Caractérisation des effets de la rotation de postes sur la motivation et l’engagement des opérateurs à l’ère de l’industrie 5.0

Job rotation is a common practice in manufacturing companies. These policies aim to achieve various objectives, such as reducing ergonomic risks, developing, and maintaining multiple skills, and stimulating operators' motivation by alleviating the boredom of repetitive tasks. While the benefits of reducing ergonomic risks are well-documented in the literature, the impact of these policies on psychosocial factors, such as motivation and engagement, remains understudied. This paper aims to characterize job rotation policies identified in the literature using a framework specifically developed for this purpose. This framework was then used to analyze the reported impacts on operator motivation and engagement. The results indicate that engagement has been studied solely from the perspective of job satisfaction, which is considered an incomplete measure by multiple researchers. No study has sought to identify how to adapt job rotation policies for specific types of operator motivation. Concerning rotation policies, increasing operator autonomy seems to be a solution to enhance engagement. However, other psychological needs, such as the need for competence and belonging, also require further investigation.