This article explores the characteristics of the emotional salary and its effect on people's quality of life; It is not new to mention that organizations need to be competitive and to achieve this the human factor is of the utmost importance, however, companies are concerned and invest more time in developing and implementing business strategies for their growth, however they are rarely concerned for remunerating and compensating its work team, this being a key piece to retain its best talents, increase performance and increase productivity, so motivation towards collaborators must be a constant concern of any organization- Today, the dynamics Current jobs require a factor that balances their family life and their professional environment, which is why it becomes clear how emotional salary appears as a complement, since the affective needs of workers have a direct impact on emotional well-being and have a direct impact on their labor performance.

Changes in work rhythms in these times have led to the emergence of different behaviors in the collaborators of organizations, severely affecting their social, physical, mental and emotional health. The purpose of this research has to characterize work alienation in organizations as highly interrelated psychosocial risk factors and work stress as a consequence of the dynamism of the environment in which current organizations find themselves. Its main objective is to determine the relationship between work alienation, Psy-cosocial Factors at Work and Work Stress in employees of a business integration company. The methodology is the construction of the research is descriptive in the research process, observing the behavior of these variables in their natural context; by selecting and reviewing different documentary sources. The results obtained are summarized in observations made on the theoretical and practical interrelation that is deduced between these constructs. Main aspects of work alienation are presented, psychosocial factors and work stress issues are addressed, what it is and how they originate, and how to reduce them. Finally, a proposal is presented as a means for counteracting these effects among the collaborators of an organization.