This PhD Study explored the practical development of self-care at work. The study enabled an understanding of self-care at work as a phenomena, and enabled the practitioners involved to free themselves from ideological and other chains holding them back from developing their own self-care at work, to such a point that in the end, they realised ‘I matter’ at work, and that self-care at work matters. The findings show that it is not normal for there to be a focus on ‘me’ and consider self truly during the working day, and that many people see clients, colleagues or their boss as ‘king’ consistently putting them first before considering self. The findings also show if we do not self-care at work, and, we keep working when we are feeling under ‘par’ it is uncomfortable for us to work in this way, and the quality of the services we offer can suffer. In the implications for practice, this PhD study offers a simple conceptual framework for developing self-care at work, with a series of sequential stages and inter-connected prompts. It also offers a self observational reflective prompt to support those who choose to deepen their level of self observation, and self awareness. Self-Care at work comes in a number of guises, no one size fits all. Periods of self observation, and trying new ways of caring for self at work enables individuals to develop their own unique self-care at work approach. Self-Care at work includes not only traditionally cited aspects in workplace well-being such as exercise and nutrition, it also includes preparing and planning for work, maintaining perspective, learning to say ‘no’, and, the willingness to make self-care at work an ongoing self inquiry process, using self observation, and reflective moments. With simple yet profound effects, using the physical body as a barometer on a daily basis, guiding what works and what doesn’t work is fundamental to developing and deepening self-care at work. A profound impact of this study for practitioners is that in committing to making self-care at work a living inquiry and, breaking out of patterns or ideals getting in the way of self-care at work, self confidence can deepen, as can a deeper sense of self worth. Equally, developing self-care at work made a difference to the quality of services practitioners offered. Realising ‘I matter at work’ and that self-care at work matters whilst simple, and a ‘no brainer’ is profound, and deeply emancipating.

The overall aim of this research is to further understanding of the criterion-side of individual workplace performance, and its conceptualisation and operationalisation, as this has been rather neglected by scholars in comparison to the prolifically researched predictor-side. This, is argued, has led to a problematic situation - it is not possible to fully comprehend, let alone predict performance without understanding how the construct is defined, conceptualised and measured in the first place. Three consecutive studies were conducted. First, the extant evidence base pertaining to performance was examined using systematic review methodology. Results indicated that widely cited performance models have not been sufficiently supported by evidence and/or do not adequately accommodate more recent findings, pointing to a need for further research to model individual workplace performance. The second study proposed a multidimensional behavioural performance model that has applicability across occupations. From repertory grid interviews (N = 25) to elicit individuals' understanding of critical components underlying performance - a total of 317 constructs -, a generic model featuring eleven categories, 57 subcategories and an overarching overall performance factor was developed. Next, using a newly designed online multirater performance measure, in study 3 I set out to test the model's applicability in a broader population of working adults. Based on results from an initial pilot phase (N = 164), I asserted that the model fits the collected data relatively well; whilst analyses suggested reducing the number of categories to six, the content and performance areas covered remained much the same. Findings from a subsequent main phase (N = 206), which utilised also two existing performance instruments for construct validation purposes, provided further support for the model and measure. In summary, this research contributes to the extant body of knowledge of performance by integrating perspectives from past research with insights gained here to provide a comprehensive, holistic understanding of the criterion-side, resulting in a new, validated, evidence-based model that can be used alongside an associated measure to inform scholarly efforts and practical applications (e.g. performance appraisal) alike. Future research can take several directions, such as how to apply the new model to other organisational levels or other cultural contexts.

