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Copyright of Dados - Revista de Ciências Sociais is the property of DADOS and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Canadian Journal of Higher Education is the property of Canadian Society for the Study of Higher Education and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Human Sciences Journal / Revue des Sciences Humaines is the property of Universite des Freres Mentouri Constantine and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The organizational change has become imperative for the survival and competitiveness of public administrations. The majority of economic actors have found themselves compelled to adapt to new factors and adjust to the new digital landscape in the face of the advent of covid-19. Conversely, every public administration without exception has undergone profound changes in their work organization methods, introducing the development of digital technology, which represents the backbone of the production process, in order to enhance its performance. The covid-19 crisis has given a boost to morocco's digital economy. Development is expected to continue. For this reason, we believe that digital transformation is a complex and challenging change process, and it is indeed a burning issue and an urgent need. Organizational change encounters resistance at the level of the target population. In order for them to realize the potential of these new technologies, they must change their current models to quickly adapt to changes in their environment. The purpose of this article is to present the contribution of organizational change that enables the transition towards digital transformation. [ABSTRACT FROM AUTHOR]

Copyright of Canadian Journal of Administrative Sciences (John Wiley & Sons, Inc.) is the property of Wiley-Blackwell and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Thème moins « achalandé », peut-être dans le monde de la gestion, la justice organisationnelle est pourtant une thématique porteuse dont les enjeux et dimensions devraient être envisagés comme des conditions essentielles et nécessaires à l’émergence d’organisations saines, durables et en bonne santé. Les entreprises ont certes besoin d’employés performants, compétents et experts dans leurs domaine et métiers pour atteindre leurs objectifs d’affaires. Mais elles ont également besoin de travailleurs satisfaits, engagés, motivés et ayant confiance en des pratiques organisationnelles et managériales qu’ils perçoivent comme équitables et justes. Qu’est-ce donc la justice organisationnelle et quels en sont les facteurs déterminants ? Le présent article vise à enrichir la compréhension du phénomène de la justice organisationnelle et à expliquer en quoi ses différentes dimensions peuvent être des piliers consubstantiels d’une bonne gestion stratégique du capital humain dans les entreprises aujourd’hui. Il ambitionne également de démontrer en quoi il est nécessaire de mettre cette justice au cœur des enjeux de la crise actuelle et du changement qui l’accompagne. L’article propose vers sa fin quelques pistes prometteuses permettant d’orienter les dirigeants d’organisations et les gestionnaires RH vers des pratiques favorisant un meilleur sentiment de justice organisationnelle. A less « coveted » theme, perhaps in the world of management, organizational justice is nevertheless a promising theme whose issues and dimensions should be considered as essential and necessary conditions for the emergence of healthy, sustainable, and healthy organizations. good health. Companies certainly need high-performing, competent employees who are experts in their fields and professions to achieve their business objectives. But they also need workers who are satisfied, engaged, motivated and have confidence in organizational and managerial practices that they perceive to be fair and just. So, what is organizational justice and what are the determining factors? This article aims to enrich the understanding of the phenomenon of organizational justice and to explain how its different dimensions can be consubstantial pillars of good strategic management of human capital in companies today. It also aims to demonstrate why it is necessary to put this justice at the heart of the challenges of the current crisis and the change that accompanies it. Towards the end, the article offers some promising avenues for guiding organizational leaders and HR managers towards practices that promote a better sense of organizational justice.

Copyright of Industrial Relations / Relations Industrielles is the property of Universite Laval, Department of Industrial Relations and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Recherches en Sciences de Gestion is the property of ISEOR and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Cet article découle, sous le prisme du changement organisationnel, d’un questionnement autour de la montée d’un phénomène nouveau en France, le regroupement de clubs sportifs amateurs, fondé sur la mutualisation des ressources et la coopération territoriale. L’étude qualitative inductive menée auprès des clubs d’athlétisme, de rugby et de basketball de la métropole de Lyon et de ses environs s’appuie sur quatre types de données : entretiens formels et informels, observations participantes et non-participantes, coupures de presse et documents internes aux associations sportives. Il propose des réponses à deux questions centrales : comment mettre en place un regroupement de clubs sportifs amateurs et comment administrer le nouveau club regroupé à travers une approche systémique ?

