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Inclusion, reconnaissance et bien-être au travail : quelle articulation ?

Author

Listed:
  • Romuald Grouille

    (VALLOREM - Val de Loire Recherche en Management - UO - Université d'Orléans - UT - Université de Tours)

  • Daniel Leroy

    (VALLOREM - Val de Loire Recherche en Management - UO - Université d'Orléans - UT - Université de Tours)

Abstract

L'inclusion est une thématique centrale de la GRH dont les fondements théoriques demeurent flous. Elle induit une double logique d'appartenance et d'unicité qui ne sauraient être effective sans reconnaissance par le groupe et l'organisation d'appartenance. Si reconnaissance et l'inclusion semblent liés, peu de travaux les ont étudiés conjointement, ce que nous avons entrepris en lien avec le bien-être au travail, bénéfice attendu de ces deux construits. Nos résultats tendent à indiquer que la reconnaissance constitue un mécanisme central de l'inclusion, en premier lieu par la satisfaction du besoin d'appartenance. Nous concluons sur les leviers mobilisables par le MRH à cette fin.

Suggested Citation

  • Romuald Grouille & Daniel Leroy, 2021. "Inclusion, reconnaissance et bien-être au travail : quelle articulation ?," Post-Print hal-03434987, HAL.
    • Handle: RePEc:hal:journl:hal-03434987
    Note: View the original document on HAL open archive server: https://hal.science/hal-03434987
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    References listed on IDEAS

    as
    1. Le Huong & Connie Zheng & Yuka Fujimoto, 2016. "Inclusion, organisational justice and employee well-being," International Journal of Manpower, Emerald Group Publishing Limited, vol. 37(6), pages 945-964, September.
    2. Nawel Ayadi & Corina Paraschiv & Eric Vernette, 2019. "Vers un référentiel théorique interdisciplinaire synthétique du bien être individuel," Post-Print halshs-02450784, HAL.
    Full references (including those not matched with items on IDEAS)

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