Things develop quickly in today's internet-linked global economy and competition is intense. Speed, cost, and quality are no longer the trade-offs they once were. Today's consumers demand immediate access to high-quality products and services at a reasonable price. Thus, Managers are challenged to speed up the product creation and delivery cycle, while cutting costs and improving quality. Regardless of the size and purpose of the organisation and the technology involved, people are the common denominator when facing this immense challenge. Success or failure depends on the ability to attract, develop, retain, and motivate the employees. The human-resource employee is the drive behind all these voice-to-voice and face-to-face interactions, attempting to represent the emotions, attitudes, and behaviours required by the organisation. The objective of this research study was to determine the relationship between Emotion Work and Well-being among human-resource employees in the chrome industry. The research method consisted of a literature review and an empirical study. A cross-sectional survey design was used to collect the data. A non-probability convenience sample was taken from human-resource employees in the chrome industry. The Utrecht Work Engagement Scale, Oldenburg Burnout Inventory, the Frankfurt Emotion Work Scales, Greek Emotional Intelligence Scale, Emotional Labour Scale, and Social Support Scale were used as measuring instruments. The data was analysed by making use of descriptive statistics, Cronbach alpha coefficients, factor-analysis, Pearson product-moment correlation coefficients, and multiple regression analyses of variance (multivariate analysis of variance and ANOVA), calculated using SPSS. Compared to the the guidelines of a > 0,07 (Nunnally & Bernstein, 1994), all of the scales of the measuring instruments have normal distributions except for Engagement where the kurtosis was positively skewed. Compared to the guidelines of a > 0,07 (Nunnally & Bernstein, 1994), the Cronbach alpha coefficient of all the constructs is considered to be acceptable. A factor analysis confirmed four factors of Emotion Work, consisting of Emotional Dissonance, the Display of Positive/Pleasant Emotions, the Display of Empathy, and the Display of Negative/Unpleasant Emotions. Emotional Intelligence also consists of four factors namely the Use of Emotion, Caring Empathy, the Control of Emotions, and Expression Recognition. Well- being consists of two factors namely Exhaustion and Engagement. Finally, Social Support consists of three factors Co-worker Support, Supervisor Support, and Family Support. An analysis of the data indicated that all of the correlations between the different constructs mentioned below are statistically and practically significant. The Display of Positive/Pleasant Emotions and the Display of Empathy is positively related to Emotional Dissonance. The Display of Empathy is positively related to Emotional Dissonance as well as to the Display of Positive/Pleasant Emotions. The Display of Negative/Unpleasant Emotions is negatively related to the Display of Positive/Pleasant Emotions and the Display of Empathy. Exhaustion is negatively related to Engagement, the Use of Emotions, and the Control of Emotions. Engagement is positively related to Co-worker Support, the Use of Emotion as well as to the Control of Emotions. Family Support is positively related to both Supervisor Support and Co-worker Support. Supervisor Support is positively related to Co-worker Support. The Use of Emotion is positively related to Caring Empathy and the Control of Emotions. Caring Empathy is positively related to the Control of Emotions, the Display of Positive/Pleasant Emotions, and the Display of Empathy, while it in turn is negatively correlated to the Display of Negative/Unpleasant Emotions. The Control of Emotions is negatively related to the Display of Negative/Unpleasant Emotions. Emotional Dissonance is positively related to both the Display of Positive/Pleasant Emotions and the Display of Empathy. Finally, the Display of Positive/Pleasant Emotions is positively related to the Display of Empathy. In a multiple regression analysis with Emotional Dissonance as dependant variable and with demographic variables, as independent variable a statistically significant model was produced. More specifically, 11% of the variance predicted in Emotional Dissonance was explained by gender, age and ethnicity. In a multiple regression analysis indicated that Emotional Intelligence (specifically the Use of Emotion), Emotion Work (specifically Emotional Dissonance), and Social Support (specifically Co-worker Support) predicted 31% of the total variance in Engagement. Emotional Intelligence (specifically the Use of Emotion and the Control of Emotions), Emotion Work (specifically Emotional Dissonance and the Display of Negative/Unpleasant Emotions), and Social Support (specifically Co-worker Support) predicted 43% of the total variance in Exhaustion A multivariate analysis of variance, which was used to determine differences between ethnic, age, and gender groups with regard to Emotion Work, indicated that participants in the African ethnic group experienced higher levels of Emotional Dissonance than participants in the White ethnic group. Female participants display higher levels of Emotional Dissonance, the Display of Positive/Pleasant Emotions, and the Display of Empathy, while male participants experienced higher levels of the Display of Negative/Unpleasant Emotions. The age group of 42 to 51 experienced lower levels of Emotion Work owing to the experience of Emotional Dissonance, than participants in the age groups of 21 to 31, 32 to 41, and 52 to 66. / Thesis (M.A. (Human Resource Management))--North-West University, Potchefstroom Campus, 2009.

