{"id":109,"date":"2015-08-27T10:24:11","date_gmt":"2015-08-27T09:24:11","guid":{"rendered":"http:\/\/laboragora.com\/?p=109"},"modified":"2019-07-08T09:41:15","modified_gmt":"2019-07-08T07:41:15","slug":"le-role-central-de-lidentite-sociale-dans-la-grh","status":"publish","type":"post","link":"https:\/\/laboragora.com\/index.php\/2015\/08\/27\/le-role-central-de-lidentite-sociale-dans-la-grh\/","title":{"rendered":"Le r\u00f4le central de l&rsquo;identit\u00e9 sociale dans la GRH"},"content":{"rendered":"<p align=\"JUSTIFY\">Le travail prend une place importante dans notre vie<sup>1<\/sup>. Nous y entretenons de nombreux contacts avec d\u2019autres personnes. Ainsi, il constitue un environnement social organis\u00e9 en groupes et dans lequel op\u00e8rent des jeux d\u2019influence et d\u2019identification. L\u2019identit\u00e9 sociale peut permettre d\u2019expliquer le fonctionnement de ces ph\u00e9nom\u00e8nes. Par l\u00e0, elle ouvre \u00e0 une r\u00e9ponse conjointe \u00e0 de nombreux points du monde du travail, comme les conflits entre les groupes, l\u2019engagement au travail ou la satisfaction de l\u2019employ\u00e9.<\/p>\n<p align=\"JUSTIFY\"><!--more--><\/p>\n<h3 align=\"JUSTIFY\">La th\u00e9orie de l\u2019identit\u00e9 sociale<\/h3>\n<p align=\"JUSTIFY\">Tajfel et Turner<sup>2<\/sup>&nbsp;ont propos\u00e9 que nous interagissons avec les autres en tant que membres de groupes et non seulement en tant qu\u2019individus face \u00e0 d\u2019autres individus. Ainsi nous organisons l\u2019environnement social en cat\u00e9gories auxquelles les personnes appartiennent ou non. Celles-ci permettent de se d\u00e9finir soi-m\u00eame autant que de d\u00e9finir les autres. Turner<sup>3<\/sup>&nbsp;pr\u00e9cise que la dimension qui sert \u00e0 cette cat\u00e9gorisation va varier en fonction de la situation&nbsp;: nous utilisons une dimension que nous jugeons pertinente dans la situation. Ainsi, \u00ab&nbsp;nous&nbsp;\u00bb peut repr\u00e9senter les employ\u00e9s de son secteur et \u00ab&nbsp;eux&nbsp;\u00bb ceux d\u2019un autre, mais dans une autre situation, \u00ab&nbsp;nous&nbsp;\u00bb sera l\u2019ensemble des employ\u00e9s oppos\u00e9 \u00e0 \u00ab&nbsp;eux&nbsp;\u00bb, la direction.<\/p>\n<figure id=\"attachment_385\" class=\"wp-caption aligncenter\" data-shortcode=\"caption\">\n<p><figure id=\"attachment_385\" aria-describedby=\"caption-attachment-385\" style=\"width: 144px\" class=\"wp-caption aligncenter\"><a href=\"https:\/\/ubpsycho.files.wordpress.com\/2014\/07\/henri_tajfel.jpg\"><img loading=\"lazy\" decoding=\"async\" class=\"wp-image-385 size-full\" src=\"https:\/\/ubpsycho.files.wordpress.com\/2014\/07\/henri_tajfel.jpg?w=474\" alt=\"Henri Tajfel, la th\u00e9orie de l'identit\u00e9 sociale.\" width=\"144\" height=\"192\"><\/a><figcaption id=\"caption-attachment-385\" class=\"wp-caption-text\">Le psychosociologue Henri Tajfel est, avec John Turner, \u00e0 l\u2019origine de la th\u00e9orie de l\u2019identit\u00e9 sociale.