Les cadres pendulaires à l’international représentent une catégorie de personnel émergente. Au gré de leurs missions à envergure internationale, ils navettent chaque semaine entre leur siège social et un pays du monde. Ils ne sont ni des expatriés, ni des cadres traditionnels. Qui sont-ils exactement ? Quelle dispositif de gestion est mis en place pour eux au sein des entreprises ? Leurs difficultés sont elles connues et reconnues ? Autant de questions que la littérature scientifique n’a pas encore abordées alors que le recours à la mobilité internationale de court terme a augmenté de 10% depuis 2002 et s’intensifiera encore dans les cinq ans à venir, les prévisions faisant état d’un accroissement de 20%. Poursuivant un objectif exploratoire, notre recherche pose la question de la caractérisation des cadre pendulaires à l’international et de leur relation au travail. Pour cela, nous avons mobilisé un ensemble de méthodes diversifiées (méthodes qualitatives, analyses de données quantitatives et utilisation du diary study) et des cadres théoriques d’analyse complémentaires (le modèle exigences-ressources (Demerouti et al., 2001) et le contrat psychologique (Rousseau, 1989). La recherche se compose de trois études complémentaires. La première étude quantitative (1 841 participants), qui a été réalisée en partenariat avec l’APEC, s’est ainsi focalisée sur l’examen des contours et caractéristiques des cadres pendulaires à l’international, mettant en évidence la similarité de leur niveau d’épuisement et de bien être émotionnel avec celui des cadres pendulaires nationaux et des cadres sédentaires ; elle a confirmé que cette catégorie de personnel, plus diversifiée que celle des expatriés, plus féminisée, avec des profils d’expert aussi bien que de managers, se comporte d’une manière spécifique. A travers la collecte de récits de vie (10 participants), la deuxième étude a, quant à elle, permis de définir le contrat psychologique des cadres pendulaires à l’international : ces derniers sacrifient leur temps, au détriment de la vie privée, en échange d’une évolution et d’un enrichissement professionnels. Des conflits entre les domaines de vie émergent lorsque que le navettage international menace le bien-être des proches ; le soutien du conjoint se présente alors comme une ressource primordiale, la troisième étude (30 participants), de type diary study, a mis en relief l’importance de certaines ressources pour la gestion au quotidien de ce type de mobilité : les opportunités professionnelles de développement et le détachement psychologique permettraient de contenir le niveau d’épuisement professionnel des cadres lors des déplacements. Des recommandations ont été émises afin que les entreprises apprennent à valoriser les cadres pendulaires à l’international. Ces derniers, intermédiaires entre le siège social et les filiales des multinationales, véhiculent l’information et la culture organisationnelle.C’est pourquoi ils représentent une valeur intangible fondamentale pour l’organisation. / Managers who commute internationally represent an emerging category of personnel. During their international missions, they commute weekly between their headquarters and other worldwide locations. They are neither expatriates, nor sedentary managers. Who exactly are they? What organizational policies and procedures have been implemented to manage and help them? Are their difficulties known and recognized? So many questions that the literature has not yet addressed, whereas the use of shortterm international mobility has increased by 10% since 2002 and a further mobility intensification is foreseen? in the next five years (20% increase). Following an exploratory objective, our research focused on the characterization of the managers who commute internationally and their relationship with the workplace. We utilized several methods (qualitative and quantitative methods, use of the diary study) and complementary theoretical frameworks (Job-Demands – Resources Model (Demerouti and al., 2001) and Psychological Contract (Rousseau, 1989)). Our work consisted of three studies. The first quantitative study (1.841 participants), lead through a partnership with APEC, examined the contours and characteristics of the managers who commute internationally, highlighting the similarity of their level of exhaustion and emotional well-being with that of national commuters and sedentary managers. It confirmed that this category of personnel, more diversified than the expatriates, more feminized, experts as well as managerial profiles, was characterized by a specific behavior. Through the collection of life stories (1 0 participants), the second study defined the psychological contract of the managers who commute internationally: those that sacrificed their time, to the detriment of their private life, in exchange of professional career and enrichment. Conflicts between private and professional life emerged when the international commuting threatened the family well-being; in this situation, spousal support was considered a primary resource. The third study (30participants), a diary study, highlighted the importance of certain resources to manage daily this kind of mobility: professional opportunities, development and psychological detachment limited the burnout level during the mission. Finally, recommendations were addressed in order to improve the organizational valorization of the managers who commute internationally. Indeed, these later are the intermediary between the headquarters and the subsidiaries of multinationals, they diffuse