Frontline client service workers are central to the service elements of any small and medium enterprise. People who have much customer or client contact are seen to be subject to stronger emotional display rules. These display rules may result in compromising the psychological and/or physical health of workers, because they often lead to a disturbing dissonance between felt emotions and the emotions one must exhibit. It is, therefore, of vital importance for service workers to exhibit Emotional Intelligence, which will enable them to manage both their own emotions and their interactions with other people. Their inability to do so may result in stress as well as physical and emotional exhaustion, also known as Burnout. The objective of this research was to determine the relationship between Emotion Work, Emotional Intelligence, Well-being and Social Support of client service workers within small and medium enterprises, A cross-sectional survey design was used. An availability sample was taken from small and medium enterprises employing client service workers in the Mpumalanga Province (N = 145). The Greek Emotional Intelligence Scale (GEIS), Frankfurt Emotion Work Scales (FEWS), Utrecht Work Engagement Scale (UWES), Oldenburg Burnout Inventory (OLBI) and Social Support Scale, as well as a biographical questionnaire were used as measuring instruments. Cronbach alpha coefficients, factor analysis, inter-item correlation coefficients, Pearson product moment correlation coefficients, stepwise multiple regression analysis, and Multivariate analysis of variance (MANOVA) were used to analyse the data. Principal component analysis resulted in a one-factor solution for Engagement labelled Work Engagement, and a two factor solution for Burnout namely: Disengagement and Emotional Exhaustion. Regarding Social Support, a three factor model was extracted namely; Social Support - Co-worker, Social Support -Supervisor and Social Support - Family. A three factor model was extracted for Emotion Work namely: Emotional Dissonance, Display of Client Care and Extent of Client Interaction. A four-factor solution was extracted for Emotional Intelligence namely: Emotional Expression/Recognition, Use of Emotions to Facilitate Thinking, Control of Emotion as well as Caring and Empathy. An analysis of the data indicated that all of the correlations between the different constructs mentioned below are statistically and practically significant, Disengagement was positively related to Emotional Exhaustion and negatively related to Emotional Expression/Recognition, Emotion Use to Facilitate Thinking and Work Engagement. Emotional Exhaustion was positively related to Emotional Dissonance and negatively related to Emotional Expression/Recognition. Emotional Dissonance was positively related to Display of Client Care, while Display of Client Care was positively related to Extent of Client Interaction, as well as Caring and Empathy. Emotional Expression/Recognition was positively related to both Emotion Use to Facilitate Thinking and Work Engagement. Emotion Control was positively related to Emotion Use to Facilitate Thinking, while it in turn was positively related to Work Engagement. Finally, Social Support from Co-workers was positively related to Social Support from Supervisors and Family, and Social Support from Supervisors was positively related to Social Support from Family. A multiple regression analysis indicated that Emotion Work, Social Support and Emotional Intelligence predicted 29% of the variance in Work Engagement, 30% of the variance explained in Disengagement and 37% of the variance in Emotional Exhaustion. A multivariate analysis of variance (MANOVA) which was used to determine differences between the departmental, age, race, qualification, language and gender groups with regard to Emotion Work, Emotional Intelligence, Well-being and Burnout, indicated no statistical significant differences (p < 0,05). The results indicated a correlation between Emotional Intelligence, Emotion Work and Well-being factors. Emotional Intelligence factors predicted Work Engagement and Emotion Work predicted Emotional Exhaustion. Recommendations were made for the profession of client service work in small and medium enterprises, as well as for future research purposes. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2008.

