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The present study aims to analyze the effect of workplace humanization on well-being and employability within current organizational dynamics. The research was conducted under a qualitative approach through a systematic literature review, based on the analysis of academic documents published between 2010 and 2024, selected according to previously defined inclusion criteria. The analysis was supported by an interpretative perspective that enabled the identification of categories related to human resource management, workplace well-being, humanization practices, and their application across different organizational environments.
The findings indicate that workplace humanization constitutes a strategic approach that promotes the comprehensive development of employees, strengthening variables such as motivation, commitment, and organizational performance. Likewise, workplace well-being was identified as a central element in the construction of healthy organizational environments, directly influencing job quality and employee satisfaction. In addition, humanization practices contribute to the consolidation of more inclusive, participatory, and sustainability-oriented organizational cultures.
However, limitations were observed in its implementation, particularly regarding resource availability, resistance to change, leadership weaknesses, and structural conditions within organizations. In conclusion, workplace humanization should be understood as a contextual and adaptive process, whose effectiveness depends on the organizational capacity to integrate human well-being with the achievement of results.