This article explores how Canadian philanthropic foundations with social justice mandates responded to the social and economic impacts of the COVID-19 pandemic by loosening restrictions for grantees; collaborating on new initiatives; elevating grassroots knowledge; and balancing short- and long-term priorities. This response, however, revealed a series of tensions in the dominant pre-COVID-19 philanthropic model—specifically, as a mechanism to address the social, econ- omic, and ecological crises that predate COVID-19. The early pandemic response of grantmaking foundations can there- fore serve as a model for what a more democratic, agile, collaborative, and justice-oriented philanthropic sector can look like. RÉSUMÉ Cet article examine la réponse de fondations philanthropiques canadiennes aux enjeux de justice sociale pendant la pandémie de COVID-19. Elles l’ont fait en assouplissant les exigences exigées aux donataires; en collaborant autour de nouvelles initiatives; en priorisant l’expertise des communautés; et en équilibrant les priorités à long et à court terme. Cette réponse révèle les tensions inhérentes au modèle classique de l’action philanthropique, particulièrement dans les façons de répondre aux crises sociales, économiques et écologiques. La réponse actuelle fournit des bases solides pour repenser le modèle d’action du secteur philanthropique subventionnaire afin qu’il soit plus démocratique, plus collaboratif et plus axé sur la justice.

This article explores how Canadian philanthropic foundations with social justice mandates responded to the social and economic impacts of the COVID-19 pandemic by loosening restrictions for grantees; collaborating on new initiatives; elevating grassroots knowledge; and balancing short- and long-term priorities. This response, however, revealed a series of tensions in the dominant pre-COVID-19 philanthropic model--specifically, as a mechanism to address the social, economic, and ecological crises that predate COVID-19. The early pandemic response of grantmaking foundations can therefore serve as a model for what a more democratic, agile, collaborative, and justice-oriented philanthropic sector can look like. [ABSTRACT FROM AUTHOR]

Copyright of Canadian Journal of Administrative Sciences (John Wiley & Sons, Inc.) is the property of Wiley-Blackwell and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Recherches en Sciences de Gestion is the property of ISEOR and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Canadian Journal of Higher Education is the property of Canadian Society for the Study of Higher Education and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Innovar: Revista de Ciencias Administrativas y Sociales is the property of Universidad Nacional de Colombia and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Journal of Financial, Accounting & Managerial Studies is the property of Journal of Financial, Accounting & Managerial Studies and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Recherches en Sciences de Gestion is the property of ISEOR and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Recherches en Sciences de Gestion is the property of ISEOR and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Recherches en Sciences de Gestion is the property of ISEOR and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Recherche et Cas en Sciences de Gestion is the property of EMS Editions - In Quarto SARL and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Le changement organisationnel est une donnée permanente de la vie de l’entreprise. La performance et la pérennité de l’entreprise dépendent en effet de sa capacité à s’adapter en permanence aux évolutions de son environnement et aux aspirations des acteurs internes. C’est dans cette perspective que la CNSS a lancé en 2012 son chantier des transformations visant à mettre en place une nouvelle organisation de travail dans le siège et les différentes agences régionales. Les grandes évolutions qui ontmarqué le domaine de la prévoyance sociale dans notre pays ces dernières années obligent la vielle institution à se mettre à l’actualité des innovations dans le secteur. Désormais, l’orientation client sera mise en avant, elle sera substituée à l’approchetraditionnelle de« l’assurésocial »complètement remise en cause pour son caractère bureaucratique et son indifférence aux besoins du marché.