Things develop quickly in today's internet-linked global economy and competition is intense. Speed, cost, and quality are no longer the trade-offs they once were. Today's consumers demand immediate access to high-quality products and services at a reasonable price. Thus, Managers are challenged to speed up the product creation and delivery cycle, while cutting costs and improving quality. Regardless of the size and purpose of the organisation and the technology involved, people are the common denominator when facing this immense challenge. Success or failure depends on the ability to attract, develop, retain, and motivate the employees. The human-resource employee is the drive behind all these voice-to-voice and face-to-face interactions, attempting to represent the emotions, attitudes, and behaviours required by the organisation. The objective of this research study was to determine the relationship between Emotion Work and Well-being among human-resource employees in the chrome industry. The research method consisted of a literature review and an empirical study. A cross-sectional survey design was used to collect the data. A non-probability convenience sample was taken from human-resource employees in the chrome industry. The Utrecht Work Engagement Scale, Oldenburg Burnout Inventory, the Frankfurt Emotion Work Scales, Greek Emotional Intelligence Scale, Emotional Labour Scale, and Social Support Scale were used as measuring instruments. The data was analysed by making use of descriptive statistics, Cronbach alpha coefficients, factor-analysis, Pearson product-moment correlation coefficients, and multiple regression analyses of variance (multivariate analysis of variance and ANOVA), calculated using SPSS. Compared to the the guidelines of a > 0,07 (Nunnally & Bernstein, 1994), all of the scales of the measuring instruments have normal distributions except for Engagement where the kurtosis was positively skewed. Compared to the guidelines of a > 0,07 (Nunnally & Bernstein, 1994), the Cronbach alpha coefficient of all the constructs is considered to be acceptable. A factor analysis confirmed four factors of Emotion Work, consisting of Emotional Dissonance, the Display of Positive/Pleasant Emotions, the Display of Empathy, and the Display of Negative/Unpleasant Emotions. Emotional Intelligence also consists of four factors namely the Use of Emotion, Caring Empathy, the Control of Emotions, and Expression Recognition. Well- being consists of two factors namely Exhaustion and Engagement. Finally, Social Support consists of three factors Co-worker Support, Supervisor Support, and Family Support. An analysis of the data indicated that all of the correlations between the different constructs mentioned below are statistically and practically significant. The Display of Positive/Pleasant Emotions and the Display of Empathy is positively related to Emotional Dissonance. The Display of Empathy is positively related to Emotional Dissonance as well as to the Display of Positive/Pleasant Emotions. The Display of Negative/Unpleasant Emotions is negatively related to the Display of Positive/Pleasant Emotions and the Display of Empathy. Exhaustion is negatively related to Engagement, the Use of Emotions, and the Control of Emotions. Engagement is positively related to Co-worker Support, the Use of Emotion as well as to the Control of Emotions. Family Support is positively related to both Supervisor Support and Co-worker Support. Supervisor Support is positively related to Co-worker Support. The Use of Emotion is positively related to Caring Empathy and the Control of Emotions. Caring Empathy is positively related to the Control of Emotions, the Display of Positive/Pleasant Emotions, and the Display of Empathy, while it in turn is negatively correlated to the Display of Negative/Unpleasant Emotions. The Control of Emotions is negatively related to the Display of Negative/Unpleasant Emotions. Emotional Dissonance is positively related to both the Display of Positive/Pleasant Emotions and the Display of Empathy. Finally, the Display of Positive/Pleasant Emotions is positively related to the Display of Empathy. In a multiple regression analysis with Emotional Dissonance as dependant variable and with demographic variables, as independent variable a statistically significant model was produced. More specifically, 11% of the variance predicted in Emotional Dissonance was explained by gender, age and ethnicity. In a multiple regression analysis indicated that Emotional Intelligence (specifically the Use of Emotion), Emotion Work (specifically Emotional Dissonance), and Social Support (specifically Co-worker Support) predicted 31% of the total variance in Engagement. Emotional Intelligence (specifically the Use of Emotion and the Control of Emotions), Emotion Work (specifically Emotional Dissonance and the Display of Negative/Unpleasant Emotions), and Social Support (specifically Co-worker Support) predicted 43% of the total variance in Exhaustion A multivariate analysis of variance, which was used to determine differences between ethnic, age, and gender groups with regard to Emotion Work, indicated that participants in the African ethnic group experienced higher levels of Emotional Dissonance than participants in the White ethnic group. Female participants display higher levels of Emotional Dissonance, the Display of Positive/Pleasant Emotions, and the Display of Empathy, while male participants experienced higher levels of the Display of Negative/Unpleasant Emotions. The age group of 42 to 51 experienced lower levels of Emotion Work owing to the experience of Emotional Dissonance, than participants in the age groups of 21 to 31, 32 to 41, and 52 to 66. / Thesis (M.A. (Human Resource Management))--North-West University, Potchefstroom Campus, 2009.

