1 online resource (vii, 138 leaves : ill.) / Following an awareness of an increased turn over of staff in the eating disorder unit as compared with other specialised units, in a psychiatric hospital in Johannesburg, South Africa, Tara Hospital, the researcher was motivated to investigate the issue. An exploratory, descriptive based research was chosen to explore and gain information about the topic and its implications. A qualitative research approach was used to gain insight into the perceptions and needs of the team working on the unit. The case study method was used. A pilot study was undertaken to test the validity of the interview schedules. The sampling category was a non- probability one. Individuals were selected from the population of staff working on the unit. Participants were selected from two groups, those who were presently working on the unit and those who had previously worked on the unit and now working in other units. Interview procedure involved personal semi-structured interviews conducted by the researcher and analysed qualitatively and a structured interview questionnaire analysed quantitatively. The researchers assumption that many staff members move from working in an eating disorders unit was confirmed and is due to the following: Staff turnover is due to constant exposure to occupational stress and burnout. Feelings of helplessness, a sense of being unappreciated and excessive exposure to conflict from the patients. In addition, staff experience minimum rewards leading to lowered job satisfaction due to the patients slow recovery rates and a poor prognosis of the illness. Staff also experience a change in their eating patterns and an increased awareness around food and food issues. Recommendations to the staff include: * Psycho-education on eating disorders. * Implementation of strategies to provide supportive care for all staff members. * Education on stress management and strategies to prevent staff burnout and lowered job satisfaction. * A multidisciplinary teamwork approach by the staff, when working in the unit. / Social Work / M. A. (Social Science in Mental Health)

Text in Afrikaans / Bestuursmodelle word vandag oor die algemeen as diagnostiese instrumente in organisasies benut. Die struktuur van hierdie bestuursmodelle word selde ondersoek om te bepaal of dit met die empiriese realiteit verband hou. Hierdie studie het ten doel om so 'n model, die bestuursbevoegdheidmodel wat deur Hall( 1988) ontwikkel was, te evalueer. Hall se model gee antwoorde op vrae oor die algemene bestuursklimaat van die organisasie. Die installing waar die navorsing gedoen was, is 'n Suid-Afrikaanse militere installing. Die Ramona-program is gebruik om te bepaal of daar wei passing is tussen die empiriese realiteit en bestuursprestasie in die betrokke organisasie waar die studie uitgevoer is. Daar is gevind dat daar gebrekkige passing tussen die empiriese realiteit en bestuursprestasie bestaan. Die waarde van die studie le daarin dat die betrokke organisasie in staat gestel word om alternatiewe modelle te oorweeg wat bes moontlik meer effektief sou kon wees. / Management models are used today as diagnostic instruments in organisations. The structure of these management models is seldom investigated for its validity and reliability. The aim of this study is to evaluate the Competence Process model developed by Jay Hall(1988). This model provides answers on the general management climate of the organisation. The research was performed at a South African military institution. The Ramona-programme was utilised in order to determine the match between the empirical reality and management performance in the particular organisation where this study was performed. The finding was that there is insufficient match between the empirical reality and management performance. The value of this study is that the specific organisation can now consider alternative models of management performance that are more effective. / Psychology / M.A. (Industrial Psychology)

The purpose of this research has been to investigate the relationships between team building, salutogenesis and performance. Team building was investigated by focusing on the directive and interactive dimensions of • climate • supervisory support • team work. Salutogenesis was investigated by focusing on the concepts of • sense of coherence • locus of control • self-efficacy. Work performance was investigated by focusing on • performance measurement criteria • self-appraisal as a cognitive mediator between performance and salutogenesis. In the literature survey a performance model was postulated to explain the relationships between team building, salutogenesis and performance. The personality profile of the optimal functioning individual in the context of the performance model was compiled from the personality profiles of the optimal functioning team member, the optimal functioning individual and the optimal performing individual. In the empirical investigation a sample (N = 245) of mine employees completed a battery of questionnaires using computerised data collection. The battery was subjected to item-test correlations, Cronbach alpha coefficient measurements and factor analyses, to establish the reliability and structure of each