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Reconnaissance et organisation du travail : perspectives françaises et européennes

Abstract : Since the 1990’s, recognition has taken on greater importance as a watchword for mobilization by occupatio- nal groups. Nowadays, Labour sociologists have again appropriated this notion that has ambivalent origins, after R. Sainsaulieu and P. Bernoux’s works from the late 1980’s. Interviews carried out with employees from different firms in France show that recognition expectations open out into four categories, activity, relation- ships, reward and the person. The cutting up of activity and work intensification prevent the deployment of self-hood as well as the feeling of usefulness in a context where the lack of job security tends to limit complaints to the individual level. A comparison between engineers in France and in Finland emphasize working time measurement as a necessary condition for one’s contribution as well as time off work to be recognised. Factor analysis using the data of the European Working Conditions Survey 2010 confirm the structure of recognition expectations for French employees from the private sector, whereas it differs in the other European countries. Finally, the elaboration of a mediation-moderation model provides results that underline the key role of recognition in the building of health at work, notably when a greater involvement is expected from employees.
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Submitted on : Friday, February 17, 2017 - 2:05:07 PM
Last modification on : Friday, August 5, 2022 - 2:54:00 PM
Long-term archiving on: : Thursday, May 18, 2017 - 2:30:41 PM


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  • HAL Id : tel-01470434, version 1



Maëlezig Bigi. Reconnaissance et organisation du travail : perspectives françaises et européennes. Gestion et management. Conservatoire national des arts et metiers - CNAM, 2016. Français. ⟨NNT : 2016CNAM1056⟩. ⟨tel-01470434⟩



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