La modification de l'environnement et l'évolution rapide du monde des affaires ont contraint les entreprises à réorganiser leurs services. Dans ce contexte la fonction Achats se transforme d'une fonction administrative à une fonction stratégique. Cette thèse a pour objectif d'analyser la création de valeur de la fonction Achats en se focalisant sur le rôle de l'acheteur. Elle s'appuie sur l'analyse de la transformation d'une fonction Achats dans le cadre d'un contrat de recherche au sein d'un groupe agroalimentaire international. La méthodologie d'analyse qualitative, s'appuyant sur l'utilisation du logiciel d'analyse Lexicale Nvivo10, a mobilisé des cadres théoriques pertinents aux regards des thèmes issus du cas. La recherche montre que l'acheteur peut à la fois créer de la valeur par les actions de productivité, et par des actions entrepreneuriales pouvant favoriser le développement des ventes. Les résultats conceptualisent l'acheteur et mettent en évidence la nécessité pour l'acheteur de détenir, en complément des compétences techniques, des Méta-compétence qui lui permettront de saisir les opportunités de l'écosystème pour les transformer en produits ou services commercialisables. Ces Meta-compétences différencient les collaborateurs moyens des collaborateurs efficaces, elles permettent de soutenir les compétences techniques et d'en acquérir de nouvelles. Elles s'attachent aux comportements et aptitudes individuelles et sont liées à la personnalité de l'individu. Finalement la thèse propose un modèle intégrateur des compétences de l'acheteur, qui rend compte de la prépondérance des Méta-compétences comme socle de la capacité de l'acheteur à créer de la valeur. / Modification of the environment and the rapidly changing business world have forced companies to reorganize their services. In this context the purchasing function becomes an administrative function to a strategic function, impacting the performance of the company and its ability to create value directly. This thesis aims to analyze the value creation of the purchasing function by focusing on the role of the buyer. Our research is based on the analysis of the transformation of a purchasing function within the framework of a research contract in an international food company. The analytical methodology is qualitative, based on the use of Nvivo10 Lexical analysis software. They were put in perspective with the eyes of relevant themes from the case theoretical frameworks. Research shows that the buyer can both create value through the actions of productivity, and entrepreneurial activities that foster the development of sales. The results conceptualize the buyer and highlight the need for the buyer to hold, in addition to technical skills, Meta-competencies that will seize the opportunities of the ecosystem to transform them into marketable products or services. These Meta-competencies differentiate means employees and effective contributors; they can support the technical skills and acquire new ones. They attach to the behaviors and personal skills and are related to the personality of the individual. Finally, the thesis proposes an integrative skills model of the buyer, which accounts for the preponderance of Meta-skills as the basis of the ability of the buyer to create value.

The research focused on constructing a psychological career profile for staff retention practices by investigating the relationship between employees’ psychological career meta-competencies (psychological career resources, career adaptability and hardiness) and their retention-related dispositions (job embeddedness and organisational commitment). A quantitative survey was conducted on a convenience sample of employed adults (N = 355) at managerial and staff levels in the human resource management field. A canonical correlation analysis indicated a significant overall relationship between the psychological career meta-competencies and the retention-related dispositions. Multiple regression analyses indicated the psychological career meta-competencies as significant predictors of the retention-related dispositions variables. Structural equation modelling indicated a good fit of the data with the canonical correlation-derived measurement model. Moderated hierarchical regression analyses showed that gender and marital status significantly moderated the relationship between the participants’ psychological career meta-competencies and the retention-related disposition job-embedded fit. Tests for mean differences revealed that males and females differed significantly regarding their self/other skills and hardy-commitment while the marital status groups differed signifcantly regarding their behavioural adaptability and hardiness. On a theoretical level, the study deepened understanding of the cognitive, affective, conative and interpersonal behavioural dimensions of the hypothesized psychological career profile. On an empirical level, the study produced an empirically tested psychological career profile in terms of the various behavioural dimensions. On a practical level, organisational staff retention practices in terms of the behavioural dimensions of the psychological career profile were recommended. / Industrial & Organisational Psychology / D.Com.(Industrial and Organisational Psychology)

