the conception of trust in the patient-doctor relationship is
highlighted: clerical trust disappears, while viral trust appears. This
evolution, caused jointly by the health crisis and the peer-to-peer model
characterizing virtual communities, could be taken into account to update the
medical relationship. The managerial challenge for doctors is to maintain trust
with patients, for example by transforming the medical relationship into a
triadic relationship integrating virtual communities as actors of the
relationship.
Keywords: virtual health
community, Covid-19, trust, patient-doctor relationship, netnography
Sociocratic governance and nonviolent communication :
a contribution to
positive organisational change in a public management
context
Anne CARBONNEL and Vincent GROSJEAN
Université de Lorraine (France)
Abstract :
This paper reports on the impact of sociocratic methods and nonviolent communication on
positive organisational change in a public management
context. From July 2018 to March 2021, a research-intervention was carried out
in a departmental social service in Eastern France which has adopted a five
people collegial direction to manage the service. In the hierarchical world of
territorial administration, this internal innovation had generated
interpersonal and organisational tensions. This
contribution to the field of positive organisational
change is of three types of interest : theoretical, with the use of sociocracy
and non-violent communication to promote it ; methodological, with this research-intervention
in this public social service ; managerial, with the tools and processes of
these methods. We also report on the bottom-up and top-down process observed
from the expression of the management team's needs for positive organisational change to its top-down extensions. The sociocratic method produces positive organisational
change in that it allows "to operate together effectively, especially in
decision-making". "Why we are together" is as important as
"how we decide together"; however, the question of "real
political will" in the context studied, remains to support the sociocratic self-organisation.
Furthermore, the relational quality is important to support the implementation
of sociocracy, thus contributing to positive organisational
change.
Keywords : sociocracy,
nonviolent communication, public management
Emotional intelligence as a performance factor in
African companies:
the case of the Tunisian sales force
Kaouther CHÂARI MEFTEH and Fathi AKROUT
Laboratoire de Recherche en Marketing (LRM) - Faculté des Sciences
Economiques et de Gestion de Sfax-Université de Sfax (Tunisia)
Abstract:
In order to meet today's economic demands, the retention of successful
salespeople has never had this important weight. However, training are costly
to the company. Therefore, the emphasis should be on selecting the vendor with
skills that can be improved. The personality hierarchy model studies the
psycho-cognitive dimensions underlying observable salesperson behavior and
which influence salesperson performance, including emotional intelligence. A
modeling by structural equations allowed us to test the various research
hypotheses formulated and to discuss the results found.
Keywords: emotional intelligence, performance, personality hierarchy model,
structural equation model
Towards a
phoenix leadership: the emergence of positive ethical behavior
Benoît CHERRÉ and Nathalie LEMIEUX
ESG UQAM (Canada)
Abstract :
This article presents and develops a theory (Ethical
Leadership described as a Phoenix) that proposes to explain how a leader
positively adapts himself to situational pressure such as the ethical dilemma.
Starting from the field of Ethical Behavior - which focuses on the ethical
failures wih a psychological perspective - we propose
a revisited vision. Some gaps in this
field remain, notably on the level of moral ontology, i.e. on the meaning of
our ethical decisions. We propose a complementary vision of ethical leadership
by integrating in it Sartrean philosophical concepts
and observations from ours late empirical researches. We argue that leadership must be conceived as
a contingent process in which the leadership moral ontology is expressed. With the combined help of emotions and
cognition, the leader ‘ethical framework’ changes when is facing ethical
dilemma. To get out of this the leader tend to move towards a new ethical
system more adapted to the situation. This movement called ‘conversion’ is
rooted in moral emotions - such as shame and guilt - and ends up in a
self-project where the values of freedom and authenticity prevail. This model
combines both a descriptive approach from psychology and a normative approach
from moral philosophy. Implications for the management of each type of leader as
well as suggestions for future research are discussed with particular reference
to organizational change leadership.
Keywords: ethical leadership,
dilemma, moral emotion, freedom and authenticity
SILENT LEADERS : 10 Establishments of Help
through Work (ESAT)
Monique COMBES
Université de Reims - Champagne-Ardenne (France)
Abstract :
As part of a
partnership research entitled "ESAT DEMAIN", we identified and
analyzed ten creative ESATs, pioneers in their support practices and work
organizations. Three main results emerge from our case studies and shed light
on the specificities of virtuous organizations. Work in ESATs does not allow
treatment but access to a better life, such as people with disabilities have
reasons to value (Sen, 2001, 2004). In these 10 ESATs, the management methods
are benevolent: production is never done to the detriment of the well-being of
people, but respecting their state of health, their specific needs and their
temporality. They have succeeded in creating enabling environments (in the
sense of Sen, 2004) conducive to the development of disabled people admitted,
to the restoration of their self-esteem and their social integration and in
work collectives.
Keywords: capability-friendly organization, disabled
workers, WISE, inclusion
The coronavirus crisis, an activator of the positive
leader(ship)?
