Dialogue under check: negotiation of training agreement in role training on role change. The perspective of Cultural Organizational Psychology of Organizations

The paper shows the building process of psychological contract within a training program, pro- moted for professionals of a complex organization that manages networks of services and centres for child education in nursery school providing training, consultancy, support and innovation stra- tegies. People were asked to go forward their specific field of traditional competencies, in order to build a broader approach in their work, according with more integrated work processes, with less superimposition and with better proximity with the stakeholders and the direct clients of the service. Our work will point out the challenge of putting into dialogue the “oneself” and the “them- selves”, crossing oppositions, refusals, organizational and institutional involvements, affiliations and conflict dynamics. Particularly, analyzing conversational pieces stemmed from training sessions, the paper under- lines the dialogue configuration as conflict, strengthening the constructive vs destructive modes of its expression, assuming both the dialogue between trainees and their relationship with trainers. The paper proceeds in reading dialogism through the lens of cultural organizational psychology approach, discussing how the conjoint building of the recognition of the embedded relation be- tween “you” and “other” passes through various dimensions: e.g. role, institutional bonds, power dynamics, interests opposition and composition, managing transaction, conversational practices and communicative negotiations.