Video surveillance is a societal control mechanism, chosen by companies to protect workers and property. The implementation of a control device raises questions about the role of managers. The purpose of this research is to focus on video-surveillance deployment and its psychological acceptance as a societal-control technique. This contribution will answer the following question: how can the organizational implementation process influence the acceptance of video surveillance. What is the role of the agreement between employees and employers? This article focuses on the components of acceptance of a control mechanism, video surveillance, in organisations open to the public in France. It made sense to develop a framework looking at video surveillance from both a legal and psychological acceptance perspective. This text presents the results of a qualitative study into three research fields. The type of the agreement and the company’s activity encourage acceptance of video surveillance by employees.
AdamsJ., Inequity in social exchange, Advances in Experimental Social Psychology (2) (1965), 267–299.
2.
AdamsonI. and ShineJ., Extending the new technology acceptance model to measure the end user information systems satisfaction in a mandatory environment: A bank’s treasury, Technology Analysis and Strategic Management15(4) (2003), 441–455.
3.
AissiL. and NeveuS., La question de l’acceptation par les salariés du monitoring électronique des performances: Au-delà des perceptions communes et résultats empiriques. 2013, AGRH.
4.
AjzenI., La théorie du comportement planifié, Comportement organisationnel et les processus de décision de l’homme50(2) (1991), 179–211.
5.
FishbeinM. and AjzenI., La croyance, l’attitude, l’intention et le comportement: Une introduction à la théorie et la recherche, Reading, Mass; Don Mills, en Ontario: Addison-Wesley Pub, 1975.
6.
Ben Fekih-AissiL. and NeveuV., Mieux comprendre les caractéristiques d’un monitoring électronique des performances acceptable par les salariés, à la lumière des théories de la justice organisationnelle. 2015, Management et Avenir no 97, pp. 49–50.
7.
BenthamJ., Panopticon, 1791.
8.
BergonG., Validation d’une échelle de mesure de la justice inter-organisationnelle dans un contexte « Donneur d’Ordre/Sous-Traitant », Management et Avenir (70) (2014), 176.
9.
BiesR.J. and MoagJ.F., Interactional justice: Communication criteria of fairness, Research on Negotiations in Organizations1 (1986), 43–55.
10.
Bobillier-ChaumonM. and DuboisM., L’acceptation des nouvelles technologies de l’information: Le cas des systèmes d’information en milieu bancaire, Revue Psychologie du Travail et des Organisations12(4) (2006), 247–262.
11.
BrownS.A., MasseyA.P., Montoya-WeissM.M. and BurkmanJ.R., Do I really have to? User acceptance of mandated technology, European Journal of Information Systems11(4) (2002), 283–295.
12.
ByrneZ.S. and CropanzanoR., Moral Virtues, Fairness Heuristics, Social Entities, and Other Denizens of Organizational Justice, Journal of Vocational Behavior (58) (2001), 164–209.
13.
KohC.E., PrybutokV.R., RyanS.D. and WuY.A., A model for mandatory use of software technologies: An integrative approach by applying multiple levels of abstraction of informing science informing science, The International Journal of an Emerging Transdiscipline13 (2010), 177–203.
14.
Coyle-ShapiroJ.A.-M., ParzefallM., Psychological contracts. In:
CooperCary L. and BarlingJulian; 2008, The SAGE handbook of organizational behavior. SAGE Publications, 17–34.
15.
DavisF.D., Perceived usefulness, perceived ease of use, and user acceptance of information technology, MIS Quarterly13(3) (1989), 319–340.
16.
DeLoneW.H. and McLeanE.R., Information systems success: The quest for the dependent variable, Information Systems Research3(1) (1992), 60–95.
17.
DeLoneW.H. and McLeanE.R., The DeLone and McLean model of information system success: A ten-year update, Journal of Management Information Systems19(4) (2003), 9–30.
18.
GuerreroS., Measurement of the psychological contract in a French work context, Relations Industrielles60(1) (2004), 112–144.
19.
JelassiK. and HeraultS., Continuité d’usage et appropriation de l’Internet mobile: Un essai de modélisation, Management et Avenir (78) (2015), 59–77.
20.
BarclayL. and KieferT., Approach or avoid? Exploring overall justice and the differential effects of positive and negative emotions, Journal of Management40(7) (2014), 1857–1898.
