Implication organisationnelle et relation d'emploi flexible
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Abstract EN:
Stemming from the contradiction between the search for employees' organizational commitment and an ever-increasing employment flexibility, this thesis consists in analysing the influence of employment relations on organizational commitment. A state-of-the-art review of employment flexibility, as well as affective and continuance commitment, is carried out. Based on a mail questionnaire, an empirical, inductive approach leads to a comparative analysis of affective and continuance commitment of employees belonging to five french companies. On the one hand, results from previous research papers using organizational commitment scales (mowday, porter and steers's ocq; allen and meyer's affective and continuance commitment scales) combined with findings obtained from the 600 questionnaires collected were jointly assessed from a methodological viewpoint. On the other hand, this work gives a theoretical and practical insight into the organizational commitment profiles of flexible (part-time, short term and temporary workers) and permanent workers. The combined influence of work relation types with working conditions and practices in human resources management is studied more precisely : the influence of working schedules, the choice thereof, of management styles, and satisfaction with supervisors and co-workers is given special attention.
Abstract FR:
Nee de la contradiction entre recherche d'implication organisationnelle des salaries et de flexibilisation grandissante de l'emploi, la problematique de cette recherche reside dans l'analyse de l'influence de la relation d'emploi sur l'implication organisationnelle. Le developpement conceptuel retrace l'etat des connaissances sur la flexibilite de l'emploi ainsi que sur l'implication affective et calculee. La recherche empirique, inductive propose une analyse comparative de l'implication affective et calculee de salaries appartenant a cinq entreprises, grace a une enquete postale. D'une part, la mise en perspective des resultats anterieurs des echelles de mesure de l'implication (organizational commitment questionnaire, echelle affective et calculee de allen et meyer) et de ceux issus des donnees des 606 questionnaires exploites offre un bilan methodologique de ces echelles. D'autre part, ce travail propose une contribution theorique et pratique a la connaissance des profils d'implication des salaries en relation d'emploi flexible (temps partiel, contrat a duree determinee et de duree de chantier, interim, contrat a duree indeterminee). L'influence, sur l'implication affective et calculee, de la variable relation d'emploi est analysee; l'influence conjointe de cette variable et respectivement de l'organisation et de la preference relative au temps de travail, du style de management, de la satisfaction vis-a-vis des superieurs et des collegues est egalement etudiee.