Les changements environnementaux de ces trente dernières années, impliquant un dynamisme et une flexibilité accrue des organisations et des individus, ont conduit à faire évoluer la notion de mobilité interne. Autant la littérature que le discours des entreprises partent du postulat que les nouvelles formes et enjeux de mobilité sont mutuellement profitables aux entreprises et aux individus. Cette thèse vient questionner ce postulat, en prenant le cas de l’ingénierie,dans lequel ces nouvelles exigences de flexibilité posent des problèmes spécifiques en lien avec les caractéristiques contextuelles et structurelles de ce secteur. Elle amène à s’interroger sur le régime de mobilité qui serait soutenable dans un environnement d’ingénierie.Cette recherche prend place au sein d’une direction de l’ingénierie d’un constructeur automobile français et questionne la volonté de l’entreprise de déployer une nouvelle politique de mobilité. Dans un premier temps,la thèse caractérise et discute l’intention d’évolution du nouveau régime de mobilitéinterne. Puis, elle observe la mise en oeuvre de quatre évolutions liées à la gestion des mobilités, portant sur l’introduction de nouvelles formes de mobilité, de nouveaux acteurs et processus. La thèse vient ensuite questionner la cohérence entre ces evolutions et les attentes des individus en termes dedéveloppement de carrière, puis s’interroge sur la pertinence et la faisabilité de cette évolution du point de vue de la contingence vis-à-vis de l’activité et du contexte. Enfin, elle propose un outil d’accompagnement des mobilités à destination des managers. / The environmental changes of the last thirties years imply more dynamism and flexibility, has led to an evolution of the notion of internal mobility. The literature as well the discourse from the companies express that the new forms and issues are mutually profitable to the companies and actors. This thesis questions this postulate, through the case of engineering, in which this new requirements of flexibility pose some specific problems, linked to the contextual and structural characteristics of this sector. It brings some interrogations about the kind of mobility system tenable in the engineering environment.This research takes place in the engineering department of a French automotivemanufacturer and questions the will of the company to deploy a new internal mobility policy. First, the thesis examines and discusses the intent of evolution. Then, it notices four main evolutions linked to internal mobility policy, which are the introduction of new forms of mobility, new actors and process. It questions the coherence between theses evolutions and the expectations of individuals in terms of career development, and then, examines the pertinence and feasibility of this evolution from the point of view of the context and activity specificities. Finally, the thesis proposes a management tool to support of mobility process by the managers.

The construction and usage of gender stereotypes are a continuous social process that occurs daily in the labour market. It is a common conception that negative stereotypes are harmful; however, they are still regularly used for decision-making. Gender stereotypes affect which occupations are interpreted as suitable for women and men. Therefore, women in the labour market face several obstacles to being viewed as legitimate workers and have a more challenging time advancing. This problem is especially evident in low-skilled male-dominated occupations. This paper aims to study how workers in low-skilled male-dominated occupations accept and rationalise differences in internal mobility opportunities. Material from vignettes will be analysed through a mixed method approach, including both quantitative and qualitative analysis. The results will be analysed through the concepts of the Worker and the Woman, which have been constructed with inspiration from social role theory, gender systems theory, and the ideal worker. The result shows that it is more accepted among workers in low-skilled male-dominated occupations that male workers with less experience get more internal mobility opportunities than female workers with more experience. This phenomenon is rationalised through gender stereotypes, such as that men have more significant interest and experience in these types of occupations, and are more likely to be favoured by their managers. Women’s opportunities for internal mobility are less accepted, and they are more expected to need help developing their skills. This study concludes that gender stereotypes affect the acceptance and rationalisation of gender differences in internal mobility. Thus, women in low-skilled male-dominated occupations face several challenges, and the results should be used as motivation that efforts to improve the gendered organisational culture is needed.

Relatively common factors that lead to reduced well-being and a poor work environment are the experience of lack of variation and lack of development at work. An attempt to solve this work environment problem is internal mobility. The aim of the present study was to examine municipal employees’ experience of internal mobility and its possible outcome on job satisfaction at the workplace. A qualitative interview study was conducted with seven employees who performed one or more voluntary internal job transfers in a medium-sized municipality. The employees were interviewed with a semi-structured interview guide which then was analyzed with a thematic analysis. The employees experience of internal mobility and job satisfaction resulted in four themes: the workplace as a social network, safety challenges to thrive at work, motivation and meaningfulness and the balance between inner and outer circumstances. The results have been discussed mainly in relation to the employees experience of control and support, variation, competency, autonomy, motivation, meaningfulness, setting boundaries and group dynamics. Theories that mainly captured these were self-determination theory demand-control-support-model. Connections were also made to Hackman and Oldhams theory of motivation. The conclusions drawn were that internal mobility can increase employees’ development and increase their feelings of competency, autonomy, motivation and give a better work-life-balance which in turn can increase their job satisfaction. / Relativt vanliga faktorer som leder till minskad trivsel och dålig arbetsmiljö är upplevelsen av brist på variation och avsaknad av utveckling i arbetet. Ett försök till lösning på detta arbetsmiljöproblem är intern rörlighet. Syftet med föreliggande studie var att undersöka kommunanställdas upplevelse av intern rörlighet och dess möjliga inverkan på arbetstillfredsställelse på arbetsplatsen. En kvalitativ intervjustudie genomfördes med sju anställda som utfört ett eller fler frivilliga interna jobbyten i en medelstor kommun. För intervjuerna användes en semistrukturerad intervjuguide, som sedan analyserades enligt tematisk analysmetod. Intervjupersonernas upplevelse av intern rörlighet och arbetstillfredsställelse resulterade i fyra teman: jobbet som social plattform, trygghetsutmaning och utveckling, motivation och meningsfullhet samt balansgången mellan inre och yttre omständigheter. Resultatet diskuterades främst i relation till medarbetarnas upplevelse av kontroll och stöd, variation, kompetens, autonomi, motivation, meningsfullhet, gränsdragning och gruppdynamik. Teorier som huvudsakligen fångade detta var självbestämmandeteorin, krav-kontroll-stöd modellen, work-life balance och känsla av sammanhang. Vidare har även kopplingar kunnat göras till Hackman och Oldhams motivationsteori. Slutsatserna som drogs var att intern rörlighet kan bidra till utveckling och öka anställdas känsla av kompetens, autonomi, motivation och ge bättre work-life-balance, vilket i sin tur kan öka deras arbetstillfredsställelse.