<\/figcaption><\/figure><\/figure>\n<p style=\"text-align: justify;\">L\u2019impact de ce ph\u00e9nom\u00e8ne tient \u00e0 ce que nous cherchons \u00e0 avoir une image positive, en quelque sorte nous voulons \u00ab&nbsp;briller en soci\u00e9t\u00e9&nbsp;\u00bb, c\u2019est-\u00e0-dire avoir une identit\u00e9 sociale positive. Par l\u00e0, nous cherchons \u00e0 nous rapprocher des groupes valoris\u00e9s et mettons autant de distance que possible entre les groupes d\u00e9valoris\u00e9s et nous-m\u00eame. Ceci peut avoir des cons\u00e9quences positives ou n\u00e9gatives dans le monde du travail.<\/p>\n<h3 align=\"JUSTIFY\">Le r\u00f4le de l\u2019identit\u00e9 sociale dans l\u2019organisation<\/h3>\n<p align=\"JUSTIFY\">Pour mieux comprendre le r\u00f4le de l\u2019identit\u00e9 sociale dans l\u2019environnement de travail, Hayes<sup>4<\/sup>&nbsp;a propos\u00e9 les points suivants&nbsp;: cat\u00e9gorisation, coh\u00e9sion du groupe et estime de soi positive. Nous les reprenons ci-dessous.<\/p>\n<ul>\n<li>\n<h5 align=\"JUSTIFY\">Cat\u00e9gorisation<\/h5>\n<p align=\"JUSTIFY\">La GRH se doit de ma\u00eetriser la mani\u00e8re dont la cat\u00e9gorisation s\u2019op\u00e8re, pour \u00e9viter que la comp\u00e9tition entre les groupes de travail ne se transforme en conflit. Notamment, elle doit faire en sorte que la formation des groupes se fasse de mani\u00e8re saine et compatible avec un environnement de travail positif. Si la comp\u00e9tition entre secteur peut \u00eatre int\u00e9ressante, elle doit rester \u00ab&nbsp;sport&nbsp;\u00bb et pas transformer l\u2019organisation en champ de bataille&nbsp;! De plus, il semble pertinent que la cat\u00e9gorisation observ\u00e9e refl\u00e8te l\u2019organisation pr\u00e9vue de l\u2019entreprise. Puisqu\u2019elle est faite pour fonctionner avec un certain agencement de groupes, une configuration anarchique de ces-derniers pourrait \u00eatre d\u00e9l\u00e9t\u00e8re pour la performance g\u00e9n\u00e9rale de l\u2019entreprise.<\/p>\n<\/li>\n<\/ul>\n<ul>\n<li>\n<h5 align=\"JUSTIFY\">Coh\u00e9sion<\/h5>\n<p align=\"JUSTIFY\">La similarit\u00e9 per\u00e7ue entre soi et les autres ouvre \u00e0 la coh\u00e9sion. Elle est permise par la perception du groupe comme un tout, o\u00f9 chacun contribue \u00e0 l\u2019objectif commun. Pour favoriser la coh\u00e9sion, la communication interne peut se focaliser sur le renforcement de cette similarit\u00e9 per\u00e7ue, mais \u00e9galement permettre \u00e0 chacun de voir sa propre contribution au but partag\u00e9. Cela peut se faire notamment par le leadership (cf.&nbsp;<a title=\"Le leader, artisan de l\u2019identit\u00e9 du groupe\" href=\"https:\/\/laboragora.wordpress.com\/2015\/02\/03\/le-leader-artisan-de-lidentite-du-groupe\/\">Le leader, artisan de l\u2019identit\u00e9 du groupe<\/a>, sur ce blog). De plus, il peut \u00eatre int\u00e9ressant d\u2019inciter les personnes \u00e0 voir la dimension de comparaison, celle qui d\u00e9finit le groupe, comme plus pertinente. Ainsi, celle-ci devrait \u00eatre plus d\u00e9finitionnelle de l\u2019identit\u00e9 sociale des individus. En d\u2019autres termes, le groupe sera plus important aux yeux des membres de l\u2019organisation et peut les inciter \u00e0 s\u2019engager davantage dans leur travail.