Culture organisationnelle et performance : des cas issus de quatre pays et continents différents
Bibliographic record
Abstract
RÉSUMÉ : La perception et les effets de la culture varient d'une organisation à l'autre et d'un pays à l'autre. En m'appuyant sur mes expériences professionnelles en Guinée, en Turquie, en Espagne et au Canada (Québec), cette recherche explore les effets positifs et négatifs des cultures observées sur la performance organisationnelle. En utilisant l’autopraxéographie et en analysant des études empiriques, les résultats montrent qu'une culture organisationnelle forte, intégrant des éléments tels que la reconnaissance, le bien-être, la motivation et l'ouverture à la diversité, améliore significativement la performance individuelle, contribuant ainsi à la performance globale de l'organisation. À l'inverse, lorsque les gestionnaires contournent les valeurs organisationnelles en soutenant le favoritisme, le népotisme et le rejet de la diversité, cela engendre des conflits et nuit au climat de travail, compromettant la performance organisationnelle. Prendre en compte ces dynamiques permettra aux gestionnaires de promouvoir une culture positive au sein de leur organisation. -- Mot(s) clé(s) en français : culture, culture organisationnelle, performance, performance individuelle et organisationnelle, leadership, favoritisme, diversité culturelle et religieuse. -- ABSTRACT : The perception and effects of culture vary from one organization to another and from country to country. Drawing on my professional experiences in Guinea, Turkey, Spain, and Canada (Quebec), this research explores the positive and negative effects of the observed cultures on organizational performance. Using autopraxeography and analyzing empirical studies, the results indicate that a strong organizational culture, incorporating elements such as recognition, well-being, motivation, and openness to diversity, significantly enhances individual performance, thereby contributing to the overall performance of the organization. Conversely, when managers circumvent organizational values by endorsing favoritism, nepotism, and rejecting diversity, this leads to conflicts and undermines the work environment, compromising organizational performance. Acknowledging these dynamics will enable managers to foster a positive culture within their organization. -- Mot(s) clé(s) en anglais : culture, organizational culture, performance, individual and organizational performance, leadership, favoritism, cultural and religious diversity.
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How this classification was reachedexpand
Full frame machine prediction
Teacher imitationNot calibrated prevalence, not ground truth. Human validation pending. The Gemma side is a direct model label for every work in the frame, read from the title-only record. The Codex side is a classifier learned from the 10,348 direct Codex labels and calibrated to design-weighted sample rates; fields without enough sample support carry no Codex call. Candidate is the union of the two sides; consensus is their intersection. These outputs are machine_predicted_unvalidated and are not human labels.
Distilled classifier scores by category (both heads)
| Category | Codex | Gemma |
|---|---|---|
| Metaresearch | 0.004 | 0.008 |
| Meta-epidemiology (narrow) | 0.000 | 0.000 |
| Meta-epidemiology (broad) | 0.000 | 0.000 |
| Bibliometrics | 0.002 | 0.004 |
| Science and technology studies | 0.005 | 0.004 |
| Scholarly communication | 0.005 | 0.001 |
| Open science | 0.001 | 0.003 |
| Research integrity | 0.001 | 0.001 |
| Insufficient payload (model declined to judge) | 0.004 | 0.000 |
Machine scores (provisional)
The two teacher heads of the student model, read on this work. A score orders the frame for review; it never asserts a category, and the validation status ships verbatim with every row.
Baseline scores from an immature model (maturity gate not passed, 7 training rounds). Scores rank; they never assert a category.
score_only:v0-immature-baseline · verbatim from the scoring run: score_only means the number may rank works, and no category label ships from itClassification
machine, unvalidatedMachine predicted; a candidate call from one source (direct Gemma or distilled Codex), not a consensus.
How this classification was reached, model by model and score by score, is at the end of the page under "How this classification was reached".