Embed Size (px)
Citation preview
An Integrated Approach to Healthy Universities
Interdisciplinary Center for Healthy WorkplacesUniversity of California, Berkeley
Cristina Banks, PhDSally Augustin PhDSiw T. Innestrand, PhDCaitlin DeClercq, PhDIsabelle Thibau, MPH
PROPERTY OF
ICHW
DO NOT D
ISTRIBUTE
Presentations• Cristina Banks, PhD University of California, Berkeley
“The Healthy Workplaces Model”• Sally Augustin, PhD Design with Science
“Designing, Literally, for Well-Being”• Siw Tone Innstrand, PhD Norwegian University of Science and
Technology “Healthy Universities: Exploring Basic Psychological Needs and Health Among Academics”
• Caitlin DeClercq, PhD University of California, Berkeley“Health-Promoting Innovations in Office Design”
• Isabelle Thibau, MPH University of California, Berkeley“Graduate Student Experience Impact on Health and Academic Success”
PROPERTY OF
ICHW
DO NOT D
ISTRIBUTE
The Healthy Workplaces ModelCristina Banks, PhDUniversity of California, Berkeley
PROPERTY OF
ICHW
DO NOT D
ISTRIBUTE
PROPOSITIONS
We can make the work experience a source of joy, pride, meaning, satisfaction, and well-being.
We can help employees become healthier and happier with their lives at work.
We can re-invent the workplaceto create these outcomes.
PROPERTY OF
ICHW
DO NOT D
ISTRIBUTE
Interdisciplinary Center for Healthy
WorkplacesUniversity of California,
Berkeley
Repository | Convener | Catalyst
Societal ImpactPublic Health
NutritionPhysical ActivityDemographics
Human NaturePsychologySociologyEconomics
Mind & the Body
Medicine Neuroscience
The WorkOrganizational
Design Human Resources
The LawPublic Policy
Employment Law
Work DesignEngineeringErgonomics
SoftwareAutomation
ToolsTechnologyHealth Tech
Sensors
The Built Environment
Physical Environment
IEQDesign
PROPERTY OF
ICHW
DO NOT D
ISTRIBUTE
Organizational Context
Healthier Employees
Improved Personal and Organizational Outcomes
Organizational and Societal Sustainability
Prevention
Mitigation
Promotion
Organizational Support
Individual Behavior Change
Physical and Psychological
States
PROPERTY OF
ICHW
DO NOT D
ISTRIBUTE
Meaning/Purpose
Engaged/Accomplishment
PositiveEmotions
Belonging/Social
Connection
Autonomy
Competence/Mastery
PersonalGrowth
Safety
Physical WB/Vitality
PROPERTY OF
ICHW
DO NOT D
ISTRIBUTE
What are the “drivers” of need satisfaction that can be built into the work environment?
• Privacy • Flexibility • Predictability • Equity • Comfort • Connection • Safety
PROPERTY OF
ICHW
DO NOT D
ISTRIBUTE
PROPERTY OF
ICHW
DO NOT D
ISTRIBUTE
Designing, Literally, for Well-BeingSally Augustin, PhD
Principal, Design With Science
Editor, Research Design ConnectionsPROPERTY OF
ICHW
DO NOT D
ISTRIBUTE
Mood matters, a lot
PROPERTY OF
ICHW
DO NOT D
ISTRIBUTE
Wellbeing is
“People’s evaluations of their lives—evaluations that are both affective [emotional] and cognitive. People experience abundant SWB [subjective wellbeing] when they feel many pleasant and few unpleasant emotions, when they are engaged in interesting activities, when they experience many pleasures and few pains, and when they are satisfied with their lives. . . . there are a number of separate components of SWB: life satisfaction (global judgments of one’s life), satisfaction with important domains (e.g., work satisfaction), positive affect (experiencing many pleasant emotions and moods), and low levels of negative affect (experiencing few unpleasant emotions and moods).”