<\/p>\n<\/li>\n<\/ul>\n<ul>\n<li>\n<h5 align=\"JUSTIFY\">Estime de soi<\/h5>\n<p align=\"JUSTIFY\">Nous cherchons naturellement \u00e0 avoir une identit\u00e9 sociale positive. La GRH a tout int\u00e9r\u00eat \u00e0 r\u00e9pondre \u00e0 ce besoin, afin d\u2019\u00e9viter les comportements de fuite (pr\u00e9sent\u00e9isme, turnover, \u2026) et favoriser la satisfaction au travail et l\u2019engagement. Pour cela, il est important d\u2019aider l\u2019employ\u00e9 \u00e0 se sentir fier et heureux de son travail. De nombreux moyens sont actuellement disponibles pour cela. Par exemple, il peut \u00eatre int\u00e9ressant de promouvoir l\u2019impact qu\u2019a l\u2019organisation sur le monde ext\u00e9rieur, afin que ses membres puissent saisir que leurs actions comptent vraiment, qu\u2019elles servent \u00e0 quelque chose. Un autre moyen peut appara\u00eetre en lien avec la cat\u00e9gorisation&nbsp;: en favorisant les comparaisons horizontales (entre groupes de travail de m\u00eame niveau hi\u00e9rarchique) plut\u00f4t que verticales (niveaux hi\u00e9rarchiques diff\u00e9rents), on \u00e9vite de mettre une partie des employ\u00e9s en situation d\u2019inf\u00e9riorit\u00e9. L\u2019empowerment pourrait \u00e9galement \u00eatre un moyen pour gratifier l\u2019identit\u00e9 sociale.<\/p>\n<\/li>\n<\/ul>\n<p align=\"JUSTIFY\">De mani\u00e8re g\u00e9n\u00e9rale, favoriser l\u2019\u00e9tablissement d\u2019une identit\u00e9 sociale positive a un int\u00e9r\u00eat pour l\u2019engagement au travail, la satisfaction de l\u2019employ\u00e9 et son bien-\u00eatre et devrait \u00e9galement limiter les comportements de fuite, comme le turnover ou l\u2019absent\u00e9isme, ou encore \u00e9viter les conflits entre les groupes. Cet article donne un bref aper\u00e7u de l\u2019int\u00e9r\u00eat de l\u2019identit\u00e9 sociale dans le monde du travail.<\/p>\n<figure id=\"attachment_387\" class=\"wp-caption aligncenter\" data-shortcode=\"caption\">\n<p><figure id=\"attachment_387\" aria-describedby=\"caption-attachment-387\" style=\"width: 300px\" class=\"wp-caption aligncenter\"><a href=\"https:\/\/ubpsycho.files.wordpress.com\/2014\/07\/couronnementdecharlesquintbasejoconde.jpg\"><img loading=\"lazy\" decoding=\"async\" class=\"wp-image-387 size-medium\" src=\"https:\/\/ubpsycho.files.wordpress.com\/2014\/07\/couronnementdecharlesquintbasejoconde.jpg?w=300&amp;h=202\" alt=\"Identit\u00e9 Sociale Positive : Couronnement de l'empereur Charles Quint \u00e0 Bologne - Gaspard de Crayer\" width=\"300\" height=\"202\"><\/a><figcaption id=\"caption-attachment-387\" class=\"wp-caption-text\">Favoriser l\u2019\u00e9tablissement d\u2019une identit\u00e9 sociale positive est important. (Couronnement de l\u2019empereur Charles Quint \u00e0 Bologne \u2013 Gaspard de Crayer)<\/figcaption><\/figure><\/figure>\n<p align=\"JUSTIFY\">En conclusion, notons simplement qu\u2019une approche bas\u00e9e sur l\u2019identit\u00e9 sociale peut permettre d\u2019expliquer certains ph\u00e9nom\u00e8nes et solutions d\u00e9j\u00e0 connus dans la GRH, mais \u00e9galement d\u2019aller au-del\u00e0 en fournissant une base th\u00e9orique \u00e0 m\u00eame d\u2019examiner plus avant certains probl\u00e8mes qui apparaissent dans les organisations et d\u2019en fournir des solutions.