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The Evolution of Human Resource Management in China:Emancipation and Innovation / Duport,Michelle in Revue de gestion des ressources humaines, 102 (Trimestrielle)
عنوان : The Evolution of Human Resource Management in China:Emancipation and Innovation نوع الوثيقة : نص مطبوع مؤلفين : Duport,Michelle, مؤلف ; Janicot-Luc, مؤلف تاريخ النشر : 2016 مقالة في الصفحة: P04-P16 اللغة : إنكليزي (eng) الكلمة المفتاح : China ,HRM ,innovation, internationalisation, MNCs, neo-institutionalism خلاصة : The last five years have been marked by profound changes in Human Resource Management (HRM) in China. This article describes its evolution, illustrating its specific nature and its emancipation from traditional HRM models. The observation of HR practices, based on a series of 246 interviews with Human Resource directors (HRD) throughout 135 organisations, in China, from 2005 to 2015, undeniably reveals a renewal and a potential for innovation. The literature on the Chinese HRM system refers to neo-institutional sociology and the Regulation school of thought. This allows us to identify the levels of constraints - internal and external, local and international - that have led to these changes in HRM practices. The methodology is based on a multidimensional, diachronic approach which includes visits to companies and the observation of practices. HRM in China has been modelled by periods of divergence and convergence and also by foreign influence, whilst remaining true to national traditions, thus developing its own highly specific characteristics.
in Revue de gestion des ressources humaines > 102 (Trimestrielle) . - P04-P16[مقالة] The Evolution of Human Resource Management in China:Emancipation and Innovation [نص مطبوع ] / Duport,Michelle, مؤلف ; Janicot-Luc, مؤلف . - 2016 . - P04-P16.
اللغة : إنكليزي (eng)
in Revue de gestion des ressources humaines > 102 (Trimestrielle) . - P04-P16
الكلمة المفتاح : China ,HRM ,innovation, internationalisation, MNCs, neo-institutionalism خلاصة : The last five years have been marked by profound changes in Human Resource Management (HRM) in China. This article describes its evolution, illustrating its specific nature and its emancipation from traditional HRM models. The observation of HR practices, based on a series of 246 interviews with Human Resource directors (HRD) throughout 135 organisations, in China, from 2005 to 2015, undeniably reveals a renewal and a potential for innovation. The literature on the Chinese HRM system refers to neo-institutional sociology and the Regulation school of thought. This allows us to identify the levels of constraints - internal and external, local and international - that have led to these changes in HRM practices. The methodology is based on a multidimensional, diachronic approach which includes visits to companies and the observation of practices. HRM in China has been modelled by periods of divergence and convergence and also by foreign influence, whilst remaining true to national traditions, thus developing its own highly specific characteristics.
عنوان : The Influence of the Relationship Whith the Superior on New Comers' Organizational Identification and Affective Commitment نوع الوثيقة : نص مطبوع مؤلفين : Essig,Elena, مؤلف ; Soparnot,Richard, مؤلف ; Abraham,Jocelyne, مؤلف تاريخ النشر : 2016 مقالة في الصفحة: P17-P41 اللغة : إنكليزي (eng) الكلمة المفتاح : newcomer, superior ,organizational commitment, organizational identification, socialization, interpersonal justice خلاصة : Organizations invest large amounts of money in the socialization process of newcomer employees with the objective of forming desired attitudes and behaviors. However, factors that foster these positive outcomes remain relatively unknown. Even if according to research on organizational socialization, one of those key factors is social support from the superior, to our knowledge there is no empirical evidence concerning the impact of the superior on organizational identification and affective commitment of newcomer employees. Our mixed method study based on 20 interviews and 335 questionnaires, is conducted in a French Air Force training center of young non-commissioned officers. We particularly emphasize the impact of perceived competence of the superior on organizational identification and affective commitment of newcomers. Our study also reveals the absence of a direct relationship between the trustworthiness of the superior and affective commitment of new recruits ; organizational identification acting as mediator between these two variables. Finally, it establishes the existence of a negative relationship between interpersonal justice and organizational identification of newcomer employees.
in Revue de gestion des ressources humaines > 102 (Trimestrielle) . - P17-P41[مقالة] The Influence of the Relationship Whith the Superior on New Comers' Organizational Identification and Affective Commitment [نص مطبوع ] / Essig,Elena, مؤلف ; Soparnot,Richard, مؤلف ; Abraham,Jocelyne, مؤلف . - 2016 . - P17-P41.
