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The front line manager has been identified as key to employee engagement in health care organizations and organizational success (Kane-Urabazo, 2006; Laschinger, & Finegan, 2005; Laschinger, Wong, & Greco, 2006; Rivera, Fitzpatrick, & Boyle, 2011; Tillot, 2013). This descriptive qualitative study explored engagement from a front line nurse manager’s perspective. A purposive sample of six front line nurse managers were asked (in interviews) to discuss how engagement was experienced, described and observed in their staff and themselves. The aim of the study was to add to the current knowledge of engagement and contribute to the definition and conceptualization of the concept of engagement from the perspective of front line nurse manager. The Appreciative Inquiry, (AI) framework specifically the discovery and dream phases, were used to design the research questions and guided the study. The four themes that emerged from the analysis of the data were: i) supportive relationships and actions, ii) common purposeful work, iii) sense of achievement and recognition, and iv) fully participatory. The unique perspective from the front line nurse managers provides an indication of how engagement is experienced by front line nurse managers. The participants described their perceptions of engagement and its meaning to them. Ongoing research and expansion of knowledge on engagement of the front line nurse managers is integral to further defining and developing a shared meaning of engagement in order to align the understanding of engagement of front line nurse managers with their organizations.

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There are substantially researches talking about departments with various functions inside companies also external connections with different parties outside. No matter researching which perspective, employees are consistently playing a key role. Regarding to a company, there are some people with more or less specific knowledge backgrounds to be unified. In today¡¦s business world, knowledge apparently becomes a surviving tool. It is the reason that ¡§knowledge economics¡¨ was created and develop theories in ¡§knowledge management¡¨ field. As far as managers concerned, employees are a group of people inside the company who should be paid attention to not merely on skin deep level. By means of having further sensitivity to motivation factors of employees, a lot of helpful methods can be found for win-win solutions. If companies expect employees with motivations, the initiative is to figure out how to let employees really make themselves ¡§motivated on jobs¡¨ instead of banking on only money matters. It is no doubt that line managers and HR managers should spend time working on this issue since one of the objectives to be managers is to manage people under authorities. This thesis would be practically valuable for managers on supplement by interview results because line managers, human resource managers and employees have extremely close relationships for organization¡¦s brighter future. Key Words: motivation factor, line manager, human resource manager

L'objectif de cette thèse, en conventionnement CIFRE, est de déterminer le rôle et la place des dimensions émotionnelles et socioaffectives dans et par un dispositif de formation à destination de managers. Ces dimensions ont été appréhendées par une approche biopsychosociale permettant d’envisager les émotions comme une pratique située, incarnée et social. Par le ressenti ou l’expression de ces dimensions, l’individu sociale s’expose à un triple rapport : à soi, aux autres et à une (in)capacité à se mettre en action. L’analyse par Théorisation ancrée a été privilégiée, dans une démarche empirique, inductive et itérative. Les principaux résultats indiquent l’importance de ces dimensions dans les dispositifs de formation. Un important travail émotionnel, individuel et collectif, les module et les met en scène. De plus, le rire, s’il présente des bénéfices certains pour les participants, favorise également un positionnement social des managers dans le groupe de formation et le groupe professionnel des managers. Enfin, l’intérêt constitue une émotion indispensable dans l’engagement en formation. / The objective of this thesis is to determine the role and the place of emotional and socioaffective dimensions in training system devised for managers. These dimensions were considered through a biopsychosocial approach that allowed us to regard emotions as a situated, embodied and social practice. By feeling or expressing these dimensions, the social individual is exposed to three relations: the self, to others and to the (in) ability to put him/herself into action. Grounded theory analysis was preferred, with an empirical, inductive and iterative approach. The main results indicate the importance of these dimensions in the training system. An important emotional work, both individual and collective, influences and feeds this system. In addition, laughter, if it has some benefits for participants, also fosters a social positioning of managers in the training group and the professional group of managers. Finally, interest constitutes a necessary emotion in the training engagement.

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The major of this study is to examine Human Resource Management Competencies of Line Manager and identify their affectability.This study perceived 20 competencies in five domains: business management competencies, human resource functional expertise, revolutionary ,self-development and support & service for employee to examine their importance through the Analytical Hierarchy Process, AHP.