questionnaire. lntercorrelations were calculated and analysed to test the relationships between the dimensions, and concepts. Following this, the factor analysis of a five factor model established the relationships between the dimensions and concepts of team building, salutogenesis and performance. Finally, LISREL-analyses were performed to test the conceptual structure of the relationships. The empirical findings indicate that team building forms a construct based on directive and interactive dimension of climate, supervisory support and team work. Salutogenesis forms a construct and it includes the incorporation of work performance as a concept of salutogenic orientations. The relationship between the constructs was confirmed using LIS REL-analysis, thus validating the integration of the dimensions and properties within each construct into the properties of a performance model; and the personality profiles within each construct into the personality profile of the optimal functioning individual. The empirical results were integrated with the literature review. Team building and salutogenic orientations are integrated into a performance model which explains the relationships between the work environment, the behaviour of the individual and his/her performance within the context of the work environment. / Industrial and Organisational Psychology / D.Litt. et Phil. (Industrial Psychology)

Made available in DSpace on 2015-07-22T20:49:44Z (GMT). No. of bitstreams: 0 Previous issue date: 2011-03-30 / O estudo relata e analisa uma pesquisa-intervenção que realizei em uma unidade de saúde da Secretaria Municipal de Saúde de Campinas, onde atuo como apoiadora distrital. O empírico da tese começou em dezembro de 2008, com um pedido para que eu, como apoiadora, trabalhasse a “comunicação” na equipe. A intervenção, visando a atender tal demanda, cumpriu duas etapas principais. Na primeira, foram realizadas quatro “oficinas de comunicação”, envolvendo 69 funcionários da unidade. A partir das oficinas, foram mantidos encontros com os trabalhadores, escolhidos pelos grupos como facilitadores da comunicação, para trabalhar sobre o material produzido e viabilizar as propostas de solução por eles apresentadas. O trabalho transcorreu durante os seis meses seguintes, tendo como momentos fortes as reuniões gerais mensais para as quais todos os funcionários eram convidados, com suas agendas liberadas e a unidade trabalhando com um plantão de atendimento para os usuários que lá aparecerem. Foi um período de intensa conversão entre os trabalhadores e busca de reconstrução de relações e modos de se produzir o cuidado. A segunda etapa constituiu-se de “oficina de humanização”, preparada a partir de entrevistas com os trabalhadores e a gestora da unidade de saúde, sobre seu entendimento a respeito da humanização e de sua avaliação sobre o cuidado oferecido pela unidade de saúde. O desafio metodológico foi transitar da função institucional que exerço a partir de marcado lugar de poder, autoridade e de “exterioridade” em relação à equipe de trabalhadores, para uma inserção mais íntima e “interna” às suas relações micropolíticas, tentando produzir, com eles, reflexões e ações voltadas para a humanização das relações que regem seu cotidiano e, ao mesmo tempo, das relações que estabelecem com os usuários na produção do cuidado. Uma pesquisa implicada, portanto, porque tive que lidar, o tempo todo, com a tensa relação entre minha localização na hierarquia das relações de autoridade formal da organização - e a racionalidade, interesses e tempo que lhe são próprios -, com a dinâmica e modo de funcionamentos da equipe. O estudo apresenta e problematiza o nada simples movimento de interiorização/exteriorização em relação ao campo micropolítico quefoi sendo investigado, modificado e produzido, em intenso compartilhamento com os trabalhadores. Na tradição inaugurada pela pesquisa-ação e consolidada no campo da sociologia reflexiva, em particular nos escritos de Alberto Melucci, tive a preocupação de ir produzindo, o tempo todo, um diálogo teórico com autores que, de modo mais ou menos direto, contribuíssem para ir clareando os caminhos abertos pela investigação, em particular o conhecimento que ia sendo apropriado em ato pelos atores organizacionais, modificando suas relações e os modos de se produzir o cuidado. Uma intervenção que produzisse, ao mesmo tempo, o “objeto” e a teoria para pensar o “objeto” que estava sendo produzido. A tese foi a configuração da construção de um mapa. O mapa é composto por meridianos e paralelos que se cruzam o tempo todo e vão reconstruindo o caminho das minhas intervenções, sempre em diálogo com autores que contribuíam para uma melhor compreensão dos problemas práticos que ia enfrentando. Os meridianos produzem a “verticalidade” do mapa, delimitando “campos de observação e/ou reflexão”, recortes-referência, sempre atravessados pelos paralelos que vão produzindo a sua “horizontalidade”. Os meridianos surgem com a intervenção, são produzidos nela, sendo irregulares no seu tamanho e configuração. Três são os meridianos que compõem o mapa: 1- minha construção como sujeito epistêmico: apoiadora pesquisadora; 2- o CS da intervenção: cenário de sofrimento e conflitos; 3- a intervenção. Os três meridianos são