Etude qualitative de la relation entre les Pratiques de Management du Capital Humain et l’Engagement Organisationnel : cas des Professionnels de la Santé Publique
Keywords:
Management du Capital humain, engagement organisationnel, engagement affectif, climat d’éthique
Abstract
L’objectif de cette réflexion est de proposer un inventaire des variables explicatives de l’engagement organisationnel en termes de pratiques de Management du Capital Humain offertes, ainsi que de ceux dont le personnel soignant souhaiterait disposer dans leur organisation. Dans ce sens, une étude qualitative exploratoire a été réalisée auprès de 23 professionnels de la santé publique pour présenter un modèle des pratiques du management de capital humain susceptibles d’influencer l’engagement organisationnel. Le traitement des entretiens semi-directifs a été réalisé sous le logiciel Nvivo 10, à travers une analyse de contenu thématique. Compte tenu des résultats, la caractéristique la plus marquante de cette étude est l’apparition du climat d’éthique comme un antécédent de l’engagement organisationnel.
This paper focuses on proposing an inventory of the explanatory variables of organizational commitment in terms of Human Capital Management practices offered, as well as those that the nursing staff would like to have in their organization. An exploratory qualitative study was carried out with 23 public health professionals. This study presented the main human capital management practices likely to influence organizational commitment. The processing of the semi-directive interviews was carried out using the Nvivo 10 software through a thematic content analysis. Considering the results, the most striking feature of this study is the appearance of ethical climate as an antecedent of organizational commitment.
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References
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31. Meyer John, P. & Natalie Allen, J. (1991). « A three-component conceptualization of organizational commitment ». Human resource management review 1 (1): 61‑89.
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33. Meyer John, P. & Catherine Smith, A. (2000). « HRM practices and organizational commitment: Test of a mediation model ». Canadian Journal of Administrative Sciences/Revue canadienne des sciences de l’administration 17 (4): 319‑31.
34. Meyer John, P., David Stanley, J., Lynne, H., & Laryssa, T. (2002). « Affective, continuance, and normative commitment to the organization: A meta-analysis of antecedents, correlates, and consequences ». Journal of vocational behavior 61 (1): 20‑52.
35. Nadler, L. (1970). « Developing human resources. »
36. Paillé, P. (2004). « Examen empirique sur le caractère multidimensionnel de l’engagement normatif et sur les liens avec les engagements affectif et continu ». Psychologie du travail et des organisations 10 (4): 327‑39.
37. Paré, G. & Michel, T. (2007). « The influence of high-involvement human resources practices, procedural justice, organizational commitment, and citizenship behaviors on information technology professionals’ turnover intentions ». Group & Organization Management 32 (3): 326‑57.
38. Rodwell John, J., Rene, K., & Mark Shadur, A. (1998). « The relationship among work-related perceptions, employee attitudes, and employee performance: The integral role of communications ». Human Resource Management: Published in Cooperation with the School of Business Administration, The University of Michigan and in alliance with the Society of Human Resources Management 37 (3-4): 277‑93.
39. Schultz, T. W. (1961). « Investment in human capital ». The American economic review, no 51(1): 1‑17.
40. Snell Scott, A. & James Dean, W. (1992). « Integrated Manufacturing and Human Resource Management: A Human Capital Perspective ». Academy of Management Journal 35 (3): 467‑504. https://doi.org/10.5465/256484.
41. Stajkovic Alexander, D. & Fred, L. (1997). « A meta-analysis of the effects of organizational behavior modification on task performance, 1975–95 ». Academy of Management journal 40 (5): 1122‑49.
42. Stinglhamber, Florence, & Christian Vandenberghe (2003). « Organizations and supervisors as sources of support and targets of commitment: A longitudinal study ». Journal of Organizational Behavior 24 (3): 251‑70.
43. Sun Li-Yun, Samuel Aryee, & Kenneth Law (2007). « High-performance human resource practices, citizenship behavior, and organizational performance: A relational perspective ». Academy of management Journal 50 (3): 558‑77.
44. Wernerfelt, B. (1984). « A Resource-based View of the Firm ».Strategic Management Journal, 5(2): 171-180
2. Appelbaum Steven, H. & Rammie Kamal (2000). « An analysis of the utilization and effectiveness of non-financial incentives in small business ». Journal of Management Development 19 (9): 733‑63.
