Delivered. Sites where workers can rate the quality of life and working conditions in their company, such as Greatplacetowork or Glassdoor, at happiness officers (“Chefs of Happiness”), which have entered the workforce in recent years, initiatives to stimulate and measure well-being at work are increasing.

The issue is not limited to the professional sphere, since employment influences many aspects of life: health, learning, development and self-esteem, social status, sense of belonging and social identity. “In short, well-being at work is an essential ingredient for general satisfaction with life”, summarizes Claudia Senik, professor at Sorbonne University and at the Paris School of Economics, in the essay Well being at work (Sciences Po Press).

The book presents the levers of well-being at work, in companies which make it a legitimate objective to increase the productivity of workers and to retain them.

In the first part, the author recalls the main measures of well-being derived from research in the social sciences: psychosocial risks, social capital, hierarchical organization traits and the distribution of remuneration.

A second part analyzes two surveys relating to the sources of well-being: Response 2017, conducted by the Ministry of Labor, and the European Working Conditions Survey, conducted by Eurofound.

These two surveys reveal the importance of organizational factors: autonomy, social climate and prospects for progress. So feeling very motivated by your organization has the same effect as doubling the average salary. Conversely, the health risk has the same effect as a reduction of about 60% in the average salary.

French dissatisfaction

The European survey also points to French dissatisfaction: within the 32 European countries studied, it is the French who consider themselves, on average, to be the least well paid for the work they do. A similar picture emerges when it comes to being motivated by your organization or feeling good at your job.

The French are also more responsive than the European average to most aspects of their work environment, in particular the social climate, work-family balance and their prospects for progress. We now have tools to measure well-being at work, and even to identify the cultures specific to each company. “If the wealth of information held could be made more accessible to researchers, they could in turn help promote the well-being of employees. “

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