Search results for "Human Resource Management"
showing 10 items of 838 documents
Production et destruction de la compétence individuelle : le rôle de l'expérience professionnelle
2007
Cet article présente les résultats d'une recherche de l'impact sur le niveau des compétences individuelles des variables représentant traditionnellement le capital humain. La discussion se centre autour de la façon dont l'éducation et l'expérience professionnelle participent au processus de production de compétences utiles sur le marché du travail ou, au contraire, à leur obsolescence.Les données proviennent d'une enquête au sein de cinq banques au cours de laquelle nous avons demandé aux superviseurs d'évaluer les compétences de 600 employés (de guichet et chargés de clientèle). Il s'agit d'une hétéro-évaluation fondée sur une liste de compétences et de comportements.La thématique centrale…
Travailler ensemble sans être d’accord
2016
This paper’s aim is to complete the Social Regulation Theory of J.D. Reynaud who defined three types of regulation in organizations. We propose to add the « regulation disjointed » category which is characterized by the coexistence of two rules to operate the same activity. This research demonstrates empirically the interest of this new type of regulation, thanks observations of human resources management practices made in a French hospital.
A Model of Goal Dynamics in Organizations: Goal Setting, Goal Commitment, Training and Management by Objectives
2009
The purpose of the present work is to build a suitable system dynamics model for goal dynamics in organizations, as proposed by Barlas & Yasarcan (2008). The proposed model does not bear any ambition of being exhaustive: the main objective of this paper is to propose a model of goal dynamics in which Goal Setting, Management by Objectives and Training are viewed as human resource practices able to enhance workers’ goal commitment, and therefore, improve organizational performance. A causal loop and a quantitative model of goal dynamics in organizations are described. A base run and 4 different scenarios are provided. Limitations of the present research and conclusions are finally discussed.…
Laufbahnförderung durch ein Unterstützungsnetzwerk:
2003
Zusammenfassung. Die Netzwerkkonzeption des Mentoring postuliert, dass eine gelungene berufliche Karriere auch für die möglich ist, die keinen Mentor finden. Das Kennzeichnende von Mentor-Protegé-Beziehungen ist die Bündelung von unterstützenden psychosozialen und karriereförderlichen Aspekten in einer einzelnen zwischenmenschlichen Beziehung. Psychosoziale und karriereförderliche Unterstützung kann jedoch auch durch unterschiedliche Personen gewährt werden. Entscheidend, so die These, sei nicht die Quelle, sondern die Summe der Laufbahnunterstützung, die eine Person insgesamt erfährt. An der Studie beteiligten sich 237 berufstätige Personen. Es zeigte sich, dass Personen mit Mentoren in B…
Does leader–member exchange buffer or intensify detrimental reactions to psychological contract breach? The role of employees' career orientation
2018
There is an ongoing debate about two contradictory moderating effects of leader–member exchange (LMX) on the relationship between psychological contract breach (PCB) and work outcomes. Whereas some studies demonstrated LMX to be a social support resource capable of buffering the negative effects of PCB, findings from other research suggest that employees show stronger negative reactions to PCB when the quality of relationships with leaders is high. The present study addresses how these contradictory results can be explained by individuals' career orientations. We surveyed a representative random sample of 954 employees from various organizations and occupations to test whether employees wit…
The human side of leadership: exploring the relationship between servant leadership, organisational facilitators and happiness at work
2018
Although human resource management (HRM) research has established a significant relationship between leadership styles and different attitudinal outcomes, few studies have considered the important role of organisational facilitators as a more proximal outcome of servant leadership to explain happiness at work (HAW). This paper explores the relationships between servant leadership, organisational facilitators and HAW, based on the leader-member exchange (LMX) and job-demands resources (JD-R) theories. Individual-level analyses from a sample of 189 machine operators revealed that organisational facilitators fully mediate the relationship between servant leadership and HAW. The discussion revi…
Decoupling of HRM as health sector regulation
2022
This systematic review of the academic literature since early 1990s on the application of some HRM practices in health care sheds light on the persistence decoupling between institutional norms and standards related to human resource management (HRM) procedures and the actual practices in organizations. Contrary to the affirmation of NIT, translation processes do not put an end to decoupling. The isomorphisms identified by the neo institutionalists relate to leadership decisions, not practices. The application of HRM practice bundles is opposed by health care professionals. This analysis of the «critical» approach is apparently contradicted by that which we describe as «optimistic» because …
Human Resource Management rules and practices in the health sector : Why do disconnected forms of social regulation persist ?
2021
International audience; This systematic review of the academic literature since 1994 on the application of HRM rules in health care sheds light on the persistence of gaps between institutional norms and standards related to human resource management (HRM) procedures and the actual practices in organizations. Contrary to the affirmation of Scandinavian institutionalism, “translation” processes do not eliminate “controversies”, nor put an end to “decoupling”. The very grounds of new public management (NPM) are brought under question. Though not well known among English-speaking academics, Reynaud’s theory of social regulation opens the way toward explaining this phenomenon and challenges neoi…
Educational Governance: Politics, Administration and Professionalism
2014
The current restructuring of Nordic educational governance systems is creating new relationships between the state, local authorities and schools and, therefore, between politicians, managers and educational professionals. With inspiration from transnational agencies – primarily the OECD – new chains of governance are being created. Some elements of governance are being de-centralised, whilst other elements are being re-centralised. The couplings of economies, human resource management and operations are being loosened while at the same time the links between an educational content, aims and accountabilities are being tightened. This tendency has also led/made many municipalities to restruc…
What is the meaning of ‘talent’ in the world of work?
2013
The ongoing confusion about the meaning of ‘talent’ within the world of work is hindering the establishment of widely accepted talent management theories and practices. The aim of this paper is to contribute to the literature on talent management by offering an indepth review of the talent concept within the specific context of the world of work, and proposing a framework for its conceptualization. We group different theoretical approaches to talent into ‘object’ (i.e., talent as natural ability; talent as mastery; talent as commitment; talent as fit) versus ‘subject’ approaches (i.e., talent as all people; talent as some people) and identify dynamics existing within and between them, as we…