3. Barney, J. (1991). « Firm resources and sustained competitive advantage ». Journal of management 17 (1): 99‑120.
4. Becker Gary, S. (1964). Human capital. New York: Columbia University Press.
5. Becker Howard, S. (1960). « Notes on the concept of commitment ». American journal of Sociology 66 (1): 32‑40.
6. Blau, P. (1964). « Power and exchange in social life ». New York: J Wiley & Sons 352.
7. Bonnet, M. (2003). « Exemple d’une recherche intervention socio-économique innovante dans un contexte trans-organisationnel ». Actes du congrès annuel de l’AGRH, Grenoble.
8. Boselie Paul, Graham Dietz, & Corine Boon (2005). « Commonalities and contradictions in HRM and performance research ». Human resource management journal 15 (3): 67‑94.
9. Cardeal, N. & Antonio, N. S. (2012). Valuable, rare, inimitable resources and organization (VRIO) resources or valuable, rare, inimitable resources (VRI) capabilities: What leads to competitive advantage?. Cardeal, N., António, (2012), 10159-10170.
10. Chang Po-Chien & Shyh-Jer Chen (2011). « Crossing the level of employee’s performance: HPWS, affective commitment, human capital, and employee job performance in professional service organizations ». The international journal of human resource management 22 (04): 883‑901.
11. Coff Russell, W. (1997). « Human assets and management dilemmas: Coping with hazards on the road to resource-based theory ». Academy of management review 22 (2): 374‑402.
12. Collins Christopher, J. & Ken Smith, G. (2006). « Knowledge exchange and combination: The role of human resource practices in the performance of high-technology firms ». Academy of management journal 49 (3): 544‑60.
13. Edvinsson, L. (1997). « Developing intellectual capital at Skandia ». Long range planning 30 (3): 366‑73.
14. Edvinsson, L. (2000). « Some perspectives on intangibles and intellectual capital 2000 ». Journal of Intellectual capital 1 (1): 12‑16.
15. Eisenberger Robert, Robin Huntington, Steven Hutchison, & Debora Sowa (1986). « Perceived organizational support. » Journal of Applied psychology 71 (3): 500.
16. Ekionea Jean-Pierre Booto & Deborah Swain (2010). « Developing and Aligning a Knowledge Management Strategy: Towards ». Information Resources Management: Concepts, Methodologies, Tools and Applications: Concepts, Methodologies, Tools and Applications, 167.
17. Evans Randy, W. & Walter Davis, D. (2005). « High-performance work systems and organizational performance: The mediating role of internal social structure ». Journal of management 31 (5): 758‑75.
18. Fabi Bruno, Richard Lacoursière, & Louis Raymond (2011). « Impact of high-performance work systems on job satisfaction, organizational commitment, and intention to quit in Canadian organizations ». International Journal of Manpower 36 (5): 772‑90.
19. Fiorito Jack, Dennis Bozeman, Angela Young, & James Meurs (2007). « Organizational commitment, human resource practices, and organizational characteristics ». Journal of Managerial Issues, 186‑207.
20. Gagné Marylène & Edward Deci (2005). « Self-determination theory and work motivation ». Journal of Organizational behavior 26 (4): 331‑62.
21. Galunic Charles & Erin Anderson (2000). « From security to mobility: Generalized investments in human capital and agent commitment ». Organization Science 11 (1): 1‑20.
22. Guchait Priyanko & Seonghee Cho (2010). « The impact of human resource management practices on intention to leave of employees in the service industry in India: the mediating role of organizational commitment ». The International Journal of Human Resource Management 21 (8): 1228‑47.
23. Jonnaert Philippe, Johanne Barrette, Domenico Masciotra, & Mane Yaya (2006). La compétence comme organisateur des programmes de formation revisitée, ou la nécessité de passer de ce concept à celui de« l’agir compétent ». Bureau international d’éducation de l’UNESCO.
24. Kaplan Robert, S. & David Norton, P. (2005). « Balanced scorecard ». Harvard Business Review.
25. Kroon Brigitte, Karina Van De Voorde, & Jules Timmers (2013). « High performance work practices in small firms: a resource-poverty and strategic decision-making perspective ». Small Business Economics 41 (1): 71‑91.