(Diener, 2000)
PROPERTY OF
ICHW
DO NOT D
ISTRIBUTE
Design in wellness by:
• Reducing stress and improving mood• Encouraging healthy eating• Supporting sleep and napping• Building in activity
PROPERTY OF
ICHW
DO NOT D
ISTRIBUTE
Reducing stress and improving mood
PROPERTY OF
ICHW
DO NOT D
ISTRIBUTE
Encouraging healthy eating
PROPERTY OF
ICHW
DO NOT D
ISTRIBUTE
Supporting sleep and napping
PROPERTY OF
ICHW
DO NOT D
ISTRIBUTE
Building in activity
PROPERTY OF
ICHW
DO NOT D
ISTRIBUTE
Sally Augustin, PhDPrincipal, Design With Science
Editor, Research Design Connections
PROPERTY OF
ICHW
DO NOT D
ISTRIBUTE
Norwegian University of Science and Technology 27
Healthy UniversitiesExploring basic psychological needs and health among academics
Siw Tone Innstrand, PhDNTNU Center for Health Promotion Research
Cristina Banks, PhDChristina Maslach, PhDChristopher Lowenstein, MPH PROPERTY O
F
ICHW
DO NOT D
ISTRIBUTE
Norwegian University of Science and Technology 28
A health-promoting university
“creates a learning environment and organizational culture that enhances the health, well-being and sustainability of its community and enables people to achieve their full potential”
www.healthyuniversities.ac.uk
PROPERTY OF
ICHW
DO NOT D
ISTRIBUTE
Norwegian University of Science and Technology 29
AimWhat are the most important psychological needs that influence the health positively or negatively as perceived among employees in university settings?
– Gender differences – Occupational group differences(Academics / Technical-Administrative staff / Doctorial research fellows)
PROPERTY OF
ICHW
DO NOT D
ISTRIBUTE
Norwegian University of Science and Technology 30
SEM model
PROPERTY OF
ICHW
DO NOT D
ISTRIBUTE
Norwegian University of Science and Technology 31
• Norwegian acronym for work environment and climate study
• Health promoting intervention program in the university setting
• 18 universities and colleges in Norway (N>15.000) • KIWEST (Knowledge Intensive Work Environment
Survey Target) questionnaire
PROPERTY OF
ICHW
DO NOT D
ISTRIBUTE
Norwegian University of Science and Technology 32
Measures– Autonomy – Job autonomy. e.g., “I have a sufficient degree of influence in my work”
(Näswall et al., 2010)– Competence – Task completion ambiguity. e.g., “I know when a task is completed”.
(Hellgren et al., 2008)– Belongingness- Social community at work. e.g., “There is a good atmosphere between
me and my colleagues” (Pejtersen et al., 2010)– Psychological safety - Trust in unit management. e.g., “My unit management is always
reliable.” (Näswall et al., 2010) – Fairness - Recognition. e.g., “I am treated fairly by the unit management.” (Pejtersen et
al., 2010) – Meaning – e.g., “My work is meaningful” (Pejtersen et al., 2010)– Positive emotions - Utrecht Work Engagement Scales (UWES) e.g., “At my work, I feel
bursting with energy” (Schaufeli, Bakker, & Salanova, 2006)– Health- “My work has a positive/negative influence on my health”
PROPERTY OF
ICHW
DO NOT D
ISTRIBUTE
Norwegian University of Science and Technology 33
Sample
• Employees with regular payroll for minimum 20% position (N=12,170)– 4,562 Academics (research and teaching)– 1,452 PhD students– 5,519 Administrative/technical staff – 637 Leaders
Men: 46%
Women 54%PROPERTY O
F
ICHW
DO NOT D
ISTRIBUTE
Norwegian University of Science and Technology 34
Statistical analyses
The data analyses proceeded in three steps. 1. Confirmatory factor analyses (CFA)2. Structural equation modeling (SEM) 3. Multi-group analyses in SEM*
*As latent variables are not associated with measurement error, latent mean analysis is more sensitive than traditional statistical techniques like and is more likely to detect between-group differences (Hancock, Lawrence, & Nevitt, 2000; Hong, Malik, & Lee, 2003).
PROPERTY OF
ICHW
DO NOT D
ISTRIBUTE
Autonomy
Meaning
Positive emotions
Safety
Negativehealth
Positivehealth
Fairness
Belongingness
.07*-.19***
.23***-.09*
.25***
-.23*** .11*
-.13*
.19***
-.23***
Gender and occupational differences?
