Cette étude des pratiques RH dans les moyennes entreprises met en évidence l'influence significative des facteurs organisationnels et institutionnels. Dans le cadre de cette recherche, nous nous intéressons à ces pratiques à travers une approche intégratrice des théories mobilisées et montrons des particularismes en termes : 1/ de différenciation et d'hybridité structurelle, 2/ de légitimité institutionnelle et 3/ de complexité relationnelle.Reposant sur une méthodologie de recherche qualitative, l'étude empirique comprend 40 entretiens dont 13 menés dans le cadre de deux études de cas. Ces entretiens réalisés auprès de plusieurs acteurs RH permettent des comparaisons entre des moyennes entreprises de différentes tailles.À la lumière des spécificités des moyennes entreprises, nos résultats mettent en évidence une diversité des pratiques de RH. Notre recherche confirme l'intérêt d'une approche " non consensuelle " des pratiques de RH, celle-ci étant due au recul de la hiérarchie face à l'arrivée des managers. Nos résultats montrent aussi que dans les moyennes entreprises, les pratiques de RH sont personnelles, conformistes, pseudo-conformistes, pseudo-innovantes et innovantes.

<strong>Background:</strong> Sub-Saharan Africa is home to 85% of the world's HIV-positive adolescents: an estimated 1.3-2.2 million 10-19 year olds. Adolescents living with HIV face multiple sexual and reproductive health risks: unwanted pregnancies and the risk of mother-to-child-transmission, risk of infecting partners, co-infection with other STIs, and the rising but undocumented risk of re-infection by potentially resistant HI-virus strains. Using contraception, especially condoms, is particularly challenging for all adolescents. It is even more difficult for HIV-positive adolescents due to HIV-related factors such as learning their HIV-positive status, withholding or disclosing their HIV-status to sexual partners, and accessing services in the home, clinics, and schools. This thesis aims to understand which factors shape sexual risk-taking among HIV-positive adolescents to inform the development of interventions that promote safe sexual practices in this population. <strong>Methodology:</strong> This thesis applies a socio-ecological model to investigate factors associated with sexual risk-taking among HIV-positive adolescents. It consists of three stand-alone papers: a systematic review and two quantitative papers based on a cross-sectional epidemiological and aetiological study of unprotected sex among HIV-positive adolescents and community controls in South Africa. Paper 1 is a systematic review of rates, correlates, and interventions to reduce sexual risk-taking among HIV-positive adolescents and youth in sub-Saharan Africa. Paper 2 looks at associations between HIV-status knowledge and disclosure and protective sexual practices in the cross-sectional study sample. Paper 3 explores the relationship between various social protection provisions and unprotected sex among HIV-positive adolescents. The candidate co-developed and conducted a community-traced study of adolescents in the Eastern Cape, in South Africa: 1,060 HIV-positive adolescents and 467 community controls. HIV-positive 10-19 year old adolescents were recruited from 53 government facilities in a health sub-district with antenatal HIV prevalence of over 30%. 90.1% of the eligible sample was traced, with only 4.1% refusing to take part. Community controls were neighbouring or co-habiting 10-19 year old adolescents, 92% of whom agreed to take part. Voluntary informed consent was obtained from adolescents and caregivers in the language of their choice: English or Xhosa. Questionnaires were administered by trained research assistants using mobile devices (tablets) with adolescent-friendly graphic content to ensure participant interest and reduce participant burden through skip-patterns. The systematic review (Paper 1) included studies located through electronic databases and grey literature. The Preferred Reporting Items for Systematic Reviews and Meta-Analyses guidelines were followed. Quantitative studies reporting on HIV-positive participants (10-24 year old) included data on at least one of eight outcomes (early sexual debut, inconsistent condom use, older sexual partner, transactional sex, multiple sexual partners, sex while intoxicated, sexually transmitted infections, and pregnancy). Only studies conducted in