Contenu du sommaire : Cahier Spécial : Santé, Sécurité au travail

The profound economic and social changes require from SMEs that they, too, develop strategic, contractual and human resources management skills. These new resources, SMEs can buy them from consulting agencies. This process, if studied from organisation theory point of view, can be read as specialization or differenciation with externalization. But integration process must yet be implemented. Then, there is a new management function and it may be better for SMEs to trust it with a specific integration agent. For visibility reasons in the job-training space he could be called "SMEs assistant manager"

After more than a decade of considering organizational knowledge as a strategic asset, serious problems have been detected in its management. This article brings a socio-cognitive approach to knowledge management and organizational learning problems. The objective of the investigation is to study the manner in which certain behaviour acts as a defensive barrier and the possible influence on organizational performance.

The paper tries to ask to the question of non conformism as leverage of competitive advantage. The background of the research is a series of case studies about to–day leaders of internet economy (Amazon, Yahoo !, Google, eBay, Cisco), which have been often considered as non conformist by their professional and financial networks. Their technologic and economic successes have induced, among scientists and professionals, a lot of questions upon the efficiency of the academic managerial models and upon the necessity of their outframing: their apparent non conformism is only a form of communication hiding ideologies and conventional behaviors or hiding new strategies and organizations which are more convenient to the contingencies of the internet environment ? The paper starts on a survey of the concept of non conformism, then shows the questions, the methodology and the results of the research.

Diversity management is of increasing importance as companies compete for the best talent, and seek to draw leaders from a wider range of backgrounds and experiences. It is also an indicator of good corporate social performance. In response, many large companies across Europe have started to promote their diversity policies. Hence, disclosing and promoting diversity strategies and policies can enable companies to enhance their reputation and gain legitimacy as good employers and as companies worthy of investment. In 2004, the elaboration of a Diversity Charter - by Claude Bébéar and the Montaigne Institute – aims at encouraging companies to emphasise non-discriminating issues and to promote visible minorities. Among other prescriptions, the signing companies may include a whole chapter on that issue within their annual report. The goal of this paper is to decode these chapters. The results show that diversity statements remain sparse and are better used to improve the corporate image rather than emphasising the ‘business case'.

This article carries out a detailed review of the real funds through planet. These funds since a few years in particular under influences trend of the prices of real estate developed in many countries. Are thus presented successively principal indices representative of these real funds thus a typology by great geographical areas (The United States, Europe, Asia, Australia).

This article entitled "Legitimacy crisis and changing professional rules: violence in business relations", deals with violence in the work-place in two types of business situation. The first situation concerns freelance workers (clothes designers, graphic designers, photographers) working in the advertising sector. In the second situation, he examines the relations between executives and purchasers in the mass distribution sector. Here thus deals more specifically with economic violence.

This article deals with growing manifestations of manager's organizational stress.
Various research works focus on changes in the manager's employment relationship. Based on a qualitative material from forty nine managers in France, we shed light upon the reinforcement of organizational stress generated by the current employment relationship. These aspects deal with rising employer's expectations concerning results; performance and ways of behave which lead the manager to be in paradoxical situation.

This article deals with the working conditions of the middle managers in the European community countries (15 countries). It is based on the third inquiry realised by the Eurofound (European Foundation for the Improvement of Living and Working Conditions) in March 2000. We show that european managers are often conside-red as priviledged and are, indeed, more satisfied than the other workers. But they suffer specific and significant troubles and diseases, generally brought up around the concept of stress. Those are increasing with the impact of new organizational forms.

The management of occupational risks, whether it is formal or informal, it is based, on one hand, on the characteristics of the risks and, on the other hand, on the actors and the inseparability of their knowledge and relationships (Hatchuel).The summoned up knowledge is built during work (real activity of work), or made up out of it (hete-ronom rule, scientific knowledge ...). Professional relationships have an inflence on the organization and on the forms of construction. Some of them favour the expert contributions and the joint construction of risks, whereas others reduce the recourse to expert evaluation within the firm and tend to develop more often a regulation by the external rule. The work and stakes of the employees constitute the basis of the "ascending" construction. The target risks are concrete and easy to perceive problems, studied from the activity of work. The external prescription (knowledge or rule) constitutes the foundation of the "descending" construction, which the target risks are the hardest to perceive and /or the ones that have an external prescription, or strong "constituted" knowledge, like radioactivity, fire, carcinogenic products...The third system "combines" the ascending and the descending. It requires a joint regulation / construction (Reynaud). The target risks are the ones for which a construction in context is necessary, whether because of the lack of a prescription or because of the necessity of considering the activity, like the accidents with exposure to blood and the mental charge. The CHSCT constitutes a regulating subgroup of the construction. Whatever the way of construction, the quality of the regulation determines the quality of the organized actions which are essential to the learning of the risk management.

Difficulties linked to the prevention of psychosocial pathologies related to work
The actions of management aiming to protect the employees from mental and psychosomatic troubles due to working conditions are still very few, in spite of increasing pressures on employers. The multiciplity of the elements causing these health troubles doesn't make easy the discussions about this topic of human resources management. In France, we can observe late awareness of this problem. Some implementations of preventive actions testify to the fear of reassessment for managers.