Le secteur du bâtiment est le premier consommateur d’énergie en France. L’émergence de bâtiments performants apporte une réponse incomplète à ce problème car les comportements des usagers doivent être considérés. Notre objectif est de circonscrire le rôle de facteurs psychosociaux et organisationnels sur l’investissement des salariés pour leur entreprise et pour l’environnement. Au travail, les comportements de citoyenneté organisationnelle (CCO) sont adoptés volontairement et contribuent à l’efficacité de l’entreprise. En prolongement des travaux sur les CCO, les comportements pro-environnementaux (CPE) des salariés peuvent être considérés comme des CCO dirigés vers l’environnement (CCO-E). Pour examiner leurs déterminants, nous avons réalisé six études auprès de 889 étudiants et 592 salariés, travaillant dans un bâtiment classique ou exemplaire. Nous constatons que les salariés se sentant soutenus et traités équitablement seront plus enclins à réaliser des CPE et CCO-E, ce qui incite à renforcer la justice organisationnelle. Par ailleurs, les attitudes, valeurs et habitudes environnementales modèrent les effets du contexte organisationnel sur l’implication des salariés. En outre, la motivation environnementale au travail, lorsqu’elle est autodéterminée, a un effet positif sur les CPE et CCO-E. De même, les normes sociales influencent les comportements des salariés, d’autant plus quand les entreprises présentent une politique environnementale concrète mais non saturante. Enfin, les bâtiments performants offrant un contexte de travail confortable, encouragent la réalisation de CPE et CCO-E par les salariés. À partir de nos résultats, nous proposons des recommandations pour aider les professionnels du bâtiment et les organisations à mieux prendre en compte les occupants. / The building sector is the first energy consumer in France. The emergence of efficient buildings provides an incomplete response to this problem because users’ behaviors need be considered. Our aim is to define the role of psychosocial and organizational factors on employees’ investment for their company and for the environment. At work, organizational citizenship behaviors (OCB) are voluntarily adopted and contribute to the efficiency of the company. In continuation of the research on OCB, employees’ pro-environmental behaviors (PEB) can be viewed as OCB directed toward the environment (OCBE). In order to better understand their determinants, we conducted six studies including 889 undergraduate students and 592 employees, working in classic or exemplary buildings. We notice that employees who feel supported and fairly treated by their organization, will be more prone to adopt PEB and OCBE. This result encourages reinforcing organizational justice. Otherwise, environmental attitudes, values and habits moderate the effects of contextual factors on employees’ pro-environmental implication. In addition, self-determined environmental motivation at work has a positive effect on PEB and OCBE. Similarly, social norms have a positive influence on employees’ behaviors, especially when companies make a concrete but not overwhelming environmental policy. Finally, efficient buildings providing a comfortable working environment encourage employees to adopt PEB and OCBE. Based on our results, we propose recommendations to help building professionals and organizations to take better into account the occupants.

