In today’s dynamic global environment, organizations need to be agile and adaptive by practicing innovative strategies in order to sustain and remain competitive. One indicator of organizational sustainability is its productivity, which translates into the productivity and performance of employees in the organization. Performance evaluation of employees is an important step in measuring the employee productivity. Such evaluations are in general conducted annually using a performance appraisal system (PAS). The annual appraisal using PAS has two major drawbacks. The first drawback is the long frequency of the appraisal process. As it is an annual affair, the errors such as subjectivity, recency error, bias, halo effect, stereotyping etc. creeps in, and as a result the evaluations will not be proper. The second drawback is with respect to fixation of target/goal achievement. While achieving the targets/goals which are fixed at the beginning of the appraisal period are important, any steps towards achieving such goals are equally important. These drawbacks can be addressed to an extent by having an ongoing or continuous method for performance evaluation of employees. Hence there is a need for continuous performance evaluation of employees (CPEE). Although the importance of CPEE has been highlighted in the literature, we are not aware of any process by which CPEE could be operationalized. In order to implement and sustain, any organizational process, it should produce certain periodic outputs, which is meaningful to its administrators and beneficiaries. In the case of CPEE one such output could be to provide a proper and timely rewards and recognition (R&R). R&R is a motivational tool used for appreciation which could boost employee performance and productivity. Research underline that R&R is strongly and positively correlated to the performance of employees. As defined in thesis, Reward is the materialistic part of the appreciation (such as memento, certificate etc.), while Recognition is the feeling of being appreciated (such as a pat on the back or a public applause). Both Reward and Recognition is considered in unison and considered as mutually inclusive in this thesis. There is some variation of R&R practiced in organizations, known as employee awards. Such awards are motivating enough for the employees. In general, the employee awards are based on nominations from the managers, which are scrutinized by an individual committee and one among the nominated employees is offered the award. Nevertheless employees are often clueless about what performance fetched them the award. In other words the criteria for such awards are often unknown. Similar to PAS, the criteria for such evaluations are developed mostly by the employers with hardly any input from the employees. Additionally the employee awards are heavily dependent upon the PAS and it is mostly an annual affair. Hence the drawbacks for PAS are also applicable for the existing employee awards process. In order to address these drawbacks, R&R should be given in an ongoing and continuous manner. Although the importance and the positive correlation between R&R and employee performance has been established, it has not known to be widely practiced in organizations. This could be due to a lack of proper framework to implement such programs. The CPEE process could be the basis for providing R&R. Therefore this thesis is aimed at developing a comprehensive framework for CPEE to offer R&R. Performance of employee is a sum total of the performances across various dimensions (such as knowledge, skills, attitudes and behaviours). As the performance for employees is a multi-dimensional concept, the criteria for evaluation using CPEE process should also be based on multiple criteria. Therefore in order to effectively address the operational process of CPEE to offer R&R, a multi-criteria decision making (MCDM) method based model needs to be developed. A focused review of the existing literature on performance evaluation of employees substantiated the research problem that there is a lack of proper framework for CPEE to offer R&R. In order to address this research problem, the main objective of this thesis is to develop a comprehensive, formal and objective method to evaluate the employee performance in a continuous manner based on multiple evaluation criteria from the perspectives of employees as well as employers to offer proper and timely reward and recognition to the best performing employee(s). In order to address the main objective of the research, the following objectives are envisaged: 1. To identify the set of variables/criteria with respect to both employees’ and employers’ perspectives and to propose an initial framework for CPEE to offer R&R. 2. To develop a final framework for CPEE to offer R&R based on the initial proposed framework and descriptive research 3 To develop a multi-criteria-decision-making (MCDM) method for the proposed framework for CPEE to offer R&R The scope of this research is limited to Information Technology (IT) organizations due to the alarming rate of attrition and the presence of younger population who are knowledge workers. They expect frequent appreciation and continuous feedback regarding their performance. In this thesis, employees are represented by Software Engineers (SEs) and the employers are represented by Project Managers (PMs). Research Objective 1: In order to address the first research objective a six phased approach is planned. In the first phase, the available literature on existing performance evaluations in general and employee motivations are reviewed to identify the possible variables/criteria for CPEE to offer R&R. This resulted in 51 variables for performance evaluation. As it