How does The Social Culture of Your Office Affect Your Health

New research shows that getting along with people who work and building strong connections with them has actually improved Your overall health and well-being. According to an international meta-analysis involving 58 studies published in the academic journal Personality and Social Psychology Review, involving more than 19,000 people, it feels like you and your colleagues are in the same team, perhaps more importantly , Feel that your colleagues feel the same way, not only will help improve work efficiency, but also help workers’ mental and physical conditions.

Niklas Steffens, the lead researcher at the University of Queensland for the analysis, said his team’s main findings indicate that when people are particularly involved in social relationships at work, there will be more evidence of health benefits, and The degree of burnout is low.

“When we identify with our work group and organization, it gives us a sense of’we’, which is the basis for a sense of belonging, agency and social support, and a sense of meaning and purpose,” Steffens told mental_floss in an email.

In order to draw conclusions, Steffens and his team (including researchers from China, Germany, Norway, and Australia) carefully reviewed dozens of previous studies over the past two decades, which examined the relationship between group social identity and internal health of the organization. Relationship between. Overall, the team found that workplaces that make employees feel “home away from home” and promote low-level workgroups where employees can identify with society are most likely to create a vibrant, rather than exhausted workforce. In turn, such employees tend to be more successful and satisfied with their work, and are less likely to experience physical symptoms, such as back problems or low cortisol levels. Research shows that it is particularly important to share or know that colleagues can feel the same sense of office unity.

Surprisingly, the analysis found that these benefits tend to be stronger when more of the participants in the study are men; considering that women tend to have stronger social networks, this is counterintuitive information. Steffens and his team hypothesized that this might be because many workplaces are still stereotyped men, making women feel excluded from the organization’s circle.

Another area identified by the study may require more examination, and that is how much impact employees can have when they actively move themselves away from office social groups. The study said: “It is conceivable that more and more people cannot identify

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Compared with the existence of restlessness, discomfort and stress, it is more closely related to lack of ease, comfort and well-being. ”

Communications expert Josselyne Herman Saccio (Josselyne Herman Saccio) did not participate in the study, but hosted a seminar for the personal and professional growth company Landmark. He said that the “feeling of self” in the office social group also Can feed a weak mental state and indulge in negative behaviors such as complaining and gossip.

Saccio said: “When you are in complaint mode at work and other people agree with you, you end up in trouble.” She said that when you find that other beef can enhance them, you seem to be more authentic beef. When you internalize each complaint, this can lead to bad moods, poor work performance, and feelings of burnout. Instead, Saccio recommends rearranging complaints in the form of requests so that things can really be done and social connections with colleagues can be established through more active filters. Discussing with work friends about the aspects of the job or organization that initially attracted you can change these mindsets.

She said: “You may eventually rekindle the enthusiasm of others.”

From the perspective of a hiring manager, determining whether a candidate is suitable for your employee’s social culture should depend on whether that person is someone other workers can identify. (The same can be said for a potential employee trying to assess whether they are suitable for a new company.) Based on his team’s research, Stephens said that shared social bonds are critical to someone’s overall  satisfaction.

Steffens said: “Hirring managers may want to look for people who may actively undermine the sense of unity in the team or organization and damage other members’ sense of social identity in the workplace.” “In addition, managers may also want to look for those who may be Individuals whose personal interests are placed above the interests of other members of the team and the organization they will join. Instead, hiring managers may want to find people who are capable and willing to contribute to a meaningful and healthy group life at work.”

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