the organizational information and culture. They represent a fundamental intangible value that the organization has to care of. / I quadri pendolari internazionali rappresentano una categoria di personale emergente. A seconda delle loro missioni internazionali, viaggiano ogni settimana tra la loro sede di lavoro e altri paesi per il mondo. Essi non sono né degli espatriati e né dei quadri tradizionali. Chi sono realmente? Quale strumento di gestione ha implementato l’azienda per inquadrarli? Si conoscono le loro difficoltà ? Sono queste prese in considerazione dall’azienda? Tante domande che la letteratura non ha ancora affrontato, mentre l'uso della mobilità internazionale a breve termine è aumentato del 10% dal 2002 e tenderà ad intensificarsi ulteriormente nei prossimi cinque anni, con una crescita prevista del 20%. Con un obiettivo esplorativo, questa ricerca si interessa alla caratterizzazione dei quadri pendolari nella mobilità internazionale e della loro relazione con il lavoro. Lo studio è basato su un insieme di metodologie diversificate (metodologia qualitativa, analisi di dati quantitativi, uso del metodo diary study), su dei modelli teorici di analisi complementari (il JD-R Model (Demerouti et al., 2001) ed su il contratto psicologico (Rousseau, 1989). 3 studi complementari sono stati condotti. Il primo studio quantitativo (1 841 partecipanti) è concentrato sull'esame dei contorni e caratteristiche dei quadri pendolari internazionali, mettendo in evidenza la similarità del loro livello di esaurimento e di benessere emotivo con quello dei pendolari nazionali e quadri sedentari ; ha confermato che questa categoria di personale, più diversificata degli espatriati, più femminilizzata, includendo dei profili sia di esperti che di manager, si comporta in un determinato modo. Attraverso la raccolta di storie di vita (10 partecipanti), il secondo studio, a sua volta, ha definito il contratto psicologico dei quadri pendolari internazionali, essi sacrificano (a discapito della loro vita privata) il loro tempo in cambio di una evoluzione e di un arricchimento professionali. I conflitti tra le sfere di vita emergono quando il pendolarismo internazionale minaccia il benessere delle famiglie; il sostegno del coniuge si presenta allora come una risorsa fondamentale. Infine, il terzo studio (30 partecipanti), di tipo diary study, ha evidenziato l'importanza di alcune risorse per la gestione quotidiana di questo tipo di mobilità: opportunità di sviluppo professionale e distacco psicologico potrebbero contenere il livello di esaurimento professionale durante le trasferte. Infine, sono state suggerite delle raccomandazioni affinché le organizzazioni imparino a valorizzare questa categoria di personale che, facendo spola tra la sede centrale e le filiali delle multinazionali, è portatrice dell’informazione e della cultura dell’ organizzazione e costituisce un rilevante valore immateriale dell’azienda stessa.

Enhetschefer inom offentlig vård- och omsorgsverksamhet spelar en betydelsefull roll i uppdraget att leverera välfärdsarbete av hög kvalitet. Samtidigt präglas enhetschefsbefattningar av höga personalomsättningsnivåer i kommuner runt om i landet. Hur organisatoriska förutsättningar påverkar enhetschefer inom vård och omsorg i valet att avsluta sin anställning är inte fullt förstått. Syftet med föreliggande studie är därför att undersöka tidigare enhetschefers upplevda erfarenhet av att arbeta som enhetschef inom en offentlig vård- och omsorgsverksamhet och hur de organisatoriska förutsättningarna påverkat dem i valet att avsluta sin anställning. Genom en fenomenologisk fallstudie av en vård- och omsorgsverksamhet i en svensk kommun har 17 tidigare chefer intervjuats kring deras upplevelse av sin tidigare roll och anledningar till att ha avslutat sin anställning. Studiens resultat visar att enhetschefer inom vård- och omsorg påverkas av ett samspel mellan en rad organisatoriska faktorer i beslutet att avsluta sin anställning innefattande arbetskontroll, rollotydlighet, kontrollspann, illegitima arbetsuppgifter, kollegialt och organisatoriskt stöd samt logikkonflikter. Praktiska implikationer för att upprätta en hållbar enhetschefsroll inom offentlig vård- och omsorgsverksamhet diskuteras. / Line managers in the public health sector play a vital role in delivering high-quality welfare services. At the same time, the role of line managers demonstrates high turnover rates in municipalities throughout the country. As to how organizational work environment factors influence line managers in their decision to voluntary leave their employment is not fully understood. The purpose of the current study is therefore to investigate previous line managers’ lived experience of what it is like to work as a line manager within the public health sector and how various organizational factors affected them in their decision to leave their role. Through a phenomenological case study of a public health organization in a Swedish municipality, 17 previous line managers were interviewed regarding their lived experience as health sector line managers and reasons for leaving. The results reveal that public health sector line managers are affected by the interaction of various organizational factors in their decision to voluntary leave their employment including job control, role ambiguity, span of control, illegitimate tasks, colleague and organizational support as well as conflict of logics. Practical implications for restituting a sustainable line manager role within public health sector organizations are discussed.