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Frederic Livian, Yves. "Is the French sociology of organisations specifically French?" International Journal of Organizational Analysis 22, no. 4 (October 7, 2014): 534–50. http://dx.doi.org/10.1108/ijoa-05-2013-0671.
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Purpose – The purpose of this paper is to study the contribution of French sociology of organisations (mainly represented by M. Crozier, E. Friedberg and J.D. Reynaud) to the knowledge of organisations in the French context, specially through the “bureaucratic phenomenon”. Design/methodology/approach – The author shows that the work has provided a relevant picture of some of the main characteristics of a “French way of organising”, but shows in a second part that French specificities are only a part of the authors’ scientific project, and discusses some of the reasons why it did not get a large international recognition in the English-speaking literature. Findings – The article provides a summary of the analysis and a discussion of its relevance to the French context today. It opens a reflection about the question as to whether a sociological school based on field studies can be used outside of its original context of conception. Research limitations/implications – The author does not have the ambition of an exhaustive overview of the international impact of this school. Practical implications – The author aims at a reevaluation of the contribution, for English-speaking academics, and at a development of the thinking about the use of the “strategic analysis” model. Originality/value – An examination of the today relevance of the “bureaucratic” model in France, and a better knowledge of the interest of this school outside France.
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Doutre, Elisabeth. "Engagement organisationnel en situation de changement: quelles perspectives dans un hôpital public? Revue de question." Psihologia Resurselor Umane 6, no. 1 (January 21, 2020): 64–79. http://dx.doi.org/10.24837/pru.v6i1.347.
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This study aims to identify which variables are presents in a context of organizational change and to examine how they are antecedents of the leader’s organizational commitment (EO), either separately or jointly. These variables can also have some effects on the collaborator’s affective commitment to the supervisor. The case of a French public hospital will be–taken as an example to develop the context of these perspectives of research and application.
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Molines, Mathieu, Pierre-Yves Sanséau, and Mladen Adamovic. "How organizational stressors affect collective organizational citizenship behaviors in the French Police." International Journal of Public Sector Management 30, no. 1 (January 9, 2017): 48–66. http://dx.doi.org/10.1108/ijpsm-02-2016-0043.
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Purpose Stress issues are a major concern for public organisations, especially in law enforcement. Organisational context is to blame for high levels of stress and low performance. Thus, the purpose of this paper is twofold. First, the authors aim to understand how one contextual variable – organisational stressors that emanate from the police station’s characteristics – affect organisational citizenship behaviour (OCB). The second research aim is to assess how promoting trust in the police station can help mitigate the negative effects of these stressors. Based on the job demands – resources framework, the model posits that organisational stressors initiate a health-impairment process through an emotional-exhaustion climate, that can ultimately damage collective OCBs. The authors also propose that fostering a trust climate, as job resource, buffer the undesirable and negative impact of organisational stressors on exhaustion climate and collective OCB. Design/methodology/approach The paper opted for a quantitative study. Based on a sample of 718 police officers from 70 French Police stations, the authors follow the procedure outlined by Preacher (2013) to test the moderated-mediation model. Findings The study show that organisational stressors initiate a health-impairment process through an emotional-exhaustion climate, that can ultimately damage collective OCBs. The authors also demonstrate that fostering a trust climate, as job resource, will not decrease negative effects of organisational stressors but only contained them. Low-trust climate and moderate trust climate will, on the contrary, amplified the negative effects of these organisational stressors. Originality/value This paper fulfils an identified need to study stressors-strain-performance relationship at the collective level in a large sample of police officers. The paper includes implications for the development of interventions at the collective level.
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Paillé, Pascal. "Assessing Organizational Citizenship Behavior in the French Context: Evidence for the Four-Dimensional Model." Journal of Psychology 143, no. 2 (March 2009): 133–46. http://dx.doi.org/10.3200/jrlp.143.2.133-146.
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Aloui, Mouna, and Anis Jarboui. "Does domestic institutional ownership increase return volatility? The French context." International Journal of Law and Management 61, no. 2 (April 4, 2019): 421–33. http://dx.doi.org/10.1108/ijlma-10-2017-0249.
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Purpose The purpose of this study is to examine the impact of domestic ownership on the stock return volatility. The authors use a detailed panel data set of 89 French companies listed on the SBF 120 over the period 2006-2013. The empirical results show that the domestic institutional investors have low stock price volatility in the French stock market. This result implies the stabilizing factor of domestic investors in France stock markets, which can be considered as one of the potential favor of growing the exhibition of domestic stock markets to institutional investors. This study employs a variety of econometric models, including feedbacks, to test the robustness of our empirical results. Design/methodology/approach To explain the relation between stock return volatility and domestic institutional investors (DIIs), the authors used two complementary methods: two-step generalized method of moments analysis as well as panel vector autoregressive framework and two-stage least squares (2SLS) method. Findings The authors’ empirical results show that the proportion of DIIs with advanced local degrees stabilizes the stock price volatility. However, firm’s size and the turnover have a positive effect on the volatility of the stock returns. This result is consistent with the hypothesis that the firm’s size and the turnover will increase price volatility during a financial crisis as a result of the deterioration of the monitoring mechanism and the reduction of the investors’ confidence in firms. Originality/value This result also indicates that the variables (the firm’s size, total sales and debt ratio) are poor corporate governance and have a role in the increased the stock return volatility.
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Savall, Henri, and Véronique Zardet. "Action research and intervention research in the French landscape of organizational research." International Journal of Organizational Analysis 22, no. 4 (October 7, 2014): 551–72. http://dx.doi.org/10.1108/ijoa-06-2013-0675.
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Purpose – This paper aims to present a concise history of the main action research (AR) contribution in France. The authors discuss the role of AR in the organizational research field in general and compare it with intervention research (IR) and presented Institute of Socio-Economy of Enterprises and Organizations’s specific contributions and its presence on the international stage through review publications and wider works. Design/methodology/approach – A narrative approach was used to analyze this history. Findings – AR is considered as a research family. The authors define and compare AR with other qualitative methods. They analyze AR and IR principles, which include interaction with practitioners, negotiation with them, focusing in the third part on the case of ISEOR research team. Social implications – AR and IR permit to bridge the gap between researchers and practitioners, to develop useful research. At the same time, they permit to develop new researchers' competencies and to fund research, in a context of reduced public research funds. Originality/value – This article permits to understand the reality of what is and how to develop an IR, and the difficulties for researchers to insert them in the academic community, although France seems to be more permissive than others’ contexts. It permits also to better know the French IR and AR research in management.
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Keskes, Imen, Jose M. Sallan, Pep Simo, and Vicenc Fernandez. "Transformational leadership and organizational commitment." Journal of Management Development 37, no. 3 (April 9, 2018): 271–84. http://dx.doi.org/10.1108/jmd-04-2017-0132.
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Purpose The purpose of this paper is to propose and to test three models in order to examine the mechanisms through which dimensions of transformational leadership influence different forms of organizational commitment by testing the possible mediating role of leader-member exchange (LMX) dimensions. Design/methodology/approach The participants in this study are represented by 427 senior executive French employees having a university degree and minimum two years of work experience in their current organization. The relationships between different variables were analyzed using structural equation modeling. Findings The results indicate that the dimensions of LMX mediated the relationships between the dimensions of transformational leadership and organizational commitment dimensions. The contribution dimension of LMX acts as a consequence, rather than an antecedent of commitment. These findings are important since they may serve as a bind between leadership dimensions and the kind of organizational commitment that each of these dimensions can generate in followers. Originality/value To the authors’ knowledge, this is the first empirical study that tests the interaction of transformational leadership and LMX on organizational commitment in a French context. The originality of this work leads on investigating these three concepts as multidimensional constructs and focusing on the mediating role of LMX in the relationship between dimensions of transformational leadership and different forms of organizational commitment which can be considered as a novelty in the field of research in this area. As a result, this study addresses concerns about that lack of academic research on the mechanisms by which transformational leaders influence the organizational commitment of their followers.
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Martelli, Nicolas, Capucine Devaux, Hélène van den Brink, Mathilde Billaux, Judith Pineau, Patrice Prognon, and Isabelle Borget. "HARMONIZING HEALTH TECHNOLOGY ASSESSMENT PRACTICES IN UNIVERSITY HOSPITALS: TO WHAT EXTENT IS THE MINI-HTA MODEL SUITABLE IN THE FRENCH CONTEXT?" International Journal of Technology Assessment in Health Care 33, no. 2 (2017): 307–14. http://dx.doi.org/10.1017/s0266462317000393.