sub-Saharan Africa were included. The candidate and a second author independently piloted all processes, screened studies, extracted data independently, and resolved any discrepancies. Due to variance in reported rates and correlates, no meta-analyses was conducted. The systematic review informed the analyses conducted for the two quantitative papers. Analyses for Papers 2 and 3 used condom use at last sexual encounter (dichotomised either as safe sex/abstinence or unprotected sex) as the outcome, controlling for a series of covariates. Analyses used SPSS 22 and STATA 11. For each paper, the hypothesised factors were entered as independent variables in multivariate logistic regressions controlling for potential confounders. Based on the findings of the systematic review, gender moderation analyses was run entering a 2-way interaction term of gender*correlate in multivariate logistic regressions, controlling for covariates. Marginal effect models explored the effect of combinations of risk/ protective factors. Predicted probabilities for safe sex/ unprotected sex were computed for different two- and three-way combinations of the independent variables, controlling for covariates significantly associated with the outcome. Paper 2 tested the effect of three types of disclosure on protective sexual practices: (i) knowledge of one's own HIV-positive status, (ii) disclosing one's HIV-status to a partner, and (iii) knowing a partner's HIV-status. It compared HIV-positive status aware adolescents (n=794) with the rest of the sample (n=733). Paper 3 investigated associations between nine types of social protection provisions and unprotected sex. In line with UNICEF's definition, social protection was defined as any provision aimed at preventing, reducing and eliminating economic and social vulnerabilities to poverty and deprivation among HIV-positive adolescents. The nine social protection provisions tested by the analyses included ‘cash' and ‘care' factors accessed in the home, school, and community. <strong>Results: Paper 1 – ‘Sexual Risk-Taking among HIV-Positive Adolescents and Youth in Sub-Saharan Africa: A systematic review of prevalence rates, risk factors, and interventions.'</strong> The systematic review (Chapter 4) found that, despite their heightened vulnerabilities and high rates of sexual risk-taking, there is a dearth of evidence on interventions which may help HIV-positive adolescents engage in safe sexual practices. The review included 35 studies, four of which were interventions aiming to reduce sexual risk-taking. The quality of the included studies was low with most studies (k=31) reporting findings from cross-sectional data. HIV-positive adolescents and youth reported high rates of sexual risk-taking, however findings were inconsistent about potential factors associated with sexual risk-taking. Factors consistently associated with sexual risk-taking in multivariate analyses included: food insecurity, living alone, living with a partner, and gender-based violence. No significant associations were reported for: rural residence, informal housing, anxiety, religious guidance, STI prevention knowledge, poor birth outcomes, orphanhood, parental monitoring, having a supportive family, social support, maternal education level, poverty, disclosing one's HIV-status to a partner, time on ART, ART adherence, receiving care at a hospital, opportunistic infections. However, most of the above associations were reported by only one study, therefore further analyses is needed to build the evidence base on potential determinants of sexual risk-taking among HIV-positive adolescents and youth. The included interventions consist of three individual- and group-based psychosocial interventions evaluated in three small-scale trials (n<150) and one large trial of combination interventions for HIV-positive orphaned adolescent girls (n=710). Three of these interventions had positive effects in reducing sexual risk-taking: an individual based 18-session counselling intervention in Uganda, a support group intervention in South Africa, and a combination intervention in Zimbabwe. <strong>Quantitative data analyses of cross-sectional study data:</strong> Overall, adolescents in the full sample (n=1,527) reported high rates of sexual activity (34.9%) and high rates of unprotected sex (22%), with adolescent girls reporting higher rates of unprotected sex than boys (33% vs. 7%).