26. Lavoie-Tremblay, M. & Viens, C. (2004). « What will it take to keep our nurses? » The Canadian nurse 100 (6): 8.
27. Lawler, E. & Susan Albers, M. (2003). Creating an Effective Human Resources Organization: Trends and New Directions. Stanford University Press.
28. Lepak David, P. & Scott Snell, A. (1999). « The human resource architecture: Toward a theory of human capital allocation and development ». Academy of management review 24 (1): 31‑48.
29. Luthans, F. & Alexander, S. (1999). « Reinforce for performance: The need to go beyond pay and even rewards ». The academy of management executive 13 (2): 49‑57.
30. Mathieu John, E. & Dennis Zajac, M. (1990). « A review and meta-analysis of the antecedents, correlates, and consequences of organizational commitment. » Psychological bulletin 108 (2): 171.
31. Meyer John, P. & Natalie Allen, J. (1991). « A three-component conceptualization of organizational commitment ». Human resource management review 1 (1): 61‑89.
32. Meyer John, P., Natalie Allen, J., & Natalie Jean, A. (1997). Commitment in the workplace. Sage Publications.
33. Meyer John, P. & Catherine Smith, A. (2000). « HRM practices and organizational commitment: Test of a mediation model ». Canadian Journal of Administrative Sciences/Revue canadienne des sciences de l’administration 17 (4): 319‑31.
34. Meyer John, P., David Stanley, J., Lynne, H., & Laryssa, T. (2002). « Affective, continuance, and normative commitment to the organization: A meta-analysis of antecedents, correlates, and consequences ». Journal of vocational behavior 61 (1): 20‑52.
35. Nadler, L. (1970). « Developing human resources. »
36. Paillé, P. (2004). « Examen empirique sur le caractère multidimensionnel de l’engagement normatif et sur les liens avec les engagements affectif et continu ». Psychologie du travail et des organisations 10 (4): 327‑39.
37. Paré, G. & Michel, T. (2007). « The influence of high-involvement human resources practices, procedural justice, organizational commitment, and citizenship behaviors on information technology professionals’ turnover intentions ». Group & Organization Management 32 (3): 326‑57.
38. Rodwell John, J., Rene, K., & Mark Shadur, A. (1998). « The relationship among work-related perceptions, employee attitudes, and employee performance: The integral role of communications ». Human Resource Management: Published in Cooperation with the School of Business Administration, The University of Michigan and in alliance with the Society of Human Resources Management 37 (3-4): 277‑93.
39. Schultz, T. W. (1961). « Investment in human capital ». The American economic review, no 51(1): 1‑17.
40. Snell Scott, A. & James Dean, W. (1992). « Integrated Manufacturing and Human Resource Management: A Human Capital Perspective ». Academy of Management Journal 35 (3): 467‑504. https://doi.org/10.5465/256484.
41. Stajkovic Alexander, D. & Fred, L. (1997). « A meta-analysis of the effects of organizational behavior modification on task performance, 1975–95 ». Academy of Management journal 40 (5): 1122‑49.
42. Stinglhamber, Florence, & Christian Vandenberghe (2003). « Organizations and supervisors as sources of support and targets of commitment: A longitudinal study ». Journal of Organizational Behavior 24 (3): 251‑70.
43. Sun Li-Yun, Samuel Aryee, & Kenneth Law (2007). « High-performance human resource practices, citizenship behavior, and organizational performance: A relational perspective ». Academy of management Journal 50 (3): 558‑77.
44. Wernerfelt, B. (1984). « A Resource-based View of the Firm ».Strategic Management Journal, 5(2): 171-180
Published
2022-07-31
How to Cite
El Ammary, H., & Balhadj, M. S. (2022). Etude qualitative de la relation entre les Pratiques de Management du Capital Humain et l’Engagement Organisationnel : cas des Professionnels de la Santé Publique. European Scientific Journal, ESJ, 18(23), 63. https://doi.org/10.19044/esj.2022.v18n23p63
Section
ESJ Humanities
Copyright (c) 2022 Houda El Ammary, M. Said Balhadj
This work is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.
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