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Background: The number of new medical devices for individual use that are launched annually exceeds the assessment capacity of the French national health technology assessment (HTA) agency. This has resulted in hospitals, and particularly university hospitals (UHs), developing hospital-based HTA initiatives to support their decisions for purchasing innovative devices. However, the methodologies used in such hospitals have no common basis. The aim of this study was to assess a mini-HTA model as a potential solution to harmonize HTA methodology in French UHs.Methods: A systematic review was conducted on Medline, Embase, Health Technology Assessment database, and Google Scholar to identify published articles reporting the use of mini-HTA tools and decision support-like models. A survey was also carried out in eighteen French UHs to identify in-house decision support tools. Finally, topics evaluated in the Danish mini-HTA model and in French UHs were compared using Jaccard similarity coefficients.Results: Our findings showed differences between topics evaluated in French UHs and those assessed in decision support models from the literature. Only five topics among the thirteen most evaluated in French UHs were similar to those assessed in the Danish mini-HTA model. The organizational and ethical/social impacts were rarely explored among the surveyed models used in French UHs when introducing new medical devices.Conclusions: Before its widespread and harmonized use in French UHs, the mini-HTA model would first require adaptations to the French context.
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Tudor, Mihaela-Alexandra. "Spiritualreligiosity in the Workplace between Media and Organizational Logics: A French Perspective." KOME 9, no. 1 (2021): 1–18. http://dx.doi.org/10.17646/kome.75672.58.
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This exploratory research focuses on how mainstream media apprehends religion in the workplace in the specific French socio-cultural and ideological framing through the media coverage analysis of the French Observatory of Religious Phenomenon in Organization’s annual survey, published in September 2018. Findings reveal that media operates with a meaning of religion still subject to a conception of laicitythat corroborate antagonism between science and religion onthe one hand, and, secularization as an indicator of transition from traditional society to modern society on the other hand. Managers and companies implicitly use a more elastic meaning, in accordance with the specificities of the workplace and labor market that has integrated a more deinstitutionalizing vision of religion, in the context of the emergence of new religious representations in touch with alternative spiritualities.
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CHETIOUI BEN OSMAN, Lamia, and Éléonore MOUNOUD. "Action organisationnelle et isomorphisme institutionnel: Une grande banque française face à Internet." Management international 10, no. 3 (2006): 35–54. http://dx.doi.org/10.59876/a-bnzx-edxp.
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This article develops an understanding of the information technology integration process that links three levels: the organizational field, the organization, and the interactions between individuals. It is organized around the longitudinal study of the introduction of an online banking information system in a leading French bank. The organizational action is discussed using the interactions among members of the organization in that these interactions are both entrenched in an institutional context and situated in an organization. The study of the interactions leads us to an analysis of the structuring episodes and mechanisms of both the organization and the organizational field. [PUBLICATION ABSTRACT]
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Barmeyer, Christoph, and Ulrike Mayrhofer. "How has the French context shaped the organization of the Airbus Group?" International Journal of Organizational Analysis 22, no. 4 (October 7, 2014): 426–48. http://dx.doi.org/10.1108/ijoa-06-2013-0676.
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Purpose – The purpose of this paper is to examine whether characteristics of French organizations can be found in the Airbus Group, ancient European Aeronautic Defence and Space Company (EADS) Group, and how these characteristics have evolved over time in comparison to German ones. Design/methodology/approach – This article presents an in-depth case study by using a contextual approach, considering influential factors which are likely to influence the evolution of organizations. Findings – The analysis shows that the Airbus Group reflects characteristics of French organizations: the importance of strategy, the principle of honour, centralization of decision and power, the role of the state in the capital and its influence via professional networks of its elite coming from the Grandes Ecoles. These findings confirm a relative continuity of national peculiarities over time. The recent evolution of the company also highlights the German influence, notably in terms of shares and management positions. Research limitations/implications – The case study demonstrates that the Airbus Group has become a multinational company where contextual elements and organizational structures regulate intercultural relationships of interests, influence and power. Originality/value – Five contextual factors are proposed, which allow to understand and structure the peculiarities of French organizations, in comparison to German ones as well as power distribution within the Airbus Group.
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Swalhi, Abdelaziz, Saloua Zgoulli, and Mahrane Hofaidhllaoui. "The influence of organizational justice on job performance." Journal of Management Development 36, no. 4 (May 8, 2017): 542–59. http://dx.doi.org/10.1108/jmd-11-2015-0162.
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Purpose The purpose of this paper is to propose two models: the first examines the impact of different dimension of justice (distributive, procedural and interactional) on job performance taking into consideration the mediating role of affective commitment and the second model utilizes the notion of overall justice to predict job performance considering the mediating role of affective commitment. Design/methodology/approach This study was conducted with a sample group of 343 employees working within French small-and medium-sized enterprises (SMEs). Findings The results support the mediating role of affective commitment between organizational justice and job performance and demonstrate that overall justice has a greater effect on affective commitment than specific dimensions of justice. Originality/value The current study is the first to explore the relationship between JP and OJ, with the latter being measured in more than one focus, in the French SMEs. Therefore, this study contributes to bridge the gap in the understanding of the relationship between OJ and JP in the SMEs. In the French context of SMEs, the authors have stressed the relevance of the perception of organizational justice as a factor affecting the behavior and performance of employees which is then reflected in the success of these firms. In this paper the authors propose two models, with significant implications for researchers, managers, and HR departments. The first examines the impact of different dimension of justice (distributive, procedural and interactional) on job performance taking into consideration the mediating role of affective commitment. The second model utilizes the notion of overall justice to predict job performance considering the mediating role of affective commitment.
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Ben Lahouel, Béchir, and Nathalie Montargot. "Exploring change conversations through the rhetoric of French leaders." European Business Review 28, no. 4 (June 13, 2016): 486–502. http://dx.doi.org/10.1108/ebr-11-2015-0130.
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Purpose This paper aims to capitalize on a linguistic perspective to analyze the rhetoric of French leaders about organizational change. Design/methodology/approach To address the research questions, the authors opted for a lexical content analysis. They use Ford and Ford’s (1995) change conversational framework and the speech act theory to analyze French CEOs’ letters to stakeholders, over the period 2007-2012. Findings The authors find that leaders’ rhetoric consists of three types of change conversations, namely, initiative, for understanding and for performance, that were underpinned by a network of assertive, expressive and commissive speech acts. Practical implications The results reveal that the communication of change to external stakeholders can be characterized as supportive change conversations, offering assurance on the necessity, appropriateness and expected benefits of change. Originality/value This paper is the first work, in the French context, which integrates change conversations and speech act perspectives to examine the way leaders communicate with external stakeholders through CEOs letters. Previous research focused specially on communicating change with internal stakeholders.
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Segal, Jean-Pierre. "Gestion & Société’s approach to cooperation of French firms." International Journal of Organizational Analysis 22, no. 4 (October 7, 2014): 470–85. http://dx.doi.org/10.1108/ijoa-06-2013-0682.
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Purpose – This paper aims to provide a more nuanced image of cooperation in France, first, insisting on the idiosyncratic conditions under which French will be likely to cooperate, and, second, pointing the importance of the local context, finally criticizing the average stereotyped image given by the intercultural management quantitative literature. Design/methodology/approach – The studies behind the article are based on qualitative data and on an interpretative analysis of culture, considered as a frame of meanings through which people read the organizational situation they are in. Findings – Advanced form of cooperation may be obtained when some balance can be established through subtle arrangement between organizational and cultural needs, i.e. allowing staff to escape from their founding fear of servility. Research limitations/implications – Such analysis of the conditions that can facilitate or hinder cooperation should not be limited to France. It may be applied to any other cultural area. Practical implications – Intercultural management training sessions for expatriates could benefit from this qualitative approach. Originality/value – This approach challenges the quantitative main Stream approach in cross-national studies on management.
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Bensaid, Mohamed Nassim. "Antecedents of Human Resource Information System Adoption: A Qualitative Study in French Context." Journal of Digitovation and Information System 3, no. 1 (June 30, 2023): 16–31. http://dx.doi.org/10.54433/jdiis.2023100019.
