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Bulletin N°n° 102 Mention de date : octobre-novembre-décembre 2016 Paru le : 01/10/2016 |
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Ajouter le résultat dans votre panierBuilding multi-target commitment through work-integrated learning / Antoine Pennaforte in Revue de gestion des ressources humaines / Cairn.info, n° 102 (octobre-novembre-décembre 2016)
Titre : Building multi-target commitment through work-integrated learning : The roles of proactive socialization behaviours and organizational socialization domains Type de document : document électronique Auteurs : Antoine Pennaforte ; T. Judene Pretti ; Maureen Drysdale Année de publication : 2016 Article en page(s) : pp. 59-73 Langues : Anglais (eng) Catégories : G ENSEIGNEMENT - EDUCATION:Systèmes et niveaux d'enseignement:Niveau d'enseignement:Enseignement supérieur Stage following secondary education, regardless of course duration or certificate awarded.; S SCIENCES ET TECHNIQUES:Approche scientifique:Méthode scientifique:ÉvaluationAppraising or judging persons, organizations or things in relation to stated objectives, standards or criteria. Use more specific descriptor where appropriate.Mots-clés : HOCHSCHULWESEN HIGHER EDUCATION ENSENANZA SUPERIOR STUDENT STUDENT ESTUDIANTE ETUDIANT BEZIEHUNG SCHULE-UNTERNEHMEN SCHOOL-ENTERPRISE RELATIONSHIP RELACION ESCUELA-EMPRESA RELATION ECOLE-ENTREPRISE MASSNAHMEN ZUR BESCHAFTGUNG JUGENDLICHER YOUTH EMPLOYMENT SCHEME MEDIDA PARA LOS JOVENES MESURE JEUNE BERUFLICHE SOZIALISATION PROFESSIONAL SOCIALISATION SOCIALIZACION PROFESIONAL SOCIALISATION PROFESSIONNELLE BERUFLICHE INTEGRATION SCHOOL-TO-WORK TRANSITION INSERCION PROFESIONAL INSERTION PROFESSIONNELLE BEWERTUNG EVALUACION BESCHAFTIGUNGSZIEL PERCEPTION OF WORK REPRESENTACION DEL TRABAJO REPRESENTATION DU TRAVAIL VEREINIGTE STAATEN UNITED STATES ESTADOS UNIDOS ETATS UNIS Résumé : This research tested the relationships between 2905 newcomers’ proactive socialization behaviours and two outcomes – organizational socialization domains and unidimensional target-free commitment – in the particular context of short-term contracts prior to graduating. The short-term contracts were four-month work-integrated learning work terms built into a student’s degree requirements. Results from multiple regressions supported the direct relationships between proactive socialization behaviours and two outcomes of organizational socialization domains and unidimensional target-free commitment. In addition, a mediating effect of socialization domains in the relationship between proactive socialization behaviours and commitment (to the team and to the work) was revealed. Findings indicated that even in temporary short-term employment, individuals mastered socialization in organizational domains and developed multiple paths to nurture several links between themselves and their organizations with respect to commitment. The discussion focuses on the theoretical and practical implications of the findings and provides recommendations for future research. (Source : revue) En ligne : http://www.cairn.info/revue-de-gestion-des-ressources-humaines-2016-4-page-59.ht [...] Permalink : https://cs.iut.univ-tours.fr/index.php?lvl=notice_display&id=236593
in Revue de gestion des ressources humaines / Cairn.info > n° 102 (octobre-novembre-décembre 2016) . - pp. 59-73[article] Building multi-target commitment through work-integrated learning : The roles of proactive socialization behaviours and organizational socialization domains [document électronique] / Antoine Pennaforte ; T. Judene Pretti ; Maureen Drysdale . - 2016 . - pp. 59-73.
