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Employer groups (EG) are more than 20 years old; their main mission being to recruit employees and make them available to its member companies according to their needs. One of the particularities of SHGs is their associative functioning and governance is specific with elected volunteers, often company directors or senior executives, and salaried directors. The question of the distribution of responsibilities arises and can highlight the emergence of a form of technostructure (Baudry and Chirat, 2018). In a network of SHGs, it is also necessary to manage the relations between SHGs in order to have common objectives, which supposes a form of alignment between different social systems (Luhmann, 1995, 2012, 2018). However, when it comes to considering a CSR approach, the notion of alignment takes on its full meaning because it is necessary for the GEs, components of the associatively structured network, to be active and collaborative stakeholders in the collective interest. We show from a longitudinal research that there can be a form of decoupling between the individual interest (GE) and the collective interest (Network of GE) which can be a source of tensions in the RSO perspective. We propose a reading grid based on the work of Luhmann.