cannot be confidently asserted whether these variables are applicable to employees of IT organizations, a set of unstructured interviews are conducted with Software Engineers to prepare Case-lets. This Case-let approach with Software Engineers is carried out in the second phase and 7 Case-let reports are prepared. From the analysis of the 7 Case-let reports, 27 variables are identified. As the variables identified from Case-let approach may not represent the entire IT employees, a series of semi structured interviews are conducted among 58 Software Engineers in the third phase to identify further variables/criteria and accordingly 35 variables are identified. In order to obtain the list of variables/criteria based on employers’ perspectives and to validate the set of variables/criteria suggested by Software Engineers, 31 Project Managers are interviewed following semi structured interview method in the fourth phase and 33 variables are identified. In the fifth phase, the variables identified from second to fourth phases are triangulated with those identified from literature (i.e. first phase) which resulted in 33 unique variables that could be used for CPEE of Software Engineers to offer R&R. The final set of 33 variables/criteria are appropriately grouped into variables relating to Demographic Characteristics of Software Engineers (DCSE) and Performance of Software Engineers (PSE). Accordingly, 5 variables related to DCSE and 28 variables related to PSE out of the 33 variables finalized for CPEE to offer R&R, are grouped. Utilizing these grouped sets of variables in DCSE and PSE, an initial framework for CPEE to offer R&R is proposed in the sixth phase. Research Objective 2: In order to validate and to statistically finalize the proposed initial framework, a descriptive research is conducted. For this the importance of each of the identified 33 variables are sought from 443 Software Engineers from 12 IT organizations. A bivariate analysis is planned to analyse the significance of variables of DCSE with the variables of PSE. As there are 28 variables in PSE, they are further grouped with respect to the latent structure using a factor analysis. The factor analysis yielded six factors for measuring PSE. The factors (called as main criteria) are Proactive, Prompt, Resourceful, Responsible, Diagnostic and Dynamic. Based on the bivariate analysis among variables in DCSE and the six main criteria, only three variables, out of five variables of DCSE emerged as significant. Based on the factor analysis and bivariate analysis, the proposed initial framework is modified. Appropriate hypotheses are proposed to indicate the relation between DCSE, PSE and R&R in the modified framework. The modified framework is validated by developing suitable Structural Equation Model (SEM) to verify the hypotheses. The relative influence of DCSE, PSE and R&R are identified based on statistical validation and the framework is finalized. Research Objective 3: As there are six main criteria identified in PSE for CPEE to offer R&R, the proposed framework could be appropriately modelled using MCDM method(s)/models(s). As CPEE is a continuous process, the performance evaluation using CPEE should take only a minimum time for completion of evaluation process, and it should be easy to implement and administer and also should be flexible to accommodate any changes in the criteria or alternatives. These are the preconditions to select the suitable MCDM method(s)/model(s) to operationalize the process of CPEE to offer R&R. In order to select a suitable MCDM method from the available methods, various MCDM methods are screened based on the expected preconditions of the framework. Pugh Matrix Method (PMM) is selected for the CPEE process and is modified to address the basic drawbacks of PMM so as to utilize in this thesis. Accordingly, the MCDM methods: AHP and a Modified Pugh Matrix Method (MPMM) (which are meeting the expected preconditions of the framework such as minimum time, maximum easiness and maximum flexibility) are considered to model the proposed framework for CPEE to offer R&R. The AHP is used to calculate the relative weights and the MPMM is used to compare the performance of employees to provide a relative score. Accordingly, the proposed MCDM based modelling framework for CPEE to offer R&R is demonstrated by developing a suitable example. The MCDM method for CPEE to offer R&R developed in this thesis provides a performance score for every employee for every performance-cycle of CPEE. This score could be stored in a database which could be appropriately utilized during the periodic performance appraisal process using PAS. Overall, the contributions of the research are: (i) a new research problem on CPEE to offer R&R is identified (ii) a set of variables/criteria are identified from both employees and employers perspective, particularly for IT Organizations and an initial framework for CPEE to offer R&R is proposed (iii) a statistically finalized framework for CPEE to offer R&R is presented with the variables/ criteria identified (iv) simple MCDM methods are developed for the operationalization of the proposed framework for CPEE to offer R&R and a possible integration with the organization’s existing PAS is also conceptually presented. (ii) Although the research has accomplished its objectives, there are certain limitations such as (i) the focus of research is limited only to IT organizations, and hence cannot necessarily be generalized, the sampling is based on convenience and assumed to represent the entire IT population in the country and (iii) other MCDM methods are not explored so as to develop the proposed framework. Addressing these could be some of the future research directions in this area.

