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Une Analyse À Travers Le Modèle Exigences/Ressources F

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Une Analyse À Travers Le Modèle Exigences/Ressources F Peut-on compenser les conditions de travail contraignantes ? Une analyse à travers le modèle exigences/ressources F. Silveri To cite this version: F. Silveri. Peut-on compenser les conditions de travail contraignantes ? Une analyse à travers le modèle exigences/ressources. Sciences de l’environnement. Doctorat Sciences de Gestion, Université de Montpellier, 2017. Français. NNT : 2017MONTD050. tel-02607274 HAL Id: tel-02607274 https://hal.inrae.fr/tel-02607274 Submitted on 16 May 2020 HAL is a multi-disciplinary open access L’archive ouverte pluridisciplinaire HAL, est archive for the deposit and dissemination of sci- destinée au dépôt et à la diffusion de documents entific research documents, whether they are pub- scientifiques de niveau recherche, publiés ou non, lished or not. The documents may come from émanant des établissements d’enseignement et de teaching and research institutions in France or recherche français ou étrangers, des laboratoires abroad, or from public or private research centers. publics ou privés. THESE POUR OBTENIR LE GRADE DE DOCTEUR DELIVREE PAR L’UNIVERSITÉ DE MONTPELLIER Préparée au sein de l'Ecole Doctorale d'Economie et de Gestion – (ED 231) et de l'unité de recherche Montpellier Research in Management (EA 4557) Spécialité Sciences de Gestion - CNU 06 Peut-on compenser des conditions de travail contraignantes ? Une analyse à travers le modèle exigences/ressources. Présentée par Federica SILVERI Le 15 Novembre 2017 Sous la direction de Sophie MIGNON et Catherine MACOMBE Devant le jury composé de Sophie MIGNON, Professeur des universités., U. de Montpellier Catherine MACOMBE, Dr. HDR, IRSTEA Emmanuel ABORD de CHATILLON, Professeur des universités., U. de Grenoble Alpes Daniele MASCIA, Associate professor, U. de Bologna Guy FAURE, Dr. HDR, CIRAD Nathalie COMMEIRAS, Professeur des universités, U. de Montpellier 1 2 Résumé et mots clefs Sur leur lieu de travail, les individus sont confrontés à de nombreuses difficultés. Souvent, ces difficultés sont engendrées par de mauvaises conditions de travail qui génèrent des phénomènes de risques psychosociaux (RPS), susceptibles de nuire à la santé des salariés. En Sciences de la Gestion, les RPS sont l’objet d’un intérêt croissant, car ils ont aussi un impact sur la performance et sur la pérennité de l’entreprise. Alors qu’il existe des politiques et des pratiques de gestion des ressource humaines (GRH) mises en place par les entreprises pour faire face à ces risques, une démarche efficace n’est pas encore aboutie. Or, selon le modèle exigences/ressources (Demerouti et al., 2001), il existe des conditions de travail favorables (ressources) qui ont le potentiel de réduire ces risques, et qui font l’objet de ces travaux de recherche. Plus précisément, cette thèse s’interroge sur les représentations des salarié/es quant aux ressources qui ont le plus de potentiel pour réduire les effets des conditions de travail nocives. En même temps, nous faisons l’hypothèse que ces ressources sont aussi capables d’influencer la pérennité de l’entreprise, via la fidélisation des salarié/es. Nous avons mené une étude de cas au sein d’un groupe de l’agro-alimentaire, qui contrôle deux implantations industrielles qui ont conservé leur culture d’entreprise d’avant la fusion dans ce groupe. Nos résultats montrent que les salariés identifient quatre ressources (autonomie au travail, variété des tâches, bon climat social et soutien des supérieurs) qui ont plus de potentiel que d’autres pour compenser les conditions de travail contraignantes, et que ces ressources sont largement citées quel que soit le genre, le poste occupé, et le site. Il apparaît que ces mêmes ressources sont aussi capables d’influencer l’intention de rester des salarié/es dans l’entreprise. Cependant, ce ne sont pas toujours les pratiques de GRH qui créent ces ressources, mais –d’après les représentations des salariés- plutôt des valeurs liées à la culture d’entreprise précédant la fusion. Au-delà de la contribution à la théorie Exigences/Ressources, nos travaux souhaitent aussi contribuer à la prise de conscience, par les managers, de l’intérêt de certaines ressources pour la mise en place de meilleures conditions de travail et l’amélioration des stratégies de pilotage de la pérennité. Mots-clés : Modèle exigences/ressources, conditions de travail, santé, pérennité. 3 Summary and keywords At the workplace, individuals face many challenges. Usually these difficulties are caused by poor working conditions that generate the phenomena of psychosocial risks factors (PRF), which can harm the health of employees. In management sciences, an increasing interest has set to PRF, particularly because they also have an impact on the performance and on the longevity of the company. The human resource management (HRM) policies and practices are made by companies to deal with these risks, but an effective approach is not yet achieved. According to the job demands / resources model (Demerouti et al., 2001), there are better working conditions (resources) that have the potential to buffer demands which causes PRF. Resources are the subject of this thesis. Precisely, this thesis questions the employees’ representations resources that have the greatest potential to buffer harmful working conditions. At the same time, we make the assumption that these resources are also able to influence the longevity of the firm, through employee loyalty. We conducted a case study within an agri-food group, which controls two industrial establishments which inherited their organizational culture before joining this group. Our results show that employees identify four resources (autonomy at work, task variety, good social climate and superiors support) that have more potential than others to buffer dangerous working conditions. Moreover, these resources are equally quoted in relation to gender, occupation, and industrial site. Furthermore, it appears that the same resources are also able to influence employees intention to remain in the group. However, it is not always the HRM practices that create these resources, but rather the values that are linked to the firm culture, before the merger. Beyond the contribution to the job demands / resources model, our research also aims to contribute to the managers' awareness of the value of certain resources to implement better working conditions and management strategies of longevity. Key-words: Job demands/resources model ; working conditions; firm longevity. 4 Table des matières Résumé et mots clefs ................................................................................................................. 3 Summary and keywords ........................................................................................................... 4 Table des matières .................................................................................................................... 5 Remerciements ........................................................................................................................ 11 Introduction générale ............................................................................................................. 13 1.Contexte général ....................................................................................................... 13 Les risques psychosociaux .......................................................................................... 14 Quelques chiffres ..................................................................................................... 14 La règlementation en matière de risques psychosociaux ........................................ 15 Différentes reconnaissances par rapport aux différentes cultures ........................... 17 Conditions de travail et RPS .................................................................................... 17 2. Question générale de recherche .............................................................................. 20 3. Le gap théorique ...................................................................................................... 21 4. Le cadre théorique ................................................................................................... 23 5. Intérêts managériaux ............................................................................................... 23 6. La methodologie de recherche ................................................................................ 24 7. Structure générale de la thèse .................................................................................. 24 PARTIE 1 : REVUE DE LA LITTERATURE .................................................................... 27 Introduction de la partie 1 ........................................................................................... 27 Section 1 : Conditions de travail ............................................................................................ 28 1.1 Introduction Section 1 ........................................................................................... 28 1.2 Les conditions de travail ....................................................................................... 29 -Les composantes physiques et environnementales. ............................................................ 29 -Les composantes organisationnelles. ................................................................................... 29 -Les composantes psychologiques et sociales. ....................................................................... 29 1.3 Les théories du mal-être au travail
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