atravessados por cinco paralelos: reflexões metodológicas; reflexões teóricas sobre o problema da pesquisa; reflexões sobre o cuidado; reflexões sobre a gestão e reflexões sobre o contexto. Os paralelos, apesar de preservarem sempre o mesmo enunciado nos três meridianos, modificam-se na especificidade de cada um deles. Estive sempre atenta às linhas de fuga produzidas no cruzamento dos paralelos com os meridianos, buscando nelas indicações sobre outros modos de pensar e fazer o que eu não experimentara antes. / This study describes and analyses an intervention-research that I conducted in one of the Health Centers of the Municipal Health Secretariat of Campinas, Brazil, where I work as a district supporter. The empirical phase of the thesis began in December 2008 after I was asked to work on the “communication” in the team. The intervention took two main steps, aiming at reaching that goal. First there were four “communication workshops”, which involved 69 employees of the unit. After the workshops meetings were held with the employees chosen as communication facilitators by the groups to work on the material produced and to manage the proposals for solving the problems that were presented. The work went on for the following six months and the highlights were the monthly general meetings. All the employees were invited for the meetings, their agendas were cleared and the unit had a group on duty just in case a patient might need it. That was a period when the workers proved intensive changes while searching for the reconstruction of relationships and ways of care. The second step consisted of “humanization workshops” based on interviews with the workers and the manager at the Health Center about the humanization and their evaluation about the care offered at the Heath Center. The methodological challenge was to move from my institutional role of power, authority and “externality” regarding the team of workers to a closer and inner insertion of micro political relationships, trying with them to bring up reflections and actions upon the humanization of their daily relationships and, at the same time, of their relationships with the patients as far as care is concerned. Therefore this was a participatory action-research, because during all the time I had to deal with the tense relationship between my position in the hierarchy of the formal authority of the organization and the rationality, interests and timing of the research itself as well as with the team.s dynamics and ways of working. The study presents and discusses the complex movement of internalization/externalization concerning the micro political field, which was investigated, modified and produced intensely together with the workers. Based on the tradition started by the action-research and consolidatedin the reflexive sociology, especially in Alberto Melucci.s writings, I was during all the time concerned with the production of a theoretical dialog with the authors that could in a more or less direct way contribute to clear the paths opened by investigation and especially by the knowledge gotten by the organizational actors who were modifying the relationships and approaches of providing care. I was concerned with an intervention that could provide at the same time the “object” and the theory to think over the “object” that was being produced. The thesis was the setting up of a map. The map consists of meridians and parallels that intersect all the time while rebuilding my interventions always keeping the dialog with the authors that contributed for a clearer understanding of the practical problems I faced. The meridians make the “verticality” of the map and define the “fields of observation and/or reflection”, as reference clippings. They are crossed by the parallels that make the “horizontality”. The meridians come up by means of the intervention in which they are produced and they are irregular regarding size and configuration. There are three meridians in the map: 1- my construction as epistemic subject: from being a supporter to being a researcher; 2- The Health Center of the intervention: a scenery of suffering and conflicts; 3- the intervention. The three meridians are crossed by five parallels: methodological reflections; theoretical reflections upon the problem of the research; reflections upon the care; reflections upon management and reflections upon the context. Though the parallels always preserve the same statement in the three meridians, they are different according to each respective specificity. I have always paid close attention to any vanishing line at each intersection of meridians and parallels in search for clues leading to other ways of thinking and doing which I had never experienced before. / TEDE / BV UNIFESP: Teses e dissertações