Langues : Anglais (eng)
in Revue de gestion des ressources humaines / Cairn.info > n° 102 (octobre-novembre-décembre 2016) . - pp. 59-73
Catégories : G ENSEIGNEMENT - EDUCATION:Systèmes et niveaux d'enseignement:Niveau d'enseignement:Enseignement supérieur Stage following secondary education, regardless of course duration or certificate awarded.; S SCIENCES ET TECHNIQUES:Approche scientifique:Méthode scientifique:ÉvaluationAppraising or judging persons, organizations or things in relation to stated objectives, standards or criteria. Use more specific descriptor where appropriate.Mots-clés : HOCHSCHULWESEN HIGHER EDUCATION ENSENANZA SUPERIOR STUDENT STUDENT ESTUDIANTE ETUDIANT BEZIEHUNG SCHULE-UNTERNEHMEN SCHOOL-ENTERPRISE RELATIONSHIP RELACION ESCUELA-EMPRESA RELATION ECOLE-ENTREPRISE MASSNAHMEN ZUR BESCHAFTGUNG JUGENDLICHER YOUTH EMPLOYMENT SCHEME MEDIDA PARA LOS JOVENES MESURE JEUNE BERUFLICHE SOZIALISATION PROFESSIONAL SOCIALISATION SOCIALIZACION PROFESIONAL SOCIALISATION PROFESSIONNELLE BERUFLICHE INTEGRATION SCHOOL-TO-WORK TRANSITION INSERCION PROFESIONAL INSERTION PROFESSIONNELLE BEWERTUNG EVALUACION BESCHAFTIGUNGSZIEL PERCEPTION OF WORK REPRESENTACION DEL TRABAJO REPRESENTATION DU TRAVAIL VEREINIGTE STAATEN UNITED STATES ESTADOS UNIDOS ETATS UNIS Résumé : This research tested the relationships between 2905 newcomers’ proactive socialization behaviours and two outcomes – organizational socialization domains and unidimensional target-free commitment – in the particular context of short-term contracts prior to graduating. The short-term contracts were four-month work-integrated learning work terms built into a student’s degree requirements. Results from multiple regressions supported the direct relationships between proactive socialization behaviours and two outcomes of organizational socialization domains and unidimensional target-free commitment. In addition, a mediating effect of socialization domains in the relationship between proactive socialization behaviours and commitment (to the team and to the work) was revealed. Findings indicated that even in temporary short-term employment, individuals mastered socialization in organizational domains and developed multiple paths to nurture several links between themselves and their organizations with respect to commitment. The discussion focuses on the theoretical and practical implications of the findings and provides recommendations for future research. (Source : revue) En ligne : http://www.cairn.info/revue-de-gestion-des-ressources-humaines-2016-4-page-59.ht [...] Permalink : https://cs.iut.univ-tours.fr/index.php?lvl=notice_display&id=236593
Titre : One generation may hide another : Generation Y or new socialization tactics ? : Past and Present at ERDF Type de document : document électronique Auteurs : Nathalie Jeannerod – Dumouchel Année de publication : 2016 Article en page(s) : pp. 74-89 Langues : Anglais (eng) Catégories : A HISTOIRE - Pays et ensemble de pays:Histoire de l'Europe:Europe occidentale:France ; F POPULATIONS - ETUDES DE CAS:D SOCIOLOGIE - ETHNOLOGIE - ANTHROPOLOGIE :4.35 Population:Répartition par âge:Groupe d'âge:Adolescence:Jeune Use more specific descriptor.; S SCIENCES ET TECHNIQUES:Approche scientifique:Travail de recherche:Étude de casMots-clés : JUGENDLICHER YOUNG PERSON JOVEN ERZEUGUNG GENERATION GENERACION GENERATION BERUFLICHE SOZIALISATION PROFESSIONAL SOCIALISATION SOCIALIZACION PROFESIONAL SOCIALISATION PROFESSIONNELLE FALLSTUDIE CASE STUDY ESTUDIO DE CASOS ROHSTOFFINDUSTRIE-ENERGIEINDUSTRIE EXTRACTIVE INDUSTRY-ENERGY INDUSTRY INDUSTRIA EXTRACTIVA - ENERGIA INDUSTRIE EXTRACTIVE-ENERGIE SOZIALE IDENTITAT SOCIAL IDENTITY IDENTIDAD SOCIAL IDENTITE SOCIALE PERSONALPOLITIK HR MANAGEMENT PRACTICE PRACTICA DE GESTION DE LOS RECURSOS HUMANOS PRATIQUE DE GRH QUALIFIZIERENDE ARBEIT SKILLING ORGANISATION ORGANIZACION CALIFICANTE ORGANISATION QUALIFIANTE BETRIEBLICHE WEITERBILDUNG CVT IN COMPANY FORMACION PROFESIONAL EN EMPRESA FORMATION PROFESSIONNELLE EN ENTREPRISE ERDF EDF-GDF FRANKREICH FRANCIA Generation Y Résumé : This article is an empirical contribution to the recent theoretical frameworks developed by Joshi et al. (2010, 2011) for studying generations in organizations. The authors argue that the effects of generations are contingent on organizations, and that generations may also exist at an organizational level, though they are usually considered at a societal level. Studying the situation of ERDF (French national company of electricity distribution) which faces a massive generational renewal, we seek to answer two research questions : (1) can we empirically identify organizational generations ? And if so, (2) what does this identification add to the understanding of generations’ challenges in organizations ?
