Sense of Coherence, Health, Well-Being, and Work Satisfaction before and after Implementing Activity-Based Workplaces

The importance of employee attitude in activity-based work environments and the potential role of personality

In studies of activity-based work environments, employees' prior attitude towards activity-based work environments has been identified as a potentially essential antecedent to how they perceive the new work environment. Using longitudinal data-collected once before and three times after moving to an activity-based office-we seek to reaffirm the moderating effect of this prior attitude on employee perceptions of privacy and psychological ownership in a sample from two smaller organisations (n = 38 combined). We also explore if employee attitude towards an activity-based work environment is related to personality dimensions. The findings support that prior employee attitude to an activity-based work environment moderates subsequent perceptions of privacy and psychological ownership. Only conscientiousness is significant when examining the association of personality and employee attitude towards an activity-based work environment. Implications of the findings and suggestions for future research are discussed.

Practitioner summary: Questions remain about activity-based work environments. The data shows employee perceptions of privacy and psychological ownership are lower after moving to an activity-based office, but only for employees with less favourable attitudes towards activity-based environments beforehand. Conscientiousness is positively associated with employees' attitude towards activity-based environments before the move.

Perception of the activity-based working concept by bank's employees as a working condition

OBJECTIVES

The aim of the research was to explore the potential of the concept of work in the activity-based working (ABW) environment, including its impact on stress, back pain and psychomedical parameters of employees subjected to and not subject to relocation.

MATERIAL AND METHODS

The data of 396 employees of both sexes were analyzed. The study used standardized psychological questionnaires to measure the level of perceived stress (Perceived Stress Scale), the level of readiness for change (Readiness for Change Questionnaire), the severity of health behaviors (Health Behavior Inventory) and the level of general self-efficacy (General Self-Efficacy Scale). The set included questionnaires measuring the level of knowledge of occupational health and safety rules and the frequency of back pain.

RESULTS

In the group of people whose workplace was moved to another building (in accordance with the concept), the relationship between the level of stress and selected variables: age, sense of generalized self-efficacy was checked. A significant negative correlation between the level of stress and age was confirmed (ρ = -0.16, p = 0.023), meaning a decrease in the level of stress with age. The level of stress correlated positively with the sense of efficacy (ρ = 0.21, p = 0.003), which means, the higher the sense of effectiveness, the higher the level of stress. In addition, it was confirmed that the level of stress in the group of people changing their location differed significantly from the general population.

CONCLUSIONS

Work in the ABW concept can contribute to the improvement of interpersonal communication and facilitate the social integration of employees and better evaluation of work in this model. Work in concept has not been shown to be a protective factor against back pain in people with obesity. It was confirmed that in people relocated from traditional office to office in the concept, relocation was associated with stress, but also with a greater sense of self-efficacy. Int J Occup Med Environ Health. 2023;36(4):526-40.

Relationships Between Sense of Coherence, Self-perception of Voice and Work Environment Among Teachers

OBJECTIVE

to analyze the relationship between sense of coherence and sociodemographic data, remote physical work environment, and self-perception of symptoms, vocal handicap and vocal fatigue in teachers.

METHODS

Seventy eight teachers pertaining to the municipal education network of a Brazilian capital city participated in the study, during the period of social isolation by COVID-19. An online questionnaire was applied with sociodemographic and physical remote work environment questions, the Sense of Coherence Scale (SOC-13), the Brazilian Dysphonia Screening Tool (Br-DST), the Vocal Fatigue Index (VFI), and the Vocal Handicap Index (VHI-10). Descriptive analysis, bivariate and multivariate Logistic regression models were performed to check the proportion of teachers with high and low SOC among the different categories of independent variables. Student's t test and Mann Whitney test were used to compare SOC, IDV, and VFI scores between the groups, and Hedge's g test was used to access the effect size. The total scores of SOC, VHI and VFI were correlated using Pearson's Correlation Coefficient. All tests adopted a 5% significance level.

