Soutenance de thèse Merielly DORNELAS MUZI 18 dec 2020

Pascale DESRUMAUX, Professeure de Psychologie du Travail et des Organisations, Université de Lille (Directrice de thèse)
Adalgisa BATTISTELLI, Professeure de Psychologie du Travail et des Organisations, Université de Bordeaux (examinateur)
Eric DOSE, Maître de Conférences associé en Psychologie du Travail et des Organisations, Université de Lille (examinateur)
Sabine POHL, Professeure de Psychologie Economique et de Psychologie des Organisations, Université Libre de Bruxelles (présidente du jury et rapporteure)
Angelo SOARES, Professeur Titulaire au Département d'Organisation et Ressources Humaines de l'École des Sciences de la Gestion à l'Université du Québec à Montréal (rapporteur)

Résumé du projet de thèse en anglais: The current economic scenery, characterized by worldwide social and economic transformation, pushes industrial enterprises to constantly renew their structure
and to promote the innovation of their products and processes. To achieve this effectively and In the present context of constant change facing companies, the
development of innovative and pro-social behavior, together with the promotion of well-being, are more than necessary (West & Farr, 1990). In order to promote
this positive behavior within a steelmaking organization, this research aims 1) to model the factors that can potentially induce them and 2) to use it to elaborate
effective actions aiming at the promotion of psychological health of the individuals in parallel with the organization development.
The concept of Well-Being at Work is still quite heterogeneous and it is influenced on the Hedonistic and Eudemonistic lines (Diener 1984; Keyes et al, 2002; Ryan
et Deci, 2001). According the Dagenais-Demarais (2012), Well-Being at Work can be understood as a construction describing the positive and subjective
experiences of an individual at work. Prosociality is a behavior issued by (a) an employee (b) directed toward a individual, group, or organization with whom they
interact during the execution of his duties in the organization (c) a view to promoting the well-being the individual, group or organization to which it belongs
psychological demands (Desrumaux, 2012). Finally, Innovative behavior is defined as the voluntary proposal towards a role, a group or an organization, of new
ideas or new processes that can benefit the others or the entire company (Janssen, 2000). Furthermore, Kanter (1988) showed that Innovative behavior can be
induced within an organization when its members has the possibility to work and act beyond the functions they are strictly supposed to do.