For that, we combine Joshi et al. (2010, 2011) conceptual frameworks on generations and Van Maanen and Schein (1979) organizational socialization tactics in the case study of ERDF. Our results show that over time, a slide from institutionalized to individualized socialization tactics can be related to a new balance in generational identities for newcomers in the company. From there, we are able to identify organizational generations coexisting inside ERDF and propose that this more accurate diagnosis on generations leads to alternative interpretations to generational stereotypes, opening new perspectives for managerial action. (Source : revue)En ligne : http://www.cairn.info/revue-de-gestion-des-ressources-humaines-2016-4-page-74.ht [...] Permalink : https://cs.iut.univ-tours.fr/index.php?lvl=notice_display&id=236630
in Revue de gestion des ressources humaines / Cairn.info > n° 102 (octobre-novembre-décembre 2016) . - pp. 74-89[article] One generation may hide another : Generation Y or new socialization tactics ? : Past and Present at ERDF [document électronique] / Nathalie Jeannerod – Dumouchel . - 2016 . - pp. 74-89.
Langues : Anglais (eng)
in Revue de gestion des ressources humaines / Cairn.info > n° 102 (octobre-novembre-décembre 2016) . - pp. 74-89
Catégories : A HISTOIRE - Pays et ensemble de pays:Histoire de l'Europe:Europe occidentale:France ; F POPULATIONS - ETUDES DE CAS:D SOCIOLOGIE - ETHNOLOGIE - ANTHROPOLOGIE :4.35 Population:Répartition par âge:Groupe d'âge:Adolescence:Jeune Use more specific descriptor.; S SCIENCES ET TECHNIQUES:Approche scientifique:Travail de recherche:Étude de casMots-clés : JUGENDLICHER YOUNG PERSON JOVEN ERZEUGUNG GENERATION GENERACION GENERATION BERUFLICHE SOZIALISATION PROFESSIONAL SOCIALISATION SOCIALIZACION PROFESIONAL SOCIALISATION PROFESSIONNELLE FALLSTUDIE CASE STUDY ESTUDIO DE CASOS ROHSTOFFINDUSTRIE-ENERGIEINDUSTRIE EXTRACTIVE INDUSTRY-ENERGY INDUSTRY INDUSTRIA EXTRACTIVA - ENERGIA INDUSTRIE EXTRACTIVE-ENERGIE SOZIALE IDENTITAT SOCIAL IDENTITY IDENTIDAD SOCIAL IDENTITE SOCIALE PERSONALPOLITIK HR MANAGEMENT PRACTICE PRACTICA DE GESTION DE LOS RECURSOS HUMANOS PRATIQUE DE GRH QUALIFIZIERENDE ARBEIT SKILLING ORGANISATION ORGANIZACION CALIFICANTE ORGANISATION QUALIFIANTE BETRIEBLICHE WEITERBILDUNG CVT IN COMPANY FORMACION PROFESIONAL EN EMPRESA FORMATION PROFESSIONNELLE EN ENTREPRISE ERDF EDF-GDF FRANKREICH FRANCIA Generation Y Résumé : This article is an empirical contribution to the recent theoretical frameworks developed by Joshi et al. (2010, 2011) for studying generations in organizations. The authors argue that the effects of generations are contingent on organizations, and that generations may also exist at an organizational level, though they are usually considered at a societal level. Studying the situation of ERDF (French national company of electricity distribution) which faces a massive generational renewal, we seek to answer two research questions : (1) can we empirically identify organizational generations ? And if so, (2) what does this identification add to the understanding of generations’ challenges in organizations ?
