L'institutionnalisation de l'éthique au sein de deux organisations québécoises et le rôle que joue la GRH : une étude de cas
|Abstract:||The bringing into light of misconducts, observed within private and public organisations alike, is only one of the factors which has in recent decades led to a questioning of their social and ethical roles. The implementation of mechanisms which aim to sustain ethics within the workplace thus shaped institutionalisation of ethics efforts. However, a great confusion persists – within the public, managerial and even theoretical discourse – as to the social regulation mode that is ethics. Consequently, initiatives deployed under this labelling often pursue very different aims. In parallel, the human resources function, as well as its professionals (HRP), is subjected to a severe performance evaluation. Notably the role of these professionals, as guardians of the social contract uniting employees to the organisation, is often called into question. It is in this context that this thesis aims to explore the form that organisational ethics take as well as the links which may be established between the institutionalisation of ethics and the human resources function. To achieve this, two large-size Quebec organisations (N=2) are studied. In order to contrast the organisational discourse to that of the HRPs, a documentary analysis is completed as well as thirty-five (N=35) semi-directed HRP interviews. The results suggest that in the absence of formalisation, informal practices – and even a form of coregulation – emerge to mitigate the absence or lack of sense and direction. However, factors such as the political and hierarchical nature of the organisation and of some of the decisions can make these, as well as institutionalisation efforts, deviate. Similarly, it is posited that the place that is granted to ethics within a given workplace cannot be evaluated by the sole concept of ethical infrastructure. Indeed, this concept must be complemented by the taking into consideration of the elements of the HR infrastructure which pertain to ethics. Moreover, in order to favour an optimal development of ethical competence – at both the individual and organisational levels –, infrastructures would benefit from the incorporation of moral dimensions such as the three ethics (care, justice, critique). This thesis thus gives shape to the concept of organisational framework in support of ethics as well as to a model of the institutionalisation process of ethics within organisations.|
|Document Type:||Thèse de doctorat|
|Open Access Date:||24 April 2018|
|Collection:||Thèses et mémoires|
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