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On considère depuis longtemps la formation comme un puissant levier permettant de développer les compétences du personnel et, donc, d’améliorer la performance organisationnelle. En France, elle représente annuellement une dépense de 26 milliards d’euros, répartie entre les acteurs publics et privés, un coût important qui incite certains acteurs à parler d’« investissement-formation ». Pourtant, l’évaluation de sa réelle efficacité et de son hypothétique rentabilité (en tant qu’investissement) demeure un vieux débat, un mystère non résolu, certains le qualifiant de « serpent de mer de la formation ». Cependant, les multiples enjeux et défis auxquels est censée répondre la formation, au moins en partie, posent à nouveau la question de son évaluation et la nécessité d’apporter des réponses pragmatiques, rigoureusement ancrées dans des développements théoriques solides. Cette recherche doctorale se veut une contribution à l’étude du lien entre formation et performance en s’appuyant sur une méthode qualitative testée au sein d’un nombre restreint de PME/PMI françaises. Nous verrons que les modèles théoriques d’évaluation de la formation développés antérieurement se focalisent majoritairement sur les actions et programmes de formation, au détriment des politiques et systèmes de formation. Ce manque théorique nous amènera à formuler une problématique de recherche posant la question de l’évaluation des systèmes de formation. La thèse vise ainsi à construire un modèle théorique d’évaluation des systèmes de formation, modèle construit à partir d’une revue de littérature relativement exhaustive etvalidé par l’étude approfondie et contextualisée de trois systèmes de formation. Cette recherche nous permettra de préciser le concept de« performance » du système de formation en identifiant ses résultats possibles. Egalement, nous identifierons différents facteurs organisationnels pouvant être des catalyseurs ou des barrières à cette performance. / Training has been for many years regarded as an important lever for the development of staff skills and thus, for the improvement of organizational performance. In France, it represents an annual expenditure of 26 billion euros, supported by public and private sectors, a major cost that encourages some actors to talk about « investment in training ». However, the evaluation of its real effectiveness and of its hypothetical profitability (as investment) remains an old debate, an unsolved mystery, some even calling it the « sea serpent of training ». However, the many issues and challenges that training is expected to meet, at least in part, again raise the question of its evaluation and the need to provide pragmatic answers, rigorously grounded in solid theoretical developments. This doctoral research is thus a contribution to the study of the link between training and performance using a qualitative method, in a small number of French SMBs. We will see that the theoretical models of training evaluation developed earlier mainly focus on training actions and programs, to the detriment of training policies and systems. This theoretical weakness leads us to formulate a research problem posing the question of training systems evaluation. The thesis aims to build a theoretical model for evaluating training systems, model built from a relatively comprehensive literature review and validated by the thorough and contextualized study of three training systems. This research will allow us to clarify the concept of « performance » of the training system by identifying its possible outcomes. Also, we will identify several organizational factors that can be catalysts or barriers to this performance.

L’expansion des affaires à l’échelle internationale dans le monde,ainsi que l’internationalisation, constituent une phase qui n’est ni facile ni simple. Cette phase exige de faire appel à la main d’œuvre étrangère pour accomplir cette mission, ce qui permet de donner naissance au phénomène de l’expatriation. L’employé expatrié qui décide de quitter son pays d’origine pour aller travailler ailleurs, projette de réussir sa mission d’expatriation, mais la différence culturelle qui peut exister entre la culture de son pays natal et celle du pays d’accueil représente un obstacle relatif pouvant empêcher son intégration d’une part et suspendre le projet de l’internationalisation de l’entreprise multinationale d’autre part. Notre recherche proposera une nouvelle vision différente de la vision traditionnelle qui accuse la culture d’être la seule variable décisive dans la détermination de la réussite ou de l’échec de l’expérience de l’expatriation. Nous nous permettrons d’analyser d’une façon plus large et précise les différents autres facteurs, à part la culture, qui entrent en jeu dans cette expérience. Le but de notre thèse est d’analyser de près les expériences réelles vécues par des employés expatriés par leur propre volonté, et travaillant au Qatar afin de pouvoir dégager des conclusions, des remarques, des analyses, des interprétations et des recommandations qui nous permettront par la suite d’ajouter de nouveaux