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Building upon Granovetters well-known study of the job search behaviors of white males, this research extended the degree to which his findings apply across cultures to Chinese minorities, and across time to the Internet age. Using quantitative and qualitative data collected through systematic observation, questionnaire surveys, and in-depth interviews, this research investigated the impact of culture, Internet usage, gender and age on the communication patterns of foreign-born Chinese jobseekers in the U.S. It is found that jobseekers adopt either one or a combination of traditional (printed publications and direct application), institutional (the Internet, job fairs, and employment agencies), and personal (personal network) approaches. Within the institutional approach, the Internet job search strategy is a rsing preference among younger jobseekers. Through the personal approach, jobseekers enjoy four benefits of personal networks: information, trust building, position creation, and job market expansion. Across culture, guanxi, the Chinese version of the personal network is compared and contrasted with its American counterpart. Further, Granovetters argument about the strength of weak ties holds true in todays Internet age. Job-leading weak ties are usually those infrequently contacted professional and social connections working in targeted organizations at the time of a job search. Meanwhile, Chinese jobseekers mainly encounter six obstacles in the U.S.: racial discrimination, cultural obstacle, linguistic obstacle, insufficient network, immigration background, and an intercultural communication gap.

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Les institutions françaises sont aujourd’hui "massivement" victimes de tentatives de vol d’information. Or, l’être humain est le maillon faible des dispositifs de sécurité de l’information (SI). Notamment, l’usage des réseaux personnels par les salariés est susceptible de soutenir l’activité d’innovation… tout en créant des failles potentielles pour la SI. Ce travail doctoral vise donc en particulier à progresser dans la connaissance des facteurs humains pour améliorer les mesures de SI. Nous focalisons nos travaux sur l’échange d’informations entre salariés de toutes organisations (services de l’Etat, grandes et petites entreprises,…). Afin de répondre à notre questionnement, nous avons conçu un modèle d’analyse basé sur le contexte d’action dans lequel s’articulent notamment la mobilisation des réseaux personnels, l’influence des valeurs individuelles et organisationnelles et la perception qu’on les acteurs des mesures organisationnelles de sécurité en vigueur dans leur organisation. Nous relevons l’importance de la culture organisationnelle et du comportement perçu du manager de proximité comme des éléments clés de la SI. / French institutions are now "massively" victims of attempted theft of information . But the human being is the weakest link in security devices information (IS). In particular, the use of personal networks by employees is likely to support innovation activity ... while creating potential loopholes for IS. Therefore, in particular, this doctoral work attempts to progress in the knowledge of human factors to improve IS measures. We focus our work on information exchange between employees of all organizations (government departments, large and small enterprises, ... ) . To answer our questions, we developed a conceptual model based on the context of action that includes notably the mobilization of personal networks, the influence of individual and organizational values and actors’ perception of organizational security measures in place in their organization. We note the importance of organizational culture and behavior perceived of the local Manager as key elements of the IS.

Cette thèse s’inscrit dans la continuité des travaux sociologiques de réseaux sociaux qui s’intéressent au concept de soutien social. Le travail de recherche porte sur les ressources insérées dans le réseau de relations des patients atteints de cancer ainsi que sur la configuration de ces réseaux personnels. Pour ce faire, la thèse se focalise sur le soutien informationnel qui constitue un des grands types de soutien que l’on rencontre dans la littérature sociologique. Les informations de santé accessibles à travers l’entourage relationnel sont considérées comme des ressources qui permettent aux malades de répondre aux difficultés qu’ils rencontrent dans le cadre de la pathologie cancéreuse. L’analyse est basée sur des entretiens réalisés auprès de patients pris en charge dans des services d’oncologie. Cette thèse se donne deux objectifs : le premier est de rendre compte du soutien social dans le cadre d’une pathologie chronique telle que le cancer. De ce point de vue-là, la thèse montre les difficultés que les malades rencontrent pour obtenir les ressources recherchées. Le second objectif est de contribuer à la réflexion théorique sur la mobilisation des liens sociaux. La recherche décrit les contraintes et opportunités du réseau des malades notamment à travers l’analyse des modes de régulations des relations personnelles. / The thesis we sustain is rooted in the social network analysis interested in the concept of social support. This study deals with the resources embedded in the social network of cancer patients and on the structure of these personal networks. The thesis focuses on informational support that is one of the main kinds of support we can find in the sociological literature. Health information patients access through their social ties are social resources upon which they may draw when facing difficulties. Based on semi-structured interviews with cancer patients, this study pursues two aims: the first one is to describe social support in the case of chronic diseases such as cancer. From this perspective, the thesis shows the patient difficulties to obtain appropriate resources. The second aim is to contribute to the theoretical thought on social ties’ mobilization. This research describes the constraints and opportunities of patients’ network through an analysis of the social ties rules.