RESULTS

Male teachers and those over 45 years old were, respectively, 6.79 (95%CI = 1.16-39.58) and 5.27 (95%CI = 1.40-19.76) times more likely to present a high SOC. The variables associated with a lower chance of presenting high SOC were vocal restriction (OR = 0.21; 95%CI = 0.06-0.79) and voice-related physical discomfort (OR = 0.13; 95%CI = 0.02-0.78). Regarding the remote work environment, in bivariate analysis, teachers who were dissatisfied with air quality (OR = 0.08; 95%CI = 0.01-0.65), temperature (OR = 0.11; 95%CI = 0.01-0.92), and noise (OR = 0.25; 95%CI = 0.61-0.99) were less likely to have high SOC. Higher values of SOC are associated with lower self-perception of vocal fatigue and voice handicap (P < 0,001).

CONCLUSION

The way individuals face stressful situations interferes with the self-perception of their voice and their work environment. The relationship between the sense of coherence and voice perception is relevant to favor programs to promote vocal health and stress management in teachers.

Male graduates transitioning into the workplace: managing stress through the sense of coherence components

Male graduates are faced with many challenges when transitioning into work life after graduation. This transition from university to the workplace is one of the most important developmental stages in a young adult's life. It has an important impact on their careers and causes increased stress levels. Often, young men are suffering from mental health challenges and feel as though they cannot seek the appropriate help. Thus, it is necessary to determine how young male graduates cope with the changes experienced in this period, especially relating to their sense of coherence and salutogenesis. The aim of the study is to investigate the transition from university to the workplace and to understand their stress and well-being experiences in terms of activating the three sense of coherence components for coping. A qualitative approach is employed through the use of semi-structured interviews with 10 male South African university graduates. A content analysis technique was used to analyse the qualitative data. The findings indicate that most of the young male graduates understand the transition from university to the workplace and the challenges that come with it (comprehensibility). They also have the necessary personal resources to cope with the stress (manageability) while experiencing this life phase as meaningful (meaningfulness). To understand the transition into the workforce was the most important aspect to stay health during the transition. However, male graduates mainly coped by applying their personal coping strategies and mechanisms and thereby managed their transition mainly by themselves, not based on organizational structures or integrative processes. Meaning applied to the transitional process mainly derived from their personal concepts of creating a meaningful life, not as such from the meaning applied to the work or position they held. The findings provide insights which can be used by higher education institutions to prepare graduates for the transition into the workforce and for organizations to develop programmes for graduates to improve their transition into the organization.

A Cross-Sectional Study of the Perceived Stress, Well-Being and Their Relations with Work-Related Behaviours among Hong Kong School Leaders during the COVID-19 Pandemic

The health and well-being of school leaders during the COVID-19 pandemic have been largely neglected compared to the health and well-being of students and teachers. This study assessed the magnitude of perceived stress and well-being and the associated factors, including number of working hours, work-related sense of coherence (work-SoC), perceived stress, self-endangering work behaviour, secondary burnout symptoms, and satisfaction with work, among school leaders in Hong Kong, China during the COVID-19 pandemic. This cross-sectional, survey-based study collected demographic data and mental health measurements from 259 eligible school leaders in Hong Kong from April 2021 to February 2022. Pearson's correlation analyses, multilinear regression models, and independent-samples Student's t-tests were performed. The findings revealed that school leaders' perceived stress was negatively correlated with their well-being (r = -0.544, p < 0.01) and work-related SoC (r = -0.327, p < 0.01) but positively correlated with their extensification of work (r = 0.473, p < 0.01), exhaustion related to work situations (r = 0.559, p < 0.01), and psychosomatic complaints (r = 0.439, p < 0.01). In a model that adjusted for gender and age, student leaders with higher subjective well-being scores had a lower level of perceived stress (B = -0.031; 95% confidence interval [CI], -0.59, -0.02; p = 0.034), whereas leaders in schools with a larger student population had a higher level of perceived stress (B = 0.002; 95% CI, 0.000, 0.003; p = 0.030). School leaders with a higher likelihood of performing the self-endangering work behaviour of 'intensification of work' had higher perceived stress levels (B = 1.497; 95% CI, 0.717, 2.278; p < 0.001). School leaders with a higher work-related SoC (B = 4.20; 95% CI, 1.290, 7.106; p = 0.005) had a higher level of well-being. School leaders with higher levels of perceived stress (B = -0.734; 95% CI, -1.423, -0.044; p = 0.037), a higher likelihood of performing the self-endangering work behaviour of 'extensification of work' (B = -4.846; 95% CI, -8.543, -1.149; p = 0.010), and a higher score for exhaustion related to work (B = -10.449; 95% CI, -13.864, -7.033; p = 0.000) showed lower levels of well-being. The finding of a high incidence of stress among school leadership justifies the need for more societal attention to the well-being of school leaders in Hong Kong. It is important that policies and initiatives are designed to enhance the well-being of school leaders and that they are supported in leading the management of schools and coping with stress in school settings.

Implementation of Activity-Based Workplaces (ABW)-The Importance of Participation in Process Activities

Relocation to new office solutions such as activity-based workplaces (ABW) has increased but satisfaction with the ABW among employees varies, and the importance of participation in the relocation process is unclear. This study aimed to examine the association between employees' extent of participation in the implementation process activities and satisfaction with the relocation to ABW. Data were collected from 699 employees in a Swedish governmental agency 3-months prior to, 3-months and 9-months after relocation to the ABW. Questionnaires were used to assess participation in process activities and perceived satisfaction with knowledge about working in ABW, office rules, and information and support during the process. Participation in activities was significantly associated with higher overall satisfaction with knowledge, office rules, information and support, and effects were generally more pronounced as the number of attended activities increased. Satisfaction also increased among non-participants, although without reaching the same levels as participants. Our results show the importance to offer and facilitate a high participation in the relocation process activities to obtain satisfaction with a relocation to ABW.

Changing the Office Design to Activity-Based Flexible Offices: A Longitudinal Study of How Managers' Leadership Behaviours Are Perceived

This longitudinal study examines the impact of office type on employees' perception of managers' leadership behaviours, which is an unexplored area. The expanding research related to activity-based flexible offices (AFOs) has mainly focused on employees' working conditions and health outcomes, not on the changes in leadership behaviours when moving from traditional offices to AFOs. Office workers (n = 261) from five office sites within a large Swedish government agency were included in a controlled study of a natural intervention. At four sites, traditional offices were replaced by AFOs, while workers at one site with no relocation acted as the control. The same employees rated different leadership behaviours in a web-based questionnaire at baseline and at one follow-up. The analyses showed that relocations from cell and open-plan offices to AFOs were clearly related to a decrease in the perception of relation-oriented leadership behaviours. However, coming from open-plan offices to AFOs also decreased the perception of the other leadership dimensions. As expected, the control group was stable over time in their perceptions. This emphasises the need for organisations to provide managers with prerequisites so they can keep up with behaviours that support employees' performance and health when office designs and ways of working are changed.

Impact of activity-based work environments on knowledge work performance – quasi-experimental study in governmental workplaces

Purpose

Work environment change from the traditional cell- and open-space offices to activity-based work (ABW) generates many concerns among workforce and management. The purpose of this study is to observe impacts of ABW change on several knowledge work performance drivers and outputs.

Design/methodology/approach

A quasi-experimental design was applied to distinguish the impact of ABW on several dimensions of knowledge work performance in three governmental organizations. The empirical measures that were observed in the study were: perceptions of physical environment, virtual environment and social environment, individual ways of working, well-being at work and self-assessed productivity.

Findings

Well-being at work or productivity will not collapse because of ABW change. Most of the facets of self-assessed productivity and all of the well-being facets did not change because of the adoption of ABW. ABW change had a positive impact on group work effectiveness but negative effect on perceptions of the facilities as conducive for efficient working. ABW change had an enhancing effect on the routine of protecting one’s concentration from software-induced interruptions and decreasing effect on using mobile technologies to work during idle times and using technology to avoid unnecessary traveling. ABW change made telework more acceptable.

Originality/value

To the best of the authors’ knowledge, this study was one the first studies following real-world change to ABW with quasi-experimental design. The difference-in-differences approach made it possible to isolate the causal impact of ABW change on the knowledge work performance drivers and outputs from other simultaneous changes taking place in the studied workplaces.

Workplace change process and satisfaction with activity-based office

Purpose

The purpose of this case study is to investigate how the personnel in an organization experienced the process of change when moving from private offices to an activity-based office (ABO) and how their perceptions of change were associated with changes in their satisfaction with the work environment a year after relocation.

Design/methodology/approach

A comparative pre-post study design and mixed methods were used. Survey data was obtained from 154 employees before the relocation and 146 after the relocation. The data on the 105 employees who responded to both surveys were statistically analyzed. Representatives of different units were interviewed (n = 17) and documentary material was analyzed as complementary material.