apports aux études de marketing international, devant la pénurie des études qui traitent la situation des employés expatriés travaillant au pays du Golfe. En effet, les variables telles que l’environnement relationnel interculturel qui se composent de plusieurs autres sous variables, ainsi que l’engagement organisationnel, peuvent nous éclairer aussi bien théoriquement qu’empiriquement sur les interactions avec la variable culture dans le but de déterminer la qualité de service perçue que l’entreprise essaie d’assurer et d’améliorer, ainsi que la qualité de vie au travail que l’employé expatrié rêve de trouver pour mieux arriver à s’intégrer dans son nouvel environnement interculturel et d’assurer un meilleur rendement par la suite. / The expansion of international business around the world, as well as internationalization, is a phase that is neither easy nor simple. This phase requires the use of foreign labour to carry out this mission, which makes it possible to create the phenomenon of expatriation. The expatriate employee who decides to leave his country of origin to work elsewhere plans to succeed in his expatriation mission, but the cultural difference that may exist between the culture of his native country and that of the host country represents a relative obstacle that may prevent his integration on the one hand and suspend the multinational company's internationalization project on the other hand. Our research will propose a new vision different from the traditional one that accuses culture of being the only decisive variable in determining the success or failure of the expatriation experience. We will take the liberty of analysing in a broader and more precise way the various other factors, apart from culture, that come into play in this experience. The purpose of our thesis is to closely analyze the real experiences of expatriate employees working in Qatar on their own initiative in order to draw conclusions, remarks, analyses, interpretations and recommendations that will allow us to add new contributions to international marketing studies in the future, given the shortage of studies that address the situation of expatriate employees working in the Gulf country. Indeed, variables such as the intercultural relational environment, which consists of several other sub-variables, as well as organizational engagement, can shed light both theoretically and empirically on interactions with the culture variable in order to determine the perceived quality of service that the company is trying to provide and improve, as well as the quality of work life that the expatriate employee dreams of finding to better integrate into his new intercultural environment and to ensure better performance afterwards.

The thesis presents a study of the process of transfer of management development (MD) practices within multinational companies (MNCs). The study examines the influence of context on the nature of MD processes in MNCs. It considers the influence of institutional context on the ways in which MD practices are transferred and received in MNCs, and identifies further factors shaping MD practices and their transfer process in MNCs. The findings challenge the notion that the transfer and structuring of MD around a system, which aims at the development of a homogeneous management cadre, is possible. The research focuses on the transfer of four MD practices - recruitment, training and development, career management, and rewards and appraisal from two British-based MNCs operating in the fast moving consumer goods sector to their Russian subsidiaries. The study involves qualitative comparative research into the behaviour of managers. The research identifies and analyses the MD models and MD practices being transferred to the subsidiaries and the influence of the institutional context on the structuring of MD practices. Longitudinal research of the Russian subsidiaries' internal dynamics following the transfer of management and MD practices from the parent company analyses the process of transfer and considers the ways in which practices transferred are received, resisted, misunderstood, and sustained in the subsidiaries. The thesis highlights the contextual embeddedness of MD processes and practices, and shows how MD practices in MNCs are structured by their national context. The research identifies how MD practices are also influenced by the business environment and the industrial sector, the history of the company, its organisational culture, and the management philosophy and organisation. The influence of the host country national context on the ways in which the transferred MD practices are received in the Russian subsidiaries is examined and the particular difficulty of transferring training and development and career management strategies is identified. Processes found to facilitate the transfer of practices include those that provide interpretations and create meaning surrounding the practices transferred. The thesis argues that work practices are more than just a series of separate techniques and that they also involve processes related to establishing relations and creating meaning.