In spite of establishing, since 2001, the National Curricular Guidelines (NPG) for health courses in Brazil, aiming at the reorientation of pedagogical projects to train professionals with common competences focused on the integrality of care, thus meeting the principle of the Sistema Único de Saúde – SUS (Unified Health System). The advances for changes in the training are still incipient, being this one of the main problems to reach the resolution in healthcare. This Course Conclusion Paper (CCP) is part of the program of Professional Master's Degree in Healthcare Teaching (PMDHT) about Interprofessional Education (IPE) in health care, characterized by professionals from different areas learning together about themselves and about others. It represents an inversion of the "specialist and technician" logic of health care education, through the development of common professional skills for teamwork and collaborative practices. Thus, the objective of the study was to analyze, through the perception of the students, the contribution of the Integrated Health Internship (IHI), a proposal of IPE, for interprofessional learning. This research was a case study with mixed approach methodology both quantitative and qualitative, conducted in December 2016. For the production of the data, the questionnaire Readiness Interprofessional Learning Scale (RIPLS) was used, which evaluates availability for interprofessional learning, and 3 questions that sought to deepen the understanding of IHI and IPE. 115 students participated, the quantitative data were statistically treated and the qualitative data technique used was of content analysis, thematic modality. The analysis of the data proceeded concomitantly, emerging 3 categories for discussion: interaction and teamwork, integration for health care and training for collaborative practices. The IHI potentials, in view of the student perceptions were to promote the integration of the courses and the understanding of the importance of the teamwork interaction in collaborative practices. However, attitudinal tendencies showed to be weakening the interrelationships, revealing characteristics of a still fragmented and biologicist formation, thus, hindering a resolutive work. We developed one intervention product in view of the results of the research, according to the principles of the PMDHT, parts of this CCP. The product was a workshop with the teaching staff of the IHI to facilitate the construction and definition of common and collaborative competences for the IHI. Therefore, the present study aimed to reflect on the IPE practices in the IHI and to contribute to the improvement of interprofessional learning pedagogical practices, aiming at overcoming the barriers of a hegemonic medical model of health education. / Apesar de estabelecidas, desde 2001, as Diretrizes Curriculares Nacionais (DCN) para os cursos de saúde no Brasil, objetivando a reorientação dos projetos pedagógicos para formar profissionais com competências comuns voltadas para a integralidade do cuidado e atendendo assim ao princípio do Sistema Único de Saúde (SUS), ainda são incipientes os avanços para mudanças na formação, sendo este um dos principais problemas para alcançar a resolutividade em saúde. Compõe o presente trabalho acadêmico de conclusão de curso (TACC) do programa de Mestrado Profissional de Ensino na Saúde (MPES) uma pesquisa sobre Educação Interprofissional (EIP) em saúde, que se caracteriza quando profissionais de diferentes áreas aprendem juntos sobre si e sobre os outros e representa uma inversão da lógica “especialista e tecnicista” da formação em saúde, através do desenvolvimento de competências profissionais comuns para o trabalho em equipe e práticas colaborativas. Assim, o objetivo do estudo foi analisar, através da percepção dos discentes, a contribuição do Estágio Integrado em Saúde (EIS), uma proposta de EIP, para a aprendizagem interprofissional. A pesquisa, um estudo de caso com metodologia de abordagem mista (QUAN+QUAL), foi realizada em dezembro de 2016. Para a produção dos dados foi utilizado um questionário composto pela escala Readiness Interprofessional Learning Scale (RIPLS), que avalia disponibilidade para aprendizagem interprofissional, além de 3 perguntas que buscaram aprofundar o entendimento sobre EIS e EIP. Participaram da pesquisa 115 discentes, os dados quantitativos foram tratados estatisticamente e os qualitativos foi utilizada a técnica de análise de conteúdo, modalidade temática. A análise dos dados procedeu de forma concomitante, emergindo 3 categorias para discussão: interação e trabalho em equipe, integração para o cuidado em saúde e formação para as práticas colaborativas. O estudo apontou que há tendências atitudinais que fragilizam as interrelações, revelando características de uma formação ainda fragmentada e biologicista, dificultando assim um trabalho resolutivo em saúde, contudo na percepção dos discentes foi observado o EIS como cenário favorável e potencializador para a promoção da integração dos cursos e o entendimento da importância da interação no trabalho em equipe para as práticas colaborativas. Este TACC também apresenta um produto de intervenção, atendendo aos princípios do MPES, caracterizado como um workshop desenvolvido com o corpo docente do EIS com objetivo de facilitar a definição das competências discentes no EIS e de apresentar uma proposta metodológica para trabalhar as competências definidas. Assim sendo, pode-se afirmar que o presente trabalho teve como propósito uma reflexão sobre as práticas de EIP no EIS e de contribuir para o aprimoramento das práticas pedagógicas de aprendizagem interprofissional, almejando a superação das barreiras de um modelo médico hegemônico de formação em saúde.

