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

Abstract

Activity-based workplaces (ABWs) are implemented with possible implications for health, well-being, and work satisfaction in the workplace. Drawing on the theoretical framework, i.e., sense of coherence (SOC), the aim was to investigate how indicators pf SOC—meaningfulness, manageability and comprehensibility—are associated with, or function as barriers or facilitators for, health, well-being and work satisfaction during relocation to an ABW. We followed the implementation of ABWs at the Swedish Transport Administration (2018–2019). Questionnaires were administered before (n = 536), 3 months (n = 409) and 9 months (n = 373) after relocation. Focus group interviews (15) were conducted before and after. Data were analyzed using repeated measures ANOVA and content analysis. Relocation to an ABW was associated with a reduced work satisfaction (physical p < 0.001; psychosocial p < 0.001), and minor changes in health and occupational well-being during relocation (p > 0.001). The reduction in work satisfaction was smaller among employees with high meaningfulness in the relocation process (p < 0.001). All SOC indicators were positively associated with overall health, well-being and work satisfaction (p < 0.001). Interviews suggested that meaningfulness was facilitated by participation in the presented activities and that communication before relocation was crucial. The results indicate that organizations implementing ABWs should promote perceived meaningfulness in the process to mitigate possible declines in satisfaction with the physical and psychosocial work environment.

Workplace change process and satisfaction with activity-based office

“…The results showed that, on average, environmental satisfaction decreased in the ABO, which is in line with similar relocation studies (Haapakangas et al , 2018; Ruohomäki et al , 2019). Second, the perceptions of the process before the relocation were associated with a change in environmental satisfaction even a year after the relocation took place, complementing earlier studies, which have shown associations between the implementation process and employee satisfaction (Brunia et al , 2016; Rolfö et al , 2018; Wijk et al , 2020). In this case study, the personnel perceived shortcomings in change management, especially in their opportunities to really influence the decision-making and design process, as well as to receive accurate information.…”

“…In addition, such changes require long follow-up periods, as they involve profound changes in organizational culture and employee behavior. The follow-up periods of most previous relocation studies have been less than one year (Rolfö, 2018; Wijk et al , 2020; Gerdenitsch et al , 2017: Arundell et al , 2018; Blok et al , 2012), with a few exceptions (Bergsten et al , 2021; Haapakangas et al , 2019; Meijer et al , 2009).…”

A healthy office and healthy employees: a longitudinal case study with a salutogenic perspective in the context of the physical office environment

“…Ruohomäki et al (2015) related sense of coherence to office relocation, but no explicit relation was made to the physical environment. Similarly, a recent case study investigated indicators of sense of coherence during relocation to an activitybased office with a two-wave questionnaire and focus group interviews (Wijk et al, 2020). The study showed that meaningfulness, manageability, and comprehensibility, significantly increased from baseline to nine months post-relocation, given that the implementation process facilitates sense of coherence with support, tools on how to work in an activity-based office, and clear communication.…”

“…Blok et al, 2009;Candido et al, 2019;Gerdenitsch et al, 2018;Rolfö et al, 2018) which may be enough time for employees to adjust to the new environment and capture novelties. According to Wijk et al (2020), a follow-up after nine months may be too short, as they did not find any changes in health after a move to an activity-based office from multiple office types. Short-term evaluations are therefore not sufficient to give in-depth knowledge on how novelties are appropriated over time.…”

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

“…Roskams and Haynes [ 30 ] proposed a conceptual framework that identified environmental demands and resources influencing SOC, such as a clear set of behavioral rules, biophilic design solutions, and design that supports social cohesion, physical activity, and personal identity expression. Similarly, a recent longitudinal case study investigated indicators of SOC during relocation to an activity-based office with a questionnaire and focus group interviews [ 31 ]. The study showed that all SOC indicators were positively associated with overall health, well-being, and work satisfaction.…”