1,720,970 research outputs found
La compétitivité des PME à travers la caractérisation de l’environnement : Vers une analyse multidimensionnelle
Get PDFLe concept de stratégie trouve son importance dans la détermination de la relation que l’entreprise établit avec son environnement dans la poursuite de ses objectifs. La compétitivité d’une entreprise est ainsi tributaire de la qualité d’analyse de son environnement, d’où la nécessité d’accorder une attention particulière à la caractérisation de l’environnement et lever les ambigüités qui entourent ses qualificatifs.Cet article propose alors une approche intégrative des conceptions de l’environnement et offre un cadre d’analyse multidimensionnel de l’environnement de l’entreprise
Going Beyond Counting First Authors in Author Co-citation Analysis
Get PDFThe 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
Get PDF“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
Get PDFWe 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
ETUDE QUANTITATIVE CONFIRMATOIRE DE L’INFLUENCE DES BENEFICES DES PROGRAMMES DE FIDELISATION SUR LA FIDELITE A L’ENSEIGNE CAS DES GRANDES ET MOYENNES SURFACES ET GRANDES SURFACES SPECIALISEES AU MAROC
Get PDFDepuis le début des années 90, les programmes de fidélisation se multiplient, constituant un vecteur important de la croissance des enseignes. Ces programmes de fidélisation sont devenus un outil de marketing populaire, en particulier sur des marchés concurrentiels et où la différenciation est difficile.L’objectif principal de cette étude est de déterminer l’influence des bénéfices des programmes de fidélisation sur la fidélité à l’enseigne. Nos résultats ont révélé qu’une voie de fidélité demeure à travers les constructions de la satisfaction, la confiance et l’attachement, alors que la fidélité au programme exerce un faible effet sur la fidélité à l’enseigne. Nous confirmons aussi que la fidélité à l’enseigne influence positivement l’achat répété, l’intention à la fidélité, le bouche à oreille positif et la part du portefeuille client. Par contre, la résistance à la contre persuasion ne présente aucun effet positif dans cette relation
Organizational commitment, emotional labor and intentions to leave: an exploratory study conducted among call center agents
No full textThis article aims to present an exploratory study that examines the relationship between the multidimensional concept of organizational commitment, emotional labor, and intentions to leave the organization. The concept of organizational commitment has three components: affective commitment, normative commitment, and continuance commitment (Meyer and Allen, 1991,1997). The three components represent a psychological state that defines the employee's relationship with his organization. While the concept of emotional labor refers to the management of emotions during interaction with customers in a service context (Hochschild, 1983). This concept involves the use of emotion-regulation strategies including deep acting, surface acting and the expression of naturally felt emotions. In this article, we review literature pertaining to these two concepts. Then, based on the psychological contract theory (Rousseau, 1989), we will attempt to answer the following research questions: can organizational commitment predict emotional labor among call center agents? What is the link between organizational commitment, emotional labor and intentions to leave? The qualitative analysis of the semi-structured interviews revealed that organizational commitment can predict the type of emotion-regulation strategies performed by call center agents. More precisely, affective commitment predicts the use of deep acting and the authentic expression of positive emotions. Normative commitment is associated with all types of emotion-regulation strategies, while continuance commitment is more associated with surface acting. Furthermore, the results show a positive impact of surface acting strategy on turnover intentions. Surface acting is the main predictor of turnover intentions, whereas a negative effect of deep acting strategy and the expression of authentic positive emotions was found on the intentions to quit. In the same vein, a negative effect of the three dimensions of organizational commitment on intentions to quit was revealed. These findings have interesting practical implications with regard to various management functions such as recruitment, training and performance management.
JEL Classification: M54
Paper type: Empirical researchThis article aims to present an exploratory study that examines the relationship between the multidimensional concept of organizational commitment, emotional labor, and intentions to leave the organization. The concept of organizational commitment has three components: affective commitment, normative commitment, and continuance commitment (Meyer and Allen, 1991,1997). The three components represent a psychological state that defines the employee's relationship with his organization. While the concept of emotional labor refers to the management of emotions during interaction with customers in a service context (Hochschild, 1983). This concept involves the use of emotion-regulation strategies including deep acting, surface acting and the expression of naturally felt emotions. In this article, we review literature pertaining to these two concepts. Then, based on the psychological contract theory (Rousseau, 1989), we will attempt to answer the following research questions: can organizational commitment predict emotional labor among call center agents? What is the link between organizational commitment, emotional labor and intentions to leave? The qualitative analysis of the semi-structured interviews revealed that organizational commitment can predict the type of emotion-regulation strategies performed by call center agents. More precisely, affective commitment predicts the use of deep acting and the authentic expression of positive emotions. Normative commitment is associated with all types of emotion-regulation strategies, while continuance commitment is more associated with surface acting. Furthermore, the results show a positive impact of surface acting strategy on turnover intentions. Surface acting is the main predictor of turnover intentions, whereas a negative effect of deep acting strategy and the expression of authentic positive emotions was found on the intentions to quit. In the same vein, a negative effect of the three dimensions of organizational commitment on intentions to quit was revealed. These findings have interesting practical implications with regard to various management functions such as recruitment, training and performance management.
