Work-home interference has been receiving increasing attention in the organizational behaviour literature. It is defined as a form of inter-role conflic t in which the demands of the work role and the demands of the home role are mutually incompatible. Existing research on work interference with home/home interference with work has focused on situational antecedents and attitudinal outcomes, with limited attention paid to gender- and disposition-based predictors, behavioural outcomes, and coping strategies associated with interference. Using a quantitative methodology, this thesis drew upon two separate samples of UK public sector employees, comprising 208 and 226 respondents respectively, to pursue three aims: 1) to examine the roles of gender and of personality in contributing to interference, as well as the potential for characteristics associated with one domain (e.g., home) to influence the degree of interference generated by the opposing domain (e.g., work); 2) to investigate the link between interference and extra-role work behaviours such as organizatio na l citizenship and workplace deviance; and 3) to extend existing knowledge of coping strategies for dealing with work-home interference. Findings indicated that gender moderated the effects of both home- and work-related characteristics on home interference with work, and that dispositional variables were capable of predicting work-home interference above and beyond the effects of situational characteristics. With regard to behavioural outcomes, work-home interference predicted increased workplace deviance amongst employees. Work interference with home was associated with greater employee participation in organizational citizenship behaviours, while the opposite was true for home interference with work. In terms of coping with interference, cognitive reappraisal was identified as the most effective strategy, and gender was found to moderate the effect of certain coping strategies on interference. Contributions of the thesis, major research and practical implications, and future research directions are discussed.

The research evaluates the pattern of change in the field of employee representation in the UK as influenced by the transposition and implementation of the Directive 2002/14/EC establishing a general framework for informing and consulting employees in the European Community and to relate this analysis to the impact of legislation in the field of labour law and industrial relations through the location of managerial and labour practice in implementing and handling the information and consultation arrangements. Theoretically, the thesis draws on the theory of reflexive law (Teubner, 1993; Barnard and Deakin, 2002) and on the capabilities approach (Sen, 1999), which has recently emerged in political economy. Empirically, it combines textual analysis, interviews with key actors, a questionnaire survey of companies and in-depth case studies in a few organizations in the business services and the financial sectors. The research aims to move beyond the traditional socio-legal concepts and methods to incorporate insights from the institutional and political economy frames of analysis commonly deployed in the field of industrial relations, and from its tradition of empirical enquiry rooted in field-based qualitative research methods. In diverging from existing UK social norms and conventions a new role for the two sides of industry, CBI and TUC, was created that assisted in the development of the national legislation transposing the directive and led to a re-conceptualization of the EU-level norms, as stipulated by the directive, concerning information and consultation of employees. Whilst the introduction of national legislation drove to some extent the spread of voluntary arrangements, albeit at the instigation of management, there was not much evidence that the 'standard provisions' of the UK Regulations promoted institutional experimentation or to a new framework for a process of learning, participation and capabilities for voice. This was down to the nature of the legal obligations, the efficacy of the enforcement mechanisms and the degree to which extra-legal resources, mainly trade union organization, were utilized.

La présente thèse est un essai de compréhension de la transgression récurrente du cadre de « bonne gouvernance », imposé par la Banque Mondiale, face au constat des mauvais résultats des entreprises publiques béninoises (ancien Dahomey). Elle tente donc de répondre à une question : pourquoi les mécanismes, procédures et règles établis sont-ils en permanence transgressés dans le secteur public ? Répondre à cette question permet de saisir les causes de l’éloignement des entreprises de la performance mobilisée, dans ce contexte, sous le prisme de l’efficacité socio-économique, de la satisfaction des clients-usagers et de la rationalisation des ressources. Cette recherche se fonde sur l’idée que les méthodes de gestion doivent s’inscrire dans le cadre socioculturel et mobilise la notion de clan comme servant de base à la formation du contrat psychologique des fournisseurs et des employés des entreprises publiques dans les commandes publiques d’une part et les relations d’emploi d’autre part. Ce contrat psychologique favorise les transgressions du cadre de « bonne gouvernance ». Il a été question d’explorer, à la SBEE et au CNCB, si les logiques claniques fondent ou non les contrats psychologiques, propices aux transgressions, ce qui éloigne ces entreprises de la performance. Des interviews conduites auprès des parties prenantes des achats publics (fournisseurs, organes de passation internes à l’entreprise) et de l’emploi (personnels, dirigeants), de l’exploitation des documents collectés et de la narration des faits observés, il