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This study delves into the facilitators of effective Human Resource Information System (HRIS) adoption, emphasizing vital elements while investigating the role of technological, organizational, and social factors in the adoption process. The research employs a qualitative approach, amalgamating in-depth interviews and surveys with HR professionals and employees of a company specializing in electrical and digital building infrastructures. The study identifies pervasive patterns and themes about adoption antecedents through thematic analysis of collected data. The findings underscore the critical importance of these factors in fostering the successful integration of an HRIS. Comprehensive training initiatives that empower employees to navigate the new system confidently emerge as indispensable. Moreover, sustained support and guidance from HR experts and management assume a pivotal role in surmounting challenges, addressing concerns, and nurturing user acceptance throughout the pre-and post-implementation phases.
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Husser, Jocelyn. "Oblivion and the role of middle managers in an organizational change." Management international 19, no. 1 (January 30, 2015): 31–42. http://dx.doi.org/10.7202/1028488ar.
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The hospital reforms of French health care institutions fall within the scope of the efficient management of the public sector. This paper seeks to describe the oblivion mechanism handled by middle management in an organizational change context through the theory of conventions. The design of the inquiry is based on longitudinal field research conducted over 6 months and is made up of 6 case studies. The results show that oblivion cannot be considered as an empty space to be filled, as suggested by former research. The memory lapse mechanism includes the following steps: reduction, assimilation and gradual integration.
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Triki Damak, Sana, and Salah Ben Hamad. "Capital structure and earnings management: evidence from recent French corporate governance context." International Journal of Accounting, Auditing and Performance Evaluation 15, no. 4 (2019): 313. http://dx.doi.org/10.1504/ijaape.2019.10027940.
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Damak, Sana Triki, and Salah Ben Hamad. "Capital structure and earnings management: evidence from recent French corporate governance context." International Journal of Accounting, Auditing and Performance Evaluation 15, no. 4 (2019): 313. http://dx.doi.org/10.1504/ijaape.2019.106405.
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Arseneault, Rene, Nicholous M. Deal, and Albert J. Mills. "Reading “Canadian” management in context: development of English and French education." Journal of Management History 25, no. 2 (April 18, 2019): 180–202. http://dx.doi.org/10.1108/jmh-12-2018-0067.
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Purpose The purpose of this paper is to explore the pluralist contours of Canadian management “knowledge” using the discourse “official” bilingualism – the English and French languages – to understand the impact of socio-historical-political differences on the development of management knowledge production. Design/methodology/approach Drawing upon an archival collection of management textbooks as historical data, the authors critically explore and analyze the development of Canadian “schools” and management theory. Using narrative analysis and critical hermeneutics, the paper considers the socio-historical-political context of the various “Canadian” scholars that sought to establish a unique business academy distinct but paradoxically akin to the management schools in the USA. Findings Mirroring the struggle of Francophones in a dominant English imperative, French management textbooks appeared decades later than English titles. When French texts began to disseminate, it remained in the shadows of American management ideologies. Research limitations/implications As only Canadian organizational behavior texts published within the previous 50 years were used as data in this study, it may be incautious to draw broader conclusions. The empirical element of this research relied upon convenience sampling of textbooks. Practical implications Management educators weld a considered level of socio-political power that they may or may not knowingly possess, especially in terms of selecting a textbook and other course materials. Regardless of background, management students are somewhat a “tabula rasa;” open to learning new content to make sense of the world. This “open state” places a great deal of responsibility on the professorate in shaping management students’ theoretical understanding of everyday life in organizations. The authors suggest practitioners be reflexive, aware of how textbooks serve as an important vehicle in education that in times past, have promoted or reified mono-cultural agendas. Originality/value The research in this paper builds on recent research that considers the role of socio-historical-political context in how management knowledge and theory is performed, as well as contributes to understanding textbooks in how they may shape a pluralist account of Canadian management “knowledge”.
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Habib, Johanna, and Cathy Krohmer. "Balanced or unbalanced routines: the case of two routines dynamics in a French hospital." Journal of Organizational Change Management 29, no. 4 (July 4, 2016): 508–28. http://dx.doi.org/10.1108/jocm-11-2015-0212.
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Purpose – The performative approach views organizational routines as generative systems with internal aspects – ostensive and performative – and dynamics (Feldman and Pentland, 2003). The purpose of this paper is to better understand under which conditions the routine dynamics happens or not. Design/methodology/approach – To deal with this issue, for 13 months, the authors conducted a comparative and longitudinal case studies based on the evolution of the organizational routines in absence management in two departments of a French hospital. Findings – The results show contrasting dynamics in the studied organizational routines: one evolved, the other in contrast, seemed blocked. The authors suggest that the routine dynamics depends on the relative weight of its ostensive and performative aspects: a balance situation makes mutual adaptions possible and an imbalance situation leads to the conservation of defective routine. The research underlines also that, in the hospital context, the capacity of management and teams to discuss and to negotiate the implementation of external rules plays an important role in the balance of the internal dimensions of routine. Originality/value – While the literature on performative approach focusses on the “how and why” the routine act as a source of continuous change, this research investigates more in depth the working of the routines dynamics itself. The issue of balance or imbalance introduces a new element in the framework of routine dynamics and can constitute an interesting focus for managers looking to transform their organizational routines.
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Peng, Hongxia. "Organizational ambidexterity in public non-profit organizations: interest and limits." Management Decision 57, no. 1 (January 14, 2019): 248–61. http://dx.doi.org/10.1108/md-01-2017-0086.
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Purpose The purpose of this paper is to study the potential interest in and the possible limits of the concept of organizational ambidexterity (Duncan, 1976; Tushman and O’Reilly, 1996) in the context of public non-profit organizations (PNPOs), a concept that is frequently studied in the private sector. Design/methodology/approach From an inductive and qualitative approach, this research is based on observations of ambidextrous innovation processes implemented in a French PNPO in charge of job search and unemployment compensation operations. Findings This research shows that the concept of organizational ambidexterity might provide some strategic leads for balancing the possible paradoxes within different kinds of expectations of the stakeholders of PNPOs. It might also facilitate the combination of the stability of public service deliverance and organizational transformation. Beyond its interest, this study identifies the limits of the concept in the context of PNPOs. For overcoming its limits, the study suggests a renewed understanding of organizational ambidexterity by taking account of PNPOs’ specificities, especially in terms of the regulation of the different tensions generated by ambidextrous organizational change. Research limitations/implications This research proposes a conceptual framework built with the integration of sectorial and organizational characteristics of the public non-profit sector for understanding the organizational ambidexterity and its possible strategic, organizational and management implications in this sector. The results are limited to the context the author studied because of several sectorial, national, organizational and cultural specificities. Practical implications The results might inspire management practices in PNPOs and potentially in private non-profit organizations or in voluntary organizations, since these three types of organizations could have certain similar organizational characteristics and might encounter similar questions in terms of strategy and innovation management. Originality/value This research suggests a renewed understanding of the concept of organizational ambidexterity in a sector in which the complexities, tensions and paradoxes generated by different stakeholders’ expectations are probably more present but less explicit than other organizations.
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Tsui, Ming-sum. "Functions of social work supervision in Hong Kong." International Social Work 48, no. 4 (July 2005): 485–93. http://dx.doi.org/10.1177/0020872805053471.
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English The functions of social work supervision in Hong Kong are characterized by three distinct features: consensus between the supervisor and the supervisee, discussion of personal matters and team building. These distinct features reflect characteristics of the Chinese cultural context. Supervision is not only organizational and professional, but also personal and cultural. French Trois aspects caractérisent les fonctions du travail social à Hong Kong: le consensus entre le superviseur et le supervisé, le partage de préoccupations personnelles et la construction d'un esprit d'équipe. Ces caractéristiques témoignent du contexte culturel chinois. La supervision ne se préoccupe pas seulement des dimensions organisationnelles et professionnelles mais également des dimensions personnelles et culturelles. Spanish La función de la supervisión en el trabajo social en Hong Kong tiene tres características: el consenso entre el supervisor y el supervisado, la atención a los asuntos personales, y la formación de equipo. Estas características reflejan el contexto cultural chino. La supervisión no es sólo organizacional y profesional sino también personal y cultural.
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Lauzier, Martin, Jacques Barrette, Sandra Kenny, and Louise Lemyre. "Validation of a short form of the Inventory of Organizational Learning Facilitators." Journal of Workplace Learning 30, no. 4 (May 14, 2018): 245–61. http://dx.doi.org/10.1108/jwl-08-2017-0070.