Despite the increasing importance of digitization in all facets of teaching and learning, digital moderation (eModeration) has received little attention in research and practice. No evidence-based requirements on the secondary school environment could be found for the development of a digital moderation system. This finding provided the rationale for an investigation into the requirements for an efficient eModeration system for IT and CAT assessments at grade 12 level in South Africa. A critical literature review was employed to explore eModeration and the requirements for a digital moderation system. This study is novel in exploring the applicability of post-adoption technology acceptance models to a pre-adoption system. The inquiry was guided by the overarching research question of: What are the requirements for an efficient eModeration system for IT and CAT SBA assessments at grade 12 level in SA? This dissertation concludes that there is currently no dedicated eModeration system in use in the secondary school environment. This study draws on the eModeration literature, the technology adoption literature and empirical research in the private secondary school environment of IT and CAT assessments at grade 12 level in South Africa to provide an evidence-based contribution to the requirements for an efficient eModeration system. The findings serve as a theoretical basis for future research into eModeration systems and can make a practical contribution to future practices and policies within schools and assessment bodies. / School of Computing / M. Sc. (Computing)

Mobile learning has developed into an essential component within the education landscape and, with two billion users worldwide, the social media platform WhatsApp has become a prominent feature in this domain. Nevertheless, with ambiguity in the literature about the effects of WhatsApp on teaching and learning and especially a paucity of research measuring collaboration on WhatsApp in relation to students’ academic achievement. The purpose of the study was to explain and predict WhatsApp’s effect on academic achievement using a quantitative questionnaire. The results suggest that increased collaboration on WhatsApp may improve academic achievement. Additionally, improving other aspects, such as active learning, trust, support, formality, interaction and interdependence, may enhance collaboration and, in turn, improve academic achievement. The study has value by providing measurable scientific evidence about the effects of WhatsApp on learning that can be incorporated into the design of teaching and learning activities with WhatsApp to improve academic achievement. / Uhlelo lokufunda uhamba (Mobile learning) selikhule ladlondlobala laba yisigaba esibalulekile ngaphansi komkhakha wemfundo kanti, lolu hlelo selunabasebenzisi abangamabhiliyoni amabili emhlabeni wonke jikelele, uhlelo lwenkundla yezokuxhumana komphakathi lwe-WhatsApp seluyinkanyezi egqamile kulesi sizinda. Yize-kunjalo, kukhona okungacaci kahle mayelana nombhalo wobuciko kwimiphumela yohlelo lwe-WhatsApp mayelana nokufundisa kanye nokufunda, kanti ikakhulu, uhlelo lwezocwaningo olulinganisa izinga lokusebenzisana kohlelo lwe-WhatsApp okumayelana nokuphumelela kwabafundi kwizifundo zabo. Inhloso yalolu cwaningo kwaye kuwukuchaza kanye nokuhlahla umphumela wohlelo lwe-WhatsApp kwezemfundo, ngokusebenzisa uhlelo locwaningo lwemibuzo egxile kumanani (quantitative questionnaire) . Imiphumela iphakamisa ukuthi izinga lokusbenzisana ohlelweni lwe-WhatsApp lungathuthukisa umphumela wezemfundo. Ngaphezu kwalokho, lungathuthukisa ezinye izinhlaka, ezinjengohlelo lokufunda olumatasa. Lungaletha ukwethembana, ukuxhasana, ukwenza izinto ngendlela esemthethweni, lungaletha ukuxoxisana kanye nokusebenzisana kwangaphakathi, lungaqinisa ukusebenzisana, kanti ngakolunye uhlangothi, lungaletha impumelelo kwezemfundo. Ucwaningo lubalulekile ngoba lunikeza ubufakazi bezesayensi obulinganisekayo mayelana nemithelela yohlelo lwe-WhatsApp ohlelweni lokufunda, okuwuhlelo olungafakwa ngaphansi kohlelo lokudizayina imisebenzi yohlelo lokufunda nokufundisa ku-WhatsApp ukuthuthukisa ukwenza ngcono imiphumela yezemfundo. / Mobiele leer het in ’n noodsaaklike komponent van die onderwyslandskap ontwikkel en met twee miljard gebruikers wêreldwyd, het die sosiale mediaplatform WhatsApp ’n prominente kenmerk van hierdie domein geword. Nogtans bestaan daar dubbelsinnigheid in die letterkunde oor die uitwerking van WhatsApp op onderrig en leer, en is daar veral ’n gebrek aan navorsing wat die samewerking op WhatsApp in