Search Results

This article examines biological gender and gender-role identity effects on self-perceived leadership among 371 future managers, and compares cultural differences linked to Hofstede's masculine versus feminine countries of origin. The results showed no significant differences in leadership between males and females. For males, masculinity and femininity both correlate with leadership. This is not the case for females. In masculine-cultured countries, masculinity is significantly higher for males, and the results showed a significant correlation between masculinity and leadership. Conversely, in feminine-cultured countries, femininity is higher for females, with a significant correlation between femininity and leadership. Implications of our results are discussed.

Keywords: Masculinity, femininity, leadership, gender, stereotypes, Masculinité, féminité, leadership, genre, stéréotypes, Masculinidad, feminidad, liderazgo, género, estereotipos

The literature explaining the representation of women on corporate boards (WOCB) has mainly relied on a rational economic perspective. Our study differs by relying on a socialized perspec-tive that is based on Schneider's (1987) attraction-selection-attrition (ASA) model, Pfeffer's (1983) organizational demography framework, and Tajfel and Turner's (1986) social identity theory. We used a sample of French companies listed in the SBF 120 index during 2006-2010 to explore the impact of following antecedents of WOCB: male directors' demographic traits, hu-man capital, and social capital.

Keywords: gender, diversity, board of directors, board composition, corporate governance, female directors, genre, diversité, conseils d'administration, composition du conseil, gouvernance d'entreprise, directrices, género, diversidad, juntas ejecutivas, composición de la junta, gobernanza empresarial, directivas

This article analyses, through a multi-sited auto-ethnography, the practices of an African business school confronted with the contradictions of globalisation and the desire for emancipation. The results show an adherence to international requirements subverted to adapt practices—in a process of hybridization not expressly assumed—to singular local realities. They enrich the discussion on hybridisation by showing how a school reinterprets international standards in a logic of appropriation/deformation despite a rhetoric of uniformity. They also reveal a risk of “xessalization”, a mere juxtaposition and superimposition of different antagonistic influences and aspirations that are likely to hamper internal harmony.

Keywords: Afrique, école de gestion, hybridation, mimétisme, « xessalisation », Africa, business school, hybridization, mimicry, “xessalization”, África, escuela gerencial, hibridación, mimetismo, “xessalisation”

This study examined the effect of socially controlled motivation for caregivers on turnover intentions and absenteeism within the COVID-19 context. We applie a self-determination theory framework to analyze the effect of external social regulation as mediated by emotional engagement on turnover intentions and absenteeism. The data for this study came from survey and archived data of 303 caregivers in ten nursing homes in France. Our findings show that the external social regulation dimension was related positively to emotional engagement which in turn mediated a negative relationship to the turnover intentions and absenteeism of caregivers. We discuss how expressions of social approval can promote caregivers' retention.

Keywords: self-determination theory, controlled motivation, engagement, turnover intentions, absenteeism, COVID-19, théorie de l'autodétermination, motivation contrôlée, engagement, intentions de quitter, absentéisme, COVID-19, teoría de la autodeterminación, motivación controlada, compromiso, intenciones de rotación, absentismo, COVID-19

The purpose of this research is to establish a competencies profile of managers in the public sector, a sector that is not generally focused on competencies approaches. Nevertheless, these could largely, on the one hand, promote modernization of public practices of human resource management and, on the other hand, support them in their relation with the public strategies and the public administration model. The results of this study, realized in Tunisia, show a tension between competencies that we can describe as bureaucratic, with a trend towards vertical relations and compliance with administrative procedures, and other that we can describe as managerial competencies (leadership, communication, vision, management of public policies, etc.). These results indicate that the Tunisian public administration is running toward a new weberian state by trying to reinvent bureaucratic model through adapting it to the challenges of the new public management (Fabian, 2010).