L'équilibre entre vie personnelle et vie professionnelle est un sujet récurrent dans nos sociétés tant bien que les ph6nomènes de débordement, aussi bien du travail sur la vie personnelle que de la vie personnelle sur le travail, ont été saisis des gestionnaires en ressources humaines. A ce titre, des solutions op6rationnelles ont été proposées à travers, de ce que les chercheurs admettent comme des pratiques d'harmonisation , des mesures telles que les horaires flexibles, crèches d'entreprises, conciergeries etc. Cependant, ces pratiques étant assez peu développées en France, nous pouvons nous demander sur quels fondements peuvent-elles être mise en place, et surtout quel est leur véritable rôle dans l’équilibre travail- hors-travail des salariés ? Cette question nous amène à un examen des perceptions de l'équilibre travail - hors-travail et de leurs effets possibles sur la satisfaction au travail. Un modèle de recherche intégrant les perceptions de l’équilibre, les intentions de recours aux pratiques d’harmonisation, et la satisfaction au travail, a été proposé. A l'appui d'une étude empirique menée sur deux échantillons de 210 et 224 salariés français du secteur privé, nous avons pu montrer que ces pratiques sont considérées comme une réelle mesure d'accompagnement à l'équilibre, et peuvent être en ce sens un levier de satisfaction au travail. Il ressort aussi que ces pratiques, ainsi que l'équilibre en lui-même, sont soumises à différentes appréciations selon les profils des salariés, et que finalement, alors que ces pratiques sont favorables. l'équilibre, l'équilibre peut être un déterminant de la satisfaction au travail. / The balance between personal and professional life is a recurring theme in our societies as well as the spillover phenomena, as well work on the personal life and the personal life on work, were seized by HR managers. As such, operational solutions have been proposed through, the researchers admit that family-friendly practices auch as flexible hours, childcare services on site, company conciergeries etc. However, these practices being relatively undeveloped in France so we can ask on which basis can they be implemented, and especially what their real role on employees’ work-life balance? This question requires an examination of perceptions of work-life balance and its possible effects on job satisfaction. A research model integrating perceptions of work-life balance, intentions to use harmonization practices, and job satisfaction, we. proposed. ln support of an empirical study on two samples of 210 and 224 French employees in the private sector, we have shown that these practices are considered as a real measure supporting work-life balance, and may be, in this sense, a lever for job satisfaction. It also appears that these practices and balance itself are subject to different assessments according to employees' profiles, and finally, while the these practices are in favor of work-life balance, the work-life balance may be a determinant of job satisfaction.

Made available in DSpace on 2010-04-20T21:00:20Z (GMT). No. of bitstreams: 3 luciodemouraturma2004.pdf.jpg: 20441 bytes, checksum: 88cf6cdd8e24efb67c11f2b4a395f165 (MD5) luciodemouraturma2004.pdf: 1710779 bytes, checksum: 33e28962fb47888081c7ec2cbd7246ef (MD5) luciodemouraturma2004.pdf.txt: 217573 bytes, checksum: fca734f12f4bb43fad5b2da284145866 (MD5) Previous issue date: 2007-02-12T00:00:00Z / The literature on Human Resources advises its professionals to emphasize the potential contribution that may be made by the projects and programs to the business objectives of their companies, whenever they seek approval for the investments and priority allocation required for their development and implementation. The companies, pressed by the rising competition, expect that their HR professionals justify those investments in a manner that clearly demonstrates the benefits that the programs may bring to the achievement of their business objectives. To do that, they should speak a language that necessarily relates to the financial and economic results of their companies. If the influence ability of HR areas is low, or if the priority given to the implementation of their programs is insufficient, this is nothing more nothing less than a rational response from the part of their companies management, who, despite intuitively “knowing” the benefits of their activities, does not have any objective measure of such benefits. In the absence of such measure, the organization cannot adequately prioritize HR programs into their investment plans. Utility Analysis offers an answer to this problem. It consists