Il est question dans la présente recherche d'explorer la réalité de l'engagement organisationnel des enseignants universitaires dans un contexte d'expatriation. Nous avons fait appel à une approche qualitative, au cours de laquelle des entretiens semi-directifs ont été menés auprès de 45 enseignants universitaires de différentes nationalités et se sont expatriés dans plusieurs pays. L’engagement organisationnel des enseignants expatriés se construit selon un processus dynamique qui change et évolue dans le temps et selon le contexte externe (marché international des académiques, motivations d'expatriation, adaptation et personnalité de l'expatrié) et le contexte interne (la bureaucratie, la participation à la prise de décision, les conditions de travail et de la recherche, l'inégalité entre les enseignants locaux et expatriés et le climat social de l'université). Ainsi, la plupart des enseignants universitaires expatriés interviewés intègrent l’université avec des attentes et des motivations qui régulent leurs attitudes vis-à-vis de l’organisation. Les motivations sont singulièrement rattachées à la carrière et la recherche académique, l'attraction salariale, la fuite du pays, le changement, l'amélioration de la qualité de vie et le désir d'aventure. Ces motivations développent chez eux certaines attitudes vis-à-vis de la nouvelle organisation. Toutefois, ces attitudes sont des perceptions générales de l’engagement qui ont été influencées par les valeurs, les attentes et les croyances personnelles. / This research was undertaken to explore the reality of organizational commitment of expatriate academics. Using a qualitative approach, semi-structured interviews were conducted with 45 expatriate university professors of different nationalities in many countries. The results of the research have shown that organizational commitment of expatriate academics is built on a dynamic process that changes and evolves over time, depending on the external context (international academics’ market, motivations of expatriation, adaptation, and expatriate’s personality) and the internal context (bureaucracy, participation in decision making, working conditions and scientific research, inequality between local and expatriate teachers and the social environment of the university).Most expatriate university teachers interviewed start their career at the host university with expectations and motivations that shape and affect their attitudes towards the organization. Motivations are particularly related to career attraction, academic research, the unfavorable circumstances in the country of origin, the life change, the quality of life, and the desire for adventure. These motivations are reflected in their attitudes towards the new organization. However, these attitudes are generic perceptions of engagement that have been influenced by values, expectations and personal beliefs. They will, therefore, be developed according to a communication process with the various stakeholders of the new work environment and will be transformed into a commitment to the university. Research has suggested a number of measures to develop the motivation and commitment of expatriate academics.

Développer une utilisation efficace des Systèmes d’Information (SI) de santé devient un impératif pour le secteur des soins de longue durée qui fait face à des enjeux de qualité et de productivité dans un contexte sous tension, lié au vieillissement de la population Européenne. Malgré l’intérêt croissant pour la phase de post-adoption des systèmes d’information, celle-ci reste largement inexplorée. Partant de ce constat, cette thèse se concentre sur les utilisations exploitantes et exploratoire des SI dans le secteur de la santé, deux utilisations considérées comme clé dans la phase de post-adoption et visant à obtenir des bénéfices du SI et à accroitre sa performance. Un premier essai définit et restructure notre compréhension des utilisations exploitantes et exploratoires, leurs antécédents et impacts sur la performance des utilisateurs. Les essais suivants analysent les dynamiques liants ces deux types d’utilisations dans le secteur des soins de longue durée et le rôle de l’environnement et plus particulièrement du stress lié à la technologie sur ces dernières. Les résultats mettent en évidence l’importance d’étudier conjointement les utilisations exploitante et exploratoire. Ils montrent la façon dont les utilisateurs alternent entre ces deux utilisations ainsi que la façon dont les contraintes liées à l’environnement tendent à enfermer les utilisateurs dans un usage exploitant. Cependant ils révèlent également que des solutions existent pour sortir de cette trappe d’exploitation. Enfin, ils soulignent le rôle ambivalent du SI lui-même, et plus particulièrement du stress lié à la technologie sur l’utilisation exploitante et exploratoire du logiciel de soin. / Developing Health Information Systems (HIS) effective use becomes an imperative for the long-term health care sector, which is facing quality and productivity concerns, in a context under pressure, linked to European population ageing. Despite growing interest for the Information Systems’ (IS) post-adoption stage, this one stills largely unexplored compared to the implementation and adoption stages. Tackling this issue, this dissertation focuses on IS exploitative and exploratory uses in the healthcare sector, two kind of uses considered as key to reach benefits from IS and increase performance in the post-adoption stage. A first essay defines and conceptualizes our understanding of exploitative and exploratory uses, their antecedents and outcomes on users’ performance. Following essays analyze the dynamics behind these two use behaviors in the long term health care sector, as well as the role of the environment, and of the stress related to the technology, on these former. Results highlight the importance of studying exploitative and exploratory uses together. Thus, our findings show the way in which users switch between these two use behaviors as well as the way in which constraints related to the environment tend to lock users in exploitative use. Nevertheless, these findings also unveil solutions to get out of this exploitation trap. Finally, they highlight the ambivalent role of the system itself, and more specifically of the stress related to the technology on HIS exploitative and exploratory uses.