ressort que l’entreprise publique est perçue comme un clan. Aussi, cohabitent les clans politique, ethnique et familial de même que le « paternalisme adoptif » dont les logiques d’action comportent les transgressions entraînant la mauvaise utilisation des ressources publiques et l’insatisfaction des clients-usagers. Toutefois, le phénomène du clan n’est pas exclusif. La perception des entreprises publiques par les différents acteurs de même que la bonne foi de gens, désireux d’apporter leur expertise en vue de sortir du chômage, sont aussi parfois la base des contrats psychologiques. Il arrive, en général, que le contrat psychologique fasse l’objet de rupture, ce qui est à l’origine de grandes déceptions. Cette situation peut ne pas être définitive. A force de lutte, d’espoir ou à l’avènement d’un nouveau directeur, leurs anciennes attentes/promesses peuvent être restaurées, ce qui correspond à une reprise du contrat psychologique. La performance des entreprises publiques est, en premier lieu, clanique en sus de la recherche de la satisfaction de besoins physiologiques par du travail honnête, ce que l’environnement peut corrompre. L’éloignement des entreprises publiques de la performance est donc favorisé par un ensemble de facteurs convergents dont le clan, la représentation de l’entreprise comme « une manne à se distribuer » puis la recherche de la sécurité d’emploi dans un contexte marqué par le chômage. Quelles sont les solutions aux transgressions ? - En premier lieu, le recul effectif du pouvoir politique des entreprises publiques par l’intégration des administrateurs extérieurs, bien que ne participant pas au capital est une solution. - Permettre au conseil d’administration de jouer son plein rôle. - Il est impossible d’exclure les clans et leurs logiques. Toutefois, ils ne devraient pas exister au détriment des intérêts de la collectivité nationale. Ainsi, est-il utile de remettre le travail, l’équité la contribution individuelle et collective au cœur de l’éducation nationale. - Les règles d’organisation existantes pourraient être évaluées, de nouvelles règles élaborées suivant le principe de l’« inclusiveness » puis mises en œuvre. - Assurer leur bonne diffusion/internalisation et la surveillance collective de leur mise en œuvre. - Les objectifs communs de performance devront être définis et atteints ensembles. / This thesis is an understanding of the recurring transgression of testing the framework of "good governance" imposed by the World Bank, opposite the finding of bad results Beninese public enterprises (former Dahomey). So it tries to answer a question: why are the mechanisms established, procedures and rules constantly violated in the public sector? Answering this question captures the causes of the remoteness of used performance businesses, in this context, from the perspective of socio-economic efficiency, user-customers satisfaction and good use of resources. This research is based on the idea that management practices must be part of the socio-cultural context and mobilizes the notion of clan as providing the basis for the formation of the suppliers and employees psychological contract of public companies in public procurement on the one hand, and employment relationships on the other. This promotes the context of transgressions of "good governance". There has been talk of exploring, SBEE and CNCB, if the clan logic based or not psychological contracts, prone transgressions, what separates these companies from performance.From Interviews conducted with stakeholders in public procurement (suppliers, internal organs award to the company) and employment relations (personal, leaders), operation of the documents collected within companies and narration of observed facts, it appears that the public company is represented as a clan. Also coexist political, ethnic and family clans as the "adoptive paternalism" whose action logics include transgressions involving the misuse of public resources and the dissatisfaction of the users-customers. However, the clan is not exclusive. The perception of public enterprises by the various stakeholders as well as the good faith of people, eager to bring their expertise to get out of unemployment, determine the psychological contracts. It happens, in general, that the psychological contract is subject to rupture, which is the source of great disappointment. This may not be definitive. With a fight of strength, hope or the advent of a new director, their former expectations / promises can be restored, corresponding to a recovery of the psychological contract. The performance of public enterprises is first of all, clanic. But, looking for the satisfaction of physiological needs by honest work is poorly exploited. The remoteness of public enterprises performance is enhanced by a set of converging factors including the clan, company representation as "a godsend to distribute" then search for job security in an unemployment context and particularly the fear of unemployment. On the factors listed above, what are the solutions to the transgressions? - First, the decline of the state of governance of public enterprises through the integration of outside directors, although not participating in their capital. - It is impossible to exclude the clan logic. However, the organizational rules must be implemented and the common goals of performance must be set and achieved together. - Develop the new rules on the principle of inclusiveness, ensure their proper dissemination / internalization and collective monitoring of their implementation. - Focus on work values and contribution to the nation. As perspective, research on the performance of public enterprises is based on the reality of the clan and representations help to better define the objectives to make them feasible.