The case of the operational
directors of the French Post Office
Sylvie DEFFAYET DAVROUT and Louise HENNINOT
Edhec Bussiness School (France)
Abstract:
How did the operational managers of the French Post Office manage the
upheavals caused by the coronavirus crisis during the year 2020? How do they
account for it one year later, to students in first training, within a Team Management
course? This study explores the representations of students at the end of the
course. We examine the extent to which dimensions of positive organizational
behavior are present and how they can document the visibility of positive
leadership within the crisis. The
content analysis of 520 students' representations through written verbatims
reveals the presence of individual traits belonging to Psychological Capital as
well as 4 other dimensions (Benevolence, Psychological and Social Proximity,
Confidence and Humility). This set validates the students' perception of the
embodiment of an authentic type of positive leader at work in this period.
Keywords: positive
leadership, authentic leadership, resilience, positive subjective experience, hope
Evaluation of the
impact of transparency on the trust capital of Banks in Morocco : exploratory
approach
Omayma
DIKAOUI and Hassan CHRAIBI
ENCG-Marrakech - Université cadi Ayyad
Laboratoire de Recherche en Gestion des Organisations (LAREGO) (Morocco)
Abstract :
Transparency is often cited as an essential element of perceived
reliability and trust. However, the meaning and importance of transparency has
not yet been clearly understood in the stakeholder literature. We synthesize
previous research to advance a conceptual definition of transparency and
articulate its dimensions. We conducted an exploratory study to contextualize
our hypotheses and design our final research model. The opinions of the
interviewees are divergent but converge on the place of trust as a central
variable in the banking relationship, particularly through transparency. The
essential contribution of this study is to benefit from a contextualization of
the lessons learned from the literature review. Thus, it aims to study the
determinants by which the use of transparency can build stakeholder trust,
based on the main economic, sociological and organizational theories.
Keywords: transparency, stakeholder trust, banking
governance, banks in Morocco, trust capital
Creative behavior in the age of AI
Faranak FARZANEH
IPAG Business School (IPAG LAB) (France)
André BOYER
IPAG Business School et Université
de Nice-Sophia Antipolis (GRM EA 4711, IPAG LAB) (France)
Abstract:
It is common to oppose man and Artificial
intelligence (AI), the latter being in the process of progressively
appropriating all the productive functions of man, the former being in
desperate search of a domain that AI will in no case be able to appropriate.
This was the case with creativity, when Michael Osborne (2015) stated that
machines cannot be creative, hence creativity remains the prerogative of human
beings. Since then, AI has shown that machines can be creative and, more
importantly, that the AI approach in terms of competition with humans is
inappropriate (Farzaneh & Boyer, 2021). If we
cannot compare AI creativity and human creativity, we propose to associate the
two creativities, thus aiming at highlighting the factors allowing to unlock
human potential by presenting successively the content of creativity, the
contribution of AI to creativity and the combined creativity of the couple
"Human-AI".
Keywords: creativity, artificial intelligence, collaboration, competition
Promoting ethics through leadership: ethical leaders as strategic
resources for responsible management
Billel FERHANI
Université Paris 1 Panthéon Sorbonne (France)
Abstract :
In this paper, we intend to contribute to
the already extensive literature on ethical leadership by focusing on the
characteristics of an ethical leader and we explore the relationship between
"leadership" and "ethics" in the uncertain organizational
context. Our reflection answers several theoretical and conceptual questions.
First, our research aims to provide a better understanding of leadership
practices building on ethical foundations to develop responsible practices and
positive behavior in the workplace. Second, beyond leadership practices, it
seemed important to stick as closely as possible to the organizational
realities on the ground and to highlight ethical behavior addressed by many
researchers in management sciences. By this theoretical contribution, we try to
give a more explicit vision of the very close relations between ethics,
leadership, and philosophy. This analysis is based on relevant approaches to
address the relationship between leadership and ethics. Also, it is very
important to summarize the leadership styles foundations that belong to the
ethical approach of leadership. This synthesis allowed us to distinguish the
convergences and the divergences which exist between these different leadership
styles.
Keywords: ethical leadership, leadership styles,
normative ethical approach, leadership theory
Building shared leadership at the organizational level:
an entrepreneurial case study
Lucie GABRIEL
Université Paris 1 Panthéon-Sorbonne (France)
Abstract:
This paper aims to identify the barriers and
enablers to shared leadership at the organizational level. Traditionally
considered of as a vertical and individual process, leadership is now
increasingly conceived as a shared, distributed, or collectively implemented
process. In an increasingly complex world, the distribution of responsibilities
makes it necessary to call upon the collective intelligence and coordinated
skills of the organization's expert members to build a more innovative and
competitive vision (Pearce & Conger, 2003). However, in a Western tradition
shaped by the individualistic paradigm, the shift to a shared power structure
is confronted with barriers to collective work, both at the individual and team
level in the organization. Our research uses the exploratory case of a young
and innovative company that chose to implement shared leadership to better
understand the conditions and difficulties related to this type of leadership.
After a three-week observation period and sixteen semi-structured interviews,
our results highlight the role informal discussions on collaboration between
members of the organization, as it nurtures trust and inter- and intra-group
cohesion. On the other hand, the existence of several professional identities
in the organization threatens both identification with a common mission and
cross-understanding of objectives. The role of the leader is questioned under
these conditions.
Keywords: leadership, collective, collaboration,
cohesion, shared vision
Are managers ready to
talk about mental health in the workplace?