اللغة : إنكليزي (eng)
in Revue de gestion des ressources humaines > 102 (Trimestrielle) . - P17-P41
الكلمة المفتاح : newcomer, superior ,organizational commitment, organizational identification, socialization, interpersonal justice خلاصة : Organizations invest large amounts of money in the socialization process of newcomer employees with the objective of forming desired attitudes and behaviors. However, factors that foster these positive outcomes remain relatively unknown. Even if according to research on organizational socialization, one of those key factors is social support from the superior, to our knowledge there is no empirical evidence concerning the impact of the superior on organizational identification and affective commitment of newcomer employees. Our mixed method study based on 20 interviews and 335 questionnaires, is conducted in a French Air Force training center of young non-commissioned officers. We particularly emphasize the impact of perceived competence of the superior on organizational identification and affective commitment of newcomers. Our study also reveals the absence of a direct relationship between the trustworthiness of the superior and affective commitment of new recruits ; organizational identification acting as mediator between these two variables. Finally, it establishes the existence of a negative relationship between interpersonal justice and organizational identification of newcomer employees.
عنوان : How Digital Technologies Are Revolutioning the Training Function in Companies:an Exploratory Study of a Population of Managers Attending a Mooc نوع الوثيقة : نص مطبوع مؤلفين : Lirsa,Cecile, مؤلف ; Grillon,Valerie, مؤلف تاريخ النشر : 2016 مقالة في الصفحة: P42-P58 اللغة : إنكليزي (eng) الكلمة المفتاح : training ,digital technologies, MOOC, manager, motivations ,leader ,change خلاصة : Lifelong learning is essential for employees and organizations that want to stay competitive in today's globalized environment. The main purpose of this article is to examine the use of MOOCs, employees' motivations, and employees' relationships with their company and their training department. An exploratory study of 1551 managers attending a French-language MOOC entitled "From manager to leader" designed by the higher education institute CNAM was carried out in France in 2014. The results bring out motivations that differentiate a MOOC from a typical in-company training course, i.e. the personal fulfilment factor, the process of deliberate socialization, and general enhancement of employability unrelated to a particular job or field.
in Revue de gestion des ressources humaines > 102 (Trimestrielle) . - P42-P58[مقالة] How Digital Technologies Are Revolutioning the Training Function in Companies:an Exploratory Study of a Population of Managers Attending a Mooc [نص مطبوع ] / Lirsa,Cecile, مؤلف ; Grillon,Valerie, مؤلف . - 2016 . - P42-P58.
اللغة : إنكليزي (eng)
in Revue de gestion des ressources humaines > 102 (Trimestrielle) . - P42-P58
الكلمة المفتاح : training ,digital technologies, MOOC, manager, motivations ,leader ,change خلاصة : Lifelong learning is essential for employees and organizations that want to stay competitive in today's globalized environment. The main purpose of this article is to examine the use of MOOCs, employees' motivations, and employees' relationships with their company and their training department. An exploratory study of 1551 managers attending a French-language MOOC entitled "From manager to leader" designed by the higher education institute CNAM was carried out in France in 2014. The results bring out motivations that differentiate a MOOC from a typical in-company training course, i.e. the personal fulfilment factor, the process of deliberate socialization, and general enhancement of employability unrelated to a particular job or field.
عنوان : Bulding Multi-Target Commitment Through Work-Integrated Learning:the Roles of Proactive Sociallization Behaviours and Organizational Socialization Domains نوع الوثيقة : نص مطبوع مؤلفين : Pennaforte,Antoine, مؤلف ; Drysdale,Maureen, مؤلف ; Pretti,Judene, مؤلف تاريخ النشر : 2016 مقالة في الصفحة: P59-P73 اللغة : إنكليزي (eng) الكلمة المفتاح : multi-target commitment ,organizational socialization, work-integrated learning, short contracts, proactive socialization behaviours خلاصة : This research tested the relationships between 2905 newcomers' proactive socialization behaviours and two outcomes - organizational socialization domains and unidimensional target-free commitment - in the particular context of short-term contracts prior to graduating. The short-term contracts were four-month work-integrated learning work terms built into a student's degree requirements. Results from multiple regressions supported the direct relationships between proactive socialization behaviours and two outcomes of organizational socialization domains and unidimensional target-free commitment. In addition, a mediating effect of socialization domains in the relationship between proactive socialization behaviours and commitment (to the team and to the work) was revealed. Findings indicated that even in temporary short-term employment, individuals mastered socialization in organizational domains and developed multiple paths to nurture several links between themselves and their organizations with respect to commitment. The discussion focuses on the theoretical and practical implications of the findings and provides recommendations for future research.
in Revue de gestion des ressources humaines > 102 (Trimestrielle) . - P59-P73[مقالة] Bulding Multi-Target Commitment Through Work-Integrated Learning:the Roles of Proactive Sociallization Behaviours and Organizational Socialization Domains [نص مطبوع ] / Pennaforte,Antoine, مؤلف ; Drysdale,Maureen, مؤلف ; Pretti,Judene, مؤلف . - 2016 . - P59-P73.
