[ L’impact des déterminants de la mobilité professionnelle des salariés sur la performance organisationnelle dans une entreprise ]
Volume 42, Issue 4, June 2024, Pages 748–758
BANGIMINA KABEMBA Alpho1
1 Département des Sciences Politiques et Administratives, Faculté des Sciences Sociales, Politiques et Administratives, Université de Likasi, B.P. 1946, Likasi, RD Congo
Original language: French
Copyright © 2024 ISSR Journals. This is an open access article distributed under the Creative Commons Attribution License, which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited.
It is now agreed that the organization is increasingly exposed to the risk of its employees leaving. Indeed, the latter have become masters of their professional trajectories and consequently develop various mobility models. The impact of such an event on the performance of the organization seems difficult to assess. To deal with it, the organization is required to stimulate and involve its employees. This article is underpinned by two objectives. The first is to identify the determinants of the mobility phenomenon by emphasizing the concept of organizational involvement. The link that can be established between this and a skills management approach also constitutes an area of development that we will explore. The second objective is to examine the impact of professional mobility on organizational performance, by distinguishing between qualitative and quantitative flexibility. To do this, we begin, in a first step, with a definition of the concept of professional mobility and its different forms. We also present the main theoretical approaches that have tried to explain the course of this process and we draw up a more or less exhaustive list of its determinants. These are generally personal, organizational and sectoral variables. In a second step, we are interested in the consequences of professional mobility on organizational performance. At the end of this study, we show that the implementation of a coherent and effective human resources policy based on skills management can involve employees in organizational life and strengthen their commitment to better contribute to the performance of the organization.
Author Keywords: Professional mobility, Involvement, Skills management, Organizational performance.
Volume 42, Issue 4, June 2024, Pages 748–758
BANGIMINA KABEMBA Alpho1
1 Département des Sciences Politiques et Administratives, Faculté des Sciences Sociales, Politiques et Administratives, Université de Likasi, B.P. 1946, Likasi, RD Congo
Original language: French
Copyright © 2024 ISSR Journals. This is an open access article distributed under the Creative Commons Attribution License, which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited.
Abstract
It is now agreed that the organization is increasingly exposed to the risk of its employees leaving. Indeed, the latter have become masters of their professional trajectories and consequently develop various mobility models. The impact of such an event on the performance of the organization seems difficult to assess. To deal with it, the organization is required to stimulate and involve its employees. This article is underpinned by two objectives. The first is to identify the determinants of the mobility phenomenon by emphasizing the concept of organizational involvement. The link that can be established between this and a skills management approach also constitutes an area of development that we will explore. The second objective is to examine the impact of professional mobility on organizational performance, by distinguishing between qualitative and quantitative flexibility. To do this, we begin, in a first step, with a definition of the concept of professional mobility and its different forms. We also present the main theoretical approaches that have tried to explain the course of this process and we draw up a more or less exhaustive list of its determinants. These are generally personal, organizational and sectoral variables. In a second step, we are interested in the consequences of professional mobility on organizational performance. At the end of this study, we show that the implementation of a coherent and effective human resources policy based on skills management can involve employees in organizational life and strengthen their commitment to better contribute to the performance of the organization.
Author Keywords: Professional mobility, Involvement, Skills management, Organizational performance.
Abstract: (french)
Il est, de nos jours, convenu que l’organisation est de plus en plus exposée au risque de départ de ses salariés. En effet, ces derniers sont devenus maîtres de leurs trajectoires professionnelles et développent par conséquent divers modèles de mobilité. L’impact d’un tel événement sur la performance de l’organisation semble être difficile à évaluer. Pour y faire face, l’organisation est tenue de stimuler et d’impliquer ses salariés. Cet article est sous-tendu par deux objectifs. Le premier est d’identifier les déterminants du phénomène de mobilité en mettant l’accent sur le concept d’implication organisationnelle. Le lien que l’on peut nouer entre celle-ci et une démarche de gestion des compétences constitue également un axe de développement que nous explorerons. Le second objectif est d’examiner l’impact de la mobilité professionnelle sur la performance organisationnelle et ce, en distinguant entre flexibilité qualitative et quantitative. Pour ce faire, nous commençons, dans un premier temps, par une définition du concept de mobilité professionnelle et de ses différentes formes. Nous exposons également, les principales approches théoriques ayant essayé d’expliquer le déroulement de ce processus et nous traçons une liste plus au moins exhaustive de ses déterminants. Il s’agit généralement de variables personnelles, organisationnelles et sectorielles. Dans un second temps nous nous intéressons aux conséquences de la mobilité professionnelle sur la performance organisationnelle. Au terme de cette étude, nous montrons que la mise en place d’une politique ressources humaines cohérente et efficace basée sur la gestion des compétences peut impliquer les salariés dans la vie organisationnelle et renforcer leur engagement pour mieux contribuer à la performance de l’organisation.
Author Keywords: Mobilité professionnelle, Implication, Gestion des compétences, Performance organisationnelle.
How to Cite this Article
BANGIMINA KABEMBA Alpho, “The impact of the determinants of employee professional mobility on organizational performance in a company,” International Journal of Innovation and Applied Studies, vol. 42, no. 4, pp. 748–758, June 2024.