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PurposeThis paper aims to develop a short form of the Inventory of Organizational Learning Facilitators (IOLF) by using the same factors as the long form to test the equivalence between two language versions (English and French) and to explore executives’ attitudes toward organizational learning (OL).Design/methodology/approachThe structure of the long-form IOLF is based on five factors found in previous work: knowledge acquisition and transformation; OL culture; learning-focused leadership; OL support; and strategic management of new knowledge and learning. Two surveys of Canadian Federal Government executives assessed their perception of OL facilitators, organizational commitment, cynicism and intention to leave the organization. Correlational pattern analysis, conducted after confirmatory factor analyses, assessed the equivalence of the two language versions.FindingsThe short-form IOLF replicated the factor structure of previous work and demonstrated satisfactory internal consistency. Correlations showed equivalence between and across languages. Significant correlations with outcome variables, albeit in a cross-sectional design, supported predictive validity.Research limitations/implicationsThis conceptually valid instrument can be adapted to English- and French-speaking populations. It can test hypotheses about the relationship between OL facilitators and individual, collective and organizational outcomes. The findings stem from self-report data in a cross-sectional design and require further research.Practical implicationsThe short-form IOLF can quickly identify areas for improvement and monitor the evolution of an organization’s learning abilities.Originality/valueThis quick, efficient tool assesses OL context and can indicate factors likely to influence OL. This study offers empirically driven insights into conditions that influence executives’ attitudes.
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Barmeyer, Christoph, Eric Davoine, and Peter Stokes. "When the ‘well-oiled machine’ meets the ‘pyramid of people:’ Role perceptions and hybrid working practices of middle managers in a binational organization – ARTE." International Journal of Cross Cultural Management 19, no. 3 (August 25, 2019): 251–72. http://dx.doi.org/10.1177/1470595819869729.
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This article examines the middle management representations of organization and managerial roles within a specific bicultural organizational context. The argument explores the extant cross-cultural management literature and identifies two predominant positions: a functionalist-stable stance and a dynamically interpretive perspective of culture. Historically, both positions have contributed to understanding management roles and behaviours in different cross-cultural contexts; however, each also possesses limitations. In response, the argument elaborates a multi-paradigmatic model and framework that synergise elements of the respective approaches. An interpretive methodology using a distinctive qualitative case study of the Franco-German collaborative media venture ARTE is developed. The researchers conducted 31 interviews with French and German ARTE middle managers in order to determine their perceptions of middle-manager roles in this context. The article identified differences in managerial role perceptions and behaviours as well as hybrid working practices as a result of intercultural adaptation and learning in addition to implications, limitations and future directions in the study.
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Lucas, David, Sandrine Brient, Bisi Moriamo Eveillard, Annabelle Gressier, Tanguy Le Grand, Richard Pougnet, Jean-Dominique Dewitte, and Brice Loddé. "Health Impact and Psychosocial Perceptions among French Medical Residents during the SARS-CoV-2 Outbreak: A Cross-Sectional Survey." International Journal of Environmental Research and Public Health 18, no. 16 (August 9, 2021): 8413. http://dx.doi.org/10.3390/ijerph18168413.
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This study compared the impact on mental health and the psychosocial perceptions of medical residents and healthcare workers (HCWs) in a hospital after the first peak of the SARS-CoV2 outbreak in France. A validated version of the SATIN questionnaire with a modified scoring system was used to collect data on health and psychosocial factors. This questionnaire was sent to all workers at the hospital in July 2020 and was self-administered online. Using a multivariate multinomial regression model, the study included demographic variables such as age, gender, years at workplace and the relevant of covariate as HCW status. One thousand, four hundred and six questionnaires were available for analysis including 393 non-HCWs, 891 HCWs and 122 medical residents. Medical resident status is a risk factor for stress (OR 4.77 [2.48–9.18] p < 0.001), worse global health (OR 4 [1.7–9.6] p < 0.001) and mental health (OR 2.58 [1.3–5.1] p = 0.02), negative perception of work demand (OR 8.25 [3.5–19.6] p <0.001), work activity environment (OR 3.18 [1.5–6.7] p = 0.02) and organizational context (OR 4.9 [2.38–10.4] p <0.001). Action on collective support, protection equipment, organizational context and framework are important.
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Greer, Ian, Barbara Samaluk, and Charles Umney. "Toward a Precarious Projectariat? Project dynamics in Slovenian and French social services." Organization Studies 40, no. 12 (October 25, 2018): 1873–95. http://dx.doi.org/10.1177/0170840618800109.
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Project organization is used extensively to promote creativity, innovation and responsiveness to local context, but can lead to precarious employment. This paper compares European Social Fund (ESF)-supported projects supporting ‘active inclusion’ of disadvantaged clients in Slovenia and France. Despite many similarities between the two social protection fields in task, temporality, teams and socio-economic context, the projects had different dynamics with important implications for workers. In Slovenia project dynamics have been precarious, leading to insecure jobs and reduced status for front-line staff; in France, by contrast, projects and employment have been relatively stable. Our explanation highlights the transaction, more specifically, the capacity of government agencies to function as intermediaries managing the transactions through which ESF money is disbursed to organizations providing services. We find that transnational pressures on the state affect its capacity as a transaction organizer to stabilize the organizational field. In Slovenia, transnational pressures associated with austerity and European Union integration have stripped away this capacity more radically than in France, leading to precarious project dynamics and risk shifting onto project workers.
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Kwon, Winston, and Panos Constantinides. "Ideology and Moral Reasoning: How wine was saved from the 19th century phylloxera epidemic." Organization Studies 39, no. 8 (July 21, 2017): 1031–53. http://dx.doi.org/10.1177/0170840617708006.
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Extant organizational research into crises has focused on the efforts of different actors to defend and legitimate their ideologies towards particular actions. Although insightful, such research has offered little knowledge about the moral reasoning underlying such action. In this paper, we explore how moral reasoning from different ideological viewpoints can lead to polarized debates and stalemate within the context of ecological crises. We apply our conceptual framework in an analysis of the 19th century French phylloxera epidemic. Drawing upon this analysis, we argue that, by adapting their moral reasoning, opposing stakeholder groups could maintain their underlying ideology, while at the same time pragmatically changing their actions towards the crisis. We discuss the theoretical implications of our analysis for historical research in organizational studies and research on organizations and the natural environment.
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Rioux, Liliane, and René Mokounkolo. "Investigation of subjective age in the work context: study of a sample of French workers." Personnel Review 42, no. 4 (May 31, 2013): 372–95. http://dx.doi.org/10.1108/pr-01-2011-0009.
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Castro, Luciana. "Strategizing across boundaries: revisiting knowledge brokering activities in French innovation clusters." Journal of Knowledge Management 19, no. 5 (September 14, 2015): 1048–68. http://dx.doi.org/10.1108/jkm-02-2015-0050.
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Purpose – Cooperative relationships between actors located in the same geographical area that are economically independent and culturally distinct are the heart of functioning innovation clusters. This can slow down the creation of common innovation projects, particularly in French innovation clusters where cooperation is influenced by the governmental financing devoted to this system. This research focuses on knowledge brokering activities implemented in this inter-organizational context, showing how they cross knowledge boundaries, structure cooperative dynamics and participate in common strategy-making. The mobilization of the strategy as practice theory allows for an in-depth analysis, shedding light on various practices, resources and practitioners related to the brokering activities taking place within an innovation cluster in Paris. Findings show a widespread development of brokering activities that emerges from cluster governance unit to its networks according to a reflexive relationship progressive structured over time. Design/methodology/approach – This research is based on a longitudinal exploratory analysis of the Parisian cluster Advancity. To capture its organizational dynamics, two databases of the cluster (focused on innovation projects and integration of members), 24 power point files presented to negotiate strategy and 13 interviews with managers and members of the cluster were used. The whole data was triangulated and generated categories of data that can be compared with the concepts of the literature on innovation clusters (governance), brokering activities (knowledge access, learning, networking and implementation) and strategy-making (recursive process and adaptation of the strategy). Findings – The analysis shows the effects of each type of brokering activities on strategy-making across knowledge and organizational boundaries. The practices of implementation activity initially absent from the cluster become, in its mature phase, one of the central activities. Moreover, all the brokering activities are initially handled by the managers of the cluster and progressively are extended to their members, then becoming a widespread activity within the internal networks. The maturation of these practices goes together with the maturation of its own cluster. The practice of experimentation particularly affects brokering activities and produces learning and networking effects within the cluster. Practical implications – From a managerial point of view, considering the organization of the clusters as a constellation of communities of practice (Wenger, 1998) emphasizes that the knowledge brokerage activities can be extended and delayed within each community that makes up the organization. A top-down approach could therefore suffocate the network. It would be interesting to develop this research approach in future work and complete this research by reinforcing microscopic analysis enabled, for example, by tracking a small number of innovation projects during their lifecycle. Social implications – The empirical foundation proposed in this research strengthens the scientific nature of the theory of the activity that is itself integrated in the perspective of the practice (Seidl et al., 2006). The multilevel approach and wealth of the mobilized and analysed empirical data allowed making more visible how a social activity builds itself, develops and creates aperture effects on the strategy driven by innovation at the intersection of different boundaries. Originality/value – The results of this research provide a theoretical contribution in that they allow to revisit the classification of the activities of a knowledge broker (Hargadon 1998, 2005) in a new organizational context representative of the knowledge-based innovation (Amin and Cohendet, 2004). They are also contributing to the current emerging from the knowledge-based view of clusters (Bahlmann and Huysman, 2008; Arikan, 2009) by mobilizing the theory of the practice (Whittington, 2006; Jarzabkowski, 2005). This perspective helps to discern a particular form of strategy-making within the clusters.