Competence
1. Strongest relationship?
PROPERTY OF
ICHW
DO NOT D
ISTRIBUTE
Norwegian University of Science and Technology 36
2a. Gender differences in the level of needs(Multi-group analyses: Female used as reference group)
ns.ns.PROPERTY O
F
ICHW
DO NOT D
ISTRIBUTE
Norwegian University of Science and Technology
2b. Gender differences in the relationships
(Female/Male)
PROPERTY OF
ICHW
DO NOT D
ISTRIBUTE
Norwegian University of Science and Technology 38
3a. Occupational differences in the level of needs(Multi-group analyses: Academics used as reference group)
PROPERTY OF
ICHW
DO NOT D
ISTRIBUTE
Norwegian University of Science and Technology
3b. Occupational differences in the relationships
(Academics/PhD/Technical-Admin)
PROPERTY OF
ICHW
DO NOT D
ISTRIBUTE
Norwegian University of Science and Technology 40
Summary and practical implications
Needs relate differently to positive and negative healthMechanisms for promoting health are likely to differ from those for preventing illness
Gender and occupational groups differ in the level of needsWhy these differences exist needs to be explored further
There are gender and occupational differences in how needs are related to positive and negative health
Different interventions are required to address the specific needs associated with different gender and occupational groups to create health and wellbeing
PROPERTY OF
ICHW
DO NOT D
ISTRIBUTE
Norwegian University of Science and Technology
Thank youPROPERTY O
F
ICHW
DO NOT D
ISTRIBUTE
Caitlin DeClercq, Ph.D. Interdisciplinary Center for Healthy Workplaces, UC Berkeley
[email protected] Work, Stress, & Health Conference | Minneapolis, MN | June 2017
Health-Promoting Interventions in Office Design How Students Define and Envision Healthy Workplaces
PROPERTY OF
ICHW
DO NOT D
ISTRIBUTE
The built environment matters for health
How design impacts health outcomes: • “aspects of design can [directly] impact health”• “the design of the environment influences behaviors, actions,
and interactions”• “some aspects [of design] can be healing, health promoting”
Schweitzer, M., Gilpin, L., & Frampton, S. (2004). Healing spaces: Elements of environmental design that make an impact on health. The Journal of Alternative and
Complementary Medicine, 10(S1), 71-72. PROPERTY O
F
ICHW
DO NOT D
ISTRIBUTE
Buildings work at behavioral + symbolic levels
Buildings work at behavioral and symbolic levels*; both have implications for health• How do I feel in this space? • Do I feel safe, valued, energetic, positive, healthy? • Does this space enable me to do my best work?
*Cranz, G. (2010). Levels of analysis in environmental design. In Cranz, G. & Pavlides, E. (Eds.). (2010). Environmental Design Research:
The Body, The City, and the Buildings In-Between. San Diego: Cognella. PROPERTY OF
ICHW
DO NOT D
ISTRIBUTE
How Does This Relate to Design?
Engagement: employees want to come to work and
are able to do their best work(ICHW, 2015)
Drivers of need satisfaction: • Comfort• Connection• Equity• Flexibility• Predictability• Privacy• Safety
PROPERTY OF
ICHW
DO NOT D
ISTRIBUTE
Study Overview
• Focus Group Methodology• Individual and Group Process
1. “Think about what connectionmeans to you. What would make a space feel more connected? Using words and images, take 5-7 minutes to record your ideas.”