Findings

The personnel’s criticisms concerned the reasons for the change, their opportunities to influence the office design and the extent to which their views were taken into account. Environmental satisfaction decreased after moving to the ABO. The personnel’s ratings of the workplace change process before the relocation were associated with the later change in environmental satisfaction. Based on logistic regression, the degree of agreement with management’s reasons for the change was the strongest predictor of the change in environmental satisfaction.

Practical implications

Organizations that move from private offices to an ABO should invest in high-quality change management and simultaneously develop both work and facilities. Special attention should be paid to clarifying the rationale for the change to the employees and to providing them with opportunities to influence during the change. Organizations should continue to monitor user experiences and evaluate the effects of the change after the office redesign and should take corrective action as needed.

Originality/value

This empirical case study is unique as it combined qualitative and quantitative methods and investigated the process of relocation and its outcomes in a one-year follow-up. This approach captured the importance of managing change and assessing the long-term effects of office redesign when moving from private offices to an ABO.

How Does Office Design Support Employees' Health? A Case Study on the Relationships among Employees' Perceptions of the Office Environment, Their Sense of Coherence and Office Design

This study investigated the current design circumstances of an office as well as employees’ perceptions of the office environment in relation to their perceived health, drawing on sense of coherence theory (comprehensibility, manageability, and meaningfulness). Previous studies have related the physical office environment to employee health. However, most studies have focused on alleviating negative effects, while health-promoting potential, including employee sense of coherence, has been overlooked. This study adopted a mixed method case study approach, combining semi-structured interviews with employees, structured observations, and analysis of architectural drawings. The results indicated that employees’ perceptions did not always align with the ideas behind the architectural design and that employees understood the environment differently. The study also highlighted the interrelations (and contradictions) among the different components of sense of coherence. The findings imply that organizations may need to prioritize which components of coherence should be supported most by the office environment. It also suggests that case-specific design aspects should play a more central role in studying and conceptualizing healthy office design and that design solutions should be continuously modified during the use phase, while ensuring employees’ participation. The study concluded that an ‘ideal’ office environment should not be the goal. Instead, office design should provide an environment in which employees are able to cope with challenges in comprehensible, manageable and meaningful ways.

The impact of healthy workplaces on employee satisfaction, productivity and costs

Purpose

This paper aims to explore the added value of healthy workplaces for employees and organizations, in particular regarding employee satisfaction, labour productivity and facility cost.

Design/methodology/approach

The paper is based on a narrative review of journal papers and other sources covering the fields of building research, corporate real estate management, facilities management, environmental psychology and ergonomics.

Findings

The review supports the assumption of positive impacts of appropriate building characteristics on health, satisfaction and productivity. Correlations between these impacts are still underexposed. Data on cost and economic benefits of healthy workplace characteristics is limited, and mainly regard reduced sickness absence. The discussed papers indicate that investing in healthy work environments is cost-effective.

Originality/value

The findings contribute to a better understanding of the complex relationships between physical characteristics of the environment and health, satisfaction, productivity and costs. These insights can be used to assess work environments on these topics, and to identify appropriate interventions in value-adding management of buildings and facilities.

Musculoskeletal disorders and associated factors among office workers in an activity-based work environment

OBJECTIVES

To evaluate the prevalence of musculoskeletal disorders (MSD) and associated factors among office workers working in the activity-based workplace (ABW).

METHODS

42 office workers with ABW and 68 office workers as control participated. Nordic Musculoskeletal Questionnaire, Baecke Physical Activity Questionnaire, Copenhagen Psychosocial Questionnaire III, and Fear Avoidance Beliefs Questionnaire were used and Pain pressure threshold (PPT) was measured.

RESULTS

There were no significant differences in the prevalence of MSDs in most body areas between the ABW and control group. ABW group experienced significantly (p < 0.05) more right wrist, hand, and finger pain in the past 6 months when compared with the control group. ABW group demonstrated significantly (p < 0.05) more work-related physical activity and daily time spent standing. There were no significant differences in other pain-related factors measured.

CONCLUSIONS

Office workers with ABW had a similar prevalence of MSDs to office workers with a designated workplace and no differences in associated factors.