Aquesta tesi representa un model teòric i metodològic per a l’estudi del canvi tecnològic en Arqueologia. El marc teòric, que rep el nom d’Arqueometria del canvi tecnològic, té els seus fonaments en la teoria de la dissonància cognitiva procedent de la Psicologia social. D’altra banda, el marc metodològic es basa en l’aplicació de tècniques arqueomètriques. El cas d’estudi el representa el canvi en el disseny dels primers tipus d’àmfora romana produïts al nord de la província romana Hispania Tarraconensis. / This thesis presents a theoretical and methodological model to study technological change processes. The model is based on cognitive dissonance theory which is used as an interpretative framework in the change of the designs of the first Roman amphorae types produced along the Hispania Tarraconensis Roman province during the change of the Era.

Made available in DSpace on 2014-06-11T19:26:54Z (GMT). No. of bitstreams: 0 Previous issue date: 2010-06-07Bitstream added on 2014-06-13T18:30:51Z : No. of bitstreams: 1 cara_at_me_arafcl.pdf: 657024 bytes, checksum: 419fdd8af1b1c1ed602ab09f91ab2354 (MD5) / Coordenação de Aperfeiçoamento de Pessoal de Nível Superior (CAPES) / Jules Laforgue (1860-1887) a été um grand décadentiste/symboliste français; les caractéristiques de ses oeuvres touchent ces deux importants mouvements littéraires. Le Décadentisme a été antérieur au Symbolisme, avec um trait plus négativiste et pessimiste; le Symbolisme a été composé de deux tendances: la “sérieux-esthétique”, plus connue et étudiée, et la “prosaïque-ironique”. À partir de celle-ci, moins étudiée que celle-là, les recours utilisés sont développés dans les compositions de Laforgue, même si l‟écrivain dépasse les limites des mouvements littéraires, en écrivant des textes différents et originaux. Il a produit des oeuvres poétiques et en prose, qui révèlent des caractéristiques très particulières. Par rapport à la poétique, la critique actuelle a reconnu l‟importance du poète pour la poésie postérieure à lui, inclusivement celle des modernistes brésiliens comme Carlos Dummond de Andrade et Manuel Bandeira. Laforgue a été, de certe façon, suffoqué par ses contemporains Baudelaire, Verlaine, Mallarmé et Rimbaud; mais il est inséré entre les grands noms de la modernité poétique, dû à son importance littéraire. Ses écrits surprenants et ses caractéristiques innovatrices font de lui l‟inspirateur et maître de personnalités comme Ezra Pound et T. S. Eliot. Il est possible de percevoir quelques constantes dans l‟oeuvre de Laforgue: ironie, parodie, la quête pour des formes orales, la création de mots nouveaux et l‟humour. Il est vrai de dire que son oeuvre est riche en recours stylistiques et en vocabulaire; il y a une forte présence intertextuel des mythes, des légendes, des chansons, de citations de textes d‟autres auteurs et de personnages connus, ce qui rend les compositions du poète encore plus complexes. L‟écrivain crée avec maîtrise un langage propre et, à travers ses néologismes... (Résumé complet accès électronique ci-dessous) / Jules Laforgue (1860-1887) foi um grande decadentista/simbolista francês; as características de suas obras tocam esses dois importantes movimentos literários. O Decadentismo foi anterior ao Simbolismo, com teor mais negativista e pessimista; o Simbolismo foi composto de duas vertentes: a sério-estética, mais conhecida e estudada, e a coloquial- irônica. A partir desta, menos abordada do que aquela, desenvolvem-se os recursos utilizados nas composições de Laforgue, apesar de o escritor ultrapassar os limites de movimentos e tendências literárias, produzindo algo novo e original. Escreveu obras poéticas e em prosa, as quais revelam características bastante particulares. Com relação à poética, a crítica atual tem reconhecido a importância do poeta para a poesia subsequente a ele, inclusive a dos modernistas brasileiros como Carlos Drummond de Andrade e Manuel Bandeira. Laforgue foi, de certa forma, sufocado pelos seus contemporâneos Baudelaire, Verlaine, Mallarmé e Rimbaud; todavia está inserido entre os grandes nomes da modernidade poética, devido à sua importância literária. Seus escritos surpreendentes e suas características inovadoras é que fazem dele o inspirador e mestre de personalidades como Ezra Pound e T. S. Eliot. Podem-se perceber algumas constantes na obra de Laforgue: ironia, paródia, a procura por formas orais, a criação de novas palavras e o humor. É fato dizer que sua obra é rica em recursos estilísticos e em vocabulário; há forte presença intertextual de mitos, lendas, cantigas, citações de outros textos, de autores e de personagens conhecidos, o que torna as composições do poeta ainda mais complexas. O escritor cria, com maestria, uma linguagem própria e, através de seus neologismos, da dissonância e da quebra de expectativa, impressiona os leitores e demonstra sua relevância literária. Analisando poemas do livro L’Imitation...

