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Le soutien social du manager direct : une solution pour limiter l’épuisement professionnel pendant la crise sanitaire liée à la COVID-19 ?

Author

Listed:
  • Clara Laborie

    (CERAG - Centre d'études et de recherches appliquées à la gestion - UGA - Université Grenoble Alpes, Grenoble INP PHELMA - École nationale supérieure de physique, électronique, matériaux - UGA - Université Grenoble Alpes - Grenoble INP - Institut polytechnique de Grenoble - Grenoble Institute of Technology - UGA - Université Grenoble Alpes)

  • Emmanuel Abord de Chatillon

    (CERAG - Centre d'études et de recherches appliquées à la gestion - UGA - Université Grenoble Alpes)

Abstract

L'épidémie de COVID-19 a entraîné des vagues de confinement dans le monde entier et obligé des milliers de salariés à travailler isolés les uns des autres. Cette situation inédite a engendré de lourds inconvénients en matière de conditions de travail et de hauts niveaux d'épuisement professionnel chez les salariés. Dans ce contexte, les organisations ont essayé d'accompagner au mieux leurs collaborateurs, notamment en renforçant le rôle du manager direct. L'objectif de cette recherche est de déterminer si le soutien social du manager a été en mesure de modérer les effets négatifs de la charge de travail et de la charge mentale sur l'épuisement professionnel des salariés sous l'angle du modèle exigences/ressources de Bakker et Demerouti (2007). Pour cela, nous avons réalisé une enquête par questionnaire auprès de 5 495 salariés d'une branche de la Sécurité sociale française durant le confinement de novembre et décembre 2021. Nos résultats montrent que le soutien social du manager direct n'est pas en mesure de modérer l'effet des conditions de travail sur l'épuisement professionnel des salariés à domicile, et n'y arrive que modestement pour les salariés uniquement sur site. Néanmoins, ce soutien a un impact direct fort sur l'épuisement professionnel, quel que soit le lieu de travail, bien que cet effet soit nettement plus fort pour les salariés uniquement sur site. Nos conclusions viennent donc interpeller les travaux antérieurs qui présentent le soutien social du manager direct comme une ressource modératrice efficace face aux problématiques de santé au travail (Karasek et Theorell, 1990 ; Häusser et al., 2010 ; Aronsson et al., 2017 ; Hager, 2018). Toutefois, le contexte inédit de la crise sanitaire semble confirmer que l'isolement réduit le soutien social ressenti par les télétravailleurs et oblige les managers à fournir des efforts supplémentaires pour leur en prodiguer (Winkler, 2001).

Suggested Citation

  • Clara Laborie & Emmanuel Abord de Chatillon, 2022. "Le soutien social du manager direct : une solution pour limiter l’épuisement professionnel pendant la crise sanitaire liée à la COVID-19 ?," Post-Print hal-04520177, HAL.
    • Handle: RePEc:hal:journl:hal-04520177
    DOI: 10.7202/1091589ar
    Note: View the original document on HAL open archive server: https://hal.science/hal-04520177v1
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    References listed on IDEAS

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    Cited by:

    1. Clara Laborie, 2025. "Chapitre - La gestion du travail à distance : une charge individuelle et collective qui met en tension la fonction managériale," Post-Print hal-05563923, HAL.

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