Sophie
GRÜNFELDER
Université de Lorraine (France)
Abstract:
Recent global situation encourages companies and
researchers to question mental health at work. Even the topic seems appropriate
in this context, the use of the locution “mental health” is rare in French
language for professional situations and can thus be discussed. The purpose of
this research is to focus on the acceptability of the locution mental health (“santé mentale”
in French) at the workplace. This contribution first aims to study, compare and
analyze the texts about “mental health” and “mental health at work” of the
World Health Organisation and the International Labour Organisation, and the
public policies concerning labour law, health and
mental health in France. Considering the most common locutions about mental
health troubles due to work issues are not the one we are studying, this
research observes the conditions of acceptance of the French locution “santé mentale” among French managers from public and private
sectors. This research thus unfolds the
particular profiles of managers that seems more keen to accept to use the
specific locution “santé mentale” at the workplace.
The underlying goal of this study is to enlight the
acceptance of mental health issues at the workplace.
Keywords: mental health,
managers, acceptability, psychosocial risks, well-being at the workplace
Affective commitment
and suffering at work:
The case of a call
center
Rym HACHANA and Khaoula BACCOUCHE
ISCAE – Université de la Manouba (Tunisia)
Abstract:
A big attention has been devoted to the impact of the concept of
affective engagement in the literature on organizations and their performance
in order to explain the perceptions and reactions of individuals. (Raju et al.,
2009) A concept that is increasingly attracting the attention of employees
because it predicts organizational results and employee turnover rates.
(Cooper-Hakim and Vieswesvaran, 2005; Riketta, 2002). At the same time, with the global
transformations of the working world, there is a transition from a physical to
a mental burden, specifically, in the call center sector, which recently
explains "the rise of the problem of suffering at work» (Morival, 2020, p.1). In our research, we were able to show
through a qualitative study that affective commitment can exist in a context
that generates suffering. This can be circumvented by the support of the
supervisory and his recognition. As well as perceived organizational support
plays an important role in employee behavior. As for group support, it
strengthens affective commitment and long-term retention. All the same, this
type of commitment is linked to the personal characteristics of the individual
and can exist beyond the nature of the organization.
Keywords: affective commitment,
suffering, call center, work, qualitative methodology
What leadership after the sanitary crisis ?
Exploratory survey of servant-leadership in a company
with a mission
Delphine van HOOREBEKE and Rindraniaina RABEARIVONY
Université de Toulon (France)
Abstract:
Managerial pathologies (Belet,
2013), the disaffection of employees due to a very negative image of companies
(polluters, exploitation of workers,...) (Autissier, Bretones, Jacquillat, Martin,
& Sibieude, 2020), the health crisis that hit
almost the whole world at the beginning of the year 2020, are upsetting the
world of organizations and relations at work. Indeed, a consideration of the
human dimension in superior-subordinate relations and the willingness of
companies to develop a societal objective are the demands of employees. Thus,
company leaders, i.e., those who embody the figure of the boss, should be able
to create meaning, cultivate positive emotions and quality work relationships (Spreitzer & Cameron, 2012). Therefore, it becomes
necessary to ask what leadership posture will break through to this end? In
this sense, this research calls upon the concept of
"servant-leadership" and aims to make an exploratory study of
servant-leadership in a company with a mission which is here "Danone".
Indeed, servant-leadership is defined as the desire to want to serve first, and
to lead later (Greenleaf, 1977) while requiring qualities such as listening,
empathy, humility, wanting to develop one's collaborators, etc. In order to
answer the problem, we adopted a netnographic
methodology initiated by Kozinet (Kozinet,
2010). The results are still being studied. The managerial interest of this
study is to reveal the evolution of leadership.
Keywords: Danone, company with a mission, leadership, positive management servantleadership
Exploring work-life
Flourishing with multiple integrated methods
Franck JAOTOMBO
EM Lyon business school (France)
Abstract:
This research revisits the general theme of work-life balance under a
new conceptual and methodological lens. Conceptually, we operationalize the
newly defined construct of work-life flourishing from Keyes’ mental health
continuum (2002). Methodologically, we integrate several approaches in order to
analyze this multifaceted construct in such a way that one can altogether
include and differentiate the general from the domain specific factors, and
achieve dimensional as well as categorical assessments, while accounting for
different contexts such as the work and non-work domains. Indeed, bi-factor
(ESEM) approach permits an independent general and specific continuous
measurement of positive mental health. Factor mixture analysis provides a means
to explore different classes of positive mental health. Decision trees are used
as an operational method to diagnose class assignment. Drawing on data from a
sample of 1066 French workers, our model reveals four classes of respondents,
each displaying a particular profile of positive mental health in the work-life
domains. Applying it on understanding psychosocial functioning, we show that
the general and specific factors have significantly different associations on
reducing some psychosocial risks, and that there are significant differences
between the profiles, wherein the full cross-domains flourishers display the lowest
level of absenteeism, presenteeism turnover intentions and work unhappiness,
and the professional languishers the highest.