Baptist pastors in the early years of the twenty-first century find themselves in a challenging yet exciting period of South African history. Much has changed in the socio-political and religious contexts, yet Baptist pastors are still prone to operate according to earlier models of leadership and ecclesiology, with the result that they find themselves in situations of heightened conflict. Their position with respect to the laity, with whom they share a common priesthood of believers, is also an ambiguous one. After orientating the reader to the nature of the problem and various starting issues (chapter 1), this practical-theological thesis seeks to explore the nature of the changes in the socio-political milieu (chapter 2), as well as in the religious context (chapter 3). Baptist pastors are affected by a range of expectations that emerge from a particular view of the Bible and from the wider church community, as well as from the media and their own experience of pastors. Chapters 4 and 5 seek to understand these expectations, especially as these expectations have combined to produce role conflict and role ambiguity. In such a situation it is more understandable that ministry can lack a pastoral centre and an unclear identity. Pastors have adopted a stance in the midst of such competing demands on their role identity and chapter 6 attempts to make their position clearer through empirical analysis, before embarking – in chapters 7 and 8 – on a description of a new model of pastoral ministry that is founded on the theatrical notion of the antagonist. Several implications for future ministry are explored in chapter 9, as we look forward to a revised praxis. The pastor as spiritual antagonist is approached from the vantage-point of the world of drama, since this angle, in its metaphorical richness, is seminal for a new understanding of the provocative role of the pastor in a world that is steadily devaluing spiritual leadership. The spiritual antagonist is described in terms of his/her character and ministry actions as one who is profoundly spiritual in his awe of God and in his determination to live reflectively. At the same time the spiritual antagonist is one who has an imaginative grasp on the communicative possibilities of being with people, and alongside people, intensely and for the purpose of provoking decision and faith. Whatever conflict is generated by such a stance is deliberately incorporated for educational and transformational purposes. Whatever is modelled – in the mode of the spiritual antagonist – by ordained pastors / elders becomes facilitatory for fellow believers in the congregation to fashion a similar identity. Thus an old division in Baptist ecclesiology is healed. / Practival Theology / (D. Th. (Practical Theology))

SOUZA, Ana Carmita Bezerra de. Currículo cultural, habitus e práticas docentes: uma etnografia na rede escolar de Fortaleza-Ce. 2011. 192 f. Tese (Doutorado em Educação) – Universidade Federal do Ceará. Faculdade de Educação, Programa de Pós-Graduação em Educação Brasileira, Fortaleza-CE, 2011. / Submitted by Raul Oliveira (raulcmo@hotmail.com) on 2012-07-03T14:53:57Z No. of bitstreams: 1 2011_Tese_ACBSouza.pdf: 1477974 bytes, checksum: f198814799344f1a3572c15f10958521 (MD5) / Approved for entry into archive by Maria Josineide Góis(josineide@ufc.br) on 2012-07-18T16:52:06Z (GMT) No. of bitstreams: 1 2011_Tese_ACBSouza.pdf: 1477974 bytes, checksum: f198814799344f1a3572c15f10958521 (MD5) / Made available in DSpace on 2012-07-18T16:52:06Z (GMT). No. of bitstreams: 1 2011_Tese_ACBSouza.pdf: 1477974 bytes, checksum: f198814799344f1a3572c15f10958521 (MD5) Previous issue date: 2011 / O trabalho objetiva interpretar a influência do “currículo cultural” (conteúdos da mídia) e do habitus dos professores sobre suas práticas pedagógicas; descrever aquelas práticas e habitus; e significar as influências encontradas. Como metodologia, utiliza a etnografia escolar e a história de vida temática, pautada pela praxiologia de Pierre Bourdieu. As informações foram coletadas através de questionários, observações em escolas e entrevistas com seis docentes. Habitus, currículo cultural, campos, capitais, poder simbólico, dissonância, trajetórias e polifonia são categorias que, visualizadas na empiria, iluminaram esta pesquisa. A tese aqui defendida é de que o currículo cultural influencia as práticas docentes, refratado pelo habitus constituído nos campos: escolar, religioso, familiar e acadêmico. O currículo cultural que os professores selecionam para suas práticas pedagógicas e as intencionalidades que acompanham a sua utilização articulam-se com suas preferências culturais e com aspectos da formação familiar, escolar, extraescolar, profissional e religiosa. Os conteúdos mais frequentes são músicas de artistas consagrados pela mídia comercial e filmes da Walt Disney. Amor romântico, movimentos coreográficos sensuais, paz, comportamento infantil, literatura brasileira, histórias bíblicas e Natal estão entre as temáticas daqueles conteúdos. Entre as intencionalidades pedagógicas estão: letramento, catequese, fruição, dança, considerações ético-morais, literatura brasileira, ensaios e encenações e entretenimento, sendo que esta última se sobressai.