Kunskap är en av de viktigaste och mest värdefulla tillgångarna för företag. Under de senaste decennierna har Knowledge Management (KM) fått utökat fokus av både företag och forskare. Parallellt med denna utveckling organiserar allt fler organisationer sitt arbete i projektform. Projektformen innebär ytterligare utmaningar avseende kunskapsöverföring i jämförelse med en typisk hierarkisk organisation, då projekten är temporära vilket påverkar lärandet och kunskapsöverföringen mellan projekt. Med detta som utgångspunkt ämnar detta examensarbete närmre undersöka kunskapsöverföring i en projektorienterad organisation. De frågeställningar som ska besvaras lyder enligt följande: Vilka problem finns vid kunskapsöverföring i en projektorienterad organisation Vilken KM-strategi är lämplig i denna typ av organisation? Vilken nytta kan förbättrad kunskapsöverföring generera för organisationen? För att besvara dessa frågor har en djupgående fallstudie utförts på Sweco Management. Sweco Management är ett teknikkonsultföretag som säljer projektledartjänster inom främst bygg- och fastighetssektorn. Bolaget ingår i Sweco-koncernen. Forskningen tar upp följande faktorer som viktiga för effektiv KM; Stöd från ledningsnivå, Organisationskultur, Strategi, Organisationsstruktur, Processer, Teknisk infrastruktur, Utbildning, Mätning och nyckeltal, Incitament, samt KM-team. Med utgångspunkt i dessa områden har en intervjuguide skapats för att senare användas vid intervjuer med 13 projektledare på Sweco Management. Baserat på den empiri som insamlats har ett antal slutsatser dragits. Vad gäller problematik inom KM som kan uppstå i en projektorienterad organisation identifierades ett antal områden såsom: Prioritering av andra uppgifter vid tidspress Upplevd svårighet med att dokumentera tyst kunskap Begränsad möjlighet att träffas då mycket tid spenderas hos beställarorganisationen Rädsla för betungande överdokumentation då organisationen är platt Otydlighet kring vilken kunskap som är värdefullt att dela KM som inte är kopplad till användarnas behov Bristande utbildning i KM och dess verktyg Upplevt bristande stöd från ledningshåll vad gäller kunskapsöverföring Vid intervjuerna identifierades vilken typ av kunskap som projektledarna anser värdefull att dela. Viss del bestod av explicit kunskap, men främst tyst kunskap efterfrågades. Vikten av det personliga nätverket och möjligheten till att ta del av relevant kunskap genom detta benämndes som oerhört viktigt. Då den kompetens som krävs hos en projektledare är varierande och bred efterfrågas metoder för att förenkla kopplingen av rätt kunskap till rätt plats. Majoriteten efterfrågade inte utökad dokumentation, utan snarare att spridningen av nuvarande dokumentation skulle bli mer lättillgänglig. Avseende nyttan med effektivare kunskapsöverföring diskuteras möjligheten till att koppla rätt kompetens till rätt plats, möjlighet till förhöjd kvalitet på tjänsten, och ekonomisk vinning vid styrning mot fastprisuppdrag då tidigare kunskap återanvänds. I detta examensarbete lyfts värdet av kunskapsöverföring genom det personliga nätverket i en projektorienterad organisation. För att ta del av relevant kunskap behöver metoder som gynnar nätverksbyggande fokuseras. Som stödjande strategi krävs även dokumentation för att överföra erfarenhetsdata från tidigare projekt. För att skapa kontaktytor mellan organisatoriska grupper rekommenderas delning av en projektorienterad organisation i ytterligare en dimension. Indelningen baseras på kunskaps- och intresseområden såsom exempelvis tidplanering, ekonomistyrning eller liknande. Med utgångspunkt ur denna matrisstruktur kan relevant kunskap kopplas till rätt personer och det blir tydligt var specifik kompetens finns. Dessutom rekommenderas nyttjande av IT-verktyg som stödjer koppling och kommunikation mellan medarbetare. / Knowledge has