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Berard, Celine, and Marc Fréchet. "Organizational antecedents of exploration and exploitation in SMEs." European Business Review 32, no. 2 (January 2, 2020): 211–26. http://dx.doi.org/10.1108/ebr-12-2018-0216.
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Purpose Scholars have recognized that formal hierarchical structures and slack resources are at the core of small- and medium-sized enterprises (SMEs) attainment of ambidexterity. Surprisingly, few studies on SMEs have analyzed the extent to which these structural and resource attributes are associated with exploration and exploitation. This study aims to examine how two structural attributes, formalization and structural empowerment, and two resource attributes, financial slack and human resource slack, affect exploration and exploitation in SMEs. Design/methodology/approach Data were gathered from a survey administered to the chief executive officers of 522 French SMEs. The research hypotheses were then tested using seemingly unrelated regressions to investigate the contrasts between the two components of ambidexterity. Findings The results show that structural empowerment and financial slack may be conducive to exploration and exploitation at the same time. By contrast, formalization and human resource slack impact only one of these two ambidexterity components in significant ways: the former may be a powerful lever for exploitation, while the latter may be a powerful lever for exploration. Originality/value Relying on a dual structure–resource perspective, this study allows us to discuss the distinct impacts that several organizational antecedents have on exploration and exploitation in the specific context of SMEs. It thus addresses the recent call to identify which antecedents are integrating and which are differentiating to help firms deal with ambidexterity.
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Roulet, Thomas J. "Good to be disliked? Exploring the relationship between disapproval of organizations and job satisfaction in the French context." Journal of General Management 42, no. 4 (July 2017): 68–79. http://dx.doi.org/10.1177/0306307017702998.
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Previous research has found that a positive relationship exists between favourable perception of a firm and employees’ job satisfaction: the more positively an organization is perceived, the happier are its workers. However, the current literature has overlooked the consequences of a negative corporate image or disapproval of organizations. Building on the concept of organizational identification and the social identity literature, we fill in this gap and counterintuitively argue that employees are more likely to identify and align with their organizations when it faces illegitimate criticism. We test our hypotheses on a large-scale survey collected in France and find that perception of disapproval of an organization has indeed an adverse effect on job satisfaction. However, if employees perceive criticism as illegitimate, job satisfaction is positively impacted. This study suggests the existence of micro-level social identity reactions in case of unjustified disapprobation: employees stick together and hold the line against criticism, strengthening the collective identity and adding positive emotional value to the work experience.
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Naulleau, Mickael. "When TM strategy is not self-evident." Management Decision 57, no. 5 (May 13, 2019): 1204–22. http://dx.doi.org/10.1108/md-06-2017-0615.
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Purpose The purpose of this paper is to contribute to the talent management (TM) and talentship literature by exploring the key organizational conditions required to design a sustainable TM strategy. Design/methodology/approach The author carried out a one-year action research with the management board of a mid-sized French company that sought to implement a TM strategy. Immersion in the phenomenon studied allowed inductive exploration of a TM strategy design from the outset of its formulation and conceptualization. Data were collected from observations, interviews and focus groups with different stakeholders (management board, managers and employees) involved in TM strategy project, and were analyzed from a congruence model to interpret a posteriori the key organizational issues affecting TM strategy. Findings The findings highlight the need to go beyond simple TM alignment to business strategy, as talentship asserts. They offer an overview of key organizational issues influencing TM strategy: organizational inputs such as environment, history and identity, along with organizational components such as critical tasks, people, structure, management and culture and their mutual influences and dynamics. The lack of congruence among these key organizational factors hinders the ability to conceptualize, formulate and design TM strategy successfully. Research limitations/implications Due to its exploratory nature and the fact that it consists of a single case, this study encourages further contributions to the TM and talentship literature on organizational issues affecting TM strategy in other contexts. It also suggests a complementary approach with the decision-making literature to explore the conceptualization stage and the influences of managers involved in TM strategy more deeply. Practical implications The paper suggests an organizational diagnosis on organizational conditions and capabilities for designing TM strategy based on congruence analysis used in this case. It also proposes in addition to the talentship approach and congruence analysis, when key organizational conditions are met, a five-step process for guiding managers in making sounder decisions during TM strategy conceptualization. Originality/value The paper sheds light on key organizational conditions required to design TM strategy that have been overlooked in the TM and talentship literature. It thus questions the apparent practicability of TM strategy in any organizational context.
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DRAGOSAVLJEVIĆ, VASILIJE. "ASSOCIATION OF FIGHTERS OF YUGOSLAVIA (1929–1935): IDEOLOGY - PRACTICE - OUTCOME." ISTRAŽIVANJA, Јournal of Historical Researches, no. 30 (December 25, 2019): 234–55. http://dx.doi.org/10.19090/i.2019.30.234-255.
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The paper aims to present the process of creation, i.e. organizational and ideological shaping of the veteran movement of the Association of Fighters of Yugoslavia (AFY, Serbian BOJ) and illuminate its role in the context of Yugoslav integrationist forces in the first half of the 1930s. A special focus will be placed on the adoption of ideological constructions of the Organization of Yugoslav Nationalists and contemporary French veteran movements. The paper also sheds light on the complex relations between AFY, the 6 January regime and contemporary, ideologically related political groups, and on the role of ideological conceptions of AFY in the creation of the ideology of the Yugoslav National Movement Zbor.
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Liouville, Jacques, and Mohamed Bayad. "Human resource management and performances: proposition and test of a causal model." Human Systems Management 17, no. 3 (August 4, 1998): 183–92. http://dx.doi.org/10.3233/hsm-1998-17304.
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This research aims at clarifying the links which may exist between human resource management practices and economic performance of firms. To this end, a theoretical model of an exploratory nature is proposed, based on the hypothesis of the existence of cascading relationships between three categories of performance: social, organizational and economic. The model is applied to a sample of almost 300 French small and mid-sized firms. The principal hypotheses put forth within the context of this study are to a large degree validated. This allows the formulation of interesting recommendations for managers and opens new ways for scholars pursuing this line of research.
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RAYMOND, LOUIS, JOSÉE ST-PIERRE, BRUNO FABI, and RICHARD LACOURSIÈRE. "STRATEGIC CAPABILITIES FOR THE GROWTH OF MANUFACTURING SMEs: A CONFIGURATIONAL PERSPECTIVE." Journal of Developmental Entrepreneurship 15, no. 02 (June 2010): 123–42. http://dx.doi.org/10.1142/s1084946710001476.
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In a now global knowledge-based economy, the strategic intent of manufacturing SMEs is manifested by the development of strategic capabilities not only for product and market development, but also for the development of their network, technological and human resources. This paper presents the results of a survey study of the strategic capabilities of 292 manufacturing firms, that is, 213 Canadian and 79 French SMEs. Taking the firms' entrepreneurial and organizational context into account, three distinct configurations of strategic capabilities are identified, namely 57 entrepreneurial SMEs, 93 engineering SMEs and 142 administrative SMEs, the first configuration being the "ideal" one in terms of growth.