of a family of theories and metrics designed to describe, predict and/or explain how useful and desirable are the decision options presented by the various HR programs – selection, training, performance evaluation, compensation, etc., and may be seen as a cost benefit analysis process: costs reduce utility and benefits increase it. Utility Analysis is a tool well suited to the business environment because it insists that both costs and consequences of decisions be always considered beforehand. Its merit resides in that it results in decisions that are based on robust, rational and conscious analysis, and expressed in the language most used in today’s business world – costs, benefits, returns on investments and their effect on the bottom line of financial and economic results. In this study we execute the methodology defined by Sturman et al. (2003), which is aimed at using Utility Analysis to evaluate the economic value of different compensation policies, to the case of a large bank in Brazil. Our conclusions demonstrate the usefulness of Utility Analysis in justifying the adoption of compensation policies that add high value to the business. The justification is based on estimates of the incremental value added by the human resources that such policies help to retain, on one hand, and by the risks involved in their implementation, on the other. Such compensation policies, if judged by the traditional standards of costs, would certainly be discarded. VIII We demonstrate that Utility Analysis provides a common language between the HR area, senior management and other areas of any company – contribution to its business objectives. This should facilitate the communication of benefits, implementation and monitoring of HR programs and initiatives. / A literatura de Recursos Humanos sugere a seus profissionais que, ao buscar aprovação para investimentos em projetos e programas de RH, enfatizem a contribuição que eles podem dar ao atingimento dos objetivos de negócios de suas organizações. As empresas, impelidas pela competição cada dia mais acirrada, esperam que seus profissionais de RH justifiquem os investimentos em linguagem que demonstre de maneira clara os benefícios que possam adicionar na busca de tais objetivos - esta linguagem necessariamente se relaciona ao resultado financeiro e econômico das empresas. Se é reduzida a influência das áreas de RH ou baixa a prioridade dada à implementação de seus programas, esta situação pode não ser nada mais nada menos do que uma resposta racional da direção das empresas, que apesar de "conhecer" intuitivamente os benefícios da atividade, não dispõe de uma medida objetiva sobre eles. Na falta de tal medida, a organização não consegue priorizar adequadamente os programas de RH em seu plano de investimentos. A Análise da Utilidade oferece uma resposta a este problema. Ela consiste em uma família de teorias e medidas desenhadas para descrever, predizer e/ou explicar quão úteis e desejáveis são as opções de decisão relativas aos diversos programas da Gestão de RH – seleção, treinamento, avaliação de desempenho, remuneração, etc., e pode ser considerada como uma análise de custos e benefícios: os custos reduzem a utilidade e os benefícios a aumentam. A Análise da Utilidade é um instrumento adequado ao ambiente de negócios porque insiste em que tanto os custos como as conseqüências das decisões sejam sempre considerados de antemão. O mérito de sua abordagem é que ela resulta em decisões fundamentadas em raciocínio robusto, racional e consciente, através da linguagem mais utilizada no mundo dos negócios da atualidade – custos, benefícios, retornos de investimentos, e seus impactos sobre os resultados finais, financeiros e econômicos. Neste trabalho aplicamos a metodologia definida por Sturman et al. (2003), destinada ao uso da Análise da Utilidade na avaliação do valor econômico de diferentes políticas de remuneração, ao caso de uma grande empresa do setor financeiro no Brasil. Nossas conclusões demonstram o valor do uso da Análise da Utilidade na justificação de políticas de remuneração de alto valor. Esta justificação se baseia nas estimativas de valor incremental dos recursos humanos que tais políticas ajudam a reter, contrabalançado pelos riscos de sua implementação. Tais políticas, se julgadas pelos padrões tradicionais de custo, seriam descartadas. Demonstramos que a Análise da Utilidade viabiliza uma linguagem comum entre a área de RH, a alta direção e demais áreas da empresa – contribuição aos objetivos do negócio. Isto deve facilitar a comunicação e divulgação dos benefícios, implantação e monitoração dos programas de RH.