become one of the most valuable and important assets of a company. During the last decades Knowledge Management (KM) has got increased focus within companies and academic research. In the same time more organisations organise their daily work in projects. The combination generates new challenges for KM in this type of organisations due to its temporary form that affect learning and knowledge transfer between projects. This master thesis will examine KM within a project-oriented organisation. Question formulations to be answered in this thesis are: What problems may occur within KM in project-oriented organisations? What kind of KM strategy is preferable in this kind of organisation? What positive outcome can effective knowledge transfer generate for the organisation? To answer these questions, a case study has been performed at Sweco Management. Sweco Management is a consulting engineering company providing project management and administration services, primarily in the construction and property sectors. Sweco Management is a part of the Sweco Group. Accordingly to present research, following factors have identified to be important for effective and successful KM; Management Support, Organisational Culture, Strategy, Organisational Structure, Processes, Technology Infrastructure, Training and Education, Measurement, Incentives, and KM-Team. An interview guide has been formed based on these factors. This guide has been used in interviews with 13 project managers at Sweco Management. Based on empirical material in performed case study, some conclusions have been pointed out. Problems with knowledge transfer that have been identified in this case study include: Prioritising of "more important" work assignments due to lack of time Perceived difficulty of documenting tacit knowledge Limited opportunity to meet other project managers as a large amount of time is spent within client organisations Fear of burdensome documentation for the project managers since the organisation is flat Ambiguity in what kind of knowledge that is valuable to share KM not connected to user needs Lack of education in KM and its tools and methods Perceived lack of support from management regarding knowledge transfer Based on interviews the type of knowledge valuable to share, according to project managers, has been identified. Some of this knowledge was explicit, but mainly tacit knowledge sharing was asked for. The possibility to acquire knowledge through personal networks was of great importance according to the project managers. The majority of the respondents did not request more documentation, and would rather like to ease distribution of current documentation level. The benefit of more effective knowledge transfer is also discussed. One benefit is the possibility to connect right knowledge to right place. Also, there is an opportunity to increase quality of services and economic profit in the long term. By effectively taking advantage of former obtained knowledge, it is possible to reuse this in future projects. In this master thesis, the value of knowledge transfer through personal networks is clarified. To ease knowledge transfer in a flat project-oriented organisation it is important to create and use methods that simplify networking. As a supporting strategy, some documentation of former project experiences should be used as well. Dividing a flat project-oriented organisation in an additional dimension is recommended to create interfaces between organisational groups. This division will be based on interests and fields of knowledge e.g. time planning, financial control or similar. Due to the matrix structure relevant knowledge can be connected to right personnel and it becomes clear where specific competence is located. Also, usage of IT-tools that support connection and communication between co-workers are recommended.

