Justice organisationnelle et politiques de diversité : une esquisse de réflexion managériale sous le prisme lévinassien (notice n° 808602)
[ vue normale ]
| 000 -LEADER | |
|---|---|
| fixed length control field | 05117cam a2200433 4500500 |
| 005 - DATE AND TIME OF LATEST TRANSACTION | |
| control field | 20250123124440.0 |
| 041 ## - LANGUAGE CODE | |
| Language code of text/sound track or separate title | fre |
| 042 ## - AUTHENTICATION CODE | |
| Authentication code | dc |
| 100 10 - MAIN ENTRY--PERSONAL NAME | |
| Personal name | Bruna, Maria Giuseppina |
| Relator term | author |
| 245 00 - TITLE STATEMENT | |
| Title | Justice organisationnelle et politiques de diversité : une esquisse de réflexion managériale sous le prisme lévinassien |
| 260 ## - PUBLICATION, DISTRIBUTION, ETC. | |
| Date of publication, distribution, etc. | 2018.<br/> |
| 500 ## - GENERAL NOTE | |
| General note | 64 |
| 520 ## - SUMMARY, ETC. | |
| Summary, etc. | Contribution liminaire à une heuristique de la diversité sous le prisme de la Justice, cet article théorique esquisse une réflexion managériale autour des impacts transformationnels inhérents au déploiement de politiques de diversité en entreprise, perçues comme vecteurs potentiels de changement organisationnel et d’accroissement de la Justice au travail.Reposant sur une revue de la littérature scientifique en management, cet essai se penche, dans un premier temps, sur la notion de la Justice organisationnelle : il en identifie les dimensions constitutives et en retrace les principaux enjeux. Puis, notre réflexion fait appel à la philosophie lévinassienne en vue de questionner la triangulation liant l’éthique de l’altérité (reconnaissance de l’Autre comme un Autre-Moi-Même), la « découverte » de la diversité et l’émergence d’une exigence politique de Justice. L’article interroge, ensuite, les conditions de transférabilité de la conception lévinassienne de la Justice dans la sphère de l’entreprise, en se centrant sur la problématique cruciale de l’inclusion et du mieux vivre-ensemble au travail. La conduite de politiques de diversité y est alors appréhendée comme un facteur potentiel de transformation améliorante des entreprises, à même d’accroître l’effectivité de la Justice organisationnelle aussi bien que de cultiver un sentiment de justice auprès des parties prenantes. Processus de responsabilisation sociétale des organisations, les démarches de diversité sont décrites, ainsi, comme des dynamiques de changement visant une meilleure inclusivité sociale au travail, par le truchement d’une bienveillance interpersonnelle se pratiquant à l’échelle intersubjective (éthique de l’altérité) et d’une Justice organisationnelle, régie par des régulations collectives. |
| 520 ## - SUMMARY, ETC. | |
| Summary, etc. | Organizational Justice and diversity policies at work : a managerial investigation through Levinassian philosophyContribution to a "heuristics of diversity" under the focus of Justice, this theoretical article sketches a managerial investigation on the transformational impacts inherent to the implementation of corporate diversity policies, seen as potential vectors for organizational change and levers for "Justice at work" growth.First of all, the paper addresses the very notion of Organizational Justice relying upon a comprehensive review of available literature in the fields of organizational behavior and management: it identifies its own constituent dimensions and underlines its main issues and challenges. Then, referring to the Levinassian philosophy, it investigates the triangulation linking the "ethics of otherness" (recognition of the Other as another-myself), the "discovery" of diversity and the emergence of a political claim for Justice. Last but not least, it monitors the conditions and prerequisites for a transfer of the Levinassian conception of Justice into the sphere of business and organizations, focusing on the crucial issues of the inclusion and the better living together at work. In such a perspective, driving diversity and inclusion policies are seen as potential factors of business improvement, through the increase of the effectiveness of Organizational Justice as well as the breeding of a sense of justice among stakeholders. Accordingly, the processes of Corporate Social Responsibility, diversity and inclusion are viewed as social dynamics for change enhancing social inclusivity, through benevolence practice at the intersubjective level (ethics otherness), and Organizational Justice, in a collective, socially regulative, perspective. |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | justice organisationnelle |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | prévention des discriminations |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | égalité des droits |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | politiques de diversité |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | éthique de l’altérité |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | inclusion au travail |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | changement organisationnel patronné |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | Emmanuel Levinas |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | mouvement spiroïdal diversité |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | équité |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | inclusion at work |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | equal rights |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | sponsored organizational change process |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | ethics of otherness |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | emmanuel levinas |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | organizational justice |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | spiritual movement diversity |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | prevention of discrimination |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | equity |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | diversity policies |
| 700 10 - ADDED ENTRY--PERSONAL NAME | |
| Personal name | Yanat, Zahir |
| Relator term | author |
| 700 10 - ADDED ENTRY--PERSONAL NAME | |
| Personal name | Tchankam, Jean-Paul |
| Relator term | author |
| 786 0# - DATA SOURCE ENTRY | |
| Note | Question(s) de management | 22 | 3 | 2018-12-03 | p. 83-99 | 2262-7030 |
| 856 41 - ELECTRONIC LOCATION AND ACCESS | |
| Uniform Resource Identifier | <a href="https://shs.cairn.info/revue-questions-de-management-2018-3-page-83?lang=fr&redirect-ssocas=7080">https://shs.cairn.info/revue-questions-de-management-2018-3-page-83?lang=fr&redirect-ssocas=7080</a> |
Pas d'exemplaire disponible.
Réseaux sociaux