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Liouville, Jacques, and Mohamed Bayad. "Human Resource Management and Performances. Proposition and Test of a Causal Model." German Journal of Human Resource Management: Zeitschrift für Personalforschung 12, no. 3 (August 1998): 337–51. http://dx.doi.org/10.1177/239700229801200304.
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This research aims at clarifying the links which may exist between human resource management practices and economic performance of firms. To this end, a theoretical model of an exploratory nature is proposed, based on the hypothesis of the existence of cascading relationships between three categories of performance: social, organizational and economic. The model is applied to a sample of almost 300 French small and mid-sized firms. The principal hypotheses put forth within the context of this study are to a large degree validated. This allows the formulation of interesting recommendations for managers and opens new ways for scholars pursuing this line of research.
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Salamin, Xavier. "Specific work-life issues of single and childless female expatriates: an exploratory study in the Swiss context." Journal of Global Mobility: The Home of Expatriate Management Research 9, no. 2 (May 4, 2021): 166–90. http://dx.doi.org/10.1108/jgm-07-2020-0052.
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PurposeResearch on work–life interface in the expatriation context has to date focused on expatriates relocating with a family, and the work–life experiences of single and childless expatriates remain largely unexplored. This is particularly relevant for women, as female expatriates appear to be more often single than their male counterparts and have children less often. The aim of this paper is, therefore, to examine the specific work–life experiences of single and childless female expatriates who are working and living in the French-speaking part of Switzerland.Design/methodology/approachA qualitative research design has been adopted for this exploratory study. Data was collected through semi-structured face-to-face interviews with 20 single and childless female expatriates living and working in the French-speaking part of Switzerland.FindingsOur findings identify a set of personal, work-related, and social and cultural factors contributing to single and childless female expatriates’ conflict and enrichment between work and nonwork spheres, as well as a range of sources and types of social support they rely upon. Our findings demonstrate that work–life issues are also exacerbated for single and childless women in the international context.Originality/valueThis study is the first dedicated to the examination of specific work–life issues of single and childless women in the expatriate context. By revealing the specificities of their work–life experiences, this study contributes to the fields of (female) expatriate research and work–life research and advances current knowledge on nontraditional expatriates.
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Bouaziz, Souha Siala, Ines Ben Amar Fakhfakh, and Anis Jarboui. "Shareholder activism, earnings management and Market performance consequences: French case." International Journal of Law and Management 62, no. 5 (June 15, 2020): 395–415. http://dx.doi.org/10.1108/ijlma-03-2018-0050.
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Purpose The purpose of this study is to investigate the impact of the relationship between shareholder activism and earnings management on the market performance of French companies. Design/methodology/approach This study used 385 firm-year observations drawn from a sample of French companies belonging to the SBF 120 index from 2008 to 2012. Data was collected from annual reports of sample companies. To measure earnings management, this study used the model of Raman and Shahrur (2008). The relationship between shareholder activism, earnings management and market performance using the panel data regression model was empirically examined. Findings The results prove that shareholder activism, as indicated by shareholder proposals, has no impact on market performance. However, the existence of shareholder activism affects the market performance positively. In fact, a minimum of proposals proves that shareholder activism plays an appropriate and effective role in creating value. Thus, several activists would resort to “a private activism” which could be the best and the least expensive form. This form of activism is called “behind the scenes.” Findings also show that earnings management has a negative impact on market performance. As a matter of fact, these findings allow to conclude that the firm performance decreases whenever managers undertake to earnings management. Also, earnings management behavior is mainly opportunistic. Finally, the relationship between shareholder activism and earnings management has no impact on market performance. This result reveals that shareholder activism proves to be an ineffective mechanism that does not alter the accounting choices, particularly in relation to earnings management. This result shows the inability of active shareholders to define and implement strategies across their proposals, namely, “the lack of monitoring competence.” Research limitations/implications It is important in future research to evaluate the impact of behind the scenes interventions on corporate governance. Also, this paper gives a larger dimension to the effect of shareholder activism on the market performance in the specific context of earnings management, thus justifying the need to expand this study using other methodologies to deepen and better understand this relationship in this context. Practical implications The paper's evidence contributes to an understanding of corporate governance. The finding of this study will help in monitoring and controlling fraudulent earnings management practices that effect on market performance. Further, this study is important to investors, academics and policymakers, as it demonstrates that governance reforms that encourage firms to adopt better governance practices that reduce the likelihood of earnings management. Originality/value To the best of the author’s knowledge, this paper pioneers in focusing on the impact of the shareholder activism and earnings management on the market performance because previous studies put more emphasis on pair-wise relations (Shareholder activism-earnings management, earnings management-market performance and shareholder activism-market performance). This study provides empirical evidence on the effectiveness of the relationship between shareholder activism and earnings management on market performance.
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Gazier, Bernard. "Opportunities or Tensions: Assessing French Labour Market Reforms from 2012 to 2018." International Journal of Comparative Labour Law and Industrial Relations 35, Issue 3 (September 1, 2019): 331–54. http://dx.doi.org/10.54648/ijcl2019016.
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This article provides an overview and critical assessment of the intense efforts made to reform French labour market institutions and labour law during the Presidency of François Hollande (2012–2017) and the first eighteen months of the Presidency of Emmanuel Macron. It focuses on the provisions of the El Khomri Act of 2016, the Macron Orders of 2017 and the 2018 Act reforming lifelong learning institutions. The article identifies a strong continuity between the two presidencies, except for the 2018 lifelong learning reform which aims at introducing real change. Compared to the German Hartz reforms of 2002–2005 (similar in scope and importance), and situating European reform strategies within a range of policy options, the article argues that the French reforms correspond to a particular version of ‘flexicurity’, characterized by strong State involvement in labour market policies but also leaning increasingly towards flexibilization and individualization. The article ends by highlighting the limits of the French strategy, especially in the context of slow growth and social unrest in 2018–2019, and outlines a number of principles and orientations that may lead to more efficient and acceptable policies.
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Lopes, Izabela, and João Carlos Boyadjian. "Impact of national culture in projects involving organizational culture change:." Quaestum 2 (December 20, 2021): 1–17. http://dx.doi.org/10.22167/2675-441x-20210575.
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Globalization exerts a significant impact on project management processes by adding the complexity to operate across borders and in multicultural environments. For that reason, international collaborations require cultural affairs to be at the center of business strategies to avoid conflicts with the host country practices. For instance, Japan has unique business practices compared to most Western countries, and those must be considered in an eventual organizational culture change. This paper aims to demonstrate the importance of respecting national culture's boundaries in organizational culture change of international projects. Therefore, it will describe some peculiarities of Japanese business culture and how they were formed while making a parallel comparison with western business practices. A case study of the first project of the Renault-Nissan Alliance was applied to highlight the contrasts of Japanese and Western business practices. To understand the complexities of culture from different angles, this paper divided the research into different phases, each exploring the different cultural aspects of Japanese and French business practices in the context of the Renault-Nissan Alliance, using a mix of different theories. The theoretical approach was reinforced with interviews with two high-level executives of Renault and Nissan. The study was able to identify several cultural disparities between Japan and France that impacted the Alliance in the long run while offering an alternative solution to help project managers to improve strategies for inter-cultural collaborations.
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Beny, Karen, Amélie Dubromel, Benjamin du Sartz de Vigneulles, Valérie Gay, Florence Carrouel, Claude Negrier, and Claude Dussart. "Multiple criteria decision analysis for therapeutic innovations in a hemophilia care center: A pilot study of the organizational impact of innovation in hemophilia care management." PLOS ONE 17, no. 9 (September 9, 2022): e0273775. http://dx.doi.org/10.1371/journal.pone.0273775.
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Background Several innovative drugs liable to lead to changes in healthcare organization are or soon will be available for the management of hemophilia. Analyzing their implementation can shed further light on healthcare decision-making, to anticipate changes and risk of breakdown in the patient’s care pathway. Methods Multiple criteria decision analysis (MCDA), based on ISPOR recommendations, was used to assess the organizational impact of innovation in hemophilia care management. The MCDA process designed for this specific context involved ten French experts in hemophilia care management (physicians, nurses, pharmacist, physiotherapist and psychologist) in the hemophilia care center of Chambéry, in the Rhône-Alpes Region of France. This pilot study involved seven steps: (i) defining the decision problem; (ii) selecting and structuring criteria; (iii) assessing the relative weight of each criterion with software-assisted simulation based on pairwise comparisons of different organizational change scenarios; (iv) measuring the performance of the selected innovations; (v) scoring alternatives; (vi) calculating aggregate scores; (vii) discussion. The endpoint was to determine the expected overall organizational impact on a 0–100 scale. Results Seven organizational criteria were selected. "Acceptability for patient/caregiver/association" was the most heavily weighted. Factor VIII by subcutaneous route obtained the highest aggregate score: i.e., low impact on care organization (88.8 out of 100). The innovation with strongest organizational impact was gene therapy (27.3 out of 100). Conclusion This approach provided a useful support for discussion, integrating organizational aspects in the treatment decision-making process, at healthcare team level. The study needs repeating in a few years’ time and in other hemophilia centers.