The global shortage of health professionals has been considered a barrier to achieving healthrelated millennium development goals. One of the suggested solutions is an interprofessional collaboration, focusing on interprofessional training in which students from two or more professions learn about others, with the others and each other to enable effective collaboration and improve health outcomes. In this perspective, neonatal intensive care has been concerned with the quality of newborns’ life inside the unit, introducing in the work routines spaces of care and unique care to the newborn, creating alternatives that acquire the best assistance, through training the team for more collaborative practices. Therefore, the research proposed to know the perception of students in the health area on interprofessionality and its outcomes, in search of possibilities to improvements for the service and for the learning of those involved. The methodological approach was qualitative, of the case study type, through the focal group technique, performed in the Pediatric and Neonatal Intensive Unit Care. The undergraduates from the health area and medicine resident of the UTIP/N participated in this research. Data collection was based on two focus groups. The speeches were recorded, transcribed, coded and analyzed by thematic categories using the Bardin content analysis technique. Three thematic categories emerged: interprofessional knowledge, interprofessional experiences and the importance of interprofessionality for integrality, the research data allows us to make the following reflections, one of them is about the organization and management of teaching-learning in curricular stages and residences of the health area on the prism of integrality, leading us to believe in the need for curricular reorganization for na interprofessional practice based on collaboration, focused on teamwork. Considering the research data, it is concluded that the interprofessional practice is a model far from the reality in the practice scenario, still prevails the uniprofessionality in the formation, mainly by the inheritance of the biomedical model in the field of professional performance. From this work, a technical report was prepared and presented to coordinators of the Nursing, Physiotherapy and Psychology courses of the University Center Tiradentes of Alagoas - UNIT/AL and to the preceptors of the medical residency in Pediatric and Neonatal Intensive Care of the Hospital do Açúcar de Alagoas with the intention of promoting reflection and elaborating strategies that enable the interprofessional practice / A carência mundial de profissionais de saúde foi considerada uma barreira para a conquista dos objetivos de desenvolvimento do milênio relacionados à saúde. Uma das soluções apontada é a prática interprofissional, com foco na formação interprofissional em que estudantes de duas ou mais profissões aprendem sobre os outros, com os outros e entre si para possibilitar a efetiva colaboração e melhorar os resultados na saúde. Nessa perspectiva, os cuidados intensivos neonatais vêm se preocupando com a qualidade de vida dos recém-nascidos internos na unidade, introduzindo nas rotinas de trabalho espaços de acolhimentos e de atendimento singular ao neonato, criando alternativas que favoreçam a melhor assistência, mediante treinamento da equipe para práticas mais colaborativas. Portanto, a pesquisa propôs conhecer a percepção de estudantes da área da saúde sobre interprofissionalidade e seus desfechos, em busca de possibilidades de melhorias para o serviço e para a aprendizagem dos envolvidos. A abordagem metodológica foi qualitativa, do tipo estudo de caso, por meio da técnica de grupo focal, realizada na Unidade de Terapia Intensiva Pediátrica e Neonatal. Participaram da pesquisa graduandos da área da saúde e médicos residentes da UTIP/N. A coleta