Made available in DSpace on 2014-06-11T19:32:14Z (GMT). No. of bitstreams: 0 Previous issue date: 2008-02-29Bitstream added on 2014-06-13T20:23:17Z : No. of bitstreams: 1 miziara_mn_dr_sjrp.pdf: 8388230 bytes, checksum: 735d0547b6a7d4ff2141893c4f8644a7 (MD5) / Coordenação de Aperfeiçoamento de Pessoal de Nível Superior (CAPES) / Nsf - Nacional Science Foundation / O cromossomo 1 do genoma bubalino (BBU1), o maior cromossomo do cariótipo do búfalo de rio, é um cromossomo submetacêntrico que possui homologia com os cromossomos 1 e 27 do genoma bovino. Neste trabalho, apresentamos o primeiro mapa RH para este cromossomo, construído por meio da utilização de um painel de células somáticas híbridas irradiadas búfalo-roedor, denominado BBURH5000. O mapa consistiu em 69 marcadores derivados dos cromossomos bovinos BTA1 e BTA27, incluindo 48 genes codificantes, 17 microssatélites e quatro ESTs distribuídos em dois grupos de ligação. A freqüência de retenção observada entre os marcadores variou de 17.8% a 52.2%. A ordem dos marcadores dentro dos grupos de ligação foi, em sua maioria, idêntica a ordem encontrada nos mapas RH e de seqüência do genoma bovino. A análise comparativa do mapa RH obtido para BBU1 com o genoma humano revelou oito blocos homólogos de sintenia entre BBU1 e segmentos correspondentes dos cromossomos humanos 3, 4, 8 e 21, sendo a maioria deles rearranjados quanto à ordem dos genes e orientação dos blocos. Os blocos de sintenia também foram comparados com os genomas de outras espécies de mamíferos, como boi, chimpanzé, cachorro e cavalo. Considerando a inexistência de mapas de ligação para o búfalo de rio, o mapa RH obtido neste estudo fornece dados essenciais para os estudos comparativos deste cromossomo com qualquer outra espécie de mamífero. / The largest chromosome in the river buffalo karyotype, BBU1, is a submetacentric chromosome with reported homology between BBU1q and bovine chromosome 1 and between BBU1p and BTA27. We present the first radiation hybrid map of this chromosome containing 69 cattle derived markers including 48 coding genes, 17 microsatellites and four ESTs distributed in two linkage groups. The RH map was constructed based on the analysis of a recently developed river buffalo-hamster whole genome radiation hybrid panel (BBURH5000). The retention frequency of individual markers across the panel ranged from 17.8% to 52.2%. With few exceptions, the order of markers within linkage groups is identical to the order established for corresponding cattle sequence and RH maps. Comparative analysis between BBU1-RH5000 and the human genome revealed eight homologous synteny blocks corresponding to HSA3q, HSA4q, HSA8p and HSA21q. Most of the blocks showed rearrangements in the gene order and in the orientation of the synteny blocks. The synteny blocks were also compared with other mammalian genomes, such as bovine, chimpanzee, dog and horse. Considering that a genetic linkage map does not exist for river buffalo, the radiation hybrid map generated in this study provides valuable data for comparative mapping of BBU1 chromosome.

A tese teve como objetivo analisar os processos de desenvolvimento e compartilhamento intra-empresarial de competências organizacionais. Foi analisada a relação entre a Telemig Celular e as empresas que com ela compunham, em junho de 2002, a cadeia de valor para provimento de serviços de telefonia celular. O desenvolvimento das competências organizacionais foi analisado à luz da perspectiva de oferta dos serviços de 3G. A Telemig Celular foi analisada por meio de entrevistas e um workshop junto ao corpo gerencial. As demais empresas da cadeia foram abordadas via entrevistas junto às gerências de RH e estratégia. A utilização do modelo de Fransman mostrou que as relações entre as empresas ainda não constituem efetivas parcerias. Os elos mais forte da cadeia – indústria de equipamentos, baseada no domínio tecnológico, e operadoras, baseadas no acesso ao usuário final - têm liderado as decisões mais importantes da cadeia. Observou-se que o desenvolvimento das competências organizacionais é mais estruturado na camada 1, em que há claras regras de desenvolvimento e proteção das competências, além de diretrizes e alocação de recursos para a realização de pesquisas. Também os investimentos em RH são existentes e mais conectados com a estratégia organizacional. Nas demais empresas da cadeia encontraram-se áreas de RH reduzidas, quando existentes, e que adotam práticas e políticas de gestão tradicionais. A pesquisa mostrou que falta às empresas e, principalmente, ao RH uma visão integrada de negócios e cadeia de valor, o que tem levado à subordinação das empresas brasileiras e menores às empresas multinacionais e maiores. / This paper aimed to analyze the processes of development and intra-company sharing of organizational competencies. It looked at the relationship between Telemig Celular company and its counterparts making up the value chain in June 2002 for providing cellular telephone services. The organizational competency development was considered in the light of the 3G-service supply perspective. Telemig Celular was analyzed through interviews and a workshop with its managers. The other companies in the chain were approached through interviews with their strategy and HR managements. By using Fransman's model it was shown that the company relationships are not effective partnerships yet. The strongest links in the chain —equipment industry relying on their technological supremacy, and carriers relying on end user access— have been taking the chain's most important decisions. The development of organizational competencies was observed to be more structured in layer 1, where there are clear development rules and competency protection, as well as guidelines and fund allocation for research. Also, HR investments are present, and they are more connected to organizational strategy. In the rest of the chain companies, the research found small HR areas, if any, adopting traditional management practices and policies. And it showed that companies, mainly their HR, lack an integrated view of business and value chain, which has been leading to the subordination of the Brazilian and smaller companies to the multinational and larger ones.