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Rojot, Jacques, and Alice Le Flanchec. "The ‘Open Door’ Policy at IBM France: An Old-Established Voice Procedure that Is Still in Use." International Journal of Comparative Labour Law and Industrial Relations 25, Issue 4 (December 1, 2009): 411–29. http://dx.doi.org/10.54648/ijcl2009027.
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This paper deals with Alternative Dispute Resolution in labour relations within a company in the French context. By contrast with the United States and Canada, mediation and arbitration are rarely used in France for resolving individual or collective labour relations disputes. It is therefore interesting to study such voice procedures in labour relations in France and analyse their impact on procedural justice and equity within the company. The study also analyses the incentives to use mediation/arbitration, in labour relations, as well as the disincentives. It highlights the importance of information and communication with the employees in fostering positive attitudes to it and reducing their fears. This is illustrated by an empirical study of the French subsidiary of the IBM Corporation. We focus our attention on the IBM ‘open door’ policy and describe the results of a quantitative statistical analysis of 203 respondents.
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Almeida, Victor Hugo de, Catharina Lopes Scodro, and Ana Clara Tristão. "Harassment, workers' mental health and the potential of ILO Convention No. 190: an analysis based on the France Télécom case." Revista de Gestão Social e Ambiental 18, no. 4 (May 23, 2024): e06754. http://dx.doi.org/10.24857/rgsa.v18n4-148.
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Objective: In the process of being privatized, France Télécom implemented the "NExT" and "Act" plans, containing a series of internal policies aimed at reducing jobs, causing suffering to workers. Upon analysing the case, the French Judiciary observed the occurrence of the crimes of institutional moral harassment, condemning both the company and the individuals responsible for its management. The objective of this study is to examine the influence of organizational aspects on the balance of the work environment and on the workers’ mental health, in light of the France Télécom case and the theory of the labour-environmental perspective. Method: The methodology adopted for this research comprises the bibliographic research technique, the documentary method, and the case method, as methods of procedure; and the inductive method, as a method of approach. Results and Discussion: A close relationship is observed between labour-environmental organizational aspects and harassment in the work context, influencing the balance in the work environment and workers’ health. Research Implications: This study highlights the importance of regulations such as ILO Convention No. 190 to enhance the protection of workers' mental health, suggesting organizational changes that prioritize well-being in the work environment. Originality/Value: This study contributes to the field of labour studies by integrating legal and psychosocial analysis, demonstrating the significance of organizational policies in the development and maintenance of workers' mental health.
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Nicolakakis, Nektaria, Maude Lafantaisie, Marie-Claude Letellier, Caroline Biron, Michel Vézina, Nathalie Jauvin, Maryline Vivion, and Mariève Pelletier. "Are Organizational Interventions Effective in Protecting Healthcare Worker Mental Health during Epidemics/Pandemics? A Systematic Literature Review." International Journal of Environmental Research and Public Health 19, no. 15 (August 5, 2022): 9653. http://dx.doi.org/10.3390/ijerph19159653.
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It is unclear how to effectively protect healthcare workers’ mental health during infectious disease epidemics. Targeting the occupational determinants of stress may hold more promise than individual stress management, which has received more focus. Through a systematic review of the 2000–2021 English- and French-language scientific literature, we evaluated the effectiveness of organizational and psychosocial work environment interventions to protect healthcare workers’ mental health in an epidemic/pandemic context. Evidence from medium- and high-quality studies was synthesized using GRADE. Among 1604 unique search results, 41 studies were deemed relevant, yielding 34 low-quality and seven medium-quality studies. The latter reported on promising multi-component prevention programs that combined staffing adjustments, work shift arrangements, enhanced infection prevention and control, recognition of workers’ efforts, psychological and/or logistic support during lockdowns (e.g., accommodation). Our confidence in the effectiveness of reviewed interventions is low to very low, however, owing to methodological limitations. We highlight gaps in the reporting of intervention process and context elements and discuss theory and implementation failure as possible explanations for results. We conclude by urging authors of future studies to include and document detailed risk assessments of the work environment, involve workers in solution design and implementation and consider how this process can be adapted during an emergency.
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Cintas, Caroline, YingFei Héliot, and Pierre-Antoine Sprimont. "Religious accommodation in France: decoding managers' behaviour." Employee Relations: The International Journal 43, no. 1 (September 23, 2020): 83–107. http://dx.doi.org/10.1108/er-02-2020-0050.
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PurposeThis research aims to explain, in the secular French context, the intention of managers to accommodate religious expression at work (REW) when they are not obliged to do so. This paper seeks to understand the determinants of managerial positions on REW. Building on previous studies on how organisations and managers deal with religious expression, this research seeks to extend the evidence on this important aspect of managerial behaviour in relation to accommodating REW.Design/methodology/approachThe hypotheses were tested using a structural equation model based on the theory of planned behaviour (TPB) in diversity management (N = 151 French managers). This method highlights attitudinal and organisational determinants favourable to the intent to accommodate.FindingsThe present research provides new insight by identifying two main direct factors affecting managers' accommodation, namely, organisational flexibility (flexible hours, autonomy) and perceived consequences (advantages, disadvantages) and one indirect factor, religiosity. In line with the contradictions within diversity management, the perceived consequences are ambivalent and highly context dependent. One issue to explore is that managers seek to deal with religious expression by making it invisible.Research limitations/implicationsIn the French context, the explanatory social norm might not be “religiosity” but rather “perceived secularity”. The authors recommend that future studies use qualitative methods with interviews and photo elicitation to extend this first study. Indeed, the complexity of the managerial position requires an in-depth understanding of managers' attitudes and behaviours with regard to religion. How do managers apply a common ground strategy and create unity despite differences? Is the desire to make arrangements invisible with a view to inclusive neutrality specific to France, or can it be generalised to managers in other countries? Does the intention to accommodate not essentially depend on the manager-employee relationship dynamic? This research raises questions for scholars about the relationship with the other and ethical managerial conduct.Practical implicationsFrance is a secular country where a debate is emerging on cases of discrimination due to REW. The results contribute to approaches to drafting company guidelines for managers and may help organisations anticipate the risks associated with REW. The discussion of the results reveals the importance of social norms in the sense of hypernorms (religiosity) and undoubtedly of secularism, nondiscrimination and gender equality in the decision-making process on accommodation. These inclusive norms should therefore be handled with care in the various guidelines that have been developed.Originality/valueREW is increasing but is a neglected dimension of diversity management. This study helps explore this new field by promoting an understanding of managers' intention to accommodate in a specific secular context.
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Ambroise, Laure, Isabelle Prim-Allaz, Christine Teyssier, and Sophie Peillon. "The environment-strategy-structure fit and performance of industrial servitized SMEs." Journal of Service Management 29, no. 2 (March 12, 2018): 301–28. http://dx.doi.org/10.1108/josm-10-2016-0276.
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Purpose The purpose of this paper is to examine the environment-strategy-structure fit in the context of industrial servitization and its impact on the profitability of manufacturing SMEs. Design/methodology/approach Data were collected from face-to-face interviews with the CEOs of 184 French manufacturing SMEs. These primary data were complemented by the indicators extracted from a financial database to ensure objective measures of financial performance. Analyses were conducted by means of partial least squares structural equation modeling. Findings The research tests the impact of the organizational design (customer interface, service delivery system and service culture (SC)) on financial performance. It also tests the moderating effect on this relationship of servitization strategies adopted by the firm (added services (AS), activities reconfiguration (AR) and business model reconfiguration (BMR)) and the environment in which the firm is situated (industry dynamism, competitive intensity and industry munificence). Research limitations/implications This study considers the coalescence of the environment-strategy-structure to be a driver of firm performance in the context of industrial firms’ servitization. Three specific servitization strategies (AS, AR and BMR) are suggested based on the service offering’s impact on the customer’s activity chain or business model. Practical implications The research proposes some optimal organizational design depending on servitization strategy and environmental factors; for example, SC has a strong impact on financial performance when BMR is adopted. Originality/value This empirical study is based on an extended sample of 184 SMEs and provides quantitative support for the claim that good alignment between strategy and organizational design based on environmental factors increases profitability.