Submitted by Paolo Rosi d'Ávila (paolo_davila@yahoo.com.br) on 2016-07-24T02:21:20Z No. of bitstreams: 1 Tese_Paolo_Rosi_dAvila_FGV_28_jun_16.pdf: 10839340 bytes, checksum: 56efd9a8f67f87b62543c34119e83048 (MD5) / Approved for entry into archive by Janete de Oliveira Feitosa (janete.feitosa@fgv.br) on 2016-07-29T14:37:40Z (GMT) No. of bitstreams: 1 Tese_Paolo_Rosi_dAvila_FGV_28_jun_16.pdf: 10839340 bytes, checksum: 56efd9a8f67f87b62543c34119e83048 (MD5) / Approved for entry into archive by Marcia Bacha (marcia.bacha@fgv.br) on 2016-08-02T14:24:01Z (GMT) No. of bitstreams: 1 Tese_Paolo_Rosi_dAvila_FGV_28_jun_16.pdf: 10839340 bytes, checksum: 56efd9a8f67f87b62543c34119e83048 (MD5) / Made available in DSpace on 2016-08-02T14:24:24Z (GMT). No. of bitstreams: 1 Tese_Paolo_Rosi_dAvila_FGV_28_jun_16.pdf: 10839340 bytes, checksum: 56efd9a8f67f87b62543c34119e83048 (MD5) Previous issue date: 2016-06-28 / This work presents the results of five theoretical and empirical studies based on the theories of leader-member exchanges, on social exchanges between team members and on organizational commitment, occurred in 2012 and 2013. The empirical research investigated leadership, organizational commitment, and teamwork by means of voluntary participation of Brazilian Army personnel, among which are those who took part in the Peacemaking Mission for Stabilization of Haiti (MINUSTAH). Research data were collected from individual interviews, focal groups and online surveys. Results of qualitative studies indicate the relevance of quality in social exchanges between leaders and subordinates as well as of organizational commitment in the work carried out in MINUSTAH. Quantitative studies show the mediating role of the affective element of organizational components in the relation between quality of leader-member exchanges and the quality of social exchanges in teams. Comparative analyses have identified differences in the quality of social exchanges established between leaders and members, among the different hierarchical levels and between military personnel working for MINUSTAH or not. It has been observed that social exchanges of higher quality levels between leaders and subordinates and among team members are associated to higher levels of the affective component of organizational commitment. The current study is expected to contribute to research about leadership and social exchanges, besides supporting improvement of learning, training and scientific research programs that may favor the relationship between civilians and military personnel in the Brazilian context. / Este trabalho apresenta o resultado de cinco estudos teóricos e empíricos embasados nas teorias de trocas sociais entre Líder-liderados (leader-member exchange), nas trocas sociais entre integrantes de equipes (team-member exchange) e no comprometimento organizacional, realizados nos anos de 2012 e 2013. A pesquisa empírica investigou a liderança, o comprometimento organizacional e o trabalho em equipe, mediante a participação voluntária de militares do Exército Brasileiro, dentre os quais se destacam aqueles que integraram a Missão de Paz para Estabilização do HAITI (MINUSTAH). Os dados da pesquisa foram coletados mediante o emprego de entrevistas individuais, realização de grupos focais (focus group) e aplicação de surveys pela internet. Os resultados dos estudos qualitativos indicaram a relevância da qualidade das trocas sociais entre líderes e liderados e do comprometimento organizacional para o trabalho desenvolvido na Missão de Paz para Estabilização do HAITI (MINUSTAH). Os estudos quantitativos indicaram o papel mediador do componente afetivo do comprometimento organizacional na relação entre a qualidade de trocas líder-liderado e a qualidade de trocas sociais em equipes. Análises comparativas identificaram diferenças no padrão de qualidade das trocas sociais estabelecidas entre líderes e liderados, entre os diferentes níveis hierárquicos e entre os militares que atuaram ou não na MINUSTAH. Verificou-se, ainda, que níveis mais elevados na qualidade de trocas sociais estabelecidas entre líderes e liderados e em equipes de trabalho estão associados a níveis mais elevados do componente afetivo de comprometimento organizacional. Estima-se que o presente estudo possa contribuir para o avanço de pesquisas sobre liderança e trocas sociais, além de subsidiar o aperfeiçoamento de programas de ensino, de treinamento e de fomento a pesquisas científicas, que possam favorecer as relações civis-militares no contexto brasileiro.

The purpose of this study was to determine the relationship between perceived organisational ethical climate and employee commitment within an Australian hospitality organisation, with the objective of determining whether employees' perceptions of the organisational ethical climate influenced their commitment towards their organisation, as well as the associated implications. The Ethical Climate Questionnaire and the Employee Commitment Survey were utilised as measuring instruments. The overall finding revealed a statistically significant relationship between the two variables with the results indicating that organisations possess numerous ethical climates which are perceived by employees in a manner which in turn affects their commitment towards their organisation. It is concluded that employees who are more committed to their organisations have improved attendance records and show lower absenteeism and turnover rates. The findings of this study confirmed existing research and generated new knowledge applicable to the hospitality sector. / Industrial and Organisational Psychology / M. Com. (Industrial and Organisational Psychology)

