Social Work Environment Research Articles

Experiences of psychological, social and organisational work environments in occupational health service in Sweden: a cross-sectional survey

BackgroundThe aim of this study was to compare and describe different professionals’ experiences of workplace psychological and social factors in occupational health (OH) organizations in Sweden.MethodsThis cross-sectional study with a descriptive and comparative design included 472 respondents with common professions in the occupational health service (OHS) in Sweden. Data were collected with “The General Nordic Questionnaire for Psychological and Social Factors at Work” (QPSNordic). The professions have been compared pairwise using the Independent Samples Kruskal-Wallis test, adjusted by Bonferroni correction for multiple tests on subscales and single items and these are presented descriptively.ResultsThe experience of the psychological and social work environment on job task measurement level differed between the professionals. Experiences on social and organizational as well as on individual measurement levels are similar between the professionals who perceive them as satisfactory. Out of the 472 respondents, 7% reported that they had seen someone being subjected to harassment and bullying at the workplace during the last six months.ConclusionsThe experience among the professionals differs most in the Job task measurement level. The results indicate that although different OH professionals experience psychological and social factors at work in different ways, their experiences are generally satisfactory even though harassment and bullying do exist. The research about occupational health professionals and their work environment is sparse. Further applied research is needed for the planning and development of occupational health services in Sweden.

Relational Job Crafting and Task Performance: The Mediating Role of Work Engagement

This study investigates the mediating role of work engagement on the effect of relational job crafting on task performance among employees in the public sector of Ghana. Relational job crafting involves offers significant benefits to public sector employees by enhancing their performance through collaborative engagement. Thus, when employees actively adjust their social work environment, they can reduce (increase) work-related stress (sense of purpose) through fostering stronger relationships, which also improve well-being and performance. The research employed a closed-ended questionnaire and conducted a cross-sectional online survey. The study’s target population consists of 17,163 public sector employees in Cape Coast Metropolis, out of which 456 were randomly selected to complete the survey. The sample size was estimated using the Adam, (2020) approach for selecting samples in a quantitative study. Data collection took place from January to June 2023, and the analysis was conducted utilising the R version of partial least squares structural equation modelling (PLS-SEM). The study revealed an average yet statistically significant influence of relational job crafting on both work engagement and task performance. Thus, relational job crafting had a significant positive effect on work engagement (β = 0.502, p < 0.01) and task performance (β = 0.293, p < 0.01), with work engagement further affecting task performance significantly (β = 0.475, p < 0.01). The significant positive relationship shows that the increase in both relational job crafting and work engagement among Ghanaian public sector employees further improves their performance in the various tasks assigned to them. Also, despite the direct relationship between work engagement and relational job crafting and task performance, it was further revealed that the latter further mediate the relationship among the former and task performance. Thus, it was found that work engagement serves as a complementary partial mediator in the relationship between relational job crafting and task performance (β = 0.238, SE = 0.034, 95% CI = 0.177, 0.309). These findings support the initial hypotheses established for the study. In terms of policy recommendations, this study emphasises the importance of fostering both work engagement and relational crafting to enhance task performance in the Ghanaian public sector. It suggests that employers, including government bodies, directors, and chief executive officers of public institutions, as well as policymakers, including labour unions, should implement measures across various sectors of public services to strengthen employee relations and increase engagement, ultimately enhancing task performance

THE INFLUENCE OF COMMUNICATION AND SOCIAL WORK ENVIRONMENT ON EMPLOYEES' INTERPERSONAL RELATIONSHIPS

This study explores the influence of communication and the social work environment on employees' interpersonal relationships, focusing on a sample of 60 employees from the Cimahi City Regional Government Agency. The research employs a saturated sampling method, where the entire population is included in the sample, ensuring comprehensive data representation. Data was collected through the distribution of structured questionnaires, designed to assess the quality of communication, the nature of the social work environment, and the resulting interpersonal relationships among employees. To analyze the collected data, multiple linear regression, t-tests, and f-tests were applied, allowing for both simultaneous and individual assessment of the variables in question. The findings reveal that both communication and the social work environment have a significant combined impact on the quality of interpersonal relationships among employees. Furthermore, the study indicates that when analyzed separately, both communication and the social work environment independently contribute to the development and maintenance of interpersonal relationships within the workplace. These results underscore the importance of fostering effective communication and a supportive social work environment to enhance workplace relationships, which are crucial for organizational success and employee well-being.