Aujourd'hui la vie au travail est caractérisée par une grande complexité, une imprévisibilité, et une insécurité. L'intérêt pour l'employabilité a été suscité par l'impact économique des pénuries de compétences et de main-d'œuvre et la nature changeante des carrières ainsi que par l'érosion de la sécurité de l'emploi. Pour assurer la sécurité d'emploi de ses salariés qui sont garants de son adaptation et de sa performance, l'entreprise doit mener des actions pour maintenir et développer leur employabilité. La finalité de cette recherche est de comprendre comment les pratiques RH influencent l'employabilité et l'implication organisationnelle. La réponse à cette problématique contribue à proposer aux organisations une approche adaptée de l'utilisation des pratiques RH qu'elles ont à leur disposition. Deux types de méthodologie ont été croisés. D'abord une étude qualitative exploratoire a été menée auprès d'un échantillon multi-acteur de 21 personnes (Dirigeants, DRH et salariés). Elle a visé à enrichir et à vérifier la pertinence du modèle proposé à l'issue de l'analyse de la littérature, à identifier les pratiques RH favorables à l'employabilité et à explorer le concept de l'employabilité à travers une explicitation de ses dimensions. Ensuite une étude quantitative, auprès de 266 salariés, nous a permis de vérifier le type de relations qui peuvent exister entre les pratiques RH, l'employabilité et l'implication organisationnelle. Notre recherche montre que, d'une manière générale, les pratiques RH influencent positivement l'employabilité et l'implication organisationnelle notamment la dimension affective. Cette étude propose cinq familles de pratiques RH (l'organisation qualifiante et la mobilité, la formation et l'évaluation, la communication, la GPEC et la rémunération) qui agissent sur l'employabilité (individuelle, par les compétences, et interne/externe) et sur l'implication organisationnelle (affective et calculée). / Today working life is characterized by highly complex, unpredictability and insecurity. The interest for employability was motivated by the economic impact of skills shortages and labor force; the changing nature of careers, and the erosion of job security.To ensure the job security of its employees who are guarantors of its adaptation and its performance, the organization must take action to maintain and to develop their employability.The purpose of our study is to understand how HR practices influence employability and organizational commitment. The answer to this issue helps organizations provide a suitable method in terms how to use HR practices which they have at their disposal approach.Two types of methodology were crossed. First, an exploratory qualitative study was conducted with a multi-actor sample, 21 persons (executives, DHR and employees) were interviewed. It aimed to enrich and to verify the relevance of the research model proposed after the literature review; to identify HR practices in favor to employability; and to explore the concept of employability through an explanation of its dimensions. Then a quantitative study among 266 employees helps us to confirm the type of relationship that may exist between HR practices, employability and organizational commitment.Our research shows that in a general way, HR practices positively influence the employability and organizational commitment particularly affective dimension. This study suggests five families of HR practices (the learning organization and mobility, training and evaluation, communication, compensation and management planning of employment and skills) acting on employability (individual approach, skills approach, and internal / external approachs) and organizational commitment (affective dimension and continuance dimension).

