L’objectif de cette thèse est de comprendre l’influence de l’équité sur la fidélité des cadres du secteur de la téléphonie mobile en Côte d’Ivoire. En nous appuyant sur la revue de la littérature, nous avons construit un modèle de recherche et formulé des hypothèses.Les données collectées auprès de 111 salariés cadres ont été analysées en suivant une approche plutôt quantitative. Les principaux résultats obtenus mettent en évidence que l’équité a une influence sur la fidélité des cadres. Mais cette relation entre ces deux variables est essentiellement indirecte. Cela suppose que certains facteurs importants, en l’occurrence la satisfaction des salariés, jouent un rôle majeur sur la fidélité des salariés. Enfin, la relation entre l’équité et la fidélité est fortement modérée par des paramètres personnels, principalement celui relatif à l’âge des salariés. / The intent of this thesis is to understand the influence of equity on the executives’ loyalty, especially those working in the mobile phone industry in Ivory Coast. Relying on literature review, we built a research model and came up with hypotheses.Data collected from 111 salaried managers have been quantitatively analyzed. The principal results exhibit the impact of equity on managers’ loyalty. However, the relationship between those two variables is essentially indirect. These imply that other relevant factors, in this case the satisfaction of the wage-earner, significantly impact the loyalty of the salaried managers. Finally, the relationship between equity and loyalty is strongly moderated by personal parameters, mainly the one related to the age of employees.

No description available.

The thesis extends previous research (Pitts, 2009; Nishii and Özbilgin, 2007; Ng and Burke, 2005; Ely and Thomas, 2001; Cox, 1993; Cox and Blake, 1991) on diversity management, and the perception of employees of its effective implementation. It does so firstly by quantitatively and qualitatively analysing the organisational culture of a private institution, and secondly by proposing a model that underlines the relationship between diversity management and employees’ understanding of the organisational culture. The purpose of this research is to investigate the business case for cultural diversity in an organisation in Cyprus. It aims to contextualise issues around diversity within the current peculiar politico-economic environment, and identify the drivers as well as barriers to diversity in the company. The business case has been used to rationalise the introduction of diversity management initiatives (Johns, Green and Powell, 2012); here, the research examines the situation in a specific organisation and attempts to link diversity policies to the perceptions of employees of organisational culture and effective diversity management. The focus for the research was as follows: What does the literature say about the management of cultural diversity? What are the drivers towards the management of cultural diversity in the organisation? What are the barriers and resisting forces to the management of cultural diversity at the organisation? How can cultural diversity be managed at the organisation? More specifically, I focus on the connection between diversity, employees’ perceptions of their organisation, and their sense of organisational culture and leadership. As revealed by the research, the organisation has not established any form of diversity management policy; however, the human resources model toward human commitment that has been developed causes employees to feel that they are treated with respect, are encouraged to freely speak their opinion, and as a result cohesion and morale are enhanced. Though the organisation has established an organisational culture that promotes synergy and collaboration, still the absence of a formal diversity management policy makes the culture vulnerable to misunderstandings and misinterpretations. If the company goes for the option of not establishing a comprehensive policy of diversity, then it will be incapable of fulfilling core benefits such as creativity, increased morale and better marketing of different obligations to the public, including the protection, restoration and improvement of public health.

Cette thèse traite de l’influence de l’horizon d’investissement des actionnaires sur les décisions des entreprises et sur leur performance. Elle est composée de quatre articles. Le premier article effectue une revue de la littérature et identifie des lacunes que les trois autres articles empiriques cherchent à combler. Le second article est consacré à l’effet de l’horizon d’investissement des actionnaires sur la satisfaction des employés. La satisfaction des employés est un actif intangible qui, bien que créateur de valeur sur le long-terme, est mal valorisé par le marché à court-terme. Pour cette raison, les investisseurs de long-terme et de court-terme pourraient ne pas avoir le même intérêt à ce que les entreprises dans lesquelles ils investissent satisfassent leurs employés. L’article documente un effet positif des investisseurs de long-terme sur la satisfaction des employés et établit la causalité de différentes façons. Ce résultat indique que la structure de l’actionnariat est un déterminant important de mise en place de politiques RSE créatrices de valeur à long-terme. Le troisième article étudie l’impact de l’horizon d’investissement des actionnaires sur la performance des banques pendant la crise. Les résultats de l’analyse empirique montrent qu’une plus grande présence d’actionnaires de court-terme est associée à une plus forte chute du cours de bourse pendant la crise. Cette association s’explique partiellement par une prise de risques plus grande, avant crise, des banques dans lesquelles les actionnaires de court-terme étaient plus présents. Elle s’explique également par le comportement des actionnaires de court-terme pendant la crise. Ces derniers ont vendu massivement leurs actions, générant une pression à la vente plus forte des actions des banques par l’ensemble des investisseurs institutionnels. Ces résultats ont une implication pour la réglementation des fonds propres bancaires, ils suggèrent que l’effet protecteur des fonds propres pour les banques varie en fonction de l’horizon d’investissement des détenteurs de ces fonds. Le dernier article se concentre sur l’effet disciplinaire des investisseurs de long-terme. Il montre que l’effet disciplinaire des investisseurs de long-terme sur le surinvestissement d’une entreprise dépend de la durée pendant laquelle ces investisseurs ont effectivement détenu les actions de l’entreprise. Les résultats de l’analyse empirique soutiennent l’idée que, pour constituer une base actionnariale qui génère plus de valeur, attirer des investisseurs de long-terme n’est pas suffisant, les entreprises devraient également inciter leurs actionnaires à détenir leurs actions plus longtemps. / No English summary available.