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Ben Lahouel, Béchir, Jean-Marie Peretti, and David Autissier. "Stakeholder power and corporate social performance." Corporate Governance 14, no. 3 (May 27, 2014): 363–81. http://dx.doi.org/10.1108/cg-07-2012-0056.
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Purpose – This paper aims to explore the power of one of the primary organizational stakeholders (shareholders) in the development of a corporate social performance (CSP) score. Few research works in the CSP empirical literature have studied the relationship between stakeholder power and CSP. Design/methodology/approach – Stakeholder theory is used as a theoretical framework to explain how shareholder voting power can influence the CSP level of French publicly listed companies. Stakeholder theory is tested through the operationalization of Ullmann’s (1985) three-dimensional model. Hypotheses related to shareholder voting power, strategic posture and financial performance are formulated through a literature review. A Data Envelopment Analysis approach was presented as a strong tool to measure CSP level. Multiple linear regressions were undertaken to test the hypotheses in a sample of 129 French companies between 2006 and 2007. Findings – The results indicate that companies with dispersed ownership and high proportion of institutional shareholders record a high score of CSP. Strategic posture measured by the implementation of environmental certification standard was positively and significantly related to CSP. Financial performance does not affect significantly the level of CSP. Originality/value – This paper is the first to empirically analyse the relationship between Ullmann’s three-dimensional model and CSP level in the French context. It offers to managers a better understanding of the power that certain stakeholders can use to acquire satisfaction.
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Nirello, Laura, and Lionel Prouteau. "The French Nonprofit Sector: A Literature Review." Voluntaristics Review 3, no. 2 (June 27, 2018): 1–79. http://dx.doi.org/10.1163/24054933-12340023.
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Abstract This article deals with the literature on the French nonprofit sector (NPS). A preliminary part is devoted to presenting and discussing the characteristics that shape the approaches to this sector in France. We stress the strong influence of legal categories on the sector’s definition and, in this context, the importance of the status inherited from the 1901 Act on contracts of association. This raises a problem for a more analytical approach to the sector, because the diversity of the nonprofit organizations (NPOs) regulated under this Act risks being overshadowed. Indeed, not all NPOs regulated under the 1901 Act are voluntary associations as understood by English-speaking people. The largest NPOs are voluntary agencies, usually with paid staff, and lacking memberships (Smith, 2015a, 2015b). In this first part, we also underline the primacy accorded in France to the concept of the social economy, which has today become the social and solidarity economy (SSE), over that of the nonprofit sector. The SSE, whose recognition from the public authorities has increased over the last few decades, includes, but is not limited to, the NPS, since cooperatives and mutuals (mutual aid groups) have to be added. In the second part, the article outlines some landmarks in the history of the French NPS. French NPOs were for many years objects of suspicion, arbitrariness and repression on the part of the public authorities and this persisted until the 1901 legislation on contracts of association was enacted. However, this hostile context did not prevent the sector from having a richer existence than is sometimes admitted. The 1901 Act marked a very significant moment in the history of the French NPS, since it finally enshrined freedom of association in French law. Although the history of the French NPS since this Act is yet to be written, our literature review highlights some aspects of its contemporary development and it addresses a topic that merits particular attention in France—namely the interpenetration between certain NPOs and the public authorities. Indeed, such an interpenetration may affect the autonomy of the former by rendering them instruments of the latter. The fear of an instrumentalization by government is a recurring problem among NPOs. This literature review also focuses on empirical studies of the sector, placing a particular emphasis on the more recent ones. These French studies basically adopt two types of approach. The first is concerned essentially with the NPOs and focuses its attention on their economic importance, whether measured in terms of financial resources, employment, or, less frequently, added value. This is undoubtedly the dominant approach in the literature on the subject. In doing so, a great deal of emphasis is placed on large organizations. Voluntary associations managed solely by volunteers are treated as insignificant and the less formal part of the NPS is unaddressed. The second approach investigates the kinds of individual participation the sector engenders by examining the various forms it takes, such as membership of NPOs or voluntary work. In this respect, research shows a relative stability of association membership over the past three decades but volunteering is still only partially documented, as are cash donations. This review ends with the analysis of the challenges that NPS faces in a context characterized by the increasing constraints on public funding, changes in the nature of such funding with a substitution of contracts for subsidies, an increased competition among NPOs as well as between NPOs and for-profit enterprises. Such a context has forced NPOs to increase their degree of organizational professionalization and certain NPOs increasingly use management instruments applied in for-profit enterprises. This raises questions about their specificities and their raison d’être, and these questions lead researchers to pay more attention to the governance systems of NPOs. The article concludes that, despite the advances in research on the French NPS, some aspects—like formal volunteering and the role of voluntary associations—are still understudied, while others—like informal groups and informal volunteering—are almost totally ignored.
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Poirel, Carole, and Gilles Paché. "Resistance strategies in distribution channels: a view from the French book trade." Society and Business Review 12, no. 2 (July 10, 2017): 152–74. http://dx.doi.org/10.1108/sbr-11-2016-0062.
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Purpose This paper aims to focus on resistance strategies in distribution channels. The concept of resistance has received much attention in organization theory, but it has been rather neglected in corporate strategy. Only a few works dedicated to distribution channels explicitly use the notion of resistance strategy. These works provide a view of resistance as an inter-organizational phenomenon between companies (i.e. buyers and suppliers) but limit resistance strategies to merely confrontation strategies between channel members. This paper studies resistance strategies in a more open perspective considering that resistance can coexist with collaborative relationships, as part of a specific societal reality. Design/methodology/approach To capture the deep variety of resistance strategies, from the most active to the most passive, a qualitative research was carried out in France in the context of the book trade, based on 15 semi-structured interviews. The discourse analysis provides insights into the social reality of an organization and also the reality of changes in inter-organizational relationships. The interviews were conducted with 15 different companies representing a significant share of the French market. Findings The paper shows that channel members successfully develop resistance strategies of logistical nature, based on the efficient monitoring of flows, both inside the company (logistics rationalization) and within the supply chain (control of interfaces). Channel members who implement a logistics rationalization and a control of interfaces succeed not only in containing the power of their powerful partners but also in benefitting from new sources of profitability and improvement of customer service. Originality/value The French book trade is an illustration of the role played by logistical aspects in the power exercised by a supplier and resistance strategies that buyers develop in response as part of buyer-supplier relationships. Indeed, it is because they have a strong logistical expertise that dominant actors are capable, step by step, to place dominated actors in a situation of strong dependency, by using for that purpose their logistical means. In turn, dominated actors seek to develop logistical responses to rebalance the buyer-supplier relationships in their favor.
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Kimouche, Bilal, and Abdenaser Rouabhi. "The impact of intangibles on the value relevance of accounting information: Evidence from French companies." Intangible Capital 12, no. 2 (March 9, 2016): 506. http://dx.doi.org/10.3926/ic.653.
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Purpose: The paper aims to explore whether intangible items that recognised in financial statements are value-relevant to investors in the French context, and whether these items affect the value relevance of accounting information. Design/methodology/approach: Empirical data were collected from a sample of French listed companies, over the nine-year period of 2005 to 2013. Starting of Ohlson’s (1995) model, the correlation analysis and the linear multiple regressions have been applied. Findings: We find that intangibles and traditional accounting measures as a whole are value relevant. However, the amortization and impairment charges of intangibles and cash flows do not affect the market values of French companies, unlike other variables, which affect positively and substantially the market values. Also goodwill and book values are more associated with market values than intangible assets and earnings respectively. Finally, we find that intangibles have improved the value relevance of accounting information. Practical implications: French legislators must give more interest for intangibles, in order to enrich the financial statements content and increasing the pertinence of accounting information. Auditors must give more attention for intangibles’ examination process, in order to certify the amounts related to intangibles in financial statements, and hence enrich their reliability, what provides adequacy guarantees for investors to use them in decision making. Originality/value: The paper used recently available financial data, and proposed an improvement concerning the measure of incremental value relevance of intangibles items.