verhouding tot die studente se akademiese prestasies meet. Die doel van hierdie studie was om WhatsApp se uitwerking op akademiese prestasie aan die hand van ’n kwantitatiewe vraelys te verduidelik en te voorspel. Die resultate stel voor dat ’n groter mate van samewerking op WhatsApp akademiese prestasie kan verbeter. Dit kan ook ander aspekte soos aktiewe leer, vertroue, ondersteuning, formaliteit, interaksie en onderlinge afhanklikheid verbeter en kan samewerking verhoog, wat op sy beurt akademiese prestasie kan verbeter. Die studie is waardevol in die sin dat dit meetbare, wetenskaplike bewyse oor die uitwerking van WhatsApp op leer verskaf het, wat by die ontwerp van onderrig- en leeraktiwiteite geïnkorporeer kan word om akademiese prestasie te verbeter. / School of Computing / M. Tech. (Information Technology)

<p dir="ltr">Historically, CIOs have struggled to realize IT investment values and planning involved. In the IT industry, these issues have become a critical C-level topic (Haffke, 2016). Since the establishment of the position of the State Chief Information Officer (CIO), CIO roles have expanded and evolved tremendously as new modern technologies became a part of organization’s information technology (IT) enterprise infrastructure. Multiple State CIOs struggled with modern IT technologies, but successfully completed projects to meet customer business needs and requirements and furthermore, IT investments involved an arduous effort to prepare, execute, complete, and assess for return on investment (ROI) and value realization (NASCIO, 2021). During the COVID-19 pandemic, implementation of remote collaboration technology allowed the workforce to perform at remote locations to prevent spread of the virus. Academic research on the topic of State CIO’s involvement in IT strategic planning is limited and yields scarce search results compared to other subject areas. State CIOs’ involvement in IT strategic planning was further researched for enabling remote collaboration for the new remote workforce. Scholarly databases and more than 100 various sources of articles were reviewed for search results that addressed the problem and purpose of this research.<b> </b>Grounded theory research, data triangulation, and Computer-Assisted Qualitative Data Analysis software (CAQDAS) were used to analyze the resulting articles. The research deliverables included a document analysis of State CIO involvement in IT strategic planning to enable remote collaboration. There were significant involvements of State CIOs in IT strategic planning to enable remote collaboration during the COVID-19 pandemic across the analyses. This study developed a course of actions (COAs) for State CIOs, and recommendations for future research.</p>

Dagens samhälle genomgår förändringar av betydande karaktär som i stor utsträckningdrivs av digitalisering. En av de mest påtagliga förändringarna som påverkar företagenär förändringarna i konsumentbeteendet. Dessa dramatiska förändringar utgör enbetydande utmaning för företag då traditionella metoder för kundhantering inte längre ärtillräckliga.Betydelsen av Customer Relationship Management (CRM), utifrån ett analytiskttillvägagångssätt, blir då avgörande för att bättre hantera kundrelationer i dagens högtkonkurrerande arbetsmiljö. Analytisk CRM är ett IT-beroende arbetssystem däranvändaren av data och analys utför processer och aktiviteter som gör att erbjudnaprodukter och tjänster i högre grad möter kundernas behov. Studiens övergripande målär att genom insikter förstå hur beslutsfattare upplever olika faktorers påverkan påderas förmåga att använda analytisk CRM för att stödja deras beslutsfattande samt desociotekniska förändringar som genereras av det. För att uppnå detta antogs enkvalitativ forskningsmetod där djupintervjuer genomfördes. Sju respondenter, medvarierande roller som Business Analyst, Data Scientist, Marknadschef och CRMansvarig intervjuades för att få deras insikter och erfarenheter om analytisk CRM.Studiens resultat och slutsats visar på att beslutsfattare anser kundcentrering ochinformationsteknik som avgörande faktorer för användningen av analytisk CRM.Kundcentreringen skapar en datadriven miljö som främjar datadriven beslutsfattandegenom användningen av data och analys. Det genererar sociotekniska förändringar påbåde djupare och ytmässiga nivåer. Informationstekniken spelar en avgörande roll iinsamling, hantering och analys av data. Detta påverkar beslutsprocesserna till att blidatadrivna och stärker beslutsfattarnas förmåga att fatta välgrundade beslut.Sociotekniska förändringar