This research paper joined in the continuity of the studies carried out about the theme of the contribution of the social audit to the motivation of the staff. The context of the healthcare sector gives research the characteristic of originality taking into consideration the limited number of studied done in this subject in Morocco. In particular, it is a question of estimating the impact of the practices of the social audit on the motivation. The general context of the study is characterized by the reforms aimed at improving human resources. A rich and comprehensive literature review of the key concepts of this research allowed the positioning of this study clearly in the theoretical part. To carry out the research work, a hypothetical-seductive approach is favored within the framework of a post-positivist paradigm. The review of the literature has made it possible to formulate the hypotheses that were sought to validate or reject this base on the data collected as part of the field study conducted on samples from 80% of hospitals. Indeed, the social audit that is carried out by 25, 75% of hospitals surveyed is a compliance audit, it concerns HR policies specifically (remuneration, recruitment, training, social climate), these practices are significantly about motivation.

This research paper joins in the continuity of the studies carried out about the theme of the contribution of the social audit to the motivation of the staff. The context of the healthcare sector gives research the characteristic of originality taking into consideration the limited number of studied done in this subject in Morocco. In particular, it is a question of estimating the impact of the practices of the social audit on the motivation. The general context of the study is characterized by the reforms aimed at improving human resources. A rich and comprehensive literature review of the key concepts of this research allowed the positioning of this study clearly in the theoretical part. To carry out the research work, a hypothetical-seductive approach is favored within the framework of a post-positivist paradigm. The review of the literature has made it possible to formulate the hypotheses that were sought to validate or reject this base on the data collected as part of the field study conducted on samples of 80% of hospitals. Indeed, the social audit that is carried out by 25, 75% of hospitals surveyed is a compliance audit, it concerns HR policies specifically (remuneration, recruitment, training, social climate), these practices are significantly about motivation.

This research paper joins in the continuity of the studies carried out about the theme of the contribution of the social audit to the motivation of the staff. The context of the healthcare sector gives research the characteristic of originity taking into consideration the limited number of studied done in this subject in Morocco. In particular, it is a question of estimating the impact of the practices of the social audit on the motivation. The general context of the study is characterized by the reforms aimed at improving human resources. A rich and comprehensive literature review of the key concepts of this research allowed the positioning of this study clearly in the theoretical part. To carry out the research work, a hypothetical-seductive approach is favored within the framework of a post-positivist paradigm. The review of the literature has made it possible to formulate the hypotheses that were sought to validate or reject this base on the data collected as part of the field study conducted on samples of 80% of hospitals. Indeed, the social audit that is carried out by 25, 75% of hospitals surveyed is a compliance audit, it concerns HR policies specifically (remuneration, recruitment, training, social climate), these practices are significantly about motivation.

وانضمت هذه الورقة البحثية إلى استمرارية الدراسات التي أجريت حول موضوع مساهمة التدقيق الاجتماعي في تحفيز الموظفين. يعطي سياق قطاع الرعاية الصحية البحث سمة الأصالة مع الأخذ في الاعتبار العدد المحدود من الدراسات التي أجريت في هذا الموضوع في المغرب. على وجه الخصوص، إنها مسألة تقدير تأثير ممارسات التدقيق الاجتماعي على الدافع. يتميز السياق العام للدراسة بالإصلاحات التي تهدف إلى تحسين الموارد البشرية. سمحت مراجعة الأدبيات الغنية والشاملة للمفاهيم الرئيسية لهذا البحث بوضع هذه الدراسة بوضوح في الجزء النظري. لتنفيذ العمل البحثي، يتم تفضيل نهج افتراضي إغرائي في إطار نموذج ما بعد الوضعية. أتاحت مراجعة الأدبيات صياغة الفرضيات التي تم السعي إليها للتحقق من صحة هذه القاعدة أو رفضها على البيانات التي تم جمعها كجزء من الدراسة الميدانية التي أجريت على عينات من 80 ٪ من المستشفيات. في الواقع، فإن التدقيق الاجتماعي الذي يتم إجراؤه من قبل 25، 75 ٪ من المستشفيات التي شملها الاستطلاع هو تدقيق للامتثال، وهو يتعلق بسياسات الموارد البشرية على وجه التحديد (الأجور، والتوظيف، والتدريب، والمناخ الاجتماعي)، وهذه الممارسات تتعلق بشكل كبير بالتحفيز.