Keywords: bi-factor
(ESEM) modeling, factor mixture analysis, work-life balance, flourishing,
mental health, decision trees
Psychosocial risks versus Well-being at work, a qualitative research by
case study
Jacques JAUSSAUD
Université de Pau et des Pays de l’Adour
Ludovic PICART
Université de Pau et des Pays de l’Adour
Youssef ERRAMI
ESC Pau Business School
Bertrand AUGE
ESC Pau Business School
(France)
Abstract:
This article offers a double vision of
psychosocial risks and Burnout on the one hand and well-being at work on the
other. This double vision leads to a double action: acting according to two
axes of primary prevention simultaneously, the axis of risk prevention,
upstream of any professional situation (limitation of the risk factor), but
also the axis of a proactive approach. more global active development of
positive states in business (development of positive mental health).
Researchers in Management Sciences, we wanted to identify and better understand
the causes linked to the organization of work in cases of Burnout on the one
hand, and in cases of job satisfaction on the other. More specifically, we were
interested in the study of the determining organizational factors of Burnout,
and those that generate well-being and satisfaction. Our results shed light on
the crucial role of the support of the hierarchical superior, the N + 1, in the
occurrence or not of Burnout and in job satisfaction. If the role of this
support (or on the contrary of this non-support) may seem intuitively founded,
we have highlighted the mechanisms making it operational. This article will
highlight the relevance of a dual preventive approach, as we have suggested. It
is more precisely an organizational approach aimed at acting on the one hand in
primary prevention by focusing on the identified risk factors and on the other
hand by initiating at the same time a pro-active quality of life approach at
work.
Keywords: work, organization, burnout, satisfaction, prevention
Organizing by Simple Guiding: Coaching Without Coaches
Hugo LETICHE
Institut Mines-Telecom Business School, Evry/Paris
(France)
Nyenrode Business University (Nederland)
Ivo DE LOO
Nyenrode Business University (Nederland)
Abstract:
Simple guiding principles assume that ‘Sort it
out, pretty much on your own’ may be the best way to manage. Some guide-lines,
criteria or design rules may be needed as enablers; but practitioners know
their territory the best. Not check-lists or expert advice, but clearly stated
goals, and time set aside to engage, discuss and act, brings results. In this
article, we convert Lacan’s I-S-R model into simple guiding principles for coaching
without coaches. Coaching, we believe, ought to facilitate the ‘Other’ to address the (Lacanian) ‘Real’.
But coaches all too often seem to champion a mythic ‘real’, wherein the
coached are forced to pretend to be self-sufficient, autonomous and
success-driven optimizers. The ‘master discourse’ of such coaching is grounded
in an ego psychology, which assumes norms of efficiency and productivity.
Precarity, fragility and dependence are denied. Rejection of the traumatic
‘Real’ inherent to the vulnerability of our social-economic (see the crisis of
2008) and environmental (see the Covid-19 pandemic) ‘Real’ dominates. Crisis is
met with the denial of the ‘Real’ by strengthening fantasies of omnipotence
rendered as success stories, the glories of entrepreneurship, and an embrace of
transformational leadership. We believe
that attending to the fragileness of our complex intra-related and all too
mortal lifeworld, is necessary if we are to address the ‘Real’ rather than flee
from it. Acknowledging the truth of the ‘Real’ and its destabilizing power, can
we will argue best be done DIY: i.e. without (or at least with a minimum of)
coaches. In this article we: (i) defend the call for
coaching without coaches; (ii) provide
an exemplary case of such a process of self-coaching and (iii) propose coaching
without coaches as an example of an organizational behavior that depends on
simple guiding principles.
Keywords: simple guiding principles, Lacan, ego psychology, executive coaching, Zizek, I-S-R, Master Mind (MM) Groups
The regulation of
organizational paradoxes through the lens of the conciliation metaphor
Romain
LONCEINT
IMT Atlantique (France)
Abstract :
Paradoxes are an integral part of
organizational life and constitute a real issue for organizations, as evidenced
by the many studies aimed at understanding the ways in which these paradoxes
can be regulated (Guedri et al., 2014). In our
opinion, the notion of conciliation deserves to be brought closer to the work
on paradoxes in that it constitutes a potential response to paradoxes aiming to
hold together contradictory poles to make them compatible. However, since
conciliation is undefined in management science (Uzan,
2009), we propose to use a metaphorical process in order to explore
conciliation as a response to paradoxes. In this case, legal conciliation,
which is an alternative dispute resolution method based on the search for
arrangements, is here used to shed light on the mechanisms at work in
conciliation as a response to paradoxes. Since the seminal work of Morgan
(1980), metaphors have been widely used in the field of organizational behavior to foster the emergence of theoretical knowledge
(Cornelissen, 2005). In this paper, the aim of the metaphor is therefore to
contribute to the analysis of the modes of regulation of paradoxes from the
perspective of conciliation. To do so, we transfer the notion of conciliation
from a source domain, the legal sciences, to a target domain, that of
organizational behavior. The paper finally proposes a
characterization of conciliation as a response to paradoxes and positions it in
relation to other modes of paradox regulation.