The research focused on constructing a psychological career profile for staff retention practices by investigating the relationship between employees’ psychological career meta-competencies (psychological career resources, career adaptability and hardiness) and their retention-related dispositions (job embeddedness and organisational commitment). A quantitative survey was conducted on a convenience sample of employed adults (N = 355) at managerial and staff levels in the human resource management field. A canonical correlation analysis indicated a significant overall relationship between the psychological career meta-competencies and the retention-related dispositions. Multiple regression analyses indicated the psychological career meta-competencies as significant predictors of the retention-related dispositions variables. Structural equation modelling indicated a good fit of the data with the canonical correlation-derived measurement model. Moderated hierarchical regression analyses showed that gender and marital status significantly moderated the relationship between the participants’ psychological career meta-competencies and the retention-related disposition job-embedded fit. Tests for mean differences revealed that males and females differed significantly regarding their self/other skills and hardy-commitment while the marital status groups differed signifcantly regarding their behavioural adaptability and hardiness. On a theoretical level, the study deepened understanding of the cognitive, affective, conative and interpersonal behavioural dimensions of the hypothesized psychological career profile. On an empirical level, the study produced an empirically tested psychological career profile in terms of the various behavioural dimensions. On a practical level, organisational staff retention practices in terms of the behavioural dimensions of the psychological career profile were recommended. / Industrial and Organisational Psychology / D.Com.(Industrial and Organisational Psychology)

The purpose of this study was to construct a career meta-competency model for sustained employability in the contemporary world of work. This study explored a convenience sample (N = 304) of early career employees’ personality preferences (measured by the Myers-Briggs Type Indicator), self-esteem (measured by the Culture-free Self-esteem Inventories for Adults) and emotional intelligence (measured by the Assessing Emotions Scale), as a composite set of their personality attributes, in relation to their employability attributes (measured by the Employability Attributes Scale). The participants comprised 81% blacks and 64% females employed in the business management field in managerial/supervisory (53%) and staff (28%) level positions. Their ages ranged between 25 and 40 years (early adulthood and establishment phase) (79%). The correlations, canonical correlations and multiple regression results indicated that the participants’ personality attributes were significantly and positively related to their employability attributes. Structural Equation Modelling indicated a moderate fit between the theoretically hypothesised career meta-competency model and the empirically tested structural model. The results indicated job level as a significant moderator of the relationship between the participants’ personality and employability attributes. Middle management level was associated with an inverse relationship between the personality and employability attributes. Staff and middle managers did not significantly differ regarding their mean scores on these variables. On a theoretical level, the study deepened understanding of the cognitive, affective, conative and interpersonal behavioural dimensions of the hypothesised career meta-competency model. On an empirical level, the study produced an empirically tested career meta-competency model in terms of the various behavioural dimensions. On a practical level, career v counselling and development interventions for guiding employees’ sustained employability in terms of the career meta-competency behavioural dimensions were recommended. / Industrial & Organisational Psychology / D. Com. (Industrial and Organisational Psychology)

The purpose of this study was to construct a career meta-competency model for sustained employability in the contemporary world of work. This study explored a convenience sample (N = 304) of early career employees’ personality preferences (measured by the Myers-Briggs Type Indicator), self-esteem (measured by the Culture-free Self-esteem Inventories for Adults) and emotional intelligence (measured by the Assessing Emotions Scale), as a composite set of their personality attributes, in relation to their employability attributes (measured by the Employability Attributes Scale). The participants comprised 81% blacks and 64% females employed in the business management field in managerial/supervisory (53%) and staff (28%) level positions. Their ages ranged between 25 and 40 years (early adulthood and establishment phase) (79%). The correlations, canonical correlations and multiple regression results indicated that the participants’ personality attributes were significantly and positively related to their employability attributes. Structural Equation Modelling indicated a moderate fit between the theoretically hypothesised career meta-competency model and the empirically tested structural model. The results indicated job level as a significant moderator of the relationship between the participants’ personality and employability attributes. Middle management level was associated with an inverse relationship between the personality and employability attributes. Staff and middle managers did not significantly differ regarding their mean scores on these variables. On a theoretical level, the study deepened understanding of the cognitive, affective, conative and interpersonal behavioural dimensions of the hypothesised career meta-competency model. On an empirical level, the study produced an empirically tested career meta-competency model in terms of the various behavioural dimensions. On a practical level, career v counselling and development interventions for guiding employees’ sustained employability in terms of the career meta-competency behavioural dimensions were recommended. / Industrial and Organisational Psychology / D. Com. (Industrial and Organisational Psychology)