اللغة : إنكليزي (eng)
in Revue de gestion des ressources humaines > 102 (Trimestrielle) . - P59-P73
الكلمة المفتاح : multi-target commitment ,organizational socialization, work-integrated learning, short contracts, proactive socialization behaviours خلاصة : This research tested the relationships between 2905 newcomers' proactive socialization behaviours and two outcomes - organizational socialization domains and unidimensional target-free commitment - in the particular context of short-term contracts prior to graduating. The short-term contracts were four-month work-integrated learning work terms built into a student's degree requirements. Results from multiple regressions supported the direct relationships between proactive socialization behaviours and two outcomes of organizational socialization domains and unidimensional target-free commitment. In addition, a mediating effect of socialization domains in the relationship between proactive socialization behaviours and commitment (to the team and to the work) was revealed. Findings indicated that even in temporary short-term employment, individuals mastered socialization in organizational domains and developed multiple paths to nurture several links between themselves and their organizations with respect to commitment. The discussion focuses on the theoretical and practical implications of the findings and provides recommendations for future research.
عنوان : One Generation May Hide Another:Generation Y or New Sociallization Tactics?Past and Present at ERDF نوع الوثيقة : نص مطبوع مؤلفين : Dumouchel,Nathalie, مؤلف تاريخ النشر : 2016 مقالة في الصفحة: P74-P89 اللغة : إنكليزي (eng) الكلمة المفتاح : organizational generation ,Generation Y ,organizational socialization tactics ,case study خلاصة : This article is an empirical contribution to the recent theoretical frameworks developed by Joshi et al. (2010, 2011) for studying generations in organizations. The authors argue that the effects of generations are contingent on organizations, and that generations may also exist at an organizational level, though they are usually considered at a societal level. Studying the situation of ERDF (French national company of electricity distribution) which faces a massive generational renewal, we seek to answer two research questions : (1) can we empirically identify organizational generations ? And if so, (2) what does this identification add to the understanding of generations' challenges in organizations ? For that, we combine Joshi et al. (2010, 2011) conceptual frameworks on generations and Van Maanen and Schein (1979) organizational socialization tactics in the case study of ERDF. Our results show that over time, a slide from institutionalized to individualized socialization tactics can be related to a new balance in generational identities for newcomers in the company. From there, we are able to identify organizational generations coexisting inside ERDF and propose that this more accurate diagnosis on generations leads to alternative interpretations to generational stereotypes, opening new perspectives for managerial action.
in Revue de gestion des ressources humaines > 102 (Trimestrielle) . - P74-P89[مقالة] One Generation May Hide Another:Generation Y or New Sociallization Tactics?Past and Present at ERDF [نص مطبوع ] / Dumouchel,Nathalie, مؤلف . - 2016 . - P74-P89.
اللغة : إنكليزي (eng)
in Revue de gestion des ressources humaines > 102 (Trimestrielle) . - P74-P89
الكلمة المفتاح : organizational generation ,Generation Y ,organizational socialization tactics ,case study خلاصة : This article is an empirical contribution to the recent theoretical frameworks developed by Joshi et al. (2010, 2011) for studying generations in organizations. The authors argue that the effects of generations are contingent on organizations, and that generations may also exist at an organizational level, though they are usually considered at a societal level. Studying the situation of ERDF (French national company of electricity distribution) which faces a massive generational renewal, we seek to answer two research questions : (1) can we empirically identify organizational generations ? And if so, (2) what does this identification add to the understanding of generations' challenges in organizations ? For that, we combine Joshi et al. (2010, 2011) conceptual frameworks on generations and Van Maanen and Schein (1979) organizational socialization tactics in the case study of ERDF. Our results show that over time, a slide from institutionalized to individualized socialization tactics can be related to a new balance in generational identities for newcomers in the company. From there, we are able to identify organizational generations coexisting inside ERDF and propose that this more accurate diagnosis on generations leads to alternative interpretations to generational stereotypes, opening new perspectives for managerial action.
