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Une classification des télétravailleurs évoluant entre autonomie et contrôle : vers un ré-enchantement de l’expérience collaborateur ?
No full textInternational audienceDepuis la crise sanitaire l’organisation s’est pérennisée en mode hybride (DARES 2024, Apec 2025). Plébiscité par les employeurs (ANDRH-BCG, 2022) et les collaborateurs (Etude UGIC-CGT, 2023), le télétravail devient un élément incontournable de la marque employeur (Diard et al., 2023). Une hausse inhabituelle des démissions et ruptures conventionnelles depuis 2020 (DARES, 2025) invite les organisations à réfléchir à des moyens de rétention des talents. Il s’agit d’initier un parcours collaborateur permettant à chaque étape de motiver et fidéliser. Comment l’autonomie laissée au télétravailleur à domicile et le contrôle potentiellement exercé par l’employeur jouent-ils un rôle dans cette expérience collaborateur ? À travers une étude quantitative conduite auprès de 159 télétravailleurs, nous révélons deux classes de télétravailleurs : les « Satellites-autonomes » et les « Dépendants-contrôlés ». Cette typologie met en évidence des perceptions différentes des télétravailleurs relatives à l’expérience collaborateur. Les « Satellites-autonomes » ont une approche positive de l’expérience globale collaborateur avec le télétravail alors que les « Dépendants-contrôlés » ont une perception plutôt négative. Le contrôle exercé à domicile, peut conduire à une démotivation des collaborateurs et aller à l’encontre d’une politique RH de fidélisation
Regards croisés. « La qualité empêchée est-elle devenue une source de désengagement ? »
No full textInternational audienceLes réorganisations managériales, souvent guidées par des impératifs financiers ou des logiques économiques et structurelles, tendent à imposer des normes et des objectifs chiffrés qui bousculent les routines de travail. Comme l’indique Marie-Anne Dujarier, ces décisions, prises par un top management éloigné du terrain, créent un pilotage déconnecté des réalités du travail réel. Aussi, ce phénomène est (souvent) perçu par les employés comme un empêchement de produire un travail de qualité conforme à leurs attentes et celles des usagers ; générant ainsi une perte de sens de plus en plus documentée. Or, le sens au travail est un moteur d’engagement essentiel. Coralie Perez et Thomas Coutrot montrent que son absence est un facteurdéterminant des départs volontaires et du désengagement professionnel. Les travailleurs recherchent non seulement une utilité sociale, mais aussi une cohérence avec leurs valeurs et un épanouissement personnel.Lorsqu’ils ne peuvent plus accomplir un travail « bien fait », le mal-être s’installe, pouvant aller jusqu’au burn-out. Si la perte de sens conduit au désengagement, elle a aussi un impact économique tangible. Longtemps étudiée par les sociologues du travail, cette question intéresse désormais les économistes, signe de sesrépercussions sur la performance des entreprises. Moins de qualité, moins d’implication, et au final, une baisse de productivité et de rentabilité. Une contradiction majeure pour un management orienté efficacité
Does transformational leadership promote employee voice? Testing the mediating effect of psychological empowerment and moderating effect of leader–leader exchange
No full textInternational audiencePurpose We study the impact of transformational leaders' empowering behaviors on their followers' willingness to express their opinions and ideas. Specifically, we hypothesize that the relationship between transformational leadership (TL) and employee voice (EV) is mediated by psychological empowerment (PE) and moderated by leader–leader exchange (LLX). Design/methodology/approach The data for our study were collected from 253 respondents working in the public and private sector organizations in the Kingdom of Saudi Arabia (KSA) using a structured questionnaire. Findings Our study results highlight the significant role of TL in promoting employee PE and EV. Moreover, we found that the relationship between TL was moderated by LLX and mediated by PE. Research limitations/implications Our study is cross-sectional therefore we cannot confirm the causality and our focus on promotive voice in Saudi Arabia's high-power-distance context may limit broader generalizability. Originality/value The current research makes significant contribution to the leadership literature by highlighting the importance of transformational leader's upward relationship with their superiors on their subordinate's PE and subsequent voice behavior
The tools used to support companies' biodiversity strategies and action plans: from a comprehensive typology to an assessment of their impact on businesses.