Antecedents of and experiences with voluntary early exit from working life before the expected retirement age in Sweden.

In most Western countries, senior workers have increased their participation in the workforce. However, at the same time, early retirement also increases. The reasons behind this early exit from the workforce are still unclear. This qualitative study aims to explore the antecedents of and experiences with a voluntary exit from working life before the expected retirement age of 65 in Sweden. Data consist of semi-structured interviews with 18 participants who exited working life between the ages of 61-63. In Sweden, these ages are considered as an early exit from working life since, for many years, the expected retirement age has been 65. Qualitative content analysis with an abductive approach was utilized. The analysis revealed four sub-themes: 1) Health benefits with an early exit from working life (with the categories: own health status, the possibility for recovery time, and avoidance of strain); 2) Having economic conditions that enable an early exit from working life (with the categories: offers from the employer and financial compromises); 3) Social benefits with an early exit from working life (with the categories: enabling more time with my social network and avoidance of unsatisfying social work environment); 4) Self-fulfillment activities during the senior years (with the categories: enabling time for activities beyond work and avoidance of decreased job satisfaction. This variety of antecedents of and experiences with a voluntary early exit from working life before the expected retirement age highlights that the ongoing increased statutory retirement age also increases the risk for extended inequalities among the aging population.

Factors affecting GEN Z’s intention to leave jobs in Vietnam

This study examines the factors affecting Gen Z’s intention to leave jobs in Vietnam. The Gen Z workforce is a fundamental human resource in society. However, the mounting rates of job turnover within this demographic have emerged as a notable cause for concern. This study, based on social exchange theory and self-concept theory, aims to evaluate the impact of various factors on the intention to leave among office employees from Gen Z in Vietnam. The study utilized a mixed-method, combining qualitative research (focus groups with 7 official employees) and quantitative research methods (Cronbach’s Alpha, Exploratory Factor Analysis-EFA, Pearson correlation, and multivariate linear regression). A sample of 385 office employees was surveyed, and data was analyzed using SPSS 26 software. The results revealed that stress at work (SW) positively affects office employees’ intentions to leave jobs. In contrast, some factors such as career advancement (CA), corporate social responsibility (CSR), work environment (WE), ethical leadership (EL), and salary policy (SP) negatively affect official employees’ intention to leave jobs. Drawing on these results, managers can better understand how to mitigate the intention to leave jobs among office employees from Gen Z in Vietnam through adjustments in career advancement, corporate social responsibility, work environment, ethical leadership, and salary policy. The study acknowledged certain limitations and provided avenues for future research.

Pergeseran dan Pemertahanan Bahasa Daerah Pengrajin Kayu di Kabupaten Tegal

This research examines the maintenance and shift of Javanese and other regional languages among wood craftsmen in Tegal Regency, Indonesia. Regional languages are integral to cultural identity, and their retention or shift reflects broader social and cultural dynamics. Using a qualitative case study approach, data was collected through observation, interviews, questionnaires, and documentation. The study employs thematic analysis to provide an in-depth understanding of language use patterns. Findings reveal a linguistic dualism in the community. While Indonesian dominates formal situations, reflecting adaptation to broader communication needs, Javanese and other regional languages prevail in daily interactions, indicating the continuity of local cultural traditions. This language shift and maintenance are influenced by social context, education, and work environment factors. The study contributes to our understanding of language ecology in multilingual Indonesian contexts, drawing on Fishman's domain analysis. It highlights how communities navigate between national and regional languages, adapting to different communication needs while preserving cultural identity. These findings have implications for language policy and cultural preservation efforts in Indonesia, particularly in balancing national unity with linguistic diversity.