S'adapter à l'évolution permanente des environnements interne et externe est l'une des questions vitales qui se pose à toute entreprise. Et ceci ne peut se concevoir sans prendre en considération la composante la plus stratégique, le capital humain. La thématique de la mobilité professionnelle intra-organisationnelle compte parmi celles qui suscitent aujourd'hui le plus d'intérêt. Les raisons en sont multiples, mais il s'agit surtout de disposer d'une main-d'œuvre flexible et mobilisable sur plusieurs emplois pour accompagner les évolutions rapides des professions et des qualifications, sans perdre pour autant les éléments les plus compétents. La présente recherche propose un prolongement de la réflexion menée dans les travaux concernant la contribution de la gestion des ressources humaines au développement des organisations. Notre thèse vise à comparer les enjeux et les limites de la mobilité interne des cadres dans les établissements de crédit en France et au Maroc et à rendre compte de l’impact correspondant sur leur performance organisationnelle / Adapting oneself to the constant evolution of internal and external environments presents one of the serious challenges to all companies. And one cannot conceive of the latter without taking into account the most strategic component: the human capital. Nowadays, the question on professional mobility within an organization is among those that generate the most interest. Although many a reason could be found, it is more a matter of how to keep a workforce flexible and available to occupy several positions in order to stimulate the rapid evolution of professions and qualifications, without having to lose the most competent employees.This research bears upon the latest works on the topic and proposes to further reflect on the contributing effects brought by the management of human resources onto the development of organizations. The thesis that we will support aims at comparing the stakes in and the limits to the executives’ internal mobility in companies within the banking sector in France and Morocco, and at demonstrating its impacts on their organizational performance

L'objet de cette thèse est double. Elle a tout d'abord pour finalité d'enrichir la compréhension des pratiques dans leurs rapports aux normes en dépassant une vision binaire en termes d'opposition ou non. Elle entend par ailleurs approfondir la connaissance sur les pratiques, encore peu explorées mais pourtant fondamentales, des managers de première ligne en matière de gestion des mobilités internes. Adoptant une approche« HRM-in-practice » et abductive, cette thèse repose sur l'étude d'une grande entreprise publique qui souhaite faire de ses managers de « véritables acteurs » d'une politique dite « d'activation des mobilités internes». Cette recherche met alors en évidence une diversité des pratiques RH des managers de première ligne alors même qu'ils font face à des normes identiques émanant de la Direction qui restreignent fortement leurs marges de manœuvre formelles. En introduisant les concepts de transgression et de bricolage dans le cadre d'analyse de la perspective de la pratique, nous montrons que derrière cette diversité se dissimulent quatre manières différentes de se comporter face aux normes : les pratiques peuvent non seulement s'opposer ou non aux normes, mais également prendre de la distance ou non avec ces dernières. Cette distinction des pratiques en fonction de leurs rapports de transgression et de bricolage vis-à-vis des normes permet tout d'abord de mettre en évidence les caractéristiques en termes de moyens mobilisés et de logiques d'action qui les différencient. Ces diverses pratiques apparaissent par ailleurs comme des réponses locales à des tensions qui peuvent être considérées relativement aux normes en vigueur ou au système de gestion des mobilités internes. Nous montrons enfin que les différents types de pratiques identifiés participent diversement à la fabrique des mobilités internes. / The purpose of this thesis is twofold. It first aims to enrich the understanding of practices considering how they are related to norms without restricting our view to a binary approach of opposition or not. It also intends to deepen the knowledge about first-line managers' practices in the internal mobility management process. While fundamental, these practices still remain poorly explored. Adopting a « HRM-in-practice » and an abductive perspective, this thesis relies on the study of a large public company that intends to give its managers a key role in internal mobility process. This study reveals a diversity of first-line managers' HR practices even though they are faced with the same top management's norms that severely restrict their formal leeway. By introducing the concepts of deviance and bricolage into the Practice Perspective's analysis framework, we show that this diversity conceals four different ways of behaving towards norms: in addition to opposition or not to norms, practices can also apply them with more or Jess distance. The distinction of these practices regarding the consideration of norms with or without deviance and bricolage first highlights the differentiation in used resources and action logics. These practices can also be considered as local adaptations to tensions related either to current norms or to the internal mobility management system. We finally show that the different practices that have been identified contribute to the construction of internal mobility in different ways.