21.
NeveuV. and CampoyE., Perceptions de justice et confiance des salariés comme facteurs explicatifs des réactions individuelles à une violation du contrat psychologique, Actes de la Journée ⪡ Stress, Burn-out et Conflit de rôles ⪢, (2005).
22.
CassarV. and BrinerB., The relationship between psychological contract breach and organisational commitment: Exchange imbalance as a moderator of the mediating role of violation, In: Journal of vocational behavior78(2) (2011), 283–289.
23.
ChenZ.X., TsuiA.S. and ZhongL., Reactions to psychological contract breach: A dual perspective, Journal of Organisational Behaviour29(5) (2008), 527–548.
24.
CoaseR.H., The nature of the firm, Ed. d’organisation, (16) (2005), 331–351.
25.
DeutschM., Equity, equality and need: What determines which value will be used as the basis of distributive justice?Journal of Social Issues (31) (1975), 137–149.
26.
DuportY., Contrat psychologique et valeurs organisationnelles: Une étude dans le contexte des sociétés coopératives de production, XXéme Congrés de l’AGRH, IAE de Toulouse, 2009.
27.
FolgerR. and CropanzanoR., Organisational justice and human resource management, Sage Publications, 1998.
28.
FolgerR., Distributive and procedural justice: Combined impact of « voice » and improvement on experienced inequity, Journal of Personality and Social Psychology (35) (1977), 108–119.
29.
FoucaultM., Surveiller et punir, Gallimard, 1975, 234–236.
30.
GeorgantzasN.C. and ZarifopoulouV., Politeia in person: Acivic Eros cookbook for human beings’ economic prosperity’, Saarbrücken, Deutschland/Germany: LAP LAMBERT Academic Publishing, 2017.
31.
GreenbergJ., A taxonomy of organisational justice theories, Academy of Management Review12(1) (1987), 9–22.
32.
LeventhalG.S., The distribution of rewards and resources in groups and organisations in AL. Berkowitz et E. Walter (Eds.), Advances In Experimental Social Psychology (9) (1976), 91–131.
33.
MucchielliA., Dictionnaire des méthodes qualitatives en sciences humaines et sociales, Armand Colin, 1996, 259.
34.
LevinsonH., PriceC.R., MundenK.J., MandlH.J. and SolleyC.M., Men, management and mental health, Harvard University Press, Boston, 1962.
35.
LesterS.W., TurnleyW.H., BloodgoodJ.M. and BolinoM.C., Not seeing eye to eye: Differences in supervisor and subordinate perceptions of and attributions for psychological contract breach, Journal of Organisational Behaviour23(1) (2002), 39–56.
36.
HusserJ., Contextualisme et recueil des données. 2005, 65–100.
37.
Lévy-BoyerC., RollandJ.P. and LoucheC.R.H., les apports de la psychologie du travail, Editions d’Organisation, 2006.
38.
MoissonV., Sentiment de violation du contrat psychologique et stress perçu: Exploration empirique sur une population de commerciaux suite à la mise en place d’un dispositif de surveillance dans leurs véhicules, Thesis, 2007.
39.
MorrissonE. and RobinsonS., When employees feel betrayed: A model of how psychological contract violation develops, Academy of Management, 1997.
40.
PesqueuxY., Social contract and psychological contract, archives ouvertes, 2010.
41.
RobinsonS.L. and RousseauD.M., Violating the psychological contract: Not the exception but the norm, Journal of Organisational Behaviour (15) (1994), 245–259.
42.
RousseauD.M., Psychological contracts in organisations, understanding written and unwritten agreements, Thousand Oaks, CA: Sage, 1995.
43.
RousseauD.M. and AntonR.J., Fairness and implied contract obligations in job terminations: The role of contributions, promises and performance, Journal of Organisational Behaviour12(4) (1991), 287–299.
44.
RousseauD., Psychological and implied contracts in organisations, Employee Responsibilities and Rights Journal2(2) (1989).
45.
RousseauD., New hire perceptions of their own and their employer’s obligations: A study of psychological contracts, Journal of Organisational Behaviour (11) (1990), 389–400.
46.
RousseauJ.J., du contrat social, 1762.
47.
TurnleyF., The Impact of Psychological Contract Violations on Exit, Voice, Loyalty, and Neglect, Human Relations, Sage journals, 1999.