de dados foi a partir de dois grupos focais. As falas foram gravadas, transcritas, codificadas e analisadas por categorias temáticas utilizando a técnica de análise de conteúdo de Bardin. Surgiram três categorias temáticas: conhecimento interprofissional, comunicação interprofissional e importância da interprofissionalidade para integralidade, os dados da pesquisa nos permite fazer as seguintes reflexões, uma delas é sobre a organização e gerenciamento do ensino-aprendizagem em estágios curriculares e residências da área da saúde sobre o prisma da integralidade, levando-nos a acreditar na necessidade de reorganização curricular para uma prática interprofissional baseada na colaboração, com foco no trabalho em equipe. De acordo com os resultados da pesquisa, conclui-se que a prática interprofissional é um modelo distante da realidade do cenário de prática, ainda prevalece a uniprofissionalidade na formação, principalmente pela herança do modelo biomédico no campo de atuação profissional. Deste trabalho, foi elaborado um relatório técnico que foi apresentado e entregue as coordenações dos cursos de enfermagem, fisioterapia e psicologia do Centro Universitário Tiradentes de Alagoas-UNIT/AL e aos preceptores da residência médica em Terapia Intensiva Pediátrica e Neonatal do Hospital do Açúcar de Alagoas com intenção de promover reflexão e elaborar estratégias que viabilizem a prática interprofissional.

No description available.

This study addresses the effectiveness of communication between the team (doctors, sisters and social workers) and patients at the Breast Cancer Clinic of the Johannesburg Hospital. Tue needs of patients were highlighted, as well as the role of care-giver, both as a group and in their separate disciplines, in attempting to meet these needs. Tue empirical survey was carried out through the use of questionnaires as well as interview schedules. Patients, doctors, nurses and social workers were used as respondents. Results indicated that the majority of patients' needs for information and support were met by the team in general; however, a need for further social work intervention seemed to be apparent. In addition, several barriers were found to inhibit both team-patient and inter-team communication. Tue researcher used the information gathered in this study to make recommendations that will facilitate improved communication in the clinic, with specific reference to the role of the social worker. / Social Work / M.A.(Social Science: Mental Health)

資訊科技的蓬勃發展，地球村世界的來臨，提供現代人快速取得知識的平台，也促成了急速轉變的全球性競爭的環境，使企業面臨了非常重大的挑戰，迫使企業開始重新思考組織核心能力，以滿足隨時可能產生變動的市場需求；企業必須作出更快速的決策，以適應全球化腳步發展。越來越多的企業警覺到知識分享對於員工累積經驗與企業正向發展的重要性，因而透過不同的方式來鼓勵員工知識分享建構具競爭力的學習型組織。 多數的研究報告皆在探討轉換型領導風格 (transformational leadership) 和交換型領導風格 (transactional leadership) 對於組織文化、組織策略執行力…等的相關性研究，尚未有探討過威權式的領導風格對於員工知識分享意願的影響。威權式的領導風格是否影響員工知識分享意願、企業具備知識分享的氛圍，是否干擾在威權式領導風格之下之員工分享知識與經驗意願 ? 有鑑於此，本研究針對威權式的領導風格如何影響員工知識分享意願，並以知識分享之企業文化為干擾因素，尋找過去相關文獻資料加以整理，歸納出假設與模型，並依照此模型進行分析與探討，以提出對實務界有效的建議與學術界未來的研究方向。 本研究採問卷調查法，在不同產業中挑選頗具盛名的公司，針對其員工進行便利抽樣，並採用Lisrel 和 SPSS軟體來進行資料的分析。從威權式領導風格、知識分享企業文化、知識分享意願三個構面，探討主管威權式的領導風格如何影響員工的知識分享意願，並以知識分享的企業文化為干擾因素。以研究結果歸納出相關結論，以提供相關建議，供實務界在推行知識管理時一個主要的關鍵成功因素，以提高知識分享的可行性。亦供學術界進行組織氛圍研究之參考。 本研究結論如下: 1. 威嚴式領導與員工知識分享意願呈現負相關。 2. 知識分享的企業文化與員工知識分享意願呈現正相關。 3. 知識分享的企業文化，干擾在威權領導風格下之員工知識分享意願程度。 / In the past, research on the knowledge-sharing behavior of indi-viduals lacked discussions on authoritarian leaderships. Therefore, this research demonstrates how authoritarian leadership and or-ganizational culture affect the knowledge-sharing behavior of indi-viduals. The purpose of this research is to focus on an authoritarian leadership’s effect on the knowledge-sharing behavior of individu-als that is influenced by innovation and a sound organizational climate. Questionnaires were administered to employees from various in-dustries in order to gather information regarding individuals’ be-havior under an authoritarian leadership. The author used conven-tional sampling methods and 233 out of 250 participants provided relevant information. The findings of the research were as follows: 1. The more a leader tends to express authoritarian leadership, the less an individual exhibits knowledge-sharing behavior. 