Analysis of Turnover Intention in terms of Job Satisfaction, Job Stress, and Social Work Environment PT XYZ

Analysis of Turnover Intention in terms of Job Satisfaction, Job Stress, and Social Work Environment PT XYZ

It’s Not All About the Self: Exploring the Interplay Between Self-leadership and the Social Work Environment

ABSTRACT Self-leadership has traditionally been positioned as an individual-level phenomenon, putting strong emphasis on individuals’ responsibility to influence themselves in order to achieve positive outcomes. However, this perspective may oversee that individuals are embedded in a social system, and that self-leadership may be best achieved as a collective endeavour that involves the individual and their interaction with the social environment. The present research thus aims to understand how individuals and their social environment at work (i.e. managers, co-workers) play together in order to enable self-leadership. The question was addressed using an inductive coding approach to qualitative data that stem from 73 semi-structured interviews with job newcomers from one organization in Germany. The findings showed that newcomers’ self-led behaviour could be enabled by two key aspects of their social environment (i.e. individualized support for learning; team members acting as partners), which shaped and were shaped by newcomers’ internal process of becoming aware of their task and relations-oriented contributions at work. Overall, our findings point to the role that the social environment plays for self-leadership. We discuss the implications for self-leadership theory. MAD statement Self-leadership is of increasing importance in today’s complex and rapidly changing work environment. As individuals do not operate in a social vacuum, but are constantly impacted by and are impacting their social environment themselves, it is important to explore how an individual’s social environment at work (i.e. their leaders and co-workers) can encourage individual self-leadership. Based on qualitative interviews, we describe the interplay between job newcomer’s perceptions of leader and co-worker behaviour, their internal awareness processes, and self-led behaviour. Thereby, we provide specific aspects of how leaders and co-workers can encourage individual self-leadership at work.

Relationship Between Social Relationships Quality, Emotional Intelligence, and Work Environment to Psychological Well-Being

This study used a quantitative approach with a cross sectional design. The aim was to explore the relationship between the quality of social relationships, emotional intelligence, and work environment and psychological well-being. A total of 145 respondents who actively worked from various sectors or industries were selected through the purposive sampling method. The research instrument was a questionnaire with five Likert scales 1-5. Data collection will be conducted from December 15, 2023 to January 15, 2024. The data was analyzed using Structural Equation Modeling (SEM) with the help of AMOS software. Path analysis is used to test the relationship between the variables studied, while the validity and reliability of the instrument are examined through factor analysis. The results showed that the quality of good social relationships, high levels of emotional intelligence, and a supportive work environment have a strong and positive influence on the psychological well-being of working individuals. This research makes an important contribution in deepening our understanding of how the interaction between these factors together affects psychological well-being. With a deeper understanding of these dynamics, it is expected to develop strategies that are more effective in improving the quality of the work environment and psychological well-being of employees. Therefore, the results of this study not only provide empirical findings on the relationship between these variables, but also have the potential to be the basis for the development of policies and management practices that are more oriented towards employee welfare. By adjusting the work environment and paying greater attention to aspects such as the quality of social relationships and the building of emotional intelligence, organizations can strengthen the psychological well-being of their employees. This not only means improving an individual's working life, but also having a wider positive impact on productivity and overall work quality.

The Vitality of Psychosocial Risks Identification: Results from Malaysian Oil Rigs

The growing focus on psychosocial risks and their possible effects on the mental and physical well-being of employees has thrived as a result of the transformations occurring in the workplace. The transformations in the realm of employment and the recent global occurrences have intensified the pre-existing psychosocial risks and introduced novel psychosocial risks that must be taken into account in order to safeguard the well-being of the employees. Thus, this study explores psychosocial risks among offshore O&G industry employees in Malaysia. Psychosocial risks have consistently been challenging in workplace health and safety practices. A generic descriptive research study was conducted with 412 offshore O&G employees from four states: Sabah, Sarawak, Kelantan, and Terengganu. The data collected were analysed using SPSS 28. Based on the findings, job demands, job security, social support, and job satisfaction were identified to influence the mental health state among offshore O&G employees. Among the most significant factors were social support and work environment, with mean values of 4.09 and 5.76, respectively. Meanwhile, job security (mean 2.06) indicated a low level in the score category. Simultaneously, the onset of COVID-19 in 2020 resulted in changes in how people live and work, which are dominant examples of psychosocial influences. The findings emphasized the importance of these aspects in measuring employee’s mental health state. The study also discusses the research implications.