2. Prompt 2: The Box (spatial elements and qualities)
• Data AnalysisPROPERTY O
F
ICHW
DO NOT D
ISTRIBUTE
Comfort - what
• “Feeling good,” “physical, mental, social”• Physical comfort
• Right lighting; good temperature• Being able to dress like you want• A good fitting chair that reclines; couch, bean bags; stretching room• Moveable furniture• A “clean, tidy, neat” space
• Mental (“feel at ease; not come home stressed”)• Able to receive good energy from the people around me• Relationships with coworkers fostered (social events)• Being able to talk about personal issues; being trusted and
encouraged; no discrimination; boss is accessible • A “fun” environment
PROPERTY OF
ICHW
DO NOT D
ISTRIBUTE
Comfort - how
• Plenty of breaks to stretch and walk; places to have a break and meet co-workers
• Space for collaboration, and office individual office spaces with completely enclosed walls; places for “real private work”
• Both “quiet and focused” and “engaging and interactive” environments
• Outdoor space for breaks; ability to work inside or outside; safe neighborhood; outdoor activities
• Amenities: feeling that you can have what you need whenever you need to; personal needs met
• Be able to design the room, customize workspace [user-generated]*
• Other: circular building; big entry; no interruptions/no bothering; clean; nap time; “floor is not hard”; a “homey” feel
PROPERTY OF
ICHW
DO NOT D
ISTRIBUTE
Key Ideas• Breaks: break room in
center; gymnasium• Private spaces• Amenities: in center;
childcare; gym• User-generated:
adaptable temperature; sliding doors
• Circular building
PROPERTY OF
ICHW
DO NOT D
ISTRIBUTE
Key Ideas• Outside/beyond office:
safe neighborhood; no buildings next door; rooftop garden
• Other: Circular building
PROPERTY OF
ICHW
DO NOT D
ISTRIBUTE
• Communal and private workspaces (separated by floor)
• Outside: Roof deck; transparent glass
• Breaks: couches, TV
PROPERTY OF
ICHW
DO NOT D
ISTRIBUTE
Connection - what
• Community, communication, collaboration; recognition• Connection to inside/outside; connection to management; connection
between employees; connection of ideas• Connected to work visually, physically, mentally, and socially • Environment where voice is heard, recognized for efforts, company is invested
in you, outside of work accomplishments (work and non-work)• feeling welcomed; being able to voice concerns; knowing that you can approach anyone in the workplace;• “your work is recognized and valued by other members of the organization” PROPERTY O
F
ICHW
DO NOT D
ISTRIBUTE
Connection - how
• Connection to management, employees: sense of importance to group; proximity of people; sliding glass doors; can see and communicate with peers (“without fear of being called out for talking to them”)
• Connection of ideas, comfort to collaborate, communication (at and beyond work), teamwork; co-working spaces
• Yet, also “some privacy…space where I can be myself and do what I want”
• Connection to outside: connection to “nature/health”; connection to the outer world; lots of windows/natural light
• Other: hexagonal workspaces, open plan, shared resources, beds (!), kitchens
• “members can sleep and eat together to make a space feel more connected”
PROPERTY OF
ICHW
DO NOT D
ISTRIBUTE
Main ideas:Management/employees: cubicles face common area; sociopetal seating (x2)Outside: treesCollaboration: collaborative seating (yet private offices)
PROPERTY OF
ICHW
DO NOT D
ISTRIBUTE
Management/employees: ping pong table, cafeteria, break roomsOutside: windows, outdoor area, “open air spaces”Other: “connection to health”
PROPERTY OF
ICHW
DO NOT D
ISTRIBUTE
Management/employees: break room, couches; short walls; memo wallOutside: trees; glassCollaboration: innovation area; café; collaboration desks
PROPERTY OF
ICHW
DO NOT D
ISTRIBUTE
• Private and social areas (separated by lofted floor)
• Couches and long tables• Mini offices with glass,
sliding doors ”to encourage leaving them open”
• Shared resources
PROPERTY OF
ICHW
DO NOT D
ISTRIBUTE
Note beds and kitchen –eat and sleep together!
Beds and kitchen – eat and sleep together!
