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Can a systematic participative method for processing workplace survey data enhance organizational communication skills?
University of Gävle, Faculty of Health and Occupational Studies, Department of Occupational and Public Health Sciences, Occupational health science. University of Gävle, Centre for Musculoskeletal Research.
University of Gävle, Faculty of Health and Occupational Studies, Department of Occupational and Public Health Sciences, Occupational health science. University of Gävle, Centre for Musculoskeletal Research.
University of Gävle, Faculty of Health and Occupational Studies, Department of Social Work and Psychology, Social work.
University of Gävle, Faculty of Health and Occupational Studies, Department of Occupational and Public Health Sciences.
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2016 (English)In: Scientific programme: Book of Abstracts, 2016Conference paper, Oral presentation only (Refereed)
Abstract [en]

Objectives

The PATH-model (1) frames how a healthy workplace with wellbeing for the individual along with organizational improvements can be achieved, suggesting five healthy workplace practices. In order for these practices to have the desired influence, the effectiveness of communication within the organization is crucial. The ongoing GodA-project (an acronym for good work environments and healthy workplaces) is set up to investigate different aspects of the PATH-model. The present sub-study aims at exploring to which extent the specific “GodA-method” for processing workplace survey data influences organizational communication skills. 

Methods

The GodA study is a 2-year follow up study with a survey feedback design in three companies with both blue- and white collar workers. In one of the companies the “GodA-method” for processing survey feedbacks was developed and tested. Baseline results concerning workplace factors were split into nine themes, small enough to be processed during respective working groups’ monthly staff meetings. At the meetings the employees discussed today’s theme, first without, then together with their supervisor and decided on one action for improvements. This strategy was chosen in order to empower the employees and implicitly train their communication skills. The intervention was followed by process evaluations.   

Results

Nine working groups, each with 7-13 employees, were studied. The degree to which the various groups actively took actions for improvements seemed to be associated with the closest supervisor’s understanding of the importance of respective themes and his/her capability to conduct group discussions.

Communication was measured by a 5-item index showing the discrepancy between experienced and desirable communication level, where -0,5 – 0 was considered as good. In groups (=5) performing 3-5 meetings the communication index in average deteriorated from -0.89 to -1.41, whereas groups (=4) performing 8-9 meetings the index improved or remained at a rather high level, in average from -0.92 to -0.71.

Conclusion

The results give support to the idea that systematic and continuous training focusing on a mutual theme is a feasible method for improving communication skills. Training of supervisors for group discussions seems necessary.

Place, publisher, year, edition, pages
2016.
National Category
Environmental Health and Occupational Health
Identifiers
URN: urn:nbn:se:hig:diva-23054OAI: oai:DiVA.org:hig-23054DiVA: diva2:1056627
Conference
Fourth International Scientific conference on Wellbeing at Work 2016, 29 May - 1 June 2016, Amsterdam, the Netherlands
Funder
AFA Insurance
Available from: 2016-12-15 Created: 2016-12-15 Last updated: 2017-01-03Bibliographically approved

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Lindberg, PerKarlsson, ThomasStrömberg, AnnikaGustafsson, Susanne
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