2. The more an organization demonstrates a knowledge-sharing culture, the more an individual exhibits knowledge-sharing be-havior. Such a culture, especially, encourages ‘innovation, sharing and learning’. 3. Organizations that possess a culture that is highly oriented to-wards knowledge sharing influence the knowledge-sharing be-haviors of individuals under authoritarian leaderships.

Cette étude traite du travail en équipe et de la coopération patronale-syndicale. Nous avons évalué l’influence de la coopération patronale-syndicale sur le fonctionnement et l’autonomie collective des équipes de travail. La méthodologie utilisée s’appuie sur une étude de cas contrastés du point de vue de la variable indépendante (l’intensité de la coopération patronale-syndicale), en neutralisant le plus grand nombre possible de variables de contrôle pouvant influencer la variable dépendante (fonctionnement et autonomie des équipes de travail). Des entrevues semi-structurées avec les représentants des deux usines sélectionnées ont confirmé que la coopération patronale-syndicale était élevée dans une usine et faible dans l’autre. L’analyse des données relatives à notre variable dépendante est basée principalement sur les résultats d’un questionnaire et les données obtenues indiquent que les répondants de l’usine d’Alma font des évaluations plus élevées des aspects liés aux dimensions de la variable dépendantes et celles-ci recouvrent des aspects axés sur la gestion des opérations alors que celles où les évaluations sont plus élevées à Kénogami concernent majoritairement des aspects plus secondaires. Notre hypothèse est essentiellement confirmée et démontre une relation positive entre un degré élevé de coopération patronale-syndicale et l’évaluation par les membres du fonctionnement et de l’autonomie collective de leur équipe. Cette relation positive est cependant mitigée, car elle ne se vérifie pas pour certaines dimensions qui renvoient à des aspects plus secondaires de l’autonomie collective des équipes de travail. / The main focus of the research is the analysis of the phenomena and the link between the union-management Cooperation and the work team. We are pursuing by submitting a main hypothesis: the degree of union-management Cooperation has a positive influence on the functioning and collective self-reliance of work teams. Methodology used relies on a point of multiple case study of the independent variable (the intensity of the employer-Union cooperation) in neutralizing the greatest possible number of control variables that can influence the dependent variable (operation and autonomy of the teams work). Semi-structured interviews were conducted with representative’s employer and Union. The results show that two selected plants have confirmed that the union-Cooperation was high in a factory and low in the other. Our dependent variable data analysis is based primarily on the results of a questionnaire and the resulting data indicate that Alma plant respondents have the highest ratings of dimensions related to their degree of autonomy and the functioning of their team work. Our assumption is essentially confirmed and demonstrates a positive relationship between a high degree of union-management Cooperation and assessment by the members of their team’s operations and collective self-reliance of work teams. However, this positive relationship is mixed, because it does not apply for certain dimensions that concerns more trivial aspects of the collective autonomy of work teams.