Keywords: paradox, organization, metaphor, conciliation, legal
sciences
Employees' expectations at work according to
their religiosity
Eva MOFFAT and
Olivier GUILLET
Université Paris Nanterre (France)
Abstract:
This exploratory
research aims to identify whether there is an influence of the employee's
religiosity on their expectations. Using the theoretical framework of the
psychological contract, this research aims to investigate whether there are
specific and/or general expectations for employees based on their
religiosities. Due to the sensitive nature of this research, we used a
qualitative and projective methodology of an exploratory nature based on video
walls and the scenario method. Our research allows us to identify, on the one
hand, a convergence of expectations common to all employees, whatever their
religiosity, and on the other hand, the existence of more specific expectations
- the latter being able to diverge according to the individual's relationship
to the company/religion relationship as well as his or her integration and
conception of the principle of secularism. More specifically, our research
shows the presence of general and common expectations among employees with
similar religiosity, as well as specific and individual expectations for these
employees - these expectations may have an impact on the performance of the organisation as well as on the performance of tasks and
working conditions as such.
Keywords : expectations, religiosity, psychological contract,
employees, religious fact at work
Desperately seeking
agility:
a study of identity
reinvention of executives in outplacement
Aude MONTLAHUC-VANNOD and Jean-Philippe BOUILLOUD
ESCP Business School (France)
Abstract:
This paper focuses on the study of the identity work
of executives, when they experience a break in their objective trajectory: a
job loss. We recently conducted an ethnographic research on the integration
logics related to the context of permanent mobility, passing through the
understanding of senior executives, supported in outplacement firms. When job
loss occurs, they experience a challenging and contradictory experience, in
which they must “reinvent themselves”, that is to say, accept to abandon an old
image, which they held dear but which turned out to be obsolete or failing, to
project themselves into a new, more promising identity. We
explored this “reinvention of identity” by inviting executives to reflect on
their situation. Without any apparent biographical break, they describe
themselves as experiencing a moment of “chaos”, associated with their job loss.
At the same time, they seem paradoxically positively invested in the work of a
self-reconfiguration that involves the telling of a new, more «agile» personality,
capable of enabling them to find work. It is therefore a question of combining
two contradictory identities, a negative one linked to the unjust sanction of
their dismissal and its positive opposite, linked to their unacceptable
failure. This balancing of identity is the result of a process that combines
subjugation, normalization and subjectivation. In their discourses, the
changing dimension of their identity mixes questioning, vulnerability,
resentment, and imagination.
Keywords:
executive
outplacement, positive identity, identity work, self
reconfiguration, impossible failure
Engagement and well-being at work: a values-based
approach to baby boomers, Gen X and Gen Y
David MORIEZ and Eric GAUTIER
ISC Paris (France)
Abstract:
In
today's context of work-centrality, defining the nature and importance of the
values that a generation associates with engagement allow for implementing an
HR policy that makes sense. Since engagement is based on internalized values,
there is a close relationship between well-being and engagement. However,
research has not defined the engagement values [EV] of the different
generations at work. A qualitative analysis is used with 30 baby boomers, 30
Gen Xers, and 30 Gen Yers to understand their EVs' nature and importance. Results show that while EV
values across the three generations are relatively similar, their properties
differ. They clarify the portmanteau expression "sense" at work and
reveal a transgenerational transmission of the properties of work engagement
values. Boomers' engagement is related to the meaning of work, Gen Xers' engagement is related to meaning at work, and Gen Ys' engagement is
related to the meaning of work and at work together. These sense variations
constitute points of vigilance to contain the risk of disengagement of
generations representing 70% of the active population in France in 2021.
Keywords: generation,
well-being, engagement, sense, value
“Workindness”:
From a Theoretical Ideal Made in USA to a Practicable Reality for 11 French
Companies
Steve ORDENER and Sybille PERSSON
ICN Business School (France)
Abstract:
The theoretical
relevance of positive organizational behaviors at work, designed mainly in the
US, remains to be empirically investigated in France, particularly by paying
more attention to Francophone cultural resources. Additionally, kindness to
others, which seems to be positioned as a driver of happiness for oneself and
which would also constitute a specific construct between colleagues in the
professional environment, calls for more research taking into account the
context. Therefore, how could we make kindness at work - a theoretical ideal
made in USA - a practical reality in French companies with a strong industrial
and mining culture, when there is no common definition of kindness at work to
be found today? This issue has lead us to implement an action-research based on
a qualitative approach designed with the managers of 11 companies that are part
of an Employer’s Alliance. Our research concludes to the notion of “workindness”, which, as an operative concept, invites to
explore five efficient "posture attitudes" for leaders, managers and
other contributors, but also to detect five "imposture factors" that
could negatively affect the notion of kindness at work as a common good.
Keywords: positive
behaviors, work relationships, kindness, professional
stance, humanistic management
The integration of
populations in crisis management:
Emergent roles and
solidarity in the words of the victims of Roya Valley
David ORTIZ HARO
InSyTE – Université de Technologie de Troyes
Patrick LACLEMENCE
InSyTE – Université de Technologie de Troyes
Audrey MOREL
SENATORE
CERISC - Centre d’études et de Recherche Interdisciplinaire sur la
Sécurité Civile École Nationale Supérieure des Officiers de Sapeurs-pompiers
Guillaume DELATOUR
InSyTE – Université de Technologie de Troyes
(France)
Abstract:
On the disasters scenes, several actors arrive in the affected areas to
provide an emergency response. On the night of October the 2nd to the 3rd,
2020, in the middle of the pandemic caused by Covid-19, the Roya valley was
impacted by the storm Alex which left a disastrous physical and psychological
imprint on the inhabitants. Nevertheless, the involvement of affected
populations in the disaster response emerged spontaneously. This made much
easier the creation of a social capital that was gradually configured and which
is maintained over the time. This article aims to highlight the roles that
emerged from the population during this disaster situation. For this survey, we
carried out semi-structured interviews with the inhabitants and volunteers of
the municipality of Breil-sur-Roya and of the annexed
municipalities of: la Maglia, Fontan, Saint Dalmas de
Tende (20), rescue actors’ coordinators (2) and
elected officials of the city of Breil (3). For our
analysis, we employed emergent coding of data which showed the importance of
establishing social bonds between actors for a better coordination of all them
and their roles. We found that self-attribution of roles, understood as a human
capacity, facilitates the creation of chains of solidarity which promote the
collective adaptation of the inhabitants. We conclude that the population owns
a rich and mobilizable social capital that does not depend on security forces.