<\/p>\n<h3>Aller plus loin<\/h3>\n<ul>\n<li><a href=\"http:\/\/psychologiesociale.eu\/wp-content\/uploads\/2010\/01\/Licata-2007.pdf\" target=\"_blank\" rel=\"noopener noreferrer\">Licata, L. (2007). La th\u00e9orie de l\u2019identit\u00e9 sociale et la th\u00e9orie de l\u2019auto-cat\u00e9gorisation: le Soi, le groupe et le changement social.&nbsp;<i>Revue \u00e9lectronique de psychologie sociale<\/i>,&nbsp;<i>1<\/i>, 19-33.&nbsp;<\/a><\/li>\n<li><a name=\"consult1\"><\/a><a href=\"http:\/\/www.nickyhayes.co.uk\/nicky\/abstracts\/org.html\" target=\"_blank\" rel=\"noopener noreferrer\">Hayes, N. (1992)&nbsp;Social identity and organisational consultancy<\/a><\/li>\n<\/ul>\n<h3>R\u00e9f\u00e9rences<\/h3>\n<ol>\n<li>voir&nbsp;:&nbsp;<a href=\"http:\/\/www.keepeek.com\/Digital-Asset-Management\/oecd\/economics\/oecd-factbook-2014_factbook-2014-en#page1\">OECD&nbsp;(2014),&nbsp;<\/a><a href=\"http:\/\/www.keepeek.com\/Digital-Asset-Management\/oecd\/economics\/oecd-factbook-2014_factbook-2014-en#page1\"><i>OECD Factbook 2014: Economic, Environmental and Social Statistics<\/i>, (pp.142-143), OECD Publishing. doi:&nbsp;10.1787\/factbook-2014-en<\/a><\/li>\n<li>\n<p align=\"LEFT\">Tajfel, H. and Turner, J.C. (1986). The social identity theory of intergroup behavior. In S. Worchel and W. Austin (Eds),&nbsp;<i>Psychology of intergroup relations&nbsp;<\/i>(2nd ed., pp. 7-24). Chicago: Nelson-Hall.<\/p>\n<\/li>\n<li>\n<p align=\"LEFT\">Turner, J. C., Hogg, M. A., Oakes, P. J., Reicher, S. D., &amp; Wetherell, M. S. (1987).&nbsp;<i>Rediscovering the social group: A self-categorization theory<\/i>. Basil Blackwell.<\/p>\n<\/li>\n<li><a name=\"consult\"><\/a><a href=\"http:\/\/www.nickyhayes.co.uk\/nicky\/abstracts\/org.html\" target=\"_blank\" rel=\"noopener noreferrer\">Hayes, N. (1992)&nbsp;Social identity and organisational consultancy. Rep\u00e9r\u00e9 \u00e0 http:\/\/www.nickyhayes.co.uk\/nicky\/abstracts\/org.html#ORGS<\/a><\/li>\n<\/ol>\n","protected":false},"excerpt":{"rendered":"<p>Le travail prend une place importante dans notre vie1. Nous y entretenons de nombreux contacts avec d\u2019autres personnes. Ainsi, il constitue un environnement social organis\u00e9 &hellip; <\/p>\n","protected":false},"author":2,"featured_media":757,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[3],"tags":[15,17,38,47],"class_list":["post-109","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-efficacite-individuelle","tag-categorisation","tag-cohesion","tag-estime-de-soi","tag-identite"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v25.5 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Le r\u00f4le central de l&#039;identit\u00e9 sociale dans la GRH - LaborAgora<\/title>\n<meta name=\"description\" content=\"L\u2019 identit\u00e9 sociale peut permettre d\u2019 expliquer le fonctionnement des ph\u00e9nom\u00e8nes de l&#039;environnement social, groupes, jeux d\u2019influence et d\u2019identification...\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/laboragora.com\/index.php\/2015\/08\/27\/le-role-central-de-lidentite-sociale-dans-la-grh\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Le r\u00f4le central de l&#039;identit\u00e9 sociale dans la GRH - 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