No full textInternational audienceThis study examines the tools and instruments used by companies to design and implement biodiversity strategies and action plans in accordance with public policy requirements, with the aim of developing a comprehensive tools' typology and assessing their organisational impacts. Based on the concept of dispositive (Foucauldian approach), biodiversity is analysed as consisting of a set of heterogeneous elements (CSR reports, public policies, expertise, institutions, etc.) that transform biodiversity practices within organisations. Using a two-step methodology combining theoretical and empirical sources and a dispositional analysis, the article maps the relationships, complementarities and discontinuities between biodiversity tools. It highlights the expected and unexpected organisational effects in areas such as supply chain management, management control and R&D, and assesses the extent to which biodiversity tools, as part of a broader dispositive, effectively enable organisational change. This research is funded by The Transition Institute 1.5, led by Mines Paris – PSL
"Talk social sciences to me”: Enhancing the dissemination of social sciences through mass media engagement
No full textInternational audienc
Flow-shop and job-shop robust scheduling problems with budgeted uncertainty
No full textInternational audienceIn this paper, we study different solution methods for two two-stage robust, multi-machine scheduling problems, namely permutation flow-shop and job-shop scheduling problems under uncertainty budget. Compact formulations of the problems are proposed and two decomposition approaches are presented: a Benders decomposition approach and a column and constraint generation approach. Computational experiments show that for small-sized instances, a compact formulation of the problem quickly yields optimal solutions. However, for larger instances, decomposition methods, particularly the column and constraint generation method with a master problem solved using constraint programming, provide better quality solutions. An acceleration method for the column and constraint generation algorithm is proposed. This method is generic and can be applied to any two-stage robust optimisation problem
Degrowth + marketing = demarketing? Rethinking demarketing as an effective tool for sufficiency
No full textInternational audienceThis paper explores the intersection of demarketing and degrowth, proposing a new framework that aligns demarketing practices with sufficiency principles. While traditional demarketing approaches often prioritize profit-driven, instrumental goals, they remain incompatible with the transformative objectives of degrowth, such as addressing systemic overconsumption and fostering equitable resource distribution. Through a critical review of the demarketing literature, we identify key gaps, including the neglect of environmental limits, equity, and consumer well-being. We argue that sufficiency—a principle emphasizing “enoughness” and ecological sustainability—provides a compelling lens for redefining demarketing. By integrating sufficiency into demarketing, we outline pathways to transition from growth-oriented practices to degrowth-consistent strategies, offering theoretical and practical insights into reshaping marketing. Our contribution lies in advancing a degrowth-consistent definition of demarketing that challenges conventional marketing paradigms, paving the way for systemic change in research and practice
The end of dilemmas: joint U-I labs as a collective way to create and maintain Simultaneous Discovery-Invention (SDI)
No full textInternational audienc
From boardroom to factory: how CEO commitment and CSR shape SMEs eco-performance
No full textInternational audienceThis study delves into factors influencing environmental performance, with an emphasis on green human resource management (GHRM), environmental corporate social responsibility (ECSR), pro-environmental behaviour, and CEO environmental commitment. After surveying middle-level managers from 410 SMEs through stratified random sampling, findings highlight GHRM’s pronounced impact on augmenting environmental performance. Parallelly, ECSR positively steers both pro-environmental behaviour and environmental performance. Intriguingly, ECSR and pro-environmental behaviour serve as mediators between GHRM and environmental performance. The CEO’s environmental dedication distinctly moderates the association between pro-environmental behaviour and environmental outcomes. Collectively, insights illuminate GHRM’s centrality in bolstering environmental performance in SMEs while spotlighting ECSR and pro-environmental behaviour as integral mediators. The findings pave a strategic path for SMEs to amplify decarbonisation efforts, underscoring the essence of employee pro-environmental actions steered by GHRM and ECSR directives
System Feature Awareness and Retrieval Strategies in the Use of System Feature Awareness and Retrieval Strategies in the Use of Voice-Activated Devices Voice-Activated Devices
No full textInternational audienceUsers rarely take full advantage of the unprecedented possibilities offered by IT in the post-adoptive stage of use, creating a feature-use paradox. This paradox is particularly pronounced in the context of voiceactivated devices (VADs), such as smart voice assistants, as VADs require users to rely entirely on memory when interacting with them. In this setting, we theorize that users' ability to recall which system features are available is crucial for effectively engaging with VADs and can thus shed light on the feature-use paradox. We define IT Feature Awareness in the context of VADs by adapting the brand awareness concept from marketing research, and we develop a conceptual model rooted in adaptive system use theory that captures the expected impact of IT feature awareness on innovative use behaviors. We conclude this workin-progress by outlining our data collection plans and expected contribution to the post-adoptive IT use stream of the IS literature.</div