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According to the traditional analysis biennial theses in management science at the Congress of IAE4, this contribution aims to reflect the diversity of theses defended in French universities in Human Resource Management (HRM). This mapping exercise can have many theses key input. Louart (1994), Schmidt (1998) and Alis (2004) emphasize the themes, methodologies and preferred developments in this scientific field. Schmidt (1998) also offers a cutting theme that has been a landmark in the states of the subsequent arguments. Vatteville (1996) presents a more critical reading, regretting the normalization process itself can affect the creativity thesis of the researcher and leading de facto to build a stereotypical doctoral theses. Based on reports of defense, Back (2005) highlights the difficulties faced by young researchers and refining its analysis with point (2009a), develops a real synopsis highlighting the strengths and weaknesses encountered in the performance of the thesis.

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Much has been said and written about work motivation since the advent of modern organizations. Management theories of motivation have focused their input on the identification of external stimuli that could be operated by organizations and over, the managers, with a view to stimulate the motivation of individuals. This article proposes a reversal of approach. Work motivation is understood as a highly dynamic individual resulting from the investment activities of three registers: Bonds, Initiatives and Aspirations. These three books are indispensable to each individual to work and are specific to each (the content varies from one individual to another) and are constantly changing, as and when they are actually invested and that the individual gets older. This conceptualization builds a new approach to the management of organizational motivation: the direction it proposes is to make each individual work of both the guardian and regulator of its Obligations / Initiatives / Aspirations.

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