Dans le contexte latino-américain, façonné par une urbanisation rapide, de fortes inégalités et une faiblesse des institutions de placement de la main d’oeuvre, les problématiques liées à la structure du marché du travail et à l’effet des dispositifs d’intermédiation relationnelle sur les performances dans l’emploi apparaissent fondamentales. Cette thèse se propose de décrire la structure du marché du travail et d’analyser les effets des réseaux de relations sur la qualité de l’emploi et les performances des actifs occupés à Bogota (Colombie). Elle adopte une démarche de recherche pluridisciplinaire reposant sur un cadre d’analyse socioéconomique et institutionnaliste. Dans une première partie, une réflexion théorique et analytique est tout d’abord conduite autour de la notion de qualité de l’emploi envisagée comme un nouvel indicateur de performance. Au prisme de la théorie de la segmentation du marché du travail, l’analyse de ce nouvel indicateur permet d’envisager les logiques et les effets différentiés du recours aux relations sociales. À partir de données quantitatives (enquête ménage geih de 2013) et qualitatives (entretiens collectifs), l’analyse exploratoire multidimensionnelle, économétrique et compréhensive permet de vérifier que : (i.) la qualité de l’emploi traduit une structure fortement polarisée du marché du travail à Bogota, (ii.) l’usage des relations est associé différemment à la qualité de l’emploi des travailleurs en fonction de leur segment, des réseaux de nécessité (segment vulnérable) s’opposant à des réseaux d’opportunité (segment protégé). Dans une seconde partie, s’appuyant sur les théories de l’encastrement et de la sociologie des réseaux, la thèse se propose d’explorer plus précisément les effets des différentes dimensions, configurations et mécanismes de réseau de relations personnelles sur les performances dans l’emploi. À partir d’un système spécifique d’enquêtes mixtes déployé à Bogota entre 2016 et 2018 des données originales de réseaux égocentrés ont été collectées. Les analyses statistiques multidimensionnelles et économétriques ainsi que l’analyse des narrations quantifiées mettent en évidence que : (i.) la combinaison entre un réseau potentiel étendu et un réseau actif cohésif augmente le temps de recherche mais aussi la probabilité de trouver un emploi plus satisfaisant, (ii.) la force des liens apparaît contextualisée et est corrélée négativement avec le revenu et positivement avec l’évolution de ce dernier entre deux emplois, (iii.) au cours des trajectoires professionnelles des acteurs, les ressources nécessaires et les relations permettant d’y accéder se différencient nettement en fonction du type de changement d’emploi (incrémental ou radical). / In the Latin American context, shaped by rapid urbanization, high inequalities and the weakness of labor institutions, issues related to the structure of the labor market and the effect of relational intermediation on job performance appear fundamental. This thesis aims to describe the structure of employment and analyzes the effects of social networks on the quality of employment and the performance of workers in Bogota’s labor market (Colombia). This work adopts a multidisciplinary research approach based on a socioeconomic and institutionalist framework. In the first part, a theoretical and analytical reflection is conducted through the notion of quality of employment, to overcome the classical typologies commonly used in developing countries. From this perspective, quality of employment can be seen as a new performance indicator grasped through the prism of the labor market segmentation theory, making possible to consider the rationales and the differential effects produced by the use of social networks. Subsequently, based on quantitative data from the household survey (geih, 2013) supplemented by information collected through focus groups, the multidimensional, econometric and comprehensive exploratory analysis allows to empirically verify that : (i.) quality of employment reflects a strongly polarized structure of the labor market in Bogota, (ii.) the use of social networks is associated differently with the quality of employment of workers according to their segment ; opposing necessity networks (for the vulnerable segment) and opportunity networks (for the protected segment). Based on the theories of the embeddedness and the sociology of networks, the second part of this thesis proposes to explore the dimensions, configurations and mechanisms of different types of social networks to get a job. Using original data on egocentric networks collected from a specific mixed survey system deployed in Bogota between 2016 and 2018, the empirical results from multidimensional and econometric analyzes and, the application of quantified narratives method demonstrate that : (i.) the combination of an extended potential network and a cohesive active network increases the search time but also the probability of finding a satisfactory job, (ii.) the strength of ties appears contextualized and negatively correlated with income but positively with its evolution between the last and the current job, (iii.) during the actors’ labor market trajectories, the necessary resources for changing job and the relationships to access them are clearly differentiated by the type of evolution (incremental or radical).