PROPERTY OF
ICHW
DO NOT D
ISTRIBUTE
Equity - what
• Equity is about equal opportunity• Fairness, equal allocation of
resources; respect all occupations• Options and choice
• Private, but not too private• Creative freedom
• Sharing spaces, feelings, interests• Management is responsive• Giving people a say• Feeling listened to
• No boundaries, transparent
PROPERTY OF
ICHW
DO NOT D
ISTRIBUTE
Equity - how
• Equal allocation of resources/space: have the same (type, size) facilities, chairs, desks, offices*; equal access to communal resources (e.g., lighting, windows, views); “equal freedom from distraction”
• Visually display incentives • *and hierarchy? yet, “management should be on same level”
• Options and choice: seating, noise levels, food; open floor space (designated space = unequal)
• Sharing spaces, feelings, interests: conference spaces as places “to freely share creativity”
• No boundaries, transparent: windows, skylights, glass, personal space
• Other: white walls, round or “diamond layout” tables
PROPERTY OF
ICHW
DO NOT D
ISTRIBUTE
Equal allocation: divide in half by noise levels (freedom from distraction); gender neutral bathroomsOptions: standing/sittingSharing: art wallOther: circles
PROPERTY OF
ICHW
DO NOT D
ISTRIBUTE
Equal allocation: auditory barrierOptions: food options Sharing: benches, cubicles arranged for collaborationEqual opportunity:*
PROPERTY OF
ICHW
DO NOT D
ISTRIBUTE
• Note the 4-sided elevator!
• Everyone on the same floor, “not sectioned off by hierarchy”
PROPERTY OF
ICHW
DO NOT D
ISTRIBUTE
Flexibility - what
• Cultural, spatial, bodily• Inviting, calm, peaceful, warm*• A lot of choice
• No set spaces (function, role)• Flexible space = flexible body (movement,
postural variation)• Movability; makeshift privacy• Open access; free
• Abstract processes encouraged• Multiple resources, tools, modes of
expressionPROPERTY O
F
ICHW
DO NOT D
ISTRIBUTE
Flexibility - how
• Inviting: bright and inviting lighting (skylights, glass doors, windows, changing lights); music; garden; high ceiling
• Options• No set spaces; unprescribed space – can work anywhere), “not tied to a desk”• Flexible bodies, postural variation, “possible movement in space”• Movable furniture, adjustable lights
• Multiple resources and modes of expression: blackboards and computers; multiple entrances and exits
• Open: no clock; outdoor space; storage on walls; open spacePROPERTY O
F
ICHW
DO NOT D
ISTRIBUTE
Main ideas:Inviting: natural lighting, windowsOptions: movable (sliding) walls; work and break spaces outside; individual and collaborative spaces; sit/standOpen: “space created based on preference”
PROPERTY OF
ICHW
DO NOT D
ISTRIBUTE
Options: different postures (carpeted space to encourage); furniture (and tree!) on wheels*Multiple resources: shared supplies
PROPERTY OF
ICHW
DO NOT D
ISTRIBUTE
Predictability - what
• Workplace meets expectations• Knowing that your workplace will have the things you need to do the work
assigned• Being able to predict certain outcomes at your workspace so you can make
decisions
• Safety: to know you will be safe or not (“no panic: know next action”)*• Autonomy, privacy (visual, aural)• Enough resources, enough workspaces, predictable infrastructure• Familiarity with space (function, navigation) and people• Not disturbed by irrelevant things (low distraction)
PROPERTY OF
ICHW
DO NOT D
ISTRIBUTE
Predictability - how
• No workplace hazards: structurally sound floors and ceilings; sanitation; no pooping dogs, bugs, leaky ceilings
• Autonomy, privacy: personal items; personal spaces; aural privacy (carpeting to control sound)
• Sufficient and reliable resources: central location for supplies/supplies continually restocked; food, furniture, maps, wifi, parking, nap pods, showers, bathrooms
• “Employees can fix the equipment”
• Familiarity with space, people, and schedule: display schedules/calendars and staff information; signage, labels
• Other: plants (“can predict they will grow nature’s predictability”)*
PROPERTY OF
ICHW
DO NOT D
ISTRIBUTE
• No hazards: clean!• Privacy: carpet controls
sound; ample private spaces
• Sufficient resources: consistent personal spaces; central supplies; ample flex space
PROPERTY OF
ICHW
DO NOT D
ISTRIBUTE
• Familiarity: staff information via display; coffee tables
PROPERTY OF
ICHW
