1,720,955 research outputs found
Les déterminants des réactions individuelles face au changement organisationnel
Full text link« Pour continuer à exister, les entreprises doivent changer de monde de fonctionnement en passant d’une logique de gestion à une logique d’adaptation permanente. Dans une entreprise, le facteur humain est un facteur clé pour la réussite ou l’échec de cette transformation. Il peut souvent être un frein puissant à l’adaptation de l’organisation à son environnement » (Cohen ,2006). Qu’il soit bénéfique ou non, imposé ou voulu, le changement est un état déstabilisant, qui entraîne des renoncements, de l'excitation, et des angoisses.
Face à son avènement, l'attitude première des individus consiste le plus souvent à manifester une résistance, relativement neutre et passive dans un premier temps. Cette résistance n'est pas synonyme de rejet absolu, mais s'explique par le fait que les individus cherchent à comprendre les évolutions en cours et ne peuvent pas renier facilement les modèles ou pratiques qu'ils ont auparavant adopté et peut-être prôné. Ce qui nous a principalement décidé de ce sujet, c’est le fait qu’il s’inscrit dans un domaine dans les préoccupations sont très actuelle, aussi bien, il tient compte de plusieurs dimensions, à savoir : la dimension humaine (attentes, souhaits et comportements du personnel,…), et la dimension organisationnelle (typologies du changement organisationnel, facteurs déclencheurs du changement organisationnel,…), Notre recherche académique consiste à cet effet, à identifier les facteurs déclencheurs de la dimension comportementale et attitudinale adoptée par les individus face au changement organisationnel, en vue de comprendre leur réaction et leur attitude afin de vaincre la résistance et assurer le succès du changement organisationne
Managing employee resistance to organizational change
Full text linkToday, only human activity really creates value. What differentiates a high-performance company from a low-performance one is its people, their enthusiasm and their creativity. Human resources are undoubtedly the key resources of an organization, both the easiest and the most difficult to manage ( Rguibi & Atid, 2021).The arrival of a change within a company generates the appearance of transformations not only at the corporate level, but also at the level of employee behavior. These changes are sometimes welcomed, and sometimes not.This can lead to different profiles of people with different characteristics reacting differently to change.For some people who love novelty and excitement, change is seen as an opportunity to learn new things and also as a remedy against boredom and gloom, while others see it as a threat to the stability and longevity of their business.As a result, when reorganizing work, it's important not to wait for resistance to change to manifest itself. You need to anticipate them in order to reduce them and provide appropriate support for the change. Even before a change takes place, it is essential to master all the factors that could lead to its rejection, to ensure a smooth and efficient transition.With this in mind, the aim of this article is to focus on the issue of employee resistance to organizational change, since periods of change are difficult to manage because they entail a loss of reference points, which can lead to fear among employees due to a sense of loss of habits, routines, stability and the known order, resulting in uncertainty and discomfort that can translate into passive opposition or even active resistance.Hence the importance of transforming potential obstacles into opportunities, while helping employees to adapt positively and effectively to organizational change
Les comportements au travail face aux transformations organisationnelles
Full text linkL’ouverture des marchés, l’intensification de la concurrence, l’essor technologique et les changements démographiques survenus au cours des dernières décennies ont contribué à modifier les conditions de réussite des entreprises, obligeant plusieurs d’entre elles à réviser leur stratégie, leur structure et leur façon de faire, tous ces changements obligent les entreprises à réviser leur mode de gestion des ressources humaines.
Aujourd'hui, seule l'activité humaine est réellement créatrice de valeur. Ce qui différencie l'entreprise performante de l'entreprise non performante se sont les hommes, leur enthousiasme, et leur créativité. Les ressources humaines sont sans aucun doute les ressources clés d'une organisation, les plus faciles et les plus difficiles à gérer. Les objectifs de la GRH vont de l'évaluation des besoins en main-d'œuvre à la gestion et au maintien de cette dernière.