Master of Science / Department of Journalism and Mass Communications / Joye C. Gordon / Military spouses have a complex relationship with news coverage of Operation Iraqi Freedom, the 2003 Iraq War. Utilizing uses and gratifications, hostile media perception, and cognitive dissonance perspectives as a basis, the researcher studied military spouses' media behaviors, perceived benefits of media usage, and whether hostile media perception and cognitive dissonance were present in this convenience sample of military spouses. Thirty military spouses participated in in-depth interviews. The results showed a desire for more positive news stories and less negative news stories about Operation Iraqi Freedom. Hostile media perception and cognitive dissonance responses were noted among participants–especially with regard to the media's tracking totals of soldier and civilian casualties. Military spouses in this sample found military news sources more credible than civilian news sources. They also described using news coverage for the purposes of gaining information, surveillance, political competency and empathy.

La thèse s’intéresse à la gouvernance des projets innovants dans les grands groupes, notamment à l’action des middle managers intrapreneurs (MMI) auprès des dirigeants afin de promouvoir des innovations de rupture et de faire évoluer leur position au sein du groupe. La littérature met en évidence les limites de la gouvernance classique et l’intérêt d’une approche cognitive. La thèse propose ainsi un cadre dynamique, identifiant le poids respectif des aspects cognitifs et disciplinaires au cours de l’évolution du projet. Elle se focalise sur la dynamique centre/périphérie du pouvoir et la stratégie du MMI. Trois phases de développement (émergence, transformation et diffusion) sont identifiées, permettant de caractériser à chaque étape les logiques des acteurs, compte tenu de l’importance relative des attributs de pouvoir, d’urgence et de légitimité. Quatre ensembles de propositions, s’appuyant sur la théorie des parties prenantes, sont avancées : sur l’évolution des connaissances, du mode de contrôle, du mode d’échanges et des attributs possédés par le MMI au cours du projet. Elles sont confrontées à l’étude d'un cas d'innovation de rupture au sein d’un grand groupe français. Celui-ci est un succès de marché mais le groupe n'en retire qu'un bénéfice limité en raison de choix stratégiques divergents par rapport aux recommandations des porteurs du projet, exprimant la persistance d’une dissonance cognitive entre les dirigeants et les MMI. Le cas illustre ainsi le poids dominant de l’attribut pouvoir-hiérarchie au détriment de la connaissance, de même que la limite de certaines pratiques managériales (stratégies d’alliances…). En conclusion, la thèse avance qu’il s’agit de causes possibles de la difficulté des grands groupes à créer les ruptures. / The thesis deals with the governance of innovative projects inside large organizations, in particular with the action of Intrapreneur Middle Managers (IMM) with the top executives in order to promote a disruptive innovation and make evolve their own status within the Group. The literature analysis highlights the limits of the standard governance approach and the benefit from a cognitive approach. With this logical, the thesis proposes a dynamic framework, identifying the respective weights of cognitive and disciplinary sides during the project development. It focuses on the centre/periphery of power and the IMM strategy. Three phases of development are identified (emergence, transformation, spreading), allowing specifying at each step the players intents, considering the relative influence of power, emergency and legitimacy attributes. Four sets of proposals, leaning on the stakeholders’ theory, are proposed: on knowledge development, control mode, exchange mode and attributes owned by the IMM during the project. They are tested though a disruptive innovation case within a large French corporation. This project appears to be a market breakthrough but a limited success for the Group because of strategic decisions different from the project owners recommendations. It expresses the remaining of a cognitive dissonance between the top executives and the IMM. The case illustrates the dominant weight of the power-hierarchy attribute to the detriment of knowledge, as well as the limits of some managerial practices (alliances strategy…). In conclusion, the thesis suggests that they are possible causes of the large group’s difficulties to create disruptions on the market.

