new public management of human resources (NGPRH), managerial hypocrisy, alternative HRM (notice n° 197786)
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| 000 -LEADER | |
|---|---|
| fixed length control field | 01889cam a2200169 4500500 |
| 005 - DATE AND TIME OF LATEST TRANSACTION | |
| control field | 20250112050235.0 |
| 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 | Sauviat, Isabelle |
| Relator term | author |
| 245 00 - TITLE STATEMENT | |
| Title | new public management of human resources (NGPRH), managerial hypocrisy, alternative HRM |
| 260 ## - PUBLICATION, DISTRIBUTION, ETC. | |
| Date of publication, distribution, etc. | 2024.<br/> |
| 500 ## - GENERAL NOTE | |
| General note | 85 |
| 520 ## - SUMMARY, ETC. | |
| Summary, etc. | NGPRH (new public management of human resources) involves bringing public human resource management closer to human resource management (HRM) in the private sector. In fact, NGPRH is at the heart of multiple, known, and recognized contradictions between individuals, ideas, and actions, but also decisions and actions. However, according to Brunsson (2002; 1993; 1989), organizational hypocrisy concerns the contradictions between discourse, decisions, and actions, but also the way these same contradictions are managed. This last aspect will be the focus of this research on managerial hypocrisy. This research aims to understand how managerial hypocrisy can constitute a new form of public HRM. Based on action research conducted in 2014 and updated through accounts of practices and interviews, managerial hypocrisy emerges as an alternative model of public HRM: it allows public organizations to function, in the sense that it gives rise to actor strategies leading to shared hypocrisy. The fact remains that this stance proves damaging over time because it is difficult to maintain over long periods, which leads to it becoming a direct source of suffering at work in the long term. Managerial hypocrisy then reveals itself as an alternative form of public HRM, synonymous with HR innovation but pathogenic. |
| 700 10 - ADDED ENTRY--PERSONAL NAME | |
| Personal name | Brillet, Franck |
| Relator term | author |
| 786 0# - DATA SOURCE ENTRY | |
| Note | Politiques & management public | 41 | 2 | 2024-08-01 | p. 239-267 | 0758-1726 |
| 856 41 - ELECTRONIC LOCATION AND ACCESS | |
| Uniform Resource Identifier | <a href="https://shs.cairn.info/journal-politiques-management-public-2024-2-page-239?lang=en">https://shs.cairn.info/journal-politiques-management-public-2024-2-page-239?lang=en</a> |
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