Adapting across Borders: Experiences of Hong Kong Social Workers in England—Navigating Challenges and Fostering Professional Growth through Cultural Adaptation and Continuing Professional Development

Abstract This study investigates the experiences of overseas-qualified Hong Kong social workers in England, specifically focusing on the challenges they encounter while preparing for or working in the social work sector and the strategies they employ to navigate these challenges within the unique English social context. It offers valuable background information for comprehending the journeys of migrant Hong Kong social workers as they transition into a new social work environment. Using qualitative enquiry, ten experienced Hong Kong social workers, who had moved to England in 2021, were selected as participants. This study contributes significantly to the literature on transnational social workers by emphasising the critical role of continuing professional development (CPD) for transnational social workers during their relocation process. It addresses complex transnational issues, such as cultural differences, language barriers, professional development and the integration of global and local intervention skills and practices, filling existing gaps in the literature. This research also provides insight into the importance of CPD for transnational social workers during their relocation and transnational experiences and the potential for advancing their local social work practices.

The Impact of Social Work Relationships on Preschool Teachers' Social and Emotional Competence

In recent years, the Organization for Economic Co-operation and Development (OECD) initiated a survey focused on the social and emotional competence (SEC) of educators, garnering significant attention across the educational community. Despite this interest, there remains a notable gap in research concerning the development of SEC among preschool teachers within the context of various social relationships. Addressing this gap, our study examines the influence of leadership trust, collegial relationships, pro-teacher relationships, teacher-child interactions, and self-efficacy on the SEC of preschool educators. This investigation aims to elucidate the role these social relationships play in shaping the SEC of preschool teachers. The study sample consisted of 223 Chinese preschool teachers, with data analyzed through hierarchical regression techniques. Findings reveal that leadership trust, pro-teacher relationships, and self-efficacy are significant predictors of teachers' SEC. These results underscore the importance of fostering a positive, trust-based, and supportive social work environment as a pivotal strategy for enhancing preschool teachers' SEC, thereby contributing to the broader understanding of how social relationships influence educators' emotional and social capabilities.

The Effect of Work Environment on Employees' Job Satisfaction: Empirical Evidence from the Banking Industry

Objective: Despite streams of literature that establish the interdependence between the work environment and employees’ job satisfaction (EJS), a debate on the topic has not been concluded. The current study employed Herzberg's two-factor theory to investigate the effect of the work environment on EJS in the context of the baking industry. Design/Methods/Approach: A cross-sectional questionnaire survey and simple random sampling were utilized to collect data from 417 employees across commercial banks. Subsequently, confirmatory factor analysis (CFA) and structural equation modeling (SEM) were employed for data analysis. Findings: The results indicate a positive relationship between the work environment and EJS. Specifically, the physical work environment, remuneration, social work environment, job security, and safety demonstrated positive and significant effects on EJS. Originality/Value: The novelty of this study lies in its specific focus on the banking industry, the comprehensive inclusion of various dimensions of the work environment, and the utilization of the two-factor theory. It surpasses the narrow focus of previous research, which concentrated on a single aspect of the work environment. With this approach, the study offers in-depth insights to banking industry stakeholders on how work environments directly impact EJS. Practical/Policy implication: To foster conducive work environments in the banking industry, managers should prioritize designing comfortable workplace environments by providing ergonomic furniture, competitive remuneration, a visually appealing atmosphere, robust safety measures and job security, and a supportive and harmonious social work environment, which, according to the study findings, are the drivers of EJS.

The Role of Technology Use in Moderating the Influence of Social Capital and Work Environment on Teacher Performance

Many things are indicated as the driving force in improving performance, and the success of a graduate at the high school level cannot be separated from an educator (teacher). So this research aims to determine the moderating influence of the use of technology in encouraging performance between social capital and the work environment on teacher performance. This research uses a quantitative descriptive approach with primary and secondary data sources. The research population was all teachers in high schools in Sekotong sub-district, West Lombok, namely 91 teachers. Determination of samples using purposive sampling so that 91 teacher informants were obtained. The research instrument used a questionnaire distributed using Google Form. Data analysis method using path analysis and with SmartPLS 4.0 as a processing tool. The results of this research are that social capital is proven to have no significant effect on teacher performance, meaning that a wide and dense network of relationships does not have an effect on increasing teacher performance for high school/vocational school level teachers in Cendi Manik Village, Sekotong District, West Lombok Regency, West Nusa Tenggara. Meanwhile, the work environment has been proven to have a significant positive effect on teacher performance. This means that the better the work environment, the better the teacher performance will be at the High School teachers in Cendi Manik Village, Sekotong District, West Lombok Regency, West Nusa Tenggara. Then technology is not proven to moderate social capital and the work environment on teacher performance. This means that technology must be balanced with other things to support it, for example balancing knowledge with training and updating knowledge.

