Recognition at work is an essential need, both existential and
organizational. It directly influences caregivers' engagement, professional
satisfaction, and psychological well-being (Brun & Dugas, 2005). At
the same time, the meaning of work plays a determining role in shaping
professional identity and acts as a lever for resilience in the face of job
related difficulties (Morin, 2008).
This study aims to explore the different forms of recognition perceived and
experienced by Tunisian nurses at various levels: institutional,
hierarchical, collegial, and social. It is based on mixed-methods research
conducted with 70 nurses (24 men and 46 women) working in the
emergency departments of two hospitals in Tunis. The questionnaire used
was inspired by scales developed by Bourdil and Ologeanu-Taddei (2018)
and Fall (2016). The analysis draws on two theoretical frameworks: the
positive psychology approach (Seligman, 2011) and work psychology
(Morin, 2008; Carpentier-Roy & Vézina, 2001).
The main results highlight a strong perception of a lack of institutional and
hierarchical recognition. Specifically, 75% of participants reported
insufficient financial recognition, and 88% felt that their commitment was
not acknowledged. Conversely, 37% reported collegial recognition,
expressed through active listening and solidarity. From the perspective of
patients and their families, 74% of the nurses reported receiving positive
feedback regarding the quality of care. However, 64% felt reduced to a
role of merely executing medical instructions.
In addition, an in-depth analysis of two individual cases illustrates the
range of experiences and their meanings, oscillating between pleasure and
resilience, and emotional exhaustion and suffering.
These findings advocate for a sustainable and positive policy of
professional recognition, integrated into both managerial and
interprofessional practices. In the Tunisian context, as elsewhere,
recognizing nurses means restoring meaning to their work—both in
everyday life and during times of crisis.