Pas de résumé / No summary

Die vorliegende Arbeit leistet einen Beitrag zur Überführung der Vision hierarchieloser Produktionsnetze in die betriebliche Praxis. Dazu wurden speziell für den Problembereich der Arbeitsplanung Untersuchungen durchgeführt, damit auf der Grundlage von speziell erarbeiteten Konzepten, Methoden und Systematiken ein effizientes Funktionieren dieser innovativen Organisationsform für kooperierende KMU ermöglicht wird. Im Resultat er-weisen sich hierarchielose Produktionsnetze aus Sicht der Arbeitsplanung als eine geeigne-te Vernetzungsform, um die in der Ausgangssituation beschrieben existierenden Defizite in der betrachteten Unternehmenskategorie zu minimieren.

John E. Ward. / M.I.T. Project DSR 82300. Research supported by Lincoln Center for the Performing Arts.

Thomas J. Allen and Valentine Reilly. / Bibliography: leaf 21.

The research problem was to ascertain the effect of providing financial information to employees. After reviewing the different literatures concerned with financial information, industrial democracy, influence, power and social psychology, a model of the various types of financial information and contexts for its presentation was constructed. The model posited that over time an employee. with suitable opportunities for Involvement in decisions and training to understand the financial information, would desire to become involved at a higher level in the organisation with its concomitant increase in financial Information. As the intention was to find out what employees made of financial Information. It was considered logical to investigate their construing of the Information. This together with the difficulties of making the model operational and testable lead to an approach involving the psychology of personal constructs thus reformulating the problem in terms of personal constructs. Previous research was of orthodox experimental design and took an organizational or social view and rarely the view of the individual. Longitudinal field studies were conducted in three different organisations. These field studies were not orthodox in design for the approach was to focus on the individual and it was considered. In the main, more appropriate to use an idiographic analysis rather than the straight-jacket of orthodox (nomothetic) experimental design. It was found that the construing of employees generally altered after financial Information had been provided. The alterations were more profound in situations where some training relating to financial Information was provided. There are that in suitable conditions, employees do begin to understand the financial Information which becomes more Integrated into the construing of employees, simultaneously some employees construe more power, actual and desired influence, and wanted more financial Information. Future research could well pursue this rich area with studies of larger numbers in similar situations receiving more comprehensive training.

Dynamic capabilities have been widely discussed in the academic literature for over twenty years. Yet there remains a lack of consensus or conceptual clarity on a common definition. The priority for researchers is therefore to pursue further theoretical development of the concept. In addition, most empirical research to date has been based on quantitative research. Qualitative, granular treatment of the topic has been encouraged (see p.44). Accordingly, in this thesis, the data from the main study was collected from in-depth interviews with change consultants, and the emerging theory was tested in a follow-up study using further interviews with case study participants. The data from both studies was analysed using a grounded theory approach. The emergent and flexible nature of grounded theory complements the use of semi-structured interview questions, because both grounded theory and semi-structured interviews facilitate the drilling down into, and the microscopic exploration of, those data which are of greatest interest. I identify a phenomenon in the primary data from the main study, which I call ‘orchestrated stakeholder dialogue’– the purposeful orchestration of dialogue amongst the organisation’s stakeholders. Some empirical examples of this phenomenon are presented. The follow-up study further examines the phenomenon of orchestrated stakeholder dialogue in order to explore: 1) the relationship of this phenomenon to dynamic capability theory; 2) the context of the phenomenon; 3) how it is deployed; and 4) its potential for securing sustainable competitive advantage. The thesis uses an instrumental reading of stakeholder theory in order better to depict and locate orchestrated stakeholder dialogue in relation to the organisation’s traditional boundaries. I conclude that the phenomenon of orchestrated stakeholder dialogue is a foundational, underlying component of the dynamic capabilities concept, which underpins all dynamic capabilities. The identification of orchestrated stakeholder dialogue represents a significant step in developing a conceptual theory of dynamic capability in which dialogue is a consistent component. Further research could build on this advance in dynamic capabilities theory. The detailed depiction of orchestrated stakeholder dialogue in the thesis also represents a significant empirical contribution for strategy as practice. The thesis offers two steps towards advancing the practical value of the concept of dynamic capabilities to practitioners: (i) the organisation is encouraged to use dialogue to map more fully the sources of value derived by particular stakeholders from their relationship with the organisation and its capability; and (ii) where possible, organisations must reconceive and reconfigure the relationships with stakeholders in order to accommodate and harness heterogeneous perceptions of value.