For that, we combine Joshi et al. (2010, 2011) conceptual frameworks on generations and Van Maanen and Schein (1979) organizational socialization tactics in the case study of ERDF. Our results show that over time, a slide from institutionalized to individualized socialization tactics can be related to a new balance in generational identities for newcomers in the company. From there, we are able to identify organizational generations coexisting inside ERDF and propose that this more accurate diagnosis on generations leads to alternative interpretations to generational stereotypes, opening new perspectives for managerial action. (Source : revue)En ligne : http://www.cairn.info/revue-de-gestion-des-ressources-humaines-2016-4-page-74.ht [...] Permalink : https://cs.iut.univ-tours.fr/index.php?lvl=notice_display&id=236630
Titre : The Influence of the Relationship with the Superior on Newcomers’ Organizational Identification and Affective Commitment Type de document : document électronique Auteurs : Elena Essig ; Jocelyne Abraham ; Richard Soparnot Année de publication : 2016 Article en page(s) : pp. 17-41 Langues : Anglais (eng) Catégories : A HISTOIRE - Pays et ensemble de pays:Histoire de l'Europe:Europe occidentale:France ; F POPULATIONS - ETUDES DE CAS:D SOCIOLOGIE - ETHNOLOGIE - ANTHROPOLOGIE :4.10 Psychologie:Comportement Mots-clés : STREITKRAFTE ARMED FORCES EJERCITO ARMEE BERUFLICHE SOZIALISATION PROFESSIONAL SOCIALISATION SOCIALIZACION PROFESIONAL SOCIALISATION PROFESSIONNELLE PERSONALPOLITIK HR MANAGEMENT PRACTICE PRACTICA DE GESTION DE LOS RECURSOS HUMANOS PRATIQUE DE GRH MANAGEMENT MANAGERIAL STAFF MANAGEMENT ENCADREMENT MENSCHLICHE BEZIEHUNG HUMAN RELATIONSHIP RELACION HUMANA RELATION HUMAINE VERHALTEN BEHAVIOUR COMPORTAMIENTO FRANKREICH FRANCIA Résumé : Organizations invest large amounts of money in the socialization process of newcomer employees with the objective of forming desired attitudes and behaviors. However, factors that foster these positive outcomes remain relatively unknown. Even if according to research on organizational socialization, one of those key factors is social support from the superior, to our knowledge there is no empirical evidence concerning the impact of the superior on organizational identification and affective commitment of newcomer employees. Our mixed method study based on 20 interviews and 335 questionnaires, is conducted in a French Air Force training center of young non-commissioned officers. We particularly emphasize the impact of perceived competence of the superior on organizational identification and affective commitment of newcomers. Our study also reveals the absence of a direct relationship between the trustworthiness of the superior and affective commitment of new recruits ; organizational identification acting as mediator between these two variables. Finally, it establishes the existence of a negative relationship between interpersonal justice and organizational identification of newcomer employees. (Source : revue) En ligne : http://www.cairn.info/revue-de-gestion-des-ressources-humaines-2016-4-page-17.ht [...] Permalink : https://cs.iut.univ-tours.fr/index.php?lvl=notice_display&id=236639
in Revue de gestion des ressources humaines / Cairn.info > n° 102 (octobre-novembre-décembre 2016) . - pp. 17-41[article] The Influence of the Relationship with the Superior on Newcomers’ Organizational Identification and Affective Commitment [document électronique] / Elena Essig ; Jocelyne Abraham ; Richard Soparnot . - 2016 . - pp. 17-41.
Langues : Anglais (eng)
in Revue de gestion des ressources humaines / Cairn.info > n° 102 (octobre-novembre-décembre 2016) . - pp. 17-41
Catégories : A HISTOIRE - Pays et ensemble de pays:Histoire de l'Europe:Europe occidentale:France ; F POPULATIONS - ETUDES DE CAS:D SOCIOLOGIE - ETHNOLOGIE - ANTHROPOLOGIE :4.10 Psychologie:Comportement Mots-clés : STREITKRAFTE ARMED FORCES EJERCITO ARMEE BERUFLICHE SOZIALISATION PROFESSIONAL SOCIALISATION SOCIALIZACION PROFESIONAL SOCIALISATION PROFESSIONNELLE PERSONALPOLITIK HR MANAGEMENT PRACTICE PRACTICA DE GESTION DE LOS RECURSOS HUMANOS PRATIQUE DE GRH MANAGEMENT MANAGERIAL STAFF MANAGEMENT ENCADREMENT MENSCHLICHE BEZIEHUNG HUMAN RELATIONSHIP RELACION HUMANA RELATION HUMAINE VERHALTEN BEHAVIOUR COMPORTAMIENTO FRANKREICH FRANCIA Résumé : Organizations invest large amounts of money in the socialization process of newcomer employees with the objective of forming desired attitudes and behaviors. However, factors that foster these positive outcomes remain relatively unknown. Even if according to research on organizational socialization, one of those key factors is social support from the superior, to our knowledge there is no empirical evidence concerning the impact of the superior on organizational identification and affective commitment of newcomer employees. Our mixed method study based on 20 interviews and 335 questionnaires, is conducted in a French Air Force training center of young non-commissioned officers. We particularly emphasize the impact of perceived competence of the superior on organizational identification and affective commitment of newcomers. Our study also reveals the absence of a direct relationship between the trustworthiness of the superior and affective commitment of new recruits ; organizational identification acting as mediator between these two variables. Finally, it establishes the existence of a negative relationship between interpersonal justice and organizational identification of newcomer employees. (Source : revue) En ligne : http://www.cairn.info/revue-de-gestion-des-ressources-humaines-2016-4-page-17.ht [...] Permalink : https://cs.iut.univ-tours.fr/index.php?lvl=notice_display&id=236639
