This research identifies the experiences, behaviours, attitudes, values and beliefs of Australia's most successful franchise owners in order to understand the reasons for their outstanding success in a business environment designed to encourage replication and uniformity. In this study, twelve of Australia's best franchisees have been interviewed to find out their personal qualities that have enabled them to succeed in the franchise business environment. A qualitative methodology within a constructivist ontology and interpretivist epistemology has been used. Interviews were conducted, coded, analysed and models developed using NVivo software. The coding and analysis led to the development of six key characteristics or behaviours of successful franchisees. Australia's best franchisees are successful because they are highly motivated, have outstanding business skills, are committed to franchising, demonstrate remarkable personal qualities reflected in highly ethical leadership with exceptional communication skills and create a business environment that has real customer focus. Human qualities are difficult to isolate and quantify. This research highlights those necessary to succeed in franchising and business generally. The findings from this research have been presented as a framework for franchisee success. The framework provides the basis of human characteristics and elements to consider in franchisee selection and business skill development. The title of this research is in many ways its conclusion. The contribution of franchising to Australia's entrepreneurial spirit is the growth and development of the business skills of franchisees, many of whom are entrepreneurs in the making.

Le but de cette recherche était d'examiner la relation entre la déviance constructive (Galperin, 2012 ; Warren, 2003 ; Vadera, Pratt, & Mishra, 2013), la proactivité (Grant & Ashford, 2008 ; Parker & Collins, 2010) et leur rôle dans le processus de changement et d'innovation (CI) en contexte organisationnel (Potočnik & Anderson, 2016). Nous avons tout d'abord examiné la littérature portant sur la déviance et la proactivité. Nous avons ensuite concentré notre attention sur la création d'une échelle d'attitudes normatives et déviantes (NDAS) pour traiter l'aspect dynamique de la déviance. Ensuite, nous avons exploré la nature du construit de déviance et ainsi traité la relation aux CI. Nous avons proposé l'existence de deux facteurs d'ordre supérieur: le constructive dark side et constructive bright side. Ensuite, nous avons testé la relation entre ces facteurs et des conséquences communes (engagement affectif, bien-être, détresse et intention de départ). Nous avons recruté des travailleurs français par le biais de questionnaires pour tester nos hypothèses. Nous avons donc utilisé, créé ou traduit des échelles de mesures des comportements de déviance constructive (Galperin, 2012), d'innovation (Janseen, 2000), de prise en main (Morisson & Phelps, 1998) ou la NDAS... Nous avons également procédé, dans certains cas, à plusieurs recueils de données espacées dans le temps. Dans la plupart des cas, des analyses de modélisation d'équations structurelles ont été utilisées. Les résultats et les limites sont discutés dans chaque chapitre des articles. Ces résultats aident à clarifier le construit de déviance constructive et sa relation avec la proactivité dans la littérature de CI. / The aim of this research was to examine the relation between constructive deviance (Galperin, 2012; Warren, 2003; Vadera, Pratt, & Mishra, 2013), proactivity (Grant & Ashford, 2008; Parker & Collins, 2010) and their role in change and innovation (CI) processes in organizational context (Potočnik & Anderson, 2016). After we examined the deviance and proactive literature related to work and organizational psychology, we focused our attention on the creation of a normative and deviant attitudinal scale (NDAS) to deal with the dynamic aspect of deviance. Then, we explored the nomological network of deviance and treated its relationship with CI related-constructs. We, therefore, proposed the existence of two higher-order factors named constructive dark-side and constructive bright-side. Latterly, we tested for a second time the relation between these second-order factors and common outcomes (affective commitment, well-being, distress, and turnover intent). We used research by questionnaire to test our entire hypothesis on French workers. For this, we used, created and/or translated scales of constructive deviant behaviours (Galperin, 2012), NDAS, innovative work behaviour (Janseen, 2000) or taking charge (Morisson & Phelps, 1998)... We also proceeded, in some cases, with measurements at different times to provide better analysis. In most cases, structural equation modelling analyses were performed. Results and limitations are discussed in each article chapters (chapters 2, 3, & 4). These results help to clarify the nomological network of constructive deviance and its relationship with proactivity in the CI literature. To our knowledge, this study is one of the first to follow this path and test it.