D'après (Bareil, 2004), « le changement organisationnel ne peut se réaliser sans l'apport des individus. L’adaptation à ces changements fait référence à un effort soutenu pour satisfaire des exigences élevées ou qui dépassent les capacités » .En effet, ce sont eux qui vont enrichir, améliorer, donner du sens aux choses, et faire en sorte que les changements apportent des résultats escomptés. Cependant, pour que l'organisation change, il faut que les individus qui la composent changent et parviennent à s'adapter à la nouvelle réalité organisationnelle.
Les craintes ressenties face au changement peuvent être de différentes natures. Il est ainsi essentiel de savoir identifier les causes de ces appréhensions afin de les aborder sous le bon angle et les dissiper le plus rapidement possible, tout en adaptant le rythme du changement à ses équipes. A cet effet, notre recherche académique consiste à identifier les comportements et les réactions individuelles adoptés face à l’avènement du changement organisationnel
Going Beyond Counting First Authors in Author Co-citation Analysis
Full text linkThe present study examines one of the fundamental aspects of author co-citation analysis (ACA) - the way co-citation
counts are defined. Co-citation counting provides the data on which all subsequent statistical analyses and mappings
are based, and we compare ACA results based on two different types of co-citation counting - the traditional type that
only counts the first one among a cited work's authors on the one hand and a non-traditional type that takes into
account the first 5 authors of a cited work on the other hand. Results indicate that the picture produced through this non-traditional author co-citation counting contains more coherent author groups and is therefore considerably clearer. However, this picture represents fewer specialties in the research field being studied than that produced through the traditional first-author co-citation counting when the same number of top-ranked authors is selected and analyzed. Reasons for these effects are discussed
Variations on the Author
Full text link“Variations on the Author” discusses two of Eduardo Coutinho’s recent films (Um Dia na Vida, from 2010, and Últimas Conversas, posthumously released in 2015) and their contribution to the general question of documentary authorship. The director’s filmography is characterized by a consistent yet self-effacing form of authorial self-inscription: Coutinho often features as an interviewer that rather than express opinions propels discourses; an interviewer that is good at listening. This mode of self-inscription characterizes him as an author who is not expressive but who is nonetheless markedly present on the screen. In Um Dia na Vida, however, Coutinho is completely absent form the image, while Últimas Conversas, on the contrary, includes a confessional prologue that moves the director from the margins to the center of his films. This article examines the ways in which these works stand out in the filmography of a director who offers new insights into the notion of cinematic authorship
Appropriate Similarity Measures for Author Cocitation Analysis
Full text linkWe provide a number of new insights into the methodological discussion about author cocitation analysis. We first argue that the use of the Pearson correlation for measuring the similarity between authors’ cocitation profiles is not very satisfactory. We then discuss what kind of similarity measures may be used as an alternative to the Pearson correlation. We consider three similarity measures in particular. One is the well-known cosine. The other two similarity measures have not been used before in the bibliometric literature. Finally, we show by means of an example that our findings have a high practical relevance.information science;Pearson correlation;cosine;similarity measure;author cocitation analysis
Dispelling the Myths Behind First-author Citation Counts
Full text linkWe conducted a full-scale evaluative citation analysis study of scholars in the XML research field to explore just how different from each other author rankings resulting from different citation counting methods actually are, and to demonstrate the capability of emerging data and tools on the Web in supporting more realistic citation counting methods. Our results contest some common arguments for the continued
use of first-author citation counts in the evaluation of scholars, such as high correlations between author rankings by first-author citation counts and other citation
counting methods, and high costs of using more realistic citation counting methods that are not well-supported by the ISI databases. It is argued that increasingly available digital full text research papers make it possible for citation analysis studies to go beyond what the ISI databases have directly supported and to employ more
sophisticated methods
koamabayili/VECTRON-author-checklist: VECTRON author checklist
No full textWe have done our best to complete the author checklist relating to the use of animals in the hut study. Note that the objective for the hut study was to evaluate the IRS treatment applications for residual efficacy against Anopheles mosquitoes, including the local An. coluzzii mosquito population. Cows were only used to attract mosquitoes into the huts and no tests were carried out directly on the cows. The author checklist is intended for use with studies where experiments are carried out on animals, which is why we have had such difficulty in completing this for the hut study, as many of the questions do not relate to how the cows were used
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