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La bienveillance organisationnelle comme déterminant du bien-être au travail et de l’intention de quitter

Author

Listed:
  • Laila Benraiss Noailles

    (IRGO - Institut de Recherche en Gestion des Organisations - UB - Université de Bordeaux - Institut d'Administration des Entreprises (IAE) - Bordeaux)

  • Olivier Herrbach

    (IRGO - Institut de Recherche en Gestion des Organisations - UB - Université de Bordeaux - Institut d'Administration des Entreprises (IAE) - Bordeaux)

  • Catherine Viot

    (IRGO - Institut de Recherche en Gestion des Organisations - UB - Université de Bordeaux - Institut d'Administration des Entreprises (IAE) - Bordeaux)

Abstract

Pour accroitre le bien-être de leur salariés, certaines entreprises font preuve d'agilité en ajustant leur stratégie RH et leur organisation. Des classements des « meilleurs employeurs » viennent reconnaître les bonnes pratiques visant à renforcer le bien-être au travail. Une perception positive de ces pratiques RH par les salariés, en plus d'améliorer leur bien-être impacte négativement leur intention de quitter leur employeur. L'étude quantitative menée auprès de 604 salariés, a permis d'une part de positionner la bienveillance comme antécédent du bien-être au travail. Elle est positivement et directement liée au bien-être positif des salariés et négativement et directement liée à leur bien-être négatif. Et d'autre part, elle a permis de tester empiriquement l'impact du bien-être au travail sur l'intention de quitter l'entreprise. Les résultats montrent que les salariés qui ont un bien-être positif ont une intention plus faible de quitter leur employeur, et inversement.

Suggested Citation

  • Laila Benraiss Noailles & Olivier Herrbach & Catherine Viot, 2023. "La bienveillance organisationnelle comme déterminant du bien-être au travail et de l’intention de quitter," Post-Print hal-04571369, HAL.
    • Handle: RePEc:hal:journl:hal-04571369
    Note: View the original document on HAL open archive server: https://hal.science/hal-04571369
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    References listed on IDEAS

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    1. Jean Frisou, 2000. "Confiance interpersonnelle et engagement : Une réorientation béhavioriste," Post-Print hal-02018561, HAL.
    2. Catherine Viot & Laïla Benraiss-Noailles, 2019. "The Link Between Benevolence and Well-Being in the Context of Human-Resource Marketing," Journal of Business Ethics, Springer, vol. 159(3), pages 883-896, October.
    3. Fahri Karakas & Emine Sarigollu, 2012. "Benevolent Leadership: Conceptualization and Construct Development," Journal of Business Ethics, Springer, vol. 108(4), pages 537-553, July.
    4. Sandra Sun-Ah Ponting, 2020. "Organizational identity change: impacts on hotel leadership and employee wellbeing," The Service Industries Journal, Taylor & Francis Journals, vol. 40(1-2), pages 6-26, January.
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