This research was designed to examine the moderating effect of interactional justice on the relationship between justice constructs and organizational citizenship behavior (OCB) with organizational identification as a mediator of the influence of justice perceptions on OCB. This study was based heavily on social exchange, the norm of reciprocity, and psychological contracts between individuals and their supervisors. The study sample was comprised of respondents drawn from a crowd sourcing internet website (N = 250). Niehoff and Moorman’s Organizational Justice Scale was used to measure justice perceptions. Mael and Ashforth’s Organizational Identification Scale was used to measure the degree of the respondents’ identification with their organization; and Podsakoff, MacKenzie, Moorman, and Fetter’s OCB Scale was used to measure extra-role behaviors. Linear regression in IBM’s SPSS statistical package was used to test the proposed relationships. The results showed no support for the moderating effect of interactional justice on the relationships between justice dimensions and OCB. However, support was found for organizational identification as a mediator of the effect of interactional justice on OCB. Theoretical and managerial implications and suggestions for future research are discussed.

To create and maintain a fully engaged workforce, establishing person-organization (P-O) fit among employees has continued to be a central focus of organizational research. In addition, with growing numbers of older workers approaching retirement age, younger workers will soon become the dominant segment of the future workforce. Given this unfolding population trend, it has become increasingly necessary for organizations to gain a clearer understanding of the work values of the growing young population of workers and how P-O fit based on those work values may be linked to desirable work-related attitudes and behaviors. The overarching aim of this dissertation is two-fold: (1) investigate the generational differences and similarities in work values among younger Chinese workers; (2) uncover the underlying mechanisms by which the linkages between the work-value-based person-organization fit and employee work outcomes may be influenced by the impact of leader-member exchange (LMX) and perceived organizational support (POS). In this study, I used a research design that blended interviews and two survey-based studies to address four main research questions. More specifically, I conducted a pilot test to refine the work-value scale in China, and to pretest the established and validated measures for the key variables. In the second study, I gathered survey data from a sample of 179 employees from three Chinese small- and medium-sized enterprises (SMEs). The research findings showed no significant differences in employee work values between the two younger generations (i.e., the Social-Reform Generation and the Millennials Generation). Regarding the hypothesized conceptual scheme that links P-O fit and work outcomes, the results supported most of my hypotheses. Specifically, P-O fit is a significant predictor of three important work outcomes; it is positively related to job satisfaction and organizational commitment, while negatively related to turnover intention after controlling for demographic characteristics. The three hypothesized mediating mechanisms involving POS also received empirical support. That is, as predicted, POS mediates the effect of P-O fit on job satisfaction, organizational support, and turnover intention. Finally, when LMX was incorporated into the conceptual model and statistical analyses, the findings revealed that there was overall moderated mediation for the connections between P-O fit, job satisfaction, and organizational commitment, but no moderated mediation for the connection between P-O fit and turnover intention.

Les objectifs principaux de cette thèse sont i) d’examiner comment la Responsabilité Sociale de l’Entreprise (RSE) affecte les relations avec les parties prenantes, ii) d’identifier les conditions aux limites dans lesquelles les actions de la RSE affecte les relations avec les parties prenantes de façon optimale, et iii) proposer les solutions pour améliorer la RSE dans les firmes. Afin d’atteindre ces objectifs, quatre études empiriques ont été effectuées dans l’Asie du Sud. Les données ont été collectées à travers une série de questionnaires envoyées aux managers d’haut niveau, employées et consommateurs. Les résultats démontrent un effet positif de la RSE sur les parties prenantes. La RSE n’est pas seulement importante pour les parties prenantes externes (consommateurs) mais aussi facilite le développement de bonnes relations entre la firme et ses parties prenantes internes (employées). Les conclusions de cette recherche soulignent le rôle important de la participation des employées dans le processus de prise de décision afin d’améliorer la RSE dans les firmes. En outre, la thèse souligne l’importance de la confiance des consommateurs envers l’entreprise ainsi que la satisfaction des consommateurs afin d’optimiser les conséquences de la RSE sur les relations avec les parties prenantes. / The main objectives of the dissertation are i) to examine how corporate social responsibility (CSR) affects stakeholder relationships, ii) to identify the boundary conditions in which CSR actions optimally affect stakeholder relationships, and iii) to prescribe ways to improve CSR in the firms. To achieve these objectives, four empirical studies were conducted in South Asia. Data were collected in a series of surveys with top managers, employees and consumers. The results show that CSR has a positive impact on stakeholders. CSR is not only important for external stakeholders (consumers) but also facilitates the building of good relationships between the firm and its internal stakeholders (employees). Findings emphasize the role of employee participation in decision making to improve CSR in the firms. In addition, the dissertation highlights the importance of consumer trust in the company as well as consumer satisfaction to optimize the affects of CSR on stakeholder relationships.