The adoption of performance-related pay schemes is part of the wider market-type reforms occurring in public services today. However, this ‘managerial revolution’ has prompted an academic debate for and against these practices. The main questions raised revolve around the novelty, objectivity and compatibility of such practices to which this study responds. The thesis argues that the value of an incentive scheme policy is a function of the organisational environment, objectivity of performance measurement processes and perceived equity of the installed scheme. The research uses data from in-depth interviews, questionnaires, and desk research based on a case study of performance-related pay schemes in UK local authorities. The evidence indicates a strong support at policy level for the use of market-type managerial reforms, but less support on the ground for the performance-pay thesis. There are difficulties encountered in the setting, measuring and rewarding qualitative performance of intangible targets such as intellectual capital. The evidence perceives PRP schemes to be vulnerable to failure as they are installed as ‘off-the-shelf’ ‘stand-alone’ rather than organization-specific motivational devices. The study looks at the ‘new’ role of management accounting systems in meeting ‘performance information needs’ of public sector managers as a potential area for further research.

The main aim of this study was to investigate the implementation of the performance management system in the Ministry of Foreign Affairs and International Co-operation of the Botswana public service and to identify the factors that facilitated and hindered the successful implementation of the programme. This study used a mixed methods research design which combines both qualitative and quantitative research design. The study used the model of social programmes, which is a holistic and comprehensive analytical framework that is used to study the implementation of social intervention programmes. Research data was obtained using a triangulation of research methods (case study, evaluation research and survey method) and data sources (literature review, document analysis, self-administered questionnaires and follow-up personal interviews). A sample of 90 respondents was selected using the purposive sampling strategy. The study found that the implementation of the performance management system in the Ministry of Foreign Affairs and International Co-operation was problematic because of unclear and ambiguous foreign policy goals and objectives; lack of broad-based support and critical mass of champions of the performance management system; use of command-and-control management model rather than empowerment and the adaptation model; inadequate human and institutional capacities; ineffective supporting systems of the performance management system; weak accountability and responsibility mechanisms; weak intra-ministerial and inter-ministerial communication, co-operation, collaboration and co-ordination; inadequate information and communications technology infrastructure and unfavourable international environment. This study contributed to the existing literature by investigating the implementation of the performance management system in the global environment from a public service perspective rather than a private sector perspective, which relies on the experiences of multinational companies. The study findings provide some invaluable insights that may improve the implementation of the performance management system in the Ministry of Foreign Affairs and International Co-operation of the Botswana public service by proposing recommendations to the identified problems. The recommendations include: setting clear and specific foreign policy objectives; creating a critical mass of champions of the performance management system; strengthening human and institutional capacities; promoting effective implementation and use of supporting systems of the performance management system; strengthening accountability and responsibility mechanisms; strengthening intra-ministerial and inter-ministerial communication, co-operation, collaboration, and co-ordination; strengthening decentralisation and empowerment principles and upgrading information and communications technology infrastructure. / Public Administration and Management / DPA

The main aim of this study was to investigate the implementation of the performance management system in the Ministry of Foreign Affairs and International Co-operation of the Botswana public service and to identify the factors that facilitated and hindered the successful implementation of the programme. This study used a mixed methods research design which combines both qualitative and quantitative research design. The study used the model of social programmes, which is a holistic and comprehensive analytical framework that is used to study the implementation of social intervention programmes. Research data was obtained using a triangulation of research methods (case study, evaluation research and survey method) and data sources (literature review, document analysis, self-administered questionnaires and follow-up personal interviews). A sample of 90 respondents was selected using the purposive sampling strategy. The study found that the implementation of the performance management system in the Ministry of Foreign Affairs and International Co-operation was problematic because of unclear and ambiguous foreign policy goals and objectives; lack of broad-based support and critical mass of champions of the performance management system; use of command-and-control management model rather than empowerment and the adaptation model; inadequate human and institutional capacities; ineffective supporting systems of the performance management system; weak accountability and responsibility mechanisms; weak intra-ministerial and inter-ministerial communication, co-operation, collaboration and co-ordination; inadequate information and communications technology infrastructure and unfavourable international environment. This study contributed to the existing literature by investigating the implementation of the performance management system in the global environment from a public service perspective rather than a private sector perspective, which relies on the experiences of multinational companies. The study findings provide some invaluable insights that may improve the implementation of the performance management system in the Ministry of Foreign Affairs and International Co-operation of the Botswana public service by proposing recommendations to the identified problems. The recommendations include: setting clear and specific foreign policy objectives; creating a critical mass of champions of the performance management system; strengthening human and institutional capacities; promoting effective implementation and use of supporting systems of the performance management system; strengthening accountability and responsibility mechanisms; strengthening intra-ministerial and inter-ministerial communication, co-operation, collaboration, and co-ordination; strengthening decentralisation and empowerment principles and upgrading information and communications technology infrastructure. / Public Administration and Management / DPA