Population is the most important complement for the rescue actors against
disasters in the long term.
Keywords: populations, community,
self-attribution of roles, solidarity, collective adaptive behaviors
Relational change in
organizations in the face of the pandemic
Silvia PASCHINA
Université Paul Valéry - Montpellier 3 (France)
Abstract:
In the last ten years, the world economy has seen a radical change in
people's purchasing habits, so much so that there is talk of an epochal change.
The attention of the modern consumer is increasingly moving away from the
simple possession of products and is directed towards belonging to a specific
social group, therefore sharing and not just possessing. For this reason, when
we talk about relational goods, we are describing goods that cannot be
produced. The State and the market certainly play an important role in
promoting personal interactions affecting the social and economic mechanisms
that regulate our lives. Therefore, it appears essential to understand how
these rules have profoundly changed with the ongoing pandemic. This has
immediately and violently exacerbated inequalities, made weaker people more
fragile, and increased poverty exponentially. We will analyse
how the health aspect concerns not only the lethal effects of the virus, but
also the necessary measures for its containment, including social distancing
which, although necessary and effective, has had very serious effects on the
earning generation, employment and on economics of relations. The company is
not a neutral space, but a space of experiences and events which must find the
right place in the spirit of resources and their positive channeling.
Otherwise, stress and frustration will inevitably decrease relationship and
professional performance.
Keywords: pandemic, relational economy, inequality, society
What does not kill makes stronger or the mithridatization
of the hierarchical relationship in a Covid context:
the reasonable organizational positivity
Caroline
RIEU-PLICHON et Magalie AYACHE
IESEG Paris (France)
Abstract:
Our research
focuses on how hierarchical relationship has been impacted by the introduction
of forced telework, in the context of the COVID sanitary crisis. As part of an
exploratory qualitative research based on the responses of 47 people to an
online questionnaire and an in-depth interview, our results highlight
contrasting changes in the hierarchical relationship, in the context of forced
telework. This hierarchical relationship tends towards an improved, “augmented”
remote relationship – i.e. a form of organizational positivity, through a
relational positivity - or, on the contrary, a degraded, “diminished” remote
relationship, between the managed and the manager. Our results also show the
existence of a continuum between organizational negativity and positivity, i.e.
a dialogical relationship around a relative and nuanced organizational
positivity. Our results invite us to offer to develop the POS through the
concept of “Reasonable or Bounded Positive Organization”, which seems to us
more appropriate to the remote hierarchical relationship and in the context of
the COVID crisis.
Keywords: hierarchical
relationship, Positive Organizational Scholarship, reasonable/bounded PO,
telework, COVID sanitary crisis
Between Deep Values and
Everyday Practices.
A portrait of
entrepreneurs in the East of France.
Elen RIOT
Université de Reims
Champagne Ardennes
Caroline ANDRE
NEOMA Business School
Jonathan LABBÉ,
Anne CARBONNEL, Aramis MARIN
Université de Lorraine
(France)
Abstract:
Society sees entrepreneurs more as risk-takers, game-changers, authors
of creative destruction than value bearers. Yet it tends to be more and more
the case, entrepreneurs are evaluated through the angle of values in terms of
sustainability and social ambitions, especially in regions where industrial
decline puts more stress on finding new sources of economic activities and
social cohesion. That means any entrepreneur may be a source of inspiration for
what Cameron, Dutton and Quinn, (2003) call “positive organizational
scholarship”. We study this issue of values and promises in entrepreneurship
through a fieldwork investigation in the East Region of France based on
semi-directive interviews. This is an exploratory paper situated at the
beginning of three years long investigation on the same topic. We identified
three profiles and their affiliative circles: entrepreneurs within the
university, entrepreneurs in reconversion (after managerial jobs) and
collective entrepreneurs engaged in social transformation. Our investigation
means to understand and picture how entrepreneurs see their mission and their
role in relation to entrepreneurship promises and founding values at the onset
of their project. We also look at how everyday practices may be an obstacle or an
inspiration along the way. Our hypothesis for this study is that
entrepreneurship often focuses on future promises rather than present values
whereas the last one often explains an entrepreneur’s first circle’s support
and his or her ability to say no in specific circumstances, for instance when
faced with financial pressure.