Le secteur de santé a connu d‘importantes transformations structurelles accentuant les contraintes du travail infirmier. Ces contraintes exposent le personnel infirmier à un stress important impactant, à long terme, leur bien-être au travail et la qualité des soins (Kornig, Levet, & Ghadi, 2016). Confronté à la souffrance et à la mort, le travail infirmier suppose aussi des interactions chargées émotionnellement où les expressions émotionnelles comme la colère, le dégoût ou même la peine sont régis par des normes déontologiques, étiques ou sociales appelées « règles d‘affichage émotionnel » (Diefendorff, Erickson, Grandey, & Dahling, 2011). Les émotions réellement ressenties par le soignant ne concordent pas toujours avec ces règles d‘affichage émotionnel. Dans ce cas, le soignant expérimentera une dissonance émotionnelle (Zapf, 2002) génératrice de tension, d‘une aliénation des émotions, d‘une perte d‘estime de soi, altérant ainsi le bien-être au travail (Diefendorff, Croyle, & Gosserand, 2005 ;Dal Santo, Pohl, & Battistelli, 2016). Cependant, une réorientation de la recherche, soutenue entre autres par des modèles comme le modèle exigence-ressource de Demerouti, Bakker, Nachreiner & Schaufeli (2001), propose de s‘intéresser au potentiel ressource dont dispose le travail, l‘organisation ou l‘individu lui-même. Suivant cette voie, les chercheurs mettent au premier plan des concepts tels que le soutien émotionnel perçu du supérieur (Pohl & Galletta, 2017) et les stratégies de régulation émotionnelle (Andela, Truchot, & Borteyrou, 2015) comme des ressources permettant d‘atténuer les effets néfastes des tensions émotionnelles et psychologiques du travail. À notre connaissance, peu de recherches se sont penchées sur l‘influence de la dimension émotionnelle du soutien du supérieur sur la population infirmière. De plus, l‘examen de la littérature révèle une incohérence quant au sens de la relation entre la régulation émotionnelle et le bien-être au travail (Andela et al. 2015). Pour ce faire, ces auteurs proposent une nouvelle construction de la régulation émotionnelle en quatre dimensions qui a été adoptée dans la présente thèse. La question de départ de cette recherche doctorale est de comprendre dans quelle mesure le bien-être au travail est affecté par les exigences et les ressources émotionnelles du travail infirmier. Pour ce faire, trois études empiriques ont été menées utilisant la modélisation en équation structurelle avec le logiciel Mplus. Les résultats démontrent que les exigences du travail en termes d‘effort extrinsèque, de conflit travail/famille et de dissonance émotionnelle entretiennent une relation négative avec les indicateurs du bien-être au travail (engagement au travail, engagement affectif, satisfaction au travail et l‘épuisement émotionnel). Cette relation se trouve expliquée (partiellement ou complètement selon l‘indicateur du bien-être au travail) à court et à long terme par le soutien émotionnel perçu du supérieur. D‘autre part, la validité factorielle de la structure quadridimensionnelle des stratégies de régulation émotionnelle (déploiement attentionnel, réévaluation cognitive, suppression et amplification positive) révélée par Andela et al. (2015) a été démontré. Parmi ces quatre stratégies, le déploiement attentionnel a permis de médier partiellement la relation entre la dissonance émotionnelle et le bien-être au travail. Ces résultats sont discutés dans chaque chapitre des articles. / Doctorat en Sciences psychologiques et de l'éducation / info:eu-repo/semantics/nonPublished