Résumé
Research "goes up" from corporate social performance evaluation within the framework of the relation of employment to the presuppositions of this evaluation. It postulates the existence of a "different" (Lyotard 1984) between the "expert" representations of the relation of employment and the representations that have the "ordinary" employees. It aims at highlighting the existence of a moral speech specific to the "ordinary" employees, alternate with the "expert" speech, and whose "hidden transcript" (Scott 1990) should appear behind the "espoused" theory (Argyris 1993) that the employees are also likely to hold in addition. We recall initially the principal stages of development of the set of problems which led us to adopt this objective of research on the basis of the question of the social responsibilities of corporations with respect to their employees. We present then four theories of which we postulate that they correspond to as many essential poles of moral concern at ordinary employees : "gift's universe" (Mauss), "logics of recognition" (Honneth), "care of others" (Gilligan) and "clanic paradigm" (various authors). We account for the survey carried out near an exploratory sample of ordinary employees, followed methodology taking as a starting point that of Boltanki and Thévenot (1991) and being supported by a software workshop of qualitative data analysis (Prospero). The four awaited "repertories" (i.e., gift, recognition, concern, clan) appear quite manifest in the speech of the people interviewed, but overflow of the initial framework of "the economy of greatness" of Boltanki and Thévenot (1991).