Keywords: entrepreneurship,
positive organizational scholarship, story-telling, values, practices and
representations
Team cohesion in the framework of a public
service mission in emergency and risk situations:
the case of a French Departmental Fire and
Rescue Service (SDIS)
Jean-Marc SALES
IAE Clermont-Auvergne School of Management (France)
Abstract:
The objective
of this article is to determine and measure the cohesion of a team based on a
survey conducted in a French Departmental Fire and Rescue Service (SDIS).
First, we review the issues involved in knowing about cohesion in order to
improve a team's performance. We then analyse and
test cohesion with the model developed by Carron. We apply this conceptual
framework to the case of the personnel of this SDIS, to highlight the role of
the cohesion of a team in the exercise of its mission of public service in a
context of emergency and risk. Cohesion is a construct influenced by social
dimensions (linked to the group and its maintenance), operational dimensions
(turned towards the objectives of this same group) as well as contextual
dimensions of the professional activity. It must be evaluated at these
different levels in terms of its individual perception by the individuals for
themselves and the group. Cohesion thus appears to be a positive behaviour for achieving these public service missions at
both team and organisational levels and enables
collective action to be more effective and meaningful.
Keywords: cohesion, positive behaviour, group, risk, emergency
The survival of positive organizational
behavior in the face of closure: the case of Renault Billancourt
(1980-1992), between resilience and compromise
Jean-Christophe
SCILIEN
Université de Nanterre
(France)
Abstract:
Built from
1929, the sprawling factory located in Meudon and
Seguin will be progressively penalized by the high urban density, which will
result in increasing logistics costs. Renault Billancourt
will see its production workforce decline regularly since the end of the 1960s,
despite its favorable positioning in the 4L, which generates significant
volumes. The initiative for the closure fell to Raymond Lévy in November 1989,
his predecessor Besse, G. having planned to do so in
the second half of 1987. The slow process of closing Renault Billancourt from 1980 to March 1992 is the worst possible
ground to expect the generation of positive organizational behavior. On the one hand, at the time of the official
announcement in November 1989, “the employees, by their lack of qualification,
their age, their seniority, the fragmented organization of work, were the least
apt to change” (Perrin et al., page 3). On the other hand, the prospect of an
increase in land value of the land vacated by the factory could make the
management of the social plan even more difficult. Yet, against all
expectations, Labbé, D. indicates that after the closure
announcement: Factory quality will improve significantly, "the previous
compromise: quality and productivity versus employment, continues to work, even
to strengthen." This observation is shared by several historical sources,
either from the managerial, union and university fields. Billancourt's
plan was discussed on the basis of only three EC meetings. How to explain an
increase in positive organizational behavior, following the announcement of the
plant closure?
Keywords: process,
organizational behavior, successive social plan, automotive, Renault
Making vulnerability a
factor of performance:
wishful thinking or a
real source of managerial potential?
Claire SOUVIGNE
International University of Monaco (IUM) (Monaco)
Damien RICHARD
INSEEC Grande Ecole, Lyon
(France)
Didier CHABANET
IDRAC Business School,
CEVIPOF (Centre de Recherches Politiques de Sciences Po) et IFSTTAR
(Laboratoire Triangle, UMR 5206) (France)
Abstract:
Vulnerability is essentially seen in a negative light: for companies, it
is first and foremost a risk, and in general, employees detected as vulnerable
are perceived as less efficient than others. However, could vulnerability not
be seen as a managerial resource rather than as a threat to the organization
and its performance? It is, after all, ontological, and therefore inherent to
life in society, since people are interdependent. We were interested in the
care ethic defended by Joan Tronto, and in the
current that stems from it, care management, which seems to us to be an
interesting approach; we then carried out an action research with six managers
for one year in an organization where many employees were detected as
vulnerable because of a change context. The results showed strong resistance to
the acceptance of vulnerability as a resource, and yet the evolution of the
managers included in our study showed that if they were both care givers and
care receivers, they performed better than the average of their peers. It seems
therefore that a collective recognition of vulnerability as a positive behavior can be relevant for organizations; they just have
to avoid the psychologizing and manipulative pitfalls that can result from it.
Finally, in a global pandemic context that has accentuated vulnerabilities, it
is essential for managers to apprehend psycho-social risks from a different
perspective, and positive organizational behaviors
are a reading grid that can allow for more humanistic management.
Keywords: positive behaviors,
vulnerability, authenticity, recognition of weaknesses, care
Well-being networks at
work
Sophie SZYMKOWIA
IUT Littoral Côte
D'Opale, LEM-ULCO (France)
Abstract:
The misfortune of some makes others’ happiness. However, some work in
social contagion and social networks has suggested that the happiness of some
could also make others’ one. By studying longitudinal data from the Framingham
Heart Study, Fowler and Christakis (2008) explained that if the friends of our
friends, or even the friends of friends of our friends are happy then we are more
likely to become happy. More and more research works in public health focus
theirs studies from individualistic, essentialist, and atomistic explanations
to more relational, contextual, and systemic understandings (Borgatti and Foster, 2003). In the end, could the
well-being of some employees developp the wellbeing
of others? And could a more targeted policy on these influencer employees
spread well-being in the organization? By combining the analysis of social
networks (Barabási, 2013) and the approach by
well-being profiles (Biétry and Creusier, 2015), our
objective is to identify clusters of well-being profiles and to determine
influencing profiles within the organization. The hypotheses are that physical
and social proximity will favor the grouping of the most similar profiles and
that the most central profiles in social networks will tend to be influencer
profiles. To test them, a statistical approach centered on people will be
carried out using the results of the EPBET scale (Biétry
and Creusier, 2013). At the same time, a mapping of the organization's social
networks will be carried out.