Les femmes se heurtent, depuis leur intégration sur le marché du travail, à des barrières qui ralentissent leur évolution professionnelle, limitant leur accès au sommet des organisations. Le «plafond de verre» est l'appellation usitée pour faire référence à ces barrières invisibles. Ce travail doctoral propose d’apporter une contribution à son étude en le replaçant dans un cadre théorique intégrant ses antécédents et ses conséquences. Il se focalise en particulier sur l’impact des pratiques de Responsabilité Sociale des Entreprises (RSE) orientées vers le genre sur l’éclatement du plafond de verre et sur l’engagement des femmes cadres, dans un environnement culturel (le Maroc) et organisationnel (secteurs d’activité masculins) spécifique, par le biais d’une étude de cas. Celle-ci a porté sur deux entreprises industrielles marocaines, dont l’une est labellisée RSE, où des entretiens semi-directifs avec les salariés (femmes et hommes) et les représentants de la Direction ont été conduits. Les données issues des 64 entretiens réalisés ont été complétées par des observations et une analyse documentaire. Sur le plan théorique, nous nous inscrivons dans la nouvelle conceptualisation de l’engagement proposée par Klein et al. (2012, 2014) et adaptons leur modèle processuel d’engagement multi-cibles. La modélisation proposée souligne les effets contradictoires ou synergiques entre les cibles ou entre les types de liens (d’engagement ou relevant d’une autre nature). D’un point de vue managérial, les résultats de ce travail ouvrent des perspectives pour améliorer la gestion des ressources humaines et contrôler ses effets sur les attitudes et les comportements des salariés. / Since women have been integrated to the labor market, they encounter barriers which slow down their professional evolution and limit their access to top management. The« glass ceiling » is the expression used to refer to these invisible barriers. This doctoral work proposes a contribution to the study of these barriers by placing it within a theoretical framework which integrates its antecedents and its consequences. More specifically, this thesis focuses on the impact of gender oriented Corporate Social Responsibility (CSR) practices on the breaking of the glass ceiling and on executive women’s commitment, in a particular cultural (Morocco) and organizational environment (male-dominated sectors), through a case study. Semi-directive interviews were conducted, with employees (women and men) and management representatives in two different industrial Moroccan companies, one of them which was CSR certified. The data based on 64 interviews was complemented by observations and a documentary analysis. From a theoretical point of view, we fit into the new conceptualization of commitment suggested by Klein and al. (2012, 2014), by adapting their multi-target process model of commitment. The proposed modelling highlights the opposing or synergetic effects between targets or between bond types (either commitment or of a different nature). From the managerial viewpoint, the results of this work offer avenues to improve human resource management and the control of its impact on employee attitudes and behaviors.

京都大学 / 新制・課程博士 / 博士(薬科学) / 甲第23137号 / 薬科博第136号 / 新制||薬科||15(附属図書館) / 京都大学大学院薬学研究科薬科学専攻 / (主査)教授 川端 猛夫, 教授 竹本 佳司, 教授 高須 清誠 / 学位規則第4条第1項該当 / Doctor of Pharmaceutical Sciences / Kyoto University / DFAM

Les dérivés cyclopropaniques di-accepteurs représentent des intermédiaires synthétiques précieux dans l’élaboration de structures moléculaires complexes, ayant des applications dans plusieurs domaines de la chimie. Au cours de cet ouvrage, nous nous sommes intéressés à la synthèse de ces unités sous forme énantioenrichie en utilisant la cyclopropanation d’alcènes par catalyse avec des complexes de Rh(II) utilisant des composés diazoïques di-accepteurs comme substrats. Suite au développement initial d’une méthode de cyclopropanation d’alcènes catalytique asymétrique utilisant des nitro diazocétones, de multiples études expérimentales quant au mécanisme de stéréoinduction dans ce type de réaction ont été effectuées. Nous avons alors pu identifier le groupement p-méthoxyphénylcétone du substrat et le catalyseur Rh2(S-TCPTTL)4 comme étant une combinaison clé pour l’atteinte de diastéréosélectivités et d’excès énantiomères élevés. Ceci