Keywords: compétences, référentiel des compétences, gestionnaires publics tunisiens, modèles de l'administration publique, competencies, competency model, Tunisian public managers, public administration, competencias, modelo de competencias, gestores públicos tunecinos, administradores públicos tunecinos, administración pública

Which public policies approaches do SMEs prefer to support their social responsibility actions? Are there differences between countries? A study based on 300 SMEs in France and Quebec shows that they prefer supportive rather than coercive approaches. SMEs in both regions react in a similar manner to the majority of policies they were presented with. Quebec SMEs, however, seem to better accept coercive approaches and are more sensitive to financial incentives compared to French SMEs. These differences are analysed based on the cultural specificities of each country.

Keywords: Responsabilité sociale, développement durable, politiques publiques, PME, nouvelle gouvernance, cultures nationales, Social responsibility, sustainable development, public policies, SMEs, new governance, national cultures, Responsabilidad social corporativa, desarrollo sostenible, políticas públicas, PYME, nueva gobernanza, culturas nacionales

In organizational contexts characterized by multiple logics spanning from conformity to innovation, many employees experience tensions between a business-like identity and an artistic identity. The contribution uses data generated from Web-based surveys of employees, managers, and artists in 86 Spanish companies to explore how identity tensions can be addressed with paradoxical thinking. It shows that engaging in artistic interventions can help people accept and deal with identity tensions between self-and-other and between conformity-creativity in the workplace, enabling the removal of real or subjective barriers to generating new ways of collaborating, new ideas and new ways of doing things.

Keywords: Artistic interventions, identity development, identity tensions, paradoxical thinking, conformity, creativity, Interventions artistiques, développement identitaire, tensions identitaires, pensée paradoxale, conformité, créativité, Intervenciones artísticas, desarrollo de la identidad, tensiones de identidad, pensamiento paradójico, conformidad, creatividad

We mobilize the organizational and practice-based literature to determine the mechanisms enabling a social collective to introduce innovation in public rescue. The case highlights how this collective acquired characteristics of a partial organization by: (1) emergent characteristics reacting to critical incidents, (2) an overarching agenda supporting actors participation, (3) complementarity of exclusion and inclusion membership practices to enforce collective identity and reach a critical mass, (4) recognition of collective actorhood through reification practices, (5) the role of a secretariat through theorizing and developing close but discrete relationships with an external actor with critical expertise and resources.

Keywords: Social collective, social innovation, partial organization, organizationality, participation, reification, Collectif social, innovation sociale, organisation partielle, organisationalité, participation, réification, Colectivo social, innovación social, organización parcial, organizacionalidad, participación, reificación

For many years, agency theory has been the dominant theory in the field of governance studies. An alternative model, the “stewardship theory”, was recently proposed based upon different behavioural hypotheses. These hypotheses may be true in certain cultural contexts. This paper intends to examine the impact of control mechanisms on the decisions of R&D (Research and Development) investment within the IT (Information and Technology) industry in two different national cultures. Our empirical results indicate that agency theory is pertinent in an individualistic culture such as in France while stewardship theory is rather appropriate in a collectivist culture such as in Taiwan.

Keywords: Conseil d'Administration, R&D, France, Taiwan, Board, R&D, France, Taiwan, El Consejo, I + D (Investigación y Desarrollo), francesa, taiwanesa

AbstractThe perception of the risk of default is a recent field of study, which makes sense in a context of SMEs where the characteristics of the manager are predominant. Most studies focus on the impact of this perception on business creation, but none to our knowledge attempts to gauge the gap between the manager's perception and the actual risk experienced by the company. This work therefore proposes to note the existence of this discrepancy before attempting to understand the reasons. Four categories of companies are thus detected, including the category of “Myopes”, which represent companies that are under a real risk without being perceived. This group is the subject of an analysis that allows to lay the foundation for a reflection on the reasons of this Myopia and mobilize a cognitive approach of this bias.

Keywords: Défaillance d'entreprise, PME, Perception du risque, Biais de surconfiance, Failure, SME, Perception of risk, Overconfidence bias, Quiebra de empresa, PyME, Percepcion del riesgo, Exceso de confianza