Recognition at Work: From Fulfilment to Frustration (notice n° 569041)
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| fixed length control field | 04150cam a2200277 4500500 |
| 005 - DATE AND TIME OF LATEST TRANSACTION | |
| control field | 20250121131123.0 |
| 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 | Abeli Mukamba, Alexis |
| Relator term | author |
| 245 00 - TITLE STATEMENT | |
| Title | Recognition at Work: From Fulfilment to Frustration |
| 260 ## - PUBLICATION, DISTRIBUTION, ETC. | |
| Date of publication, distribution, etc. | 2023.<br/> |
| 500 ## - GENERAL NOTE | |
| General note | 46 |
| 520 ## - SUMMARY, ETC. | |
| Summary, etc. | Notre recherche s’intéresse aux perceptions susceptibles d’émerger chez un salarié face aux actes de reconnaissance ou de non-reconnaissance auxquels il aurait été confronté mais aussi auxquels auraient été confrontés ses collègues. La théorie de l’échange social suppose que les salariés reconnus adoptent en contrepartie les comportements que l’on attend d’eux. Est-ce bien le cas lorsqu’ils réalisent des processus de comparaison sociale et considèrent la façon dont leurs collègues ont été ou non reconnus ? Notre recherche vient combler, par une approche qualitative, une littérature encore lacunaire sur la reconnaissance non monétaire et ses effets éventuellement négatifs. Nous basant sur des messages adressés au personnel et/ou des murs de remerciements installés dans l’entreprise Telco_Plus à des fins de reconnaissance publique, nous avons mobilisé la méthodologie de l’observation participante et utilisé l’analyse inductive générale. L’analyse des 26 entretiens menés auprès des émetteurs et bénéficiaires de ces marques d’attention, mais aussi auprès de certains de leurs collègues qui n’en ont pas bénéficié, invite le manager à reconsidérer l’idée de réciprocité qui voudrait que ses subordonnés réagissent positivement aux marques de reconnaissance qu’il leur témoigne. Si les salariés reconnus ressentent un certain plaisir, ils peuvent aussi éprouver de la gêne ou contrariété face à leurs collègues non reconnus. Nos résultats encouragent le manager à inscrire ses actes de reconnaissance dans un cadre plus large qui intègre les perceptions développées par les membres de son équipe. Ils en appellent aussi à davantage de recherches sur les comportements découlant de ces perceptions. |
| 520 ## - SUMMARY, ETC. | |
| Summary, etc. | Our research focuses on the perceptions an employee could have when confronted with acts of recognition or non-recognition that they or their colleagues may experience. The social exchange theory assumes that recognised employees adopt the behaviour expected of them in return. Is this the case when they carry out social comparison processes and consider how their colleagues have been treated? Our research fills in a qualitative gap in the literature on non-monetary recognition and its possible negative effects. Based on messages addressed to staff and/or public recognition thank you walls within the company Telco_Plus, we mobilised the methodology of participant observation and used general inductive analysis. The analysis of the 26 interviews conducted with the issuers and beneficiaries of these tokens of attention, as well as with some of their colleagues who did not benefit from them, invites the manager to reconsider the idea of reciprocity that implies that their subordinates will react positively to the tokens of recognition they show them. While recognised employees feel fulfilment, they may also feel embarrassment or annoyance on behalf of their unrecognised colleagues. Our results encourage the manager to place their acts of recognition within a broader framework that integrates the perceptions developed by their team members. They also call for more research on the behaviours arising from such perceptions. |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | manager |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | perceptions |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | colleagues |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | Recognition |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | Perceptions |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | Manager |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | Recognition |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | Colleagues |
| 700 10 - ADDED ENTRY--PERSONAL NAME | |
| Personal name | Dupont, Claire |
| Relator term | author |
| 786 0# - DATA SOURCE ENTRY | |
| Note | Revue internationale de psychosociologie et de gestion des comportements organisationnels - RIPCO | XXIX | 76 | 2023-02-27 | p. 47-72 | 2262-8401 |
| 856 41 - ELECTRONIC LOCATION AND ACCESS | |
| Uniform Resource Identifier | <a href="https://shs.cairn.info/journal-revue-internationale-de-psychosociologie-de-gestion-des-comportements-organisati-2023-76-page-47?lang=en&redirect-ssocas=7080">https://shs.cairn.info/journal-revue-internationale-de-psychosociologie-de-gestion-des-comportements-organisati-2023-76-page-47?lang=en&redirect-ssocas=7080</a> |
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