Work in organizations is experiencing numerous changes and is questioned by several challenges. The integration of ecological issues in productive and organizational choices, along with the development of digital technologies and artificial intelligence, is modifying the nature of work performed, its modalities, and the relationships that workers develop with each other and with various organizational stakeholders such as managers, clients, and suppliers. The rise of digital platforms is also changing the relationship to work and the nature of services provided by workers, who become to some extent independent. The growing diversity of worker profiles and expectations, combined with increasing aspiration for remote work, complexifies work situations and disrupts team functioning and managerial relationships.
These challenges put tension on work and on the various forms of social dialogue existing in organizations: institutionalized social dialogue (formal and informal) involving management and employee representatives in instances and negotiation spaces, as well as proximity social dialogue occurring between workers, their direct managers, and employee representatives present in teams. New subjects must be addressed at both dialogue levels: the consequences of ecological and digital transition on work, such as remote work arrangements. New forms of collective representation are also emerging at organizational boundaries, challenging traditional social dialogue actors: neo-unions are emerging around ecological issues; non-unionized collectives represent digital platform workers. Direct participation spaces called professional dialogue by practitioners are created at team levels and question proximity social dialogue. These challenges therefore interrogate social dialogue through its actors (traditional actors like unions and new actors), its objects (work and its regulation), its spaces (infra-organizational and at organizational boundaries), and its modalities (mechanisms aiming to organize these different types and levels of dialogue).
In accordance with the editorial line of the journal @grh, this special issue can welcome theoretical or empirical contributions based on qualitative or quantitative methodologies. Contributions can be written in French or English and concern organizations in France or internationally.