We study the main principles of “humanist philosophy”, in order to interpret them in terms of human resources management (HRM) practices. We show the similarities between a “humanist HRM” and the recommendations of the self-determination theory (Deci and Ryan, 2000). Then, we describe a...

L’organisation scientifique du travail évacuait l’intime – expression de la subjectivité et personnalité du travailleur. A l’inverse, les organisations actuelles du travail (délégation, savoir-être et compétences relationnelles), sollicitent fortement les dimensions intimes de la...

Les entreprises de l’économie sociale et solidaire (ESS) sont animées par des normes sociales d’entraide et de partage du pouvoir égalitaire. Elles regroupent des salariés, bénévoles, sociétaires et élus. Quels sont les modes de GRH adaptés aux spécificités de ces entreprises ?...

The Corporate Social Performance (CSP) model (Wood, Acad Manag Rev 164:691–718, <CitationRef CitationID="CR150">1991</CitationRef>) assesses a firm’s social responsibility at three levels of analysis—institutional, organizational and individual—and measures the resulting social outcomes. In this paper, we focus on the individual...</citationref>

Privacy protection is part of the social demand, which is rendered more crucial by the introduction of new technologies of information and communication in the workplace. Indeed, they improve the capacities of traditional systems for control and offer new ways to monitor (cybersurveillance) and...

The issue of consumer acceptance in the implementation of RFID and related ubiquitous technologies, driven primarily by privacy concerns, is a complex social problem involving consumers, companies, advocacy groups and government agencies – each of whom has different and often incompatible...