DO NOT D
ISTRIBUTE
• Parking spots –more spaces than people!,
• Kitchenette• Emergency
resources
PROPERTY OF
ICHW
DO NOT D
ISTRIBUTE
Privacy - what
• Digital, personal, spatial privacy • Having spaces for both collaboration and privacy* (question of the default;
“being able to progress on work without collaboration”)• Digital: log in codes, passwords, privacy screens• Personal space: your space is respected; you can deal with your private life;
personalize space; making the space my own (like private property); no looking over shoulders or sneaking up
• You have a choice in when to show/reveal your work; turn on/off communication depending on needs
• Comfort: a safe space, relaxation, customization PROPERTY O
F
ICHW
DO NOT D
ISTRIBUTE
Privacy - how
• Spaces for both collaboration and privacy: private rooms (which can’t be seen through) and collaborative spaces (which can be seen through)
• Personal space• Controlling access: doors, closets; high walls and seat backs; tables that hide your legs; key card
access; opaque windows/shutters; can see who is coming; private offices; soundproof (”ensuring confidentiality”); reception desk
• “each office has all materials required for position: staplers, pencils…”*
• Personalization: personalization; cubicle or office has amenities in it (personal fridge, water cooler, white board)
• Comfort: sofa, comfy chair, “personal comfortable chair”• Other: pastel colors, nature, garden area, music (without disturbing others),
hexagonal workstations• “round tables not great for private work”
PROPERTY OF
ICHW
DO NOT D
ISTRIBUTE
• Collaboration and privacy: pathways to collaboration; private spaces (can’t see in); private tables in collaborative room
• Comfort: chairs
PROPERTY OF
ICHW
DO NOT D
ISTRIBUTE
Private offices
Reception area
PROPERTY OF
ICHW
DO NOT D
ISTRIBUTE
Private officesPersonal space: high backed chair; desk hides legs; personal resources (water cooler)
PROPERTY OF
ICHW
DO NOT D
ISTRIBUTE
• Drawers• Dividers• Tinted
windows and shutters
PROPERTY OF
ICHW
DO NOT D
ISTRIBUTE
Safety - what
• Physical safety• Structural safety (“facilities protect”)• Taking account for natural disasters
• Psychological safety • Privacy• Personal space• Pleasant colors (calming)• A safe and inclusive space• Food, job, financial security
PROPERTY OF
ICHW
DO NOT D
ISTRIBUTE
Safety - how
• Physical safety: structural safety (sturdy walls, retrofitting); natural disaster and emergency preparedness (exits, alarms); no toxic substances; easy access to exits; good lighting (controllable)
• Limiting access: card key, scanners, access codes
• Psychological safety: privacy, personal space, safe and inclusive space*, white walls; backs against wall
• Other: [environmental cues and affordances]: warning signs; wayfinding signs; ramps for people with disabilities;
• “small city; 10-20 people”** [defensible space – Oscar Newman]PROPERTY OF
ICHW
DO NOT D
ISTRIBUTE
• Main ideas:• Physical safety:
natural light; reception
• Psychological safety: GN bathroom; HR
PROPERTY OF
ICHW
DO NOT D
ISTRIBUTE
• Physical safety: receptionist; nature; protect sharp edges; emergency button
• Psychological safety: colors; lockers (personal space)
• Cues: wayfinding signs
PROPERTY OF
ICHW
DO NOT D
ISTRIBUTE
• Accessible HR boss• Cameras and lights• Windows (as exits)• Visible emergency
protocols/ resources
PROPERTY OF
ICHW
DO NOT D
ISTRIBUTE
Discussion
• Interrelation of 7 drivers (privacy, comfort*)• Common themes
• Nature (comfort, connection, flexibility, privacy)• Posture (comfort, flexibility)• User-generated design (comfort, equity, flexibility, predictability) • Shapes (comfort, connection, equity), colors (connection, predictability, safety)• Break room (comfort, connection, flexibility)
PROPERTY OF
ICHW
DO NOT D
ISTRIBUTE
Discussion
• Conflict and overlap• Break rooms as social space vs. refuge (connection vs. comfort or privacy) • Walkway to limit vs. connect (privacy vs. connection)• Predictability vs. unpredictability (lead to new ideas)• Tension between open and closed spaces (defaults*)
• Implications• Methodology: Unique way to identify design correlates (and ultimately make
workplaces meet needs and promote worker health)• Findings: Perceptual and behavioral implications of office space impact
need satisfactionPROPERTY OