That would be the absolute free market proposed solution for addressing social externalities in the absence of regulation: companies that make employees unhappy are rendered less competitive due to higher churn and a need for above market wage levels to act as a perpetual retention bonus. I expect that the more readily an industry can convert novel thinking into economic advantage, the greater the strength of that phenomenon, and the more challenging it is to find a global minimum for both individual and organization prosperity.
My last 9-5, many years ago, involved writing logistics software in an industry that: didn't present moral dilemmas, didn't especially reward creativity, and certainly didn't leave one feeling any real sense of accomplishment - outside of occasionally conquering another rung on the corporate ladder. It did, however, regularly present interesting problems - so I was pretty happy getting paid to solve non-contrived puzzles. But as I assumed more responsibility I surrendered more independence, and it eventually got to the point were it was a job - so I asked for a pay bump large enough to compensate the loss of intellectually challenging problems. I found myself reading IRS guidance for independent contractors shortly thereafter.
Over the years I've considered paths that would eventually necessitate hiring, but I haven't been able to come up with a solution for the problem of balanced interests. One that would have been able to retain my younger self while also maximizing utility. I'm not sure if such a financial instrument exists, one that incentivizes the execution of long term objectives in the company's interest, doesn't collect dead weight silent partners, doesn't leave anyone starving, and doesn't end in a coup.