som generades av informationstekniken var på ytliga nivåer. / Society today is undergoing significant changes largely driven by digitalization. Onetangible change that impacts businesses is the shift in consumer behaviour. Thesedramatic changes pose a significant threat for companies as traditional methods forcustomer management are no longer sufficient.The significance of Customer Relationship Management (CRM), based on an analyticalapproach, therefore becomes crucial to better manage customer relationships in today’shighly competing work environment. Analytical CRM is an IT-reliant work system whereparticipants of data and analysis perform processes and activities that enable offeredproducts and services to better meet the needs of customers. The overall goal of thestudy is to understand through insights how decision-makers' experience variousfactors' impact on their ability to utilize analytical CRM to support their decision making,as well as the sociotechnical changes generated by it. To achieve this, a qualitativeresearch method was adopted, where in-depth interviews were conducted. Sevenrespondents, with varying roles as Business Analyst, Data Scientist, Marketing Managerand CRM Manager, were interviewed to get their insights and experiences on analyticalCRM.The study’s results and conclusion show that decision-makers consider customercentricity and information technology (IT) as a pivotal factors' influencing the use ofanalytical CRM. Customer centricity fosters a data-driven environment that promotesdata-driven decision-making through the utilization of data and analysis. It generatessociotechnical changes on both deeper and surface structures. IT plays a critical role inthe collection, management, and analysis of data. This impacts decision-makingprocesses to become data-driven and enhances the decision-makers' ability to makedata-driven decisions. Sociotechnical changes generated by information technologywere at surface structures.

Résumé Le cadre théorique de la contingence structurelle associe généralement « contexte, structure et performance » (Burns et Stalker, 1961; Woodward, 1965; Lawrence et Lorsch, 1967 ; Mintzberg, 1979).Le besoin de tester cette théorie dans l’environnement d’un pays sous développé (PSD) nous a conduit, dans cette recherche, à l’utilisation d’un cadre réduit basé uniquement sur des liens entre la technologie (remplacée par TI) et la structure (Galbraith, 1972 ; Lacrampe, 1974 ; Leifer, 1988). Notre cadre théorique s’appuie sur les approches managériales, économiques et organisationnelles des TI et de l’EDI (Leavitt, 1968 ; Scott Morton, 1991). Il utilise la théorie contingente de la gestion comptable (Otley, 1980; Chapman, 1997) et des systèmes d’information comptable AIS (Sutton, 1995; Maudlin et Ruchala, 1999; Baldwin et alii, 2000; Dunk, 2001) comme domaine d’opérationnalisation (système d’information fonctionnel). Ce travail commence par la constitution d’une boîte à outils contenant toutes les notions de base à utiliser (théories organisationnelles, TI - technologies de l'information, réseaux informatiques et EDI – échange des données informatisées), conformément aux principes fondateurs du MIS basés sur trois disciplines : Computer, Management et Organization Sciences (Culman et Swanson, 1986). La grille de lecture de la littérature est inspirée par la taxonomie de Urbaczenski, Jessup and Wheeler (2002) qui propose quatre catégories de recherche : économique, organisationnelle, technique et autre. Cette revue de la littérature permettra de proposer un modèle de recherche d’impact des TI et de l’EDI basé sur le cadre de référence structuro - fonctionnaliste et élaboré selon les principes de la théorie des systèmes. Le modèle de recherche utilise une structure causale conçue suivant l’impératif technologique (Markus et Robey, 1988). Il vise à expliquer l'impact organisationnel des TI à travers la stratégie (Porter et Millar, 1985; Wiseman, 1985 ; Palvia, Palvia et Zigli, 1990) sur la conception des MIS / AIS et des structures organisationnelles dans les entreprises d’un pays sous développé (PSD). Ce modèle d’impact organisationnel teste les hypothèses proposées, à partir des données d’une observation longitudinale (1970 à 2002) de quatorze (14) entreprises de la République Démocratique du Congo. Les entreprises échantillonnées de façon non probabiliste en deux catégories sont observées à travers l'introduction de l'EDI dans le système d’information comptable. Les tests de structure des données et de fonctionnement du modèle établissent l’impact des TI sur les