Σκοπός της εργασίας αυτής ήταν η θεωρητική ανάλυση των διαδικτυακών υπηρεσιών και η υλοποίηση μιας διαδικτυακής εφαρμογής καταγραφής και διαχείρησης του νοσηλευτικού προσωπικού μιας κλινικής. Για να γίνει κατορθωτή η υλοποίηση του συστήματος χρησιμοποιήθηκε το περιβάλλον ανάπτυξης Microsoft Visual Studio, το οποίο μας δίνει την δυνατότητα μέσα από χρήσιμα εργαλεία να οικοδομήσουμε μια ολοκληρωμένη εφαρμογή για το διαδίκτυο, η γλώσσα προγραμματισμού ASP.NET, το σύστημα διαχείρισης βάσεων δεδομένων (DBMS) Microsoft SQL Server και ως εξυπηρετητής ιστού ο IIS (Internet Information Services). Η παρουσα διπλωματική εργασία ασχολείται με την υλοποίηση γραφικού περιβάλλοντος για τη παρουσίαση των δεδομένων του προβλήματος χρονοπρογραμματισμου όπως αναπτύχθηκε για τον διαγωνισμό Nurse Rostering Competition INRC2010. Μέσω της διαδικτυακής εφαρμογής, o χρήστης μπορεί να έχει πρόσβαση στην διαχείρηση του νοσηλευτικού προσωπικού και να χρονοδρομολογήσει τις βάρδιες κάθε νοσηλευτή/τριας με την χρήση έτοιμου επιλυτή χρονοπρογραμματισμού. / The purpose of this study is the theoretical analysis of the web services and the development of a web enabled application for the Nursing personnel of a hospital. The software tools that were utilized during the implementation of the software application are the following: • Microsoft Visual Studio • ASP .NET • Microsoft SQL Server • Microsoft IIS The purpose of the current thesis is to demonstrate the graphical representation of the data as described in the Nurse Rostering Competition INRC 2010. The user of this Software Application is able to manage the personal data of the nursing personnel and automatically can create their working shifts by utilizing a ready made algorithm.

L’évaluation des performances individuelles est une pratique managériale qui s’est largement diffusée ces dernières années et qui tend à se généraliser dans le secteur public. Paradoxalement, elle est aussi l’une des pratiques de GRH les plus contestées. L'objectif de cette étude est de comprendre pourquoi malgré les critiques, certaines entreprises notamment les entreprises du secteur public au Cameroun ont adopté un système formel d’évaluation des performances individuelles et les formes que prennent les pratiques d'évaluation à l’intérieur de ces entreprises. Pour cela, nous avons mené une étude qualitative basée sur des études de cas et une étude quantitative à l'aide d'un questionnaire administré auprès de 200 salariés dans 10 entreprises du secteur public au Cameroun. Les résultats de l'étude montrent qu’un système formel d'évaluation des performances individuelles est adopté parce que les entreprises sont motivées par un réel souci de performance en particulier le souci d'améliorer la qualité des produits ou des services, la GRH et la productivité des salariés. Mais au-delà de cette logique de performance, il y'a aussi une quête de légitimité se traduisant par la conformité aux pressions exercées par le gouvernement, la professionnalisation des managers et l'effet de mode ou imitation. Cette quête de légitimité ayant conduit les entreprises publiques à adopter un modèle d’évaluation classique et convergent, dérivé du secteur privé et de la culture nord-américaine. Mais dans les pratiques, ce modèle classique d’évaluation est transformé, les entreprises adoptent différentes stratégies d’adaptation qui contribuent à une variation des pratiques dans le secteur public / Performance appraisal is a managerial practice that has been widely diffused in recent years and which tends to become widespread in public sector in Cameroon. Paradoxically, it is also one of the most contested HRM practices. The aim of this study is to understand why, despite the criticisms, public enterprises in Cameroon have adopted a formal system of individual performances evaluation and the forms that the practices of evaluation within the companies use. To this end, we carried out a qualitative study on the case studies and a quantitative study through a questionnaire administered to 200 employees in 10 companies of public sector in Cameroon. The results of the study show that a formal system of individual performances evaluation has been adopted because companies are motivated by a real concern for performance, in particular the concern to improve the quality of products or services, HRM and productivity of employees. Nevertheless, beyond this logic of performance, there is also a quest for legitimacy resulting in compliance with the pressures exerted by the government, the professionalization of managers and the effect of fashion. This quest for legitimacy has led public enterprises to adopt a classic and convergent evaluation model, derived from the private sector and North American culture. But in practice, this classic evaluation model is transformed, companies adopt different coping strategies that contribute to a variation of practices in the public sector