Among the research developed in social psychology, there is a field of study questioning the mechanisms that explain prosocial behaviors. In 1956, the first links between transfusion medicine and social psychology were formed, with the study of underlying motivations to blood donation behavior. Sixty years later, the number of "fundamental" and "applied" research has widely increased, and we now have a theoretical understanding of blood donation engagement's levers, as well as experimental demonstrations of methods to activate these levers. Thus, the literature offers several strategies experimentally verified to improve the recruitment and retaining of blood donors. These methods can go from specific speeches when soliciting donors, to changes in the blood donation environment, etc. They aim either at impacting the donation experience, at obtaining a change in the donor's behavior, or at changing the determinants of blood donation. Yet, it is clear that the knowledge from the research in social psychology is not really deployed on the field by the organizations that could benefit from it. In this article, we will try to develop the difficulty regarding the application of fundamental and experimental knowledge, and to underline the implications for the blood transfusion establishments. We will then present the psychosocial and cognitive engineering method, and argue its relevance to answer this problematic. [ABSTRACT FROM AUTHOR]

En 2011, la Cour des Comptes dresse un constat sévère des dysfonctionnements des politiques publiques de prévention en santé, faiblement dotées et fragmentées, alors qu'en France les ressources sont essentiellement orientées vers le système hospitalier « curatif ». L'Agence Régionale de Santé (ARS) Poitou-Charentes, compétente en matière de prévention à l'échelle régionale, a décidé en 2012 d'instaurer, via des plateformes de prévention, des politiques publiques construites avec les opérateurs de la promotion de la santé et de la prévention et les acteurs des territoires, afin de promouvoir une action publique pertinente, cohérente et efficace, correspondant aux champs d'interventions prioritaires. Une dynamique partenariale et un début de cohérence systémique émergent autour d'objectifs prioritaires visant une résolution de problèmes de santé publique. Le bilan de l'expérience reste mitigé au regard de différentes faiblesses du dispositif, de la fusion des régions et des ARS di Aquitaine Limousin Poitou-Charentes au 1er janvier 2016. [ABSTRACT FROM AUTHOR]

Copyright of Revue Internationale PME is the property of Institue de Recherche sur les PME and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Management international / International Management / Gestiòn Internacional is the property of Management International and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Management international / International Management / Gestiòn Internacional is the property of Management International and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The aim of the study was to analyze the relationship between attitude and resistance to organizational change in mineworkers. An associative transversal strategy of natural groups design was used. The following instruments were administered: the scale of attitudes towards change (EAC), the scale of resistance to change (ERC) and a survey to collect socio-demographic data. 251 workers participated, mostly men. The results indicate a favorable attitude toward organizational change, and a medium/moderate level of resistance. Significant differences in scores of ERC and EAC according to the work task were found. Labor hierarchy generates a modest effect on differences in factors associated with responsibility and the attitude of cynicism to change. With respect to age, workers older than 51 years of age scored lower than the lowest ranks in the dimension of fearful attitude towards change. [ABSTRACT FROM AUTHOR]

Copyright of Scientific Annals of the 'Al. I. Cuza' University, Iasi. Sociology & Social Work / Analele Stiintifice ale Universitatii 'Al. I. Cuza' Iasi Sociologie si Asistenta Sociala is the property of Alexandru Ioan Cuza University and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This paper presents a review of the epistemological and theoretical contributions of the Theory of Organisational Action about the relation between organisational change and technology. On the one hand, the rhythm and sophistication of the technological development produce visible consequences on work; on the other hand, the interpretative views about this phenomenon follow different paths, though sharing the same deterministic rationale. Drawing on the possibility to conceive technology as technical rationality of the action process, we propose "Matriosca" approach as a methodological option to interpret technology not an external variable or an exclusive outcome from social construction, but instead as an organisational choice, in which multilevel actions/decisions are combined in interaction to build the process regulation. This proposal is complemented by the presentation of a case in a Portuguese company, whose results provide evidence for the possibility to establish a dialogical process for the material definition of the technological artefacts. [ABSTRACT FROM AUTHOR]

Copyright of Teoría de la Educación. Revista Interuniversitaria is the property of Ediciones Universidad de Salamanca and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)