Les organisations publiques contemporaines subissent aujourd’hui de nombreuses transformations, parfois lourdes de conséquences pour les agents publics. Le contrat psychologique (modélisation de la relation d’emploi) qui lie l’agent à son organisation en est bousculé. Cet article se propose d’examiner les processus en jeu afin de comprendre ces changements tout en préservant la santé des agents. Il ambitionne d’apporter des éléments de compréhension du lien existant entre rupture, violation du contrat psychologique et mal-être au travail dans le contexte des organisations publiques. Cette recherche-intervention examine ainsi les processus par lesquels la rupture du contrat psychologique débouche sur du mal-être, en lien avec des atteintes aux ressources. Cette analyse est réalisée dans le contexte d’un service public en direction des personnes âgées et des personnes handicapées ayant fait l’objet d’une recherche-intervention d’une durée d’une année complète. Ce contexte (les métiers du social) nous permet d’interroger à la fois un contrat psychologique tourné vers le service au public et des contraintes classiques comme l’augmentation de la charge de travail ou la raréfaction des moyens. Nos résultats montrent l’importance du collectif dans le processus de reconstruction des ressources mais également que la violation du contrat psychologique correspond à une atteinte à des ressources fondamentales qui constituent le cœur de ce contrat. La démarche de cette recherche révèle la pertinence de la méthodologie de recherche-intervention dans le développement de connaissances dans le domaine de la santé au travail.
Past research provides evidence that organizational identification is a key factor predicting employees’ behaviours during mergers and acquisitions. In particular, recent studies demonstrate that members of the subordinate merger partner, in contrast to the dominant group, often find it difficult to transfer their identification to the post-merger organization. To understand this difference between dominant and subordinate groups, we examined employees’ sense of projected continuity in the future. We argue that projected continuity mediates the differential relationships between pre-merger and post-merger identification and propose that pre-merger identification relates positively to projected continuity in thedominant group but negativelyin the subordinate group. As a result, the overall relationship between pre- and post-merger identification should be reduced or eliminated in the subordinate compared with the dominant group. We tested our hypotheses in a survey ( N = 492) distributed in a merger of two international pharmaceutical companies at the beginning of the post-merger integrationand 15 months later. Results were consistent with our assumptions of a moderated mediation effect. We conclude that a key challenge in merger integration is to support high identifiers in the subordinate group in developing a projected continuity or a focus on ‘the bright tomorrow’.
Research has shown that develo ping shared identity is important for the success ful outcomes of mergers and acquisitions. However, developing a shared identity can be problematic when employees experience identity threat. Yet the complex nature as well as the causes and consequences of identity threat need to be further explored. In this chapter, we will address this gap by delineating three types of threat and the subsequent employees’ reactions to these threats. D raw ing upon acculturation and social identity theories, we propose a typ ology of identity threat and a model wherein employees’ perceived legitimacy of implementation decisions might trigger a particular type of identity threat and subsequent collective reactions. As such, we believe this chapter will provide a more differenti ated understanding of identity threat as well as a more nuanced insight to employees’ reactions during socio - cultural integration process by recognizing that identity threat can be experienced for different reasons with particular reactions. We conclude wi th recommendations for managerial practice.
Until recently, most research in International Business (IB) has focused on the internationalization strategies of multinational corporations (MNCs) from developed countries when entering emerging markets. Moreover, research on emerging market multinationals (EM - MNCs) has focused more on manufacturing or high - tech companies rather than service providers. This paper compares internationalization strategies of banks from two emerging countries, China and Brazil, and their mode of entry into Switzerland’s traditional private banking sector which is undergoing major transformation. Our aim is to better understand the motives and methods of the internationalization strategies of emerging market banks and to explore the challenges and opportunities they face when entering a developed market. Using secondary data, we compare the experience of a Brazilian and a Chinese bank from which we develop general propositions for further research.
Why is it so puzzling for people to decide whether to censure wine, or to celebrate it? In this book, Azélina Jaboulet-Vercherre traces a history of wine drinking by mining historical sources for descriptions of wine's properties. Relying mainly on French and Italian natural philosophical sources, with a special focus on the late Middle Ages, Professor Jaboulet-Vercherre examines and illuminates the disparate – and often conflicting – opinions of writers on wine with respect to both the preservation and restoration of health and the quest for pleasure. She also explores their analyses of wine’s potentially dangerous impacts. The 13th to 15th centuries were a time when medical experts had profound insights to offer on the subject of wine, opinions gained not from the experimental laboratory, but rather from the steady application of their cognitive skills. This study bridges gaps in our understanding of the role of wine in late medieval civilization and, by extension, our own.
This paper provides an overview of the Retrieving Diverse Social Images task that is organized as part of the Medi- aEval 2014 Benchmarking Initiative for Multimedia Evalua- tion. The task addresses the problem of result diversification in the context of social photo retrieval. We present the task challenges, the proposed data set and ground truth, the re- quired participant runs and the evaluation metrics.
Since organizational scholars argue that re source scarcity accentuates dualities’ oppositional and relational nature, we need to know more about whether and how resource - scarce firms can manage paradox . Based on a longitudinal study of 107 Central European turnaround initiatives, we find empirical evidence that even resource - scarce organizations can successfully manage dualities. However, t hese organizations’ approaches to paradox resolution differ markedly from those previously described for organizations with abundant resources. Successful turnaround companies manage the duality between retrenchment and recovery by maintaining a biased balance within each stage of the turnaround process: while they combine the two activities, they concentrate on the most salient issue s by focus ing more on one activity than the other. Furthermore, they pursue a shifting balance throughout the turnaround process: while the retrenchment - recovery balance is biased towards retrenchment in the initial stage, the bias shifts towards recovery in the advanced stage. S carce resources are thus ta rgeted at addressing the most urgent needs at different points in time. Based on these findings, we c ontribute to the organizational paradox literature by developing a process perspective for managing dualities that integrat es the synergistic combination a nd temporal separation s trategies to addressing paradoxical tensions.
This study provides understanding on the conditions that enables work - family enrichment. Using a sequential mixed - method approach (Creswell, 2003), we analyze qualitative and quantitative data. Based on our qualitative results from a total of 30 interviews with six dual - income couples with children in Spain we propose a model that is tested on 302 employees of an organization located in Chile. We find that there is a uniqu e resource generated in the family role only which we define as “agape love.” The more individuals experience agape love, the enriched lives they have, under the condition that they are disposed to make a prosocial difference and have experienced enrichmen t in the past. Implications and future research directions are discussed