The tourism industry is one of the fastest growing economic branches in the world. Because of a multiplication effect, which is one of it's important characteristics, it creates suitable conditions for increasing an economic and socio-cultural value of a region. Nevertheless, this value increasing depends on a development level of a region, it's potential to develop tourism and a co-ordination of activities which ensure the potential development. Research was mostly focused on economic impacts of tourism development in regions. But it's impacts on socio-cultural environment are very important as well. If tourism development is managed responsibly in a region it can generate considerable positive effects on local communities (first of all an improvement of living standards, development of public facilities etc.). In the opposite case it can generate irretrievable negative effects, especially changes of local community lifestyle , changes in local social and cultural values or changes in physical environment. On one hand tourism contributes to keep cultural diversity in the world and mediates cognition and interaction between different people and cultures , on the other hand it transmits negative aspects of globalization which tend to affect traditions and specific cultures of particular regions in a destructive way. So the aim of the diploma thesis is to point out psychological and sociological aspects of tourism, it's relation to culture and cultural identity and it's impacts on local communities. The analysis is focused on Prague characteristics and tourism impacts on it's socio-cultural environment.

To increase competitive advantage, organizations are developing how they manage internalknowledge. This has been tackled by implementing various Knowledge Management Systems,which have been developed based on the needs of specific teams and/or latest trends. Suchapproach is problematic since it does not take into consideration what the users currentKnowledge Management practices are, nor if the system is relevant for a larger mass.The purpose of this thesis is to identify what requirements from users, regarding content andfeatures, are relevant to focus on when designing a Knowledge Management System, targetedtowards knowledge intensive businesses. To examine this, an exploratory research approachhas been applied on a global Information and Communication Technology (ICT) company.100 semi-structured interviews were conducted, with employees located at various globallocations and with varying job roles, in order to get a detailed picture of the user requirementson a Knowledge Management System. The interviews were later sorted and analysed by usingthe Technology Acceptance Model, and quantified by calculating the frequency count on thedifferent requirements. The findings were later reduced, based on their generalizability, inorder to facilitate a list of user requirements that are relevant to focus on, when constructing aknowledge management system for a knowledge intensive business.The results show that there are several aspects to consider in the creation of a KnowledgeManagement System, meant for a knowledge intensive business. The majority of these aspectsare related to increased findability of relevant & updated document and colleagues, receiveinformation about internal operations and lessons learnt from previous projects. Examples ofthese requirements are a semantic search engine, news feed and interconnected repositories.

