Le lien entre la démotivation et le sens au travail
Bibliographic record
Abstract
« Ce mémoire s'intéresse aux liens complexes entre la démotivation et le sens au travail, à partir d'une démarche qualitative autopraxeographique fondée sur l'analyse d'un parcours professionnel personnel. L'objectif est de comprendre comment certaines expériences vécues dans des contextes organisationnels, économiques et sociaux variés peuvent entraîner une érosion progressive de la motivation, mais aussi comment la démotivation peut agir sur la quête de sens des personnes, et inversement, comment le sens attribué au travail peut devenir un levier de résilience et de remobilisation. La démotivation est abordée comme une perte d'engagement liée à des conditions organisationnelles défavorables, à un retrait psychologique lent et silencieux ou encore à un processus de désaffiliation identitaire. Elle est exacerbée par le manque de reconnaissance, l'inefficacité perçue ou l'absence de perspectives professionnelles. À l'inverse, le sens au travail est envisagé comme un phénomène subjectif, relationnel et multidimensionnel, qui émerge de la cohérence entre les valeurs personnelles, la mission de l'organisation et les interactions sociales. Il peut jouer un rôle protecteur contre l'usure psychologique. La méthode repose sur une analyse introspective articulée à des concepts théoriques, en croisant les expériences vécues dans différents contextes (Algérie, Turquie, Québec) avec des cadres analytiques validés. Les résultats révèlent que la démotivation n'est pas un état figé, mais une dynamique alimentée par l'injustice perçue, l'instabilité institutionnelle et le manque d'autonomie, tandis que la quête de sens constitue un processus actif de reconstruction identitaire et professionnelle. Ce travail conclut que la restauration du sens au travail par l'authenticité, l'utilité perçue ou la reconnaissance peut transformer des trajectoires marquées par la démotivation en opportunités de croissance. Il invite les gestionnaires à considérer le sens comme une ressource stratégique, et non comme une variable secondaire de la motivation. -- Mot(s) clé(s) en français : Démotivation, Sens au travail, Engagement professionnel, Autopraxéographie, Facteurs organisationnels, Rupture du contrat psychologique, Reconnaissance, Résilience, Construction identitaire, Désengagement. »-- « This thesis explores the complex relationship between demotivation and meaning at work, using a qualitative autopraxéographical approach grounded in the analysis of a personal professional journey. The objective is to understand how certain experiences, lived in various organizational, economic, and social contexts, can lead to a progressive erosion of motivation, but also how demotivation can act upon individuals' search for meaning, and conversely, how the meaning attributed to work can become a lever for resilience and re-engagement. Demotivation is examined as a loss of engagement linked to unfavorable organizational conditions, to a slow and silent psychological withdrawal, or to a process of identity disaffiliation. It is exacerbated by a lack of recognition, perceived inefficacy, or the absence of professional prospects. Conversely, meaning at work is viewed as a subjective, relational, and multidimensional phenomenon. It emerges from coherence between personal values, organizational mission, and social interactions, and can act as a protective factor against psychological wear. The methodology is based on introspective analysis combined with theoretical concepts, linking lived experiences in different contexts (Algeria, Turkey, Quebec) with validated analytical frameworks. The results reveal that demotivation is not a static state, but a dynamic process fueled by perceived injustice, institutional instability, and lack of autonomy, whereas the search for meaning constitutes an active process of identity and professional reconstruction. This study concludes that restoring meaning at work through authenticity, perceived utility, or recognition can transform demotivated trajectories into opportunities for growth. It encourages managers to view meaning not as a secondary variable of motivation but as a strategic resource. -- Mot(s) clé(s) en anglais : Demotivation, Meaning at work, Professional engagement, Autopraxéography, Organizational factors, psychological contract rupture, Recognition, Resilience, Identity construction, Disengagement. »--
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How this classification was reachedexpand
Full frame machine prediction
Teacher imitationNot calibrated prevalence, not ground truth. Human validation pending. The Gemma side is a direct model label for every work in the frame, read from the title-only record. The Codex side is a classifier learned from the 10,348 direct Codex labels and calibrated to design-weighted sample rates; fields without enough sample support carry no Codex call. Candidate is the union of the two sides; consensus is their intersection. These outputs are machine_predicted_unvalidated and are not human labels.
Distilled classifier scores by category (both heads)
| Category | Codex | Gemma |
|---|---|---|
| Metaresearch | 0.005 | 0.005 |
| Meta-epidemiology (narrow) | 0.000 | 0.000 |
| Meta-epidemiology (broad) | 0.000 | 0.001 |
| Bibliometrics | 0.001 | 0.001 |
| Science and technology studies | 0.009 | 0.030 |
| Scholarly communication | 0.010 | 0.007 |
| Open science | 0.001 | 0.008 |
| Research integrity | 0.002 | 0.004 |
| Insufficient payload (model declined to judge) | 0.006 | 0.001 |
Machine scores (provisional)
The two teacher heads of the student model, read on this work. A score orders the frame for review; it never asserts a category, and the validation status ships verbatim with every row.
Baseline scores from an immature model (maturity gate not passed, 7 training rounds). Scores rank; they never assert a category.
score_only:v0-immature-baseline · verbatim from the scoring run: score_only means the number may rank works, and no category label ships from itClassification
machine, unvalidatedMachine predicted; a candidate call from one source (direct Gemma or distilled Codex), not a consensus.
How this classification was reached, model by model and score by score, is at the end of the page under "How this classification was reached".