糖心Volg

Eric Davoine

photo

 eric.davoine@unifr.ch
 +41 26 300 8240
 

Professeur路e ordinaire
D茅partement des sciences du management

PER 21 bu. E424
Bd de P茅rolles 90
1700 Fribourg
PER 21, E424
+41 26 300 8240

Pr茅sident路e de d茅partement
D茅partement des sciences du management

PER 21 bu. E424
Bd de P茅rolles 90
1700 Fribourg
PER 21, E424
+41 26 300 8240

Recherche et publications

  • Publications
    65 publications


    Pedro Araujo, Eric Davoine, Pierre-Yves Donz茅, Business History (2024) | Article


    Eric Davoine, Olivier Furrer, Sophie Nivoix (2024) | Livre


    Eric Davoine, Olivier Furrer, Sophie Nivoix (2024) | Chapitre de livre


    Eric Davoine, Xavier Salamin (2024) | Chapitre de livre

  • Projets de recherche

    Post-pandemic workspaces
    Statut: En cours

    顿茅产耻迟 01.01.2025
    Fin 31.12.2028
    Financement FNS 
    The COVID-19 pandemic has deeply affected European economies as well as both private organizations and public institutions. Through the generalized move toward compulsory remote working, many firms experienced unprecedented transformations in their work practices and processes. Early studies of the emergency transition towards remote working illustrated that many of the measures taken were not temporary, with many employees 鈥� up to 85% in Baert and colleagues鈥� study (2020, p. 35) 鈥� believing that teleworking was here to stay. While remote working has received much attention from researchers and practitioners in the past months, research projects on the longer-term impacts of the crisis on organizations have remained rather scarce. More specifically, the future of organizational workspaces in a postpandemic world has generated surprisingly little interest so far. Yet, early signs suggest that largescale transformations of workspaces and work contexts are about to unfold. A recent survey conducted among more than a hundred HR Directors of Belgian firms revealed that 41% of them had plans to 鈥渞ethink鈥� (i.e. shrink) their workspaces in the coming years (Jemine, 2023). This is indicative of a latent resurgence of interest among top managers for projects of workspace transformation 鈥� usually labelled 鈥淣ew Ways of Working鈥� (NWoW) in the literature (e.g. Kingma, 2019), which, in many cases, have been abandoned or neglected in the past two years. It suggests that organizational leaders are increasingly looking to initiate strategic actions aimed at scaling down their workspaces and rethinking their work organization. This, in turn, is vowed to result in new spatial arrangements that might have a significant impact on social relations and managerial practices (Kornberger & Clegg, 2004). Consequently, this proposal builds on the observation that both public and private organizations from the third sector are increasingly prone to redesign and adjust their workspaces as a response to the pandemic and the rampant forms of hybrid work characterized by a mix of on-site and remote working (Ipsen et al., 2021). This project pursues three interrelated objectives: 1. To study the persistence of 鈥渙ld鈥� forms of New Ways of Working and the ability of pioneer organizations to make innovative workspace transformations survive an exogenous shock such as the pandemic (O1); 2. To investigate the strategy work allowing 鈥渘ew鈥� forms of space reorganizations to emerge in the wake of the pandemic (O2); 3. To examine organizational spaces under the lens of identity work, unveiling how space reorganizations affect organizational, team, and professional identities (O3).

    Spouses of expatriates : Vulnerability factors during self-initiated expatriation
    Statut: Termin茅

    顿茅产耻迟 01.02.2014
    Fin 31.12.2016
    Financement FNS 

    Career profiles of female managers
    Statut: Termin茅

    顿茅产耻迟 01.09.2013
    Fin 31.01.2014
    Financement FNS 

    Institutional Partnership between Ukraine, Russia and Switzerland for case study based curriculum on International Business and Human Resource Management development.
    Statut: Termin茅

    顿茅产耻迟 01.10.2011
    Fin 31.12.2013
    Financement FNS 
    Institutional Partnership between Ukraine, Russia and Switzerland for case study based curriculum on International Business and Human Resource Management development.

    Learning Boussole
    Statut: Termin茅

    顿茅产耻迟 01.12.2005
    Fin 31.10.2006
    Financement Europe 
    L'objectif du partenariat de rechercheLearning Boussole (projet europ茅en co-financ茅 dans le cadre du programme Leonardo da Vinci de la Commission Europ茅enne ) vise 脿 concevoir et exp茅rimenter de nouvelles modalit茅s de formation en ligne adapt茅es aux dirigeants de PME. Le prototype d茅velopp茅 concerne la responsabilit茅 sociale de l'entreprise.

    Le processus de recrutement : Pass茅, pr茅sent, futur
    Statut: Termin茅

    顿茅产耻迟 01.10.2005
    Fin 31.12.2007
    Financement Autre 
    L'objectif du projet est d'茅valuer les effets (r茅sultat, image d'employeur, satisfaction) de la formalisation du processus de recrutement. Une premi猫re phase exploratoire du projet portait sur les tendances du recrutement en Suisse. Une seconde phase est consacr茅e 脿 l'茅valuation des processus de recrutement de cadres et d'experts dans dix grandes entreprises suisses.

    KMPlus: SME Knowledge Exploitation and Learning through Knowledge Management
    Statut: Termin茅

    顿茅产耻迟 01.10.2004
    Fin 30.11.2006
    Financement Europe 
    Le projet a pour objectif de d茅velopper une bo卯te 脿 outils de management des connaissances adapt茅e aux besoins des PME et de la tester dans 12 pays europ茅ens. Int茅gr茅 au programme Leonardo, ce projet est pilot茅 par IAGO (Leeds, UK, www.iago.co.uk )et regroupe des partenaires (consultants ou instituts universitaires) de Suisse, d鈥橝llemagne, d鈥橢spagne, de France, d鈥橧talie, des Pays-Bas, de Su猫de, du Portugal, de Finlande, du Royaume-Uni, de Bulgarie et de Slov茅nie. Ces outils viseront 脿 accro卯tre le d茅veloppement des connaissances et la gestion des comp茅tences dans les petites et moyennes entreprises en favorisant l鈥檃uto-apprentissage.

    From co-operation between to co-evolution of science and economy
    Statut: Termin茅

    顿茅产耻迟 01.04.2001
    Fin 30.09.2003
    Financement Europe 
    This thematic network, carried out in five countries, will contribute both to the evaluation and improvement of public/private partnerships by testing, developing and disseminating an empowerment evaluation tool. Referring to the state of the art of innovation theory the thesis is that active promotion of co-evolution between public universities, research bodies and private companies is a key factor for the development oaf highly innovative knowledge society. Co-evolution is a joint learning process that merges the different worlds of public science and private companies. Successful co-evolution between public and private partners will be collaborative, based upon mutual trust and the willingness of the partners to learn from each other in order to create and apply new and higher level of knowledge. The empowerment evaluation tool is an actor driven means that can be used to actively promote co-evolution.

Enseignement et cours

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