JEL Classification: M54
Paper type: Empirical researc
Ethical Leadership Antecedents Review: Call for More Research Contextualization & Proposition of Conceptual Framework
No full textEthical leadership has been investigated as a standalone area because of scholars’ notable focus on ethical leaders’ behaviors instead of examining other leadership styles’ (e.g., transformational, transactional, charismatic leadership) ethical dimensions. The present article reviews ethical leadership literature focusing on variables driving its emergence. The area with most hanging fruits is the role of individual traits (e.g., personality traits, Kalshoven et al. 2011; and moral identity, Mayer et al. 2012) in shaping ethical leadership. However, still little is known about context’s contribution in understanding leaders’ important ethicality. To address this gap, based on Johns (2006) context framework, we have recognized and classified existing antecedents from a context stand, and analyzed their effect on ethical leaders’ emergence. Yet, the empirical research body exploring contextual variables is focused on specific areas and is not systematic. At discrete context level, organization’s characteristics (e.g., ethical climate, organizational justice) and social network have important credits in forming ethical leadership with a deficient focus on omnibus contextual variables. Our review raises calls for considering three main avenues. Firstly, we encourage more research about omnibus contextual factors specifically “when” and “who” to make the story telling about ethical leadership predictors more comprehensive. Secondly, since they are nested within the omnibus context, discrete contextual factors might be considered for their possible moderating effect on the investigated relationship. Thirdly, as contexts are dynamic, interactionist approach between omnibuses and discrete contextual variables can offer meaningful discussions about ethical leadership. A framework (figure 2) is proposed enclosing individual traits and contextual factors impacting ethical leadership
RESPONSABILITE SOCIALE DE MARQUE ET PERCEPTION DU CONSOMMATEUR : ANALYSE DE L’ETUDE QUALITATIVE
Get PDFL’objectif de cet article étant d’analyser l’influence des initiatives de la RSE, non pas uniquement sur la perception du consommateur, mais surtout dans la relation qu’il développe avec les marques, et ce afin de découvrir la réalité de la responsabilité sociale au sein des entreprises marocaines et d'en ressortir les communications et les pratiques pour le cas typique des entreprises étudiées. Dans ce cadre, il s'est avéré nécessaire de recourir à la méthode traditionnelle propre aux recherches qualitatives exploratoires : il s'agit de l'analyse du contenu. Le but est de voir ce que les entreprises veulent communiquer en matière de RSE pour pouvoir valider la première partie de notre modèle de recherche qui concerne les dimensions de la RSE. A l’issue de l’analyse qualitative, nous avons conclu que les résultats obtenus révèlent que la démarche de RSE reste un acte volontaire de la part de l’entreprise. Il s’agit des pratiques managériales en matière de ressources humaines, motivation du personnel, gestion des conflits
Ethical Leadership Antecedents Review: Call for More Research Contextualization & Proposition of Conceptual Framework
No full textEthical leadership has been investigated as a standalone area because of scholars’ notable focus on ethical leaders’ behaviors instead of examining other leadership styles’ (e.g., transformational, transactional, charismatic leadership) ethical dimensions. The present article reviews ethical leadership literature focusing on variables driving its emergence. The area with most hanging fruits is the role of individual traits (e.g., personality traits, Kalshoven et al. 2011; and moral identity, Mayer et al. 2012) in shaping ethical leadership. However, still little is known about context’s contribution in understanding leaders’ important ethicality. To address this gap, based on Johns (2006) context framework, we have recognized and classified existing antecedents from a context stand, and analyzed their effect on ethical leaders’ emergence. Yet, the empirical research body exploring contextual variables is focused on specific areas and is not systematic. At discrete context level, organization’s characteristics (e.g., ethical climate, organizational justice) and social network have important credits in forming ethical leadership with a deficient focus on omnibus contextual variables. Our review raises calls for considering three main avenues. Firstly, we encourage more research about omnibus contextual factors specifically “when” and “who” to make the story telling about ethical leadership predictors more comprehensive. Secondly, since they are nested within the omnibus context, discrete contextual factors might be considered for their possible moderating effect on the investigated relationship. Thirdly, as contexts are dynamic, interactionist approach between omnibuses and discrete contextual variables can offer meaningful discussions about ethical leadership. A framework (figure 2) is proposed enclosing individual traits and contextual factors impacting ethical leadership.
JEL Classification: D23, O15
Paper Type: Theoretical Research
Ethical leadership has been investigated as a standalone area because of scholars’ notable focus on ethical leaders’ behaviors instead of examining other leadership styles’ (e.g., transformational, transactional, charismatic leadership) ethical dimensions. The present article reviews ethical leadership literature focusing on variables driving its emergence. The area with most hanging fruits is the role of individual traits (e.g., personality traits, Kalshoven et al. 2011; and moral identity, Mayer et al. 2012) in shaping ethical leadership. However, still little is known about context’s contribution in understanding leaders’ important ethicality. To address this gap, based on Johns (2006) context framework, we have recognized and classified existing antecedents from a context stand, and analyzed their effect on ethical leaders’ emergence. Yet, the empirical research body exploring contextual variables is focused on specific areas and is not systematic. At discrete context level, organization’s characteristics (e.g., ethical climate, organizational justice) and social network have important credits in forming ethical leadership with a deficient focus on omnibus contextual variables. Our review raises calls for considering three main avenues. Firstly, we encourage more research about omnibus contextual factors specifically “when” and “who” to make the story telling about ethical leadership predictors more comprehensive. Secondly, since they are nested within the omnibus context, discrete contextual factors might be considered for their possible moderating effect on the investigated relationship. Thirdly, as contexts are dynamic, interactionist approach between omnibuses and discrete contextual variables can offer meaningful discussions about ethical leadership. A framework (figure 2) is proposed enclosing individual traits and contextual factors impacting ethical leadership.
JEL Classification: D23, O15
Paper Type: Theoretical Research
 
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