Keywords: well-being at work,
social network analysis, profiles, social influence
Organisational positivity at the test of cultural diversity: a case
study from Cameroon
Henri TEKO
Université de Yaoundé (Cameroon)
Abstract:
Our communication aims to enrich the knowledge and
understanding of organisational positivity from the
African experience in general and Cameroonian in particular. Through the intercultural
prism, we explore the path of an interpretive pluralism of positivity and argue
that the building blocks and factors of production of organisational
positivity may vary across social environments. The case of the Cameroonian
environment selected illustrates the relevance of intercultural sensitivity by
revealing the limits of a globalising and generalising approach to organisational
positivity. Three practical cases are selected for analysis. From the first
case, we show that factors such as the high rate of unemployment, family
pressure and the fragility of unions which in others environments help to
inhibit the potential of employees, can on the contrary strengthen the
resilience of employees and develop in them the feeling of hope. The second
case presents and analyses the reality and the influence of the wizarding
imagination and religious beliefs on the positive psychological resources of
employees and managers. As for the third case, it serves as an illustration to
show that the effectiveness of a leadership style in the production of positive
organisational behavior is not necessarily linked to
its democratic character, because the model of liberated companies recently
advocated in several researches does not always guarantee productivity. The
discussion of the cases and the interpretation of the results make it possible
to propose a typology of organisational positivity
based on Cameroonian variables.
Keywords: organisational behavior, organisational
positivity, cultural diversity, productivity, Cameroon
Reinforced monitoring
of teleworkers by using the services of a workplace well-being platform
Nikolaz le VAILLANT
and Marc DUMAS
LEGO-UBS Université
Bretagne Sud
Abstract:
This exploratory study investigates the role of "workplace
wellness" digital platforms in a context of remote and distance working,
which is a phenomenon that may develop further in the future. The main risks
described in the literature are loss of human connection, difficulty in
collaborating, isolation, endless work and blurring of work-life
boundaries. This study examines how the
digital tools and services are integrated in an existing occupational health
organization, if the tools affect the role of occupational health workers, the
issues they try to resolve and how the tools are used. In order to do this, we
interviewed a network of workers in the field of occupational health, including
the providers of the digital platform, and we collected feedback on the usage
in a remote working context. The results of the interview show how these tools
were used for distance management (particularly when employees experience the
loss of human connection, in identifying their psychosocial hazards in a
pressured legal context, and in supporting employees) but also the risks
perceived by the health professionals at work (a risk to pass the companies
responsibility of a low level of well-being to the employees, sometimes the
absence of support in the improvement of the situation). Finally, this work
allows us to question the meaning of “well-being at work” given by the
occupational health experts we interviewed and through the analysis of the
tools commonly characterized as "well-being at work" solutions.
Keywords: teleworking,
digital platforms, health at work, remote management, psychosocial hazards
Trust Management and
positive organizational behaviors :
avenues for thinking
and action
Sandrine VIRGILI and Fréderic
BORNAREL
Université de Lorraine
(France)
Abstract :
Our communication is part of the research scholarship on positive
organizational behavior (POB). More precisely, we question the relationship
between interpersonal trust and emergence of these POB at team level. Based on
the seminal resarch
on interpersonal trust and its benefits,
our conceptual study shows that the management of trust can generate positive
behaviors by preserving and relying on the psychological resources of team
members. Therefore, we question the two forms of trust (cognitive and
affective) likely to be mobilized by the manager to promote these behaviors. We
argue that the use of trust in practice must relate to two complementary
environmental elements and three managerial postures. First the construction of
a secure professional environment, based on the initiation of cognitive trust.
Second, a specific mode of action within this secure framework to develop the
dynamics of trust to a more affective level. These modes of action are based on
three complementary managerial postures we finally discuss : the builder,
associated with the development of cognitive trust, the facilitator, which
allows the transition from cognitive to affective trust, and the coach. This
last posture is pivotal because it helps to develop and maintain affective
trust to better regulate emotions and positive behaviors over the long term.
Keywords : positive behaviors,
interpersonal trust, cognitive trust, affective trust, team management
Attracting and
retaining the talent pool:
the case of Tunisian international
companies
Imen ZAMIT
Institut Supérieur de
Gestion de Sousse (Tunisia)
Lassâad LAKHAL
Université de Sousse (Tunisia)
Abstract:
This paper seeks to explore new talent management practices that attract
and retain internal and external talent to meet the competition and increase
the company’s productivity. Indeed, the theme and the problem addressed in this
research offer aspects that have been little explored until now. Responding to
this problem, we conducted 45 semi-structured interviews, processed by the
NVivo 10 software based on thematic content analysis, studied among HR managers
and the talent pool of five Tunisian international companies specialized in the
field of IT and telecommunications (Sofrecom, Vermeg, Leoni, Orange group and Ooredoo), which allowed us
to adopt effective support plans to the talent pool in order to optimize their
potential and then retain them.
Keywords : innate talent,
acquired talent, talent management practices, talent attraction, talent
retention
