“…According to some authors (Ferreira, 2011;Pracidelli & Rossler, 2018;Sant'Anna, Kilimnik, & Moraes, 2011), addressing the QWL is a challenge in the sense of differentiating it from its vulgarization, which confuses with organizational marketing, public relations strategies, self-help, assistance and/or compensatory programs (for example, offering work-based physical activities and additional payments for hazardous duty). However, fortunately, we recognized that there are scientific approaches (Hackman & Oldham, 1975;Mejbel, Almsafir, Diron, & Alnaser, 2013), including Brazilian researchers (Carvalho, Domingues-Júnior, & Sant'Anna, 2017;Ferreira, 2015;Sant'Anna et al, 2011;Silva & Oliveira, 2017). This does not mean that the tendency for organizations to use QWL programs with the intention of reconciling the interests of capital and labor has been overcome; this trend was considered by some authors (Padilha, 2010;Pracidelli & Rossler, 2018) as illusory and responsible for deepening the alienation of work.…”