L'objectif de la thèse est de proposer une modélisation de la transmission des compétences à travers l’étude des situations de travail. Le cadrage théorique de cette thèse repose sur la mise en perspective de la transmission des compétences dans le débat théorique ainsi que sur une tentative de conceptualisation de la transmission des compétences. Cet essai de conceptualisation se fonde sur les apports de la théorie de l’activité et sur les apports de la didactique professionnelle pour suggérer une lecture de la transmission des compétences centrée sur les situations de travail. La méthodologie de recherche, par une approche en recherche intervention, s’appuie sur un protocole combinant l’observation participante, l’entretien semi-directif et la capture de vidéo.Les résultats de la recherche effectuée dans le cadre d’une convention CIFRE au sein de l’entreprise SAFRAN AERO COMPOSITE invitent à considérer avec force l’impact des situations de travail dans les démarches de transmission des compétences dans le milieu industriel. Regroupés au sein d’une nomenclature, les résultats mettent l’accent sur l’ensemble des composants de l’activité ainsi que sur ses tensions. Les apports théoriques soulignent le rôle primordial que peut jouer la théorie de l’activité et la didactique professionnelle non seulement pour comprendre les mécanismes de transmission des compétences mais également pour identifier des leviers nouveaux actionnables par les gestionnaires des ressources humaines. Les apports managériaux se concentrent sur les solutions pratiques nécessaires à l’amélioration de la transmission des compétences / The aim of this doctoral thesis is to suggest a modeling for skill transmission through work situations. The theoritical framework of this doctoral thesis is based on the perspective of the transmission of skills in the theoretical debate and on an attempt to conceptualize the transmission of skills. This conceptualization attempt is based on the contributions of the Activity Theory and on the contributions of Didactique Professionnelle to suggest a reading of the transmission of skills centered on work situations. The research methodology, through an intervention research approach, relies on a protocol that combines participant observation, semi-directive interviewing and video capture. The results of the research carried out within the framework of a CIFRE agreement within the company SAFRAN AERO COMPOSITE invites to consider the impact of the work situations in the approaches of transmission of skills in the industrial sector. Grouped within a nomenclature, the results focus on all the components of the activity as well as on its tensions. Theoretical contributions emphasize the primordial role that can be played by the Activity Theory and Didactique Professionnelle, not only to understand the transmission mechanisms of skills but also to identify new leverages that can be activated by human resources managers. Managerial inputs focus on the practical solutions needed to improve the transmission of skills

L’e-learning, porte en lui le potentiel et surtout l’espoir d’une efficience nouvelle que l’on prête généralement à l’introduction des TIC dans les organisations. Toutefois l’adoption de ce type de technologies fait face à de nombreux défis. Cette recherche a pour objet, d’identifier les facteurs individuels et organisationnels, affectant l’acceptation du e-learning au sein d’une entreprise bancaire. Basé sur une théorie intégratrice de l’acceptation et de l’usage des technologies (UTAUT), nous revisitons le modèle en y intégrant trois nouveaux construits: l’influence de la direction générale, l’implication et l’influence du manager. Des données d’une enquête, menée sur un échantillon de salariés d’une entreprise bancaire (n=512), furent collectées pour tester leur intention d’utiliser ‘e learning. Les résultats montrent que la performance escomptée et les efforts requis sont des facteurs déterminants de l’intention d’utiliser. Cependant, ils nous montrent également que les nouveaux construits introduits ont un effet significatif et positif sur leur intention d’utiliser l’e-learning. / The e-learning carnes in him the potential and especially the hope of a new efficiency which we lend generally to the introduction of ICTS in organizations. However adoption of such technology still facing various challénges. This research aims at identifying the influence of the individual and organizational factors on e-learning technology acceptance in a banking company. Based on the UTAUT model, the revised model includes three particular constructs: executive management influence, immediate une manager influence and involvement. We will also investigate the moderating effects of sociodemographic factors in a banking context. Survey data were collected from a sample of employees (n=512) in s French banking company in order to test their intention to use the e-learning. Results show the performance expectancy and perceived ease of use as key determinants of Intention to use. However, the results also show, the new constructs have a significant and positive direct effect on intention to use the e-Iearning.