Employee perspective on well-being at work – An interview study

Zutavern, Stefanie ; Seifried, Jürgen

Document Type: Conference presentation
Year of publication: 2018
Conference title: 9th EARLI SIG 14 Conference Learning and Professional Development 2018
Location of the conference venue: Geneva, Switzerland
Date of the conference: 12.-14.09.2018
Publication language: English
Institution: Business School > Wirtschaftspädagogik, Berufliches Lehren und Lernen (Seifried 2012-)
Subject: 370 Education
Abstract: Strong growth rates and shortage of skilled professionals have led to an excess demand for trained and experienced specialists in the IT sector. In order to prevent the emergence of a competence gap, and thereby, to ensure the organisations long-term competitiveness, two strategies seem to be promising: Fostering employees’ well-being at work can reduce turnover intention and simultaneously improves job satisfaction (Wright & Bonett, 2016). In addition, communicating the organisation’s benefits through an attractive employer brand could help to promote recruiting success and retention of employees (Wilden, Gudergan, & Lings, 2010). Over the long term, both strategies could increase employees’ job satisfaction and organisational commitment. Against this background, our research project aims to identify employees’ feel-good factors at work (RQ 1). Furthermore, it will be investigated whether personal constructs influ-ence employees’ individual relevance for personal well-being in the workplace (RQ 2). The research project is currently being carried out in cooperation with a SME operating in the IT sector. We are going to carry out expert interviews (N = 60), and the use of an interview guideline ensures standardi-sation of the process. In order to cover crucial factors relevant for job satisfaction and organizational com-mitment (RQ 1), comprehensive research led to three categories: organizational characteristics, job charac-teristics, and social relationships (Hackman & Oldham, 1974; Herzberg, Mausner, & Snyderman, 1959; Koopmans et al., 2012). By asking open questions, participants should be encouraged to name various as-pects of each of the three categories. Afterwards, an individual ranking of the before-mentioned aspects serves to gain insights about their personal relevance. To investigate RQ 2, we asked for different facets of agency, psychological capital and psychological safety, since they correlate positively with well-being, job satisfaction and organisational commitment (Frazier, Fainshmidt, Klinger, Pezeshkan, & Vracheva, 2017; Goller, 2017; Gruman & Saks, 2013). Finally, the inter-view ends with a global assessment of organizational commitment (Klein, Cooper, Molloy, & Swanson, 2014). The instrument’s comprehensibility and practicability was tested in a pre-test. Data analysis is based on a standardized coding system, which covers the three categories from the inter-view guideline. Furthermore, it includes codes to encode the above-mentioned relevant personal con-structs. Since the interviews are going to be conducted from the end of February until the end of March 2018, findings are not available at submission date but are expected by the end of May 2018. This provides the opportunity to discuss data analysis on individual-level on the one hand as well as further analyses on group-level. This could be followed by discussing the correlation of leadership and industry-specific aspects on employees’ well-being, since empirical evidence of these issues is lacking (Frazier et al., 2017). Apart from that, the findings can serve to develop individual onboarding strategies and work designs as well as to create a meaningful employer brand, in order to recruit and retain organisations’ employees as a decisive competitive factor.

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