structures organisationnelles et parfois sur les systèmes d’information, mais avec des nuances d’atténuation et de contribution suivant la nature de l’environnement ou l’usage de la stratégie. La conclusion de cette étude propose un processus d’apprentissage aux managers congolais pour éviter les dysfonctionnements organisationnels lors de l’adoption d’une nouvelle TI. Elle pose aussi le problème de validité des structures causales utilisées dans les recherches pour analyser l’impact organisationnel des TI. Abstract EDI adoption’s analysis in Congolese firms : an organizational structure impact of IT This research aims to identify the impact of IT (information technology) on organizational structure transformation in the firms of an under developed country. The framework of the contingency theory generally associates "context, structure and performance" (Burns and Stalker, 1961; Woodward, 1965; Lawrence and Lorsch, 1967; Mintzberg, 1979). The model of impact of TI and EDI suggested by this research uses a reduced framework only based on links between technology (replaced by IT) and structure (Galbraith, 1972; Lacrampe, 1974; Leifer, 1988). Based on the original paradigm of MIS, our theoretical framework uses managerial, economic and organizational approaches of IT and EDI (Leavitt, 1968; Scott Morton, 1991). It uses the contingent theory of accounting management (Otley, 1980; Chapman, 1997) and of accounting information systems (AIS - Sutton, 1995; Maudlin and Ruchala, 1999; Baldwin and alii, 2000; Dunk, 2001) as empirical field (functional information system). This workshop begins with the constitution of a toolbox containing all basic concepts to use (organization theories, IT - information technologies, computer networks and EDI – electronic data interchange), in accordance with the original MIS paradigm founded on three disciplines: Computer, Management and Organization Sciences (Culman and Swanson, 1986, p. 298). Then, we draw a theoretical framework of analysis which begins with a literature review inspired by Urbaczenski, Jessup and Wheeler’s taxonomy (2002). This literature review will allow to proposing a research model of IT and EDI designed according to the functionalist framework and system theory principles. The model of research uses a causal structure conceived according to the technological imperative (Markus and Robey, 1988). It aims at explaining the organizational impact of IT through the strategy (Porter and Millar, 1985; Wiseman, 1985; Palvia, Palvia and Zigli, 1990) on the design of MIS / AIS and the organizational structures in the companies of an under developed country (UDC). This study tests the hypotheses of the organizational impact‘s model suggested, basing from the data of a longitudinal observation (1970 to 2002) of fourteen (14) Congolese firms. The companies sampled by convenience in two layers are observed through the introduction of EDI into the accounting information system. The tests of data structure and of operating model performed on the introduction of accounting EDI, confirm the impact of IT on the organizational structures and sometimes on the information systems - IS. That with nuances of attenuation and contribution according to the nature of the environment or the use of the strategy. The conclusion of this study proposes a process of training to the congolese managers to avoid the organizational dysfunctions during the adoption of new IT. It poses also the problem of validity of the causal structures used in research to analyze the organizational impact of IT.

Résumé<p>Le cadre théorique de la contingence structurelle associe généralement « contexte, structure et performance » (Burns et Stalker, 1961; Woodward, 1965; Lawrence et Lorsch, 1967 ;Mintzberg, 1979).Le besoin de tester cette théorie dans l’environnement d’un pays sous développé (PSD) nous a conduit, dans cette recherche, à l’utilisation d’un cadre réduit basé uniquement sur des liens entre la technologie (remplacée par TI) et la structure (Galbraith, 1972 ;Lacrampe, 1974 ;Leifer, 1988). <p>Notre cadre théorique s’appuie sur les approches managériales, économiques et organisationnelles des TI et de l’EDI (Leavitt, 1968 ;Scott Morton, 1991). Il utilise la théorie contingente de la gestion comptable (Otley, 1980; Chapman, 1997) et des systèmes d’information comptable AIS (Sutton, 1995; Maudlin et Ruchala, 1999; Baldwin et alii, 2000; Dunk, 2001) comme domaine d’opérationnalisation (système d’information fonctionnel).<p>\ / Doctorat en Sciences économiques et de gestion / info:eu-repo/semantics/nonPublished