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This study shows how climate issues affect the health of companies through bank financing and, conversely, how credit and investment activity of banking systems influences climate change. Empirically, this loop is based on the study of the United States and Canada. More specifically, two indicators (a “carbon offsetting” and a ratio of fossil assets to equity) enable us to assess the situation of their financial institutions on this dual issue. The results show that North American banks are lagging far behind in taming climate risks, compromising the proper functioning of their entrepreneurial ecosystems. However, both countries would have an interest (at the climate and financial level) in anticipating an orderly transition of their banking and business networks towards the climate objectives intentionally set.

In the face of criticism from communities, public and private actors, and research, the International Olympic Committee has engaged in stakeholder-driven governance guided by the legacy of the Games. Despite these efforts, this narrative review shows that this choice does not seem to be relevant in the medium and long term, especially because it is exclusive of the other dimensions of governance and performance of the Games. An opening to the concept of global performance and a collaborative approach (leading to the cohabitation of control and the quality of the relationship with the stakeholders) are proposed.

A group of researchers agrees that the whistleblowing decision-making trend is still under construction to understand how middle managers position themselves in disclosing the secret of bad practices encountered in the management of concrete organizations. The theory of Ethical Decision Making (EDM), resulting from the work of Rest (1983, 1986), Trevino (1986) and Jones (1991), presents interesting contributions to both external parties, the organization and the individual facing dilemmas. This model, very often considered psycho-social in scope, has the advantage of being able to describe the foundations of the individual's position within the organization itself and by extension with external parties. However, the fertility of this theoretical current should not obscure its points of weakness, particularly operational in the field of management sciences.
The purpose of this article is precisely to explore the main operating methods already exploited, the points of weakness and to propose an articulation around complementary related theoretical currents whose purpose is to shed light on the ethical control of organizations.

If knowledge is power, then the democratization of research methods could result in the empowerment of members in their organizations. In multi-stakeholder cooperatives, this is a challenge at the heart of the production process. This article examines to explore this relationship between participative democracy and participatory action research (PAR) in a cooperative, based on an experiment conducted by two researcher-members within the rail cooperative Railcoop. Among its 14,000 members, about 800 of them are involved in 30 member circles. This case study highlights the contributions and limitations of a PAR to nourish the participatory democracy of a cooperative. The theoretical framework combines participatory democracy with surveys and PAR, drawing on the reference literature on the social economy.

VSEs account for around 9% of French GDP and employ 2.4 million people. In recent months, the economic and social context for VSEs has been relatively critical, given the rise in raw material prices and energy bills. And yet, in most VSEs with employees, the managers or directors seem to be the sole bearers of the economic stakes. Based on 5 research-interventions carried out within VSEs between 2017 and 2023, this article shows how managers, and their teams perceive the company's economic steering and development mechanisms. It presents an assessment of the hidden costs linked to the lack of commercial dynamism. An analysis of successful and unsuccessful cases of sharing economic management practices between managers and their teams shows that employees can become involved in economic issues, if tools and indicators are gradually and playfully implemented, and that the manager's level of cohesion and authority is minimal.

Changes in the institutional and legislative context and the evolution of social work professions have inevitably impacted the professional identity of social workers, leading to consequences that are both individual (loss of meaning, RPS, turnover, etc.) and collective (decline in performance and quality of service provided, etc.). At the same time, collective intelligence appears to be an innovative management practice that is little exploited because it is restrictive and not very operational. Our investigation within a social action service of a local authority sought to deepen the contours and evolution of the professional identity of social workers and to better understand, thanks to a qualitative study, the impact of collective intelligence practices on this professional identity. Our results make it possible to define the professional identity of social workers, to identify their values and to better understand developments. Collective intelligence is subdivided into 5 sub-themes, namely knowledge, co-construction, prerequisites and interest, and for Changes in the institutional and legislative context and then the evolution of social work professions are inevitably impact the professional identity of social workers, leading to consequences that are both individual (loss of meaning, RPS, turnover, etc.) and collective (decrease in performance and quality of service provided, etc.). At the same time, collective intelligence appears to be an innovative management practice that is little exploited because it is restrictive and not very operational. Our investigation within a social action service of a local authority sought to deepen the contours and evolution of the professional identity of social workers and to better understand, thanks to a qualitative study, the impact of collective intelligence practices on this professional identity. Our results make it possible to define the professional identity of social workers, to identify their values and to better understand developments. Collective intelligence is subdivided into 5 sub-themes, namely knowledge, co-construction, prerequisites and interest, and finally obstacles.

Based on a research-intervention conducted within the crisis cells of a multinational coping with the Covid-19 crisis, we address a less-explored aspect in the literature : the specific antinomy faced by multinationals. Indeed, these entities must deploy a coherent response while navigating through the diverse contexts of their local entities. Reviewing the literature aligns us with studies that have synthesized experiences from sanitary crises, with the caveat that they often overlook the complexities encountered by multinationals dealing with varied regulations, contexts, and environments. Through a questionnaire distributed to 19 activated crisis cells within the same multinational, we demonstrate that the homothetic crisis organization promotes flexibility through an upward influence of local crisis cells. By illustrating the benefits of subsidiarity in organizing different crisis cells, the results suggest that multinationals should develop an adaptive crisis management organization to address complex and multi-layered crises in the future.

This article aims to shed light on the professional trajectories of women executives by considering the specificities of the contexts in which they evolve. Drawing on intersectionality theory, it emphasizes the intersecting factors at work to capture the multifaceted nature of women's professional paths. An exploratory study is carried out, with the aim of identifying the individual factors (related to the women) and the social and organizational factors (related to the context) affecting women, and the interactions that emerge from the intersections between these factors.

The Covid-19 period has upset our HR and management models because it has imposed teleworking. It has broken up teams of employees into hybrid models of work, and this has often resulted in difficulties for employees to maintain the feeling of belonging to a community, of being linked to the Other. The postmodern approach sheds some light on the need for this link to the Other by proposing the passage from an outdated system of values to a postmodern system that is much more clear-sighted for the period we are interested in. This article proposes a reflection on HR and management practices with this postmodern prism to put the relationship with others which the Covid-19 period has made so necessary, back at the center of managerial objectives. We will then be able to draw the lines of a management of the future based on a management of the Alter.

The ADERSE congress has always been an opportunity to reveal the challenges of current research. The 2022 theme on responsible finance makes it possible to exploit the connection with research risk. It is proposed here to present what was most significant developed during the Oriane colloquium on the mechanisms of money laundering and fraud, without forgetting market operators in particular.