a mené au développement de deux autres méthodes de cyclopropanation stéréosélectives distinctes, utilisant soit une cyano diazocétone ou un céto diazoester. Nous avons démontré l’utilité des dérivés cyclopropaniques énantioenrichis obtenus par ces trois méthodes dans une panoplie de manipulations synthétiques, dont l’addition nucléophile d’amines et de cuprates, la cycloaddition formelle avec un aldéhyde, et la synthèse de dérivés cyclopropaniques importants en chimie médicinale. Une étude structurelle approfondie des complexes de Rh(II) chiraux nous a permis de déterminer les facteurs responsables de leur pouvoir d’énantioinduction dans notre système réactionnel, ce qui a d’énormes implications dans d’autres méthodologies utilisant ces mêmes catalyseurs. Le dévoilement d’une conformation inattendue dite ‘All-up’, ainsi que de la présence d’interactions stabilisantes régissant la rigidité de cet arrangement se sont avérés cruciaux dans notre compréhension du mécanisme. Dans le cadre de cette investigation, nous avons développé une méthode générale pour la synthèse de complexes de Rh(II) hétéroleptiques, multipliant ainsi le nombre de catalyseurs accessibles dans l’élaboration éventuelle de nouvelles réactions stéréosélectives, et nous permettant d’effectuer une étude structurelle plus détaillée. De plus, nous avons développé une méthode particulièrement efficace pour la synthèse d’un autre type de dérivé cyclopropanique di-accepteur par catalyse avec des complexes de Rh(II), les cyano-cyclopropylphosphonates. Les produits de cette transformation sont obtenus avec des énantiosélectivités élevées, et sont des substrats intéressants pour des réactions tandem d’ouverture de cycle par addition nucléophile / oléfination de composés carbonylés. De plus, ces composés sont des précurseurs de molécules utiles en chimie médicinale tels que les acides aminocyclopropylphosphoniques. / Di-acceptor cyclopropane derivatives are valuable synthetic intermediates in the preparation of complex molecular structures, with applications in several fields of chemistry. During this work, we investigated the synthesis of these units in enantioenriched form via the Rh(II)-catalyzed cyclopropanation of alkenes using di-acceptor diazo compounds as substrates. Following the initial development of a method for the catalytic asymmetric cyclopropanation of alkenes using nitro diazoketones, many experimental studies on the mechanism of stereoinduction in this reaction were performed. We were able to identify the p-methoxyphenylketone group of the substrate and catalyst Rh2(S-TCPTTL)4 as a key combination for the obtention of high diastereoselectivities and enantiomeric excesses. This led to the development of two distinct stereoselective cyclopropanation methods, using either an cyano diazoketone or a keto diazoester. We demonstrated the utility of the enantioenriched cyclopropane derivatives obtained by these three methods in a variety of synthetic manipulations, including the nucleophilic addition of amines and cuprates, the formal cycloaddition with an aldehyde, and the synthesis of biologically relevant cyclopropane derivatives. A thorough structural study of chiral Rh(II) complexes allowed us to determine the factors responsible for their enantioinduction ability in our reaction system, which has enormous implications in other metal-carbene reactions using these catalysts. The unveiling of an unexpected conformation called 'All-up', and the presence of stabilizing interactions controlling the rigidity of this arrangement have been crucial in our understanding of the mechanism. As part of this investigation, we developed a general method for the synthesis of heteroleptic Rh(II) complexes, thus multiplying the number of catalysts available in the development of new stereoselective reactions, and allowing us to conduct a more detailed structural study. Moreover, we have developed a particularly efficient method for the synthesis of another type of di-acceptor cyclopropane derivative via Rh(II) catalysis, cyanocyclopropylphosphonates. The highly enantioenriched products obtained in this transformation are interesting substrates for tandem reactions of nucleophilic addition / olefination of carbonyl compounds, and are precursors of useful molecules in medicinal chemistry, such as aminocyclopropylphosphonic acids.