Today's retail consumer market is characterized by global, intense competition. In times of intense competition, long-term customer relationships are described as the key to both profitability and survival, which is achieved by creating value together with customers through mutual dialogue. For e-commerce companies, the opportunities for human contacts and dialogue with customers are very few and are about to be completely absent due to the prevailing trend to implement technical elements in customer service. At the same time, a lot of research points to the fact that there are great values in offering human resources in customer service, but we know quite little about these values in an online context. We also do not know if these values are so important that companies should take them into account in their strategic decisions. Therefore, our study aims to investigate the importance of interpersonal encounters online. The purpose is fulfilled by studying and analyzing interactions in customer service to create an understanding of what values arise and what impact these have on customer relationships. This is done through a qualitative research design, with an exploratory case study of 92 email conversations between customer and customer service online, which have been processed through text analysis and coding according to social resource theory. The results show that customer service encourages different social exchanges with customers, depending on the goal of the interaction. Social exchanges of concrete resources such as money, goods and information are actions that give customers increased convenience and financial value, which strengthens the relationships if the customer is satisfied. Social exchanges of particular resources such as love, status and service form actions that give customers personal experiences and social and emotional value, which provides increased customer satisfaction but also strengthens relationships with customers even more. The exchange that takes place in interpersonal meetings online can be understood as important for developing customer relationships and competitive advantages. This study can be used to guide research in the field of research regarding service encounters and help retailers create sustainable business models and strategies. / Dagens konsumentmarknad och detaljhandel kännetecknas idag av en global, intensiv konkurrens. I tider med intensiv konkurrens beskrivs långsiktiga kundrelationer vara nyckeln till både lönsamhet och överlevnad, vilket uppnås genom att skapa värde tillsammans med kunderna genom ömsesidig dialog. För e-handelsföretag är möjligheterna till mänskliga kontakter och dialog med kunder idag väldigt få och på väg att utebli helt på grund av en rådande trend att implementera tekniska inslag i kundtjänst. Samtidigt pekar mycket forskning mot att det finns stora värden i att erbjuda mänskliga resurser i sin kundtjänst, men vi vet ganska lite om dessa värden i en online-kontext. Vi vet heller inte om dessa värden är så viktiga så att företag borde ta hänsyn till dem i sina strategiska beslut. Därför syftar vår studie till att undersöka betydelsen av mellanmänskliga möten online. Syftet uppfylls genom att studera och analysera interaktioner i kundtjänst för att skapa en förståelse för vilka värden som uppkommer och vilken påverkan dessa kan ha på kundrelationerna. Detta har gjorts genom en kvalitativ forskningsdesign, med en explorativ fallstudie av 92 mejlkonversationer mellan kund och kundtjänst online, vilka behandlats genom textanalys och kodning utefter social resursteori. Resultaten visar att kundtjänst uppmuntrar olika sociala utbyten med kunderna, beroende på typ av ärende. Sociala utbyten av konkreta resurser såsom pengar, varor och information utgör handlingar som ger kunderna ökad bekvämlighet och ekonomiskt värde, vilket stärker relationerna med dem om kunden är nöjd. Sociala utbyten av partikulära resurser såsom kärlek, status och service bildar handlingar som ger kunderna personliga upplevelser och socialt- och emotionellt värde, vilket ger en ökad kundtillfredsställelse men också stärker relationerna med kunderna ännu mer. Utbytet som sker i mellanmänskliga möten online kan förstås som betydelsefullt för att utveckla kundrelationer och konkurrensfördelar. Denna studie kan användas för att vägleda forskning inom forskningsfältet beträffande servicemöten och hjälpa detaljhandlare att skapa hållbara affärsmodeller och strategier.

Organizational change and innovation are critical for business survival and more likely to occur when employees engage in change-oriented behaviors. Previous studies have examined the direct effects of workplace social exchanges on employees’ change-oriented behaviors; however, less attention has been given to the combined effects of these exchanges and the mechanisms by which these relationships occur. In this study, I look at the combined effects of leader-member exchange, trust in team members, and perceived organizational support on voice, innovative, and learning behaviors via psychological safety. In addition, based on the understanding that psychological safety is not always present in the work environment, I look at the conditions under which these workplace social exchanges lead to the aforementioned behaviors even when psychological safety is low or absent. Therefore, the purpose of this dissertation is three-fold: (1) to explore the combined effects of leader-member exchange, trust in team members, and perceived organizational support in improving followers’ psychological safety within the organization, (2) to investigate the mediating role of psychological safety on the relationships between workplace social exchanges and followers’ change-oriented behaviors, and (3) to expand on previous findings and examine the conditions under which these social exchanges and psychological safety lead to followers’ change-oriented behaviors. Specifically, I propose and test a theoretical model derived from social exchange theory to examine conditional indirect effects of leader-member exchange, trust in team members, and perceived organizational support on voice, innovative, and learning behaviors through psychological safety within the organization, and to examine the role of proactive personality, political skill, perceived team social integration, perceived support for innovation and perceived organizational justice as second stage moderating variables that may compensate for low psychological safety within the organization. My theoretical model was tested using lagged data collected from leader-follower dyads representing 174 followers and 85 leaders from four organizations located in the United States. To test this theoretical model, I used a quantitative non-experimental research design, a survey method, and multilevel analytical procedures.