DAMPAK HUMAN RELATION, LINGKUNGAN KERJA SOSIAL DAN LEADERSHIP TERHADAP KINERJA KARYAWAN RUMAH SAKIT SANJIWANI KABUPATEN GIANYAR

This study aims to test the impact Human Relations, Social Work Environment AndleadershipOn Employee Performance at Sanjiwani Hospital in Gianyar Regency with the main theory of Organizational Behavior and Human Resources. The qualitative research method used a questionnaire with 58 respondents and four hypotheses which were processed using SPSS version 24. The results of the research stated 1. Leadership (X1) has a positive and significant effect on the performance of Employees at the Sanjiwani Gianyar Hospital, 2. Social Work Environment (X2) has a positive and significant effect on the performance of employees at the Sanjiwani Gianyar Hospital, 3.Human Relations (Z) negative effectand not significant to the performance of employees of the Sanjiwani Gianyar Hospital in Gianyar Regency, 4.Human Relationsable to mediate between leadership and social work environment on the performance of employees at sanjiwani hospital. Implications: Leadership Impact Social Work Environment and Human Relationson Moderate Employee Performance

THE IMPACT OF SOCIAL WORKING ENVIRONMENT AND SECURED WORKING ENVIRONMENT ON JOB SATISFACTION IN THE LEBANESE SMALL BUSINESS CONTEXT: THE MEDIATING EFFECT OF TRUST

Purpose: This study aimed to investigate the impact of social working environment and secured working environment on job satisfaction in Lebanese SMEs, with a particular focus on the mediating effect of job satisfaction Theoretical Framework: A secure working environment is an essential aspect of the workplace that contributes to employee job satisfaction. A secure working environment is free from threats and hazards, and employees feel safe and secure while working. A secure working environment is vital in enhancing job satisfaction among employees. Design/Methodology/Approach: The study utilized a sample of 350 respondents working in SMEs in Lebanon and employed Structural Equation Modeling (SEM) to test the hypothesized relationships between the variables Findings: The findings of this study revealed that both social working environment and secured working environment had a significant positive impact on job satisfaction. Specifically, a supportive and friendly social working environment and a secured working environment were found to be associated with higher levels of job satisfaction among employees. Furthermore, the study also found that job satisfaction partially mediated the relationship between social working environment and job satisfaction, as well as the relationship between secured working environment and job satisfaction. Research, Practical & Social Implications: This suggests that job satisfaction plays a crucial role in explaining the relationship between these variables. These findings have important implications for SMEs in Lebanon and other contexts. For example, employers should prioritize creating a social working environment that fosters teamwork, collaboration, and positive relationships among employees, as well as a secured working environment that prioritizes safety and security. These factors can significantly contribute to employee job satisfaction and overall well-being. Originality/Value: This research is original and unique and it contributes to the field of Lebanon.

Adjustments in Interprofessional Communication: A Focus Group Study in Psychiatric Outpatient Units

Communication in healthcare extends beyond patient care, impacting the work environment and job satisfaction. Interprofessional communication is essential for fostering collaboration, but challenges arise from differences in training, roles, and hierarchies. The study aimed to explore psychiatric outpatient clinicians’ experiences of interprofessional communication and their perceptions of how the communication intersects the organizational and social work environment of healthcare. Qualitative research involved focus group interviews with clinicians from five psychiatric outpatient units in Central Sweden, representing diverse professions. The authors analyzed semi-structured interview data thematically to uncover clinicians’ perspectives on interprofessional communication. An overarching theme, “Adjustment of communication,” with subthemes “Synchronized communication” and “Dislocated communication,” emerged. Clinicians adapted communication strategies based on situations and needs, with synchronized communication promoting collaboration and dislocated communication hindering it. Communicating with each other was highly valued, as it contributed to a positive work environment. The study underscores the importance of an open, supportive environment that fosters trust, and respect among healthcare clinicians. Consistent with prior research, collaboration gaps underscore the urgent need to improve interprofessional communication.

Employees’ experiences of a large-scale implementation in a public care setting: a novel mixed-method approach to content analysis

BackgroundResearch for evidence-based interventions and strategies for implementation continues. Yet there is a continued shortage of qualified health care staff while stress and burnout are common. Health care professionals’ individual perceptions towards change needs to be considered to succeed in organisational change. It is therefore relevant to investigate how implementation processes affect employees within the health care sector. Challenges to implementation are especially large in the field of disability care. The present study aims to investigate employees’ experiences of an ongoing large-scale implementation, and what they perceived as important to succeed in a complex clinical setting.MethodsSemi-structured focus group interviews were conducted with a self-selected sample of employees from a large and complex health care organisation responsible for public disability care in a centrally located Swedish region. A mixed-method approach adapted to content analysis was performed in a three-step process. In the first round, each unit of analysis was selected and then colour coded. In a second round, the coloured units were coded according to content analysis, and categories and concepts were compared and adjusted until the two researchers reached consensus. Finally, to further complement the content analysis, a quantitative analysis of the colour categories was made.ResultsIn general, employees experienced the implementation as being insufficient, yet opinions of the process of implementation were mixed. Most positive experiences were found in relation to the outcomes that the new method had on work effectiveness and patient care. Closely related topics like time constraints, uncertainties concerning the method and the need for supportive functions reoccurred in several concepts suggesting a relationship between differing contextual factors, implementation activities and fidelity. Also evident in the results were the strain on organisational and social work environment and the importance of managers’ active leadership.ConclusionsImplementation processes are experienced as challenging for employees. Key facilitators are available support functions, clear leadership and time that is sufficient and kept sacrosanct. Leaders need to communicate how and why employees may experience implementation processes differently. The impact that organisational change has on work environment should be considered.

Improving movement behavior in office workers: effects of two multi-level cluster-RCT interventions on mental health

BackgroundWe have previously reported on the design and efficacy of two cluster-randomized multi-level workplace interventions, attempting to decrease sedentary behavior (SED) or increase moderate to vigorous physical activity (MVPA) among office workers to improve mental health outcomes. The aim of this study was to investigate intervention effects on mental health outcomes, i.e., mental wellbeing, depression or anxiety symptoms, and stress immediately after the 6-month intervention period.MethodsTeams of 263 office workers were cluster-randomized to one of two interventions or a waitlist control group. The PA intervention (iPA) focused on increasing MVPA and the SED intervention (iSED) on reducing SED. Both multi-level interventions targeted individual office workers and their social, physical, and organizational work environment, incorporating counseling based on cognitive behavioral therapy and motivational interviewing. Mental health outcomes were assessed using validated questionnaires before and immediately after the intervention. Intervention effects were analyzed using linear mixed effects models.ResultsParticipants were mostly female and highly educated, with a mean age of 42 years and had favorable levels of mental health at baseline. Mental wellbeing improved for the iSED group (β = 8, 95% CI 1 to 15, p = 0.030) but not for the iPA group (β = 6, 95% CI -1 to 12, p = 0.072) compared to the control group. No effects were found for depression or anxiety symptoms or stress.ConclusionsThe multi-level interventions improved mental wellbeing among this population of office workers, reaching statistical significance in the iSED group. The size of the effect can be regarded meaningful, considering favorable mental health and high PA level at baseline. Thus, workplace interventions that provide support on multiple levels appear to have potential for improving mental wellbeing, but not reducing ill-health variables, among healthy office workers. More research is needed to understand the mechanisms through which such improvements can be achieved and to identify the most effective intervention components.Trial registrationISRCTN92968402 (27 February 2018).

Evaluating the Role of Workplace Environment on Employee Retention in Kathmandu Valley

This study investigated how the work environment impacts employee retention at Bhatbhateni supermarket in Kathmandu Valley. The study is guided by a quantitative research approach that involves descriptive, relational, and causal designs. The described data were gathered from 117 samples using a structured questionnaire, and the sampling method used in this study was convenient. The data were analysed using various tools, such as the mean, median, standard deviation, chi-square tests, correlation, and regression analysis. This study established the influence of each factor under working conditions on employee retention. The study revealed a significant positive association between physical, mental, and social work environment and employee retention; that is, high quality working conditions are associated with better retention. In addition, the implications of the study go beyond the specific setting and involve multiple industries and businesses. Creating a comfortable work environment is likely to enhance employees' sense of belonging and well-being, thereby bolstering their commitment to staying with the organization, ultimately fostering higher rates of employee retention, and positively influencing overall organizational performance.