Research center

For a long time, studies have focused on poor health at work, yet it is also relevant to look at the sources of well-being at work. Through an online questionnaire, several hundred employees provided us with information about their relationships at work and their feelings of self-esteem and personal efficacy. These results reinforce the idea that a work environment that supports and encourages a sense of personal efficacy, while preserving workers' self-esteem, is one of the levers for developing employee well-being.

The impostor syndrome is a frequent phenomenon that can have deleterious consequences for the individual from a psychological point of view. It is a vicious circle in which the individual perceives feedback as a threat. This syndrome seems to impact the individual’s feedback seeking strategies. The aim of our study is to show that impostor syndrome will have an effect on the type of feedback seeking used by employees with their supervisor.

There's no shortage of terms for addressing the issues of well-being and health in the workplace, but can any one of them replace the other? To answer this question, and to understand how employees perceive quality of life, well-being and mental health at work, discover who is best placed to support employees on these issues, and address the consequences of the health crisis on the perception of these subjects, the Moodwork research center surveyed nearly 500 French employees.

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We address the determinants of QWL, the respect of the needs by the company, and the actions necessary to help empower employees to improve their QWL.

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Taking action on one’s own work environment can allow each person to improve their quality of life at work. Through this study, we address this question in order to identify how our sense of self-efficacy impacts our well-being at work.

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In partnership with the association of healthcare employees (ANCIM), we studied the determinants of well-being at work for these professionals and observed how it differs from other caregivers.

We have created the first scale for measuring bore-out in the workplace in French. This article presents the different steps taken to validate this new tool. Our scale is composed of four main factors to account for different aspects of boredom.

We have developed a new tool to measure the well-being of employees. Based on scientific literature, this questionnaire makes it possible to question the risks and resources of individuals. It is formalized by a balance between risk and protection factors to allow everyone to become aware of their own situation.

Based on new research on burnout, we decided to create a new measurement tool, in the form of a short questionnaire. This article presents and describes it. Based on two main dimensions, our inventory allows to account for the burnout of each individual.