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Renforcement de l’engagement dans l’Industrie 5.0

Author

Listed:
  • Alexandre Goujon

    (LAMIH - Laboratoire d'Automatique, de Mécanique et d'Informatique industrielles et Humaines - UMR 8201 - CNRS - Centre National de la Recherche Scientifique - UPHF - Université Polytechnique Hauts-de-France - INSA Hauts-De-France - INSA Institut National des Sciences Appliquées Hauts-de-France - INSA - Institut National des Sciences Appliquées)

  • Frederic Rosin

    (LISPEN - Laboratoire d’Ingénierie des Systèmes Physiques et Numériques - Arts et Métiers Sciences et Technologies)

  • Florian Magnani

    (MAGELLAN - Laboratoire de Recherche Magellan - UJML - Université Jean Moulin - Lyon 3 - Université de Lyon - Institut d'Administration des Entreprises (IAE) - Lyon)

  • Samir Lamouri

    (LAMIH - Laboratoire d'Automatique, de Mécanique et d'Informatique industrielles et Humaines - UMR 8201 - CNRS - Centre National de la Recherche Scientifique - UPHF - Université Polytechnique Hauts-de-France - INSA Hauts-De-France - INSA Institut National des Sciences Appliquées Hauts-de-France - INSA - Institut National des Sciences Appliquées)

  • Robert Pellerin

    (CIRRELT - Centre Interuniversitaire de Recherche sur les Réseaux d'Entreprise, la Logistique et le Transport - EPM - École Polytechnique de Montréal - UdeM - Université de Montréal - HEC Montréal - HEC Montréal)

Abstract

This article explores the impact of new technologies on employee engagement in the context of Industry 5.0. Although Industry 4.0 (I4.0) was introduced in 2011, most companies are still in the early stages of the transition. Industry 5.0 (I5.0) aims to further integrate social and environmental priorities, promoting harmonious collaboration between humans and machines. Autonomy, a crucial pillar of I5.0, is closely linked to employee engagement. A systematic review of the literature on I4.0 and I5.0 identified 12 relevant articles. These studies highlight the importance of engagement in the adoption of new technologies, although methodologies and definitions of engagement vary considerably. The most studied technologies are artificial intelligence, simulation, and cobotics. The majority of studies suggest that these technologies enhance engagement, but some also highlight risks of degradation. A global engagement model, such as Octalysis, is proposed to better understand the levers of engagement. The results emphasize the need for standardized methodologies and a common definition of engagement for more robust future research.

Suggested Citation

  • Alexandre Goujon & Frederic Rosin & Florian Magnani & Samir Lamouri & Robert Pellerin, 2025. "Renforcement de l’engagement dans l’Industrie 5.0," Post-Print hal-05222853, HAL.
    • Handle: RePEc:hal:journl:hal-05222853
    Note: View the original document on HAL open archive server: https://hal.science/hal-05222853v1
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    References listed on IDEAS

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    1. Li Sun & Chanchai Bunchapattanasakda, 2019. "Employee Engagement: A Literature Review," International Journal of Human Resource Studies, Macrothink Institute, vol. 9(1), pages 63-80, December.
    2. Mario Passalacqua & Robert Pellerin & Esma Yahia & Florian Magnani & Frédéric Rosin & Laurent Joblot & Pierre-Majorique Léger, 2024. "Practice With Less AI Makes Perfect: Partially Automated AI During Training Leads to Better Worker Motivation, Engagement, and Skill Acquisition," Post-Print hal-04487695, HAL.
    3. Loïc Couture & Mario Passalacqua & Laurent Joblot & Florian Magnani & Robert Pellerin & Pierre-Majorique Léger, 2024. "Adaptive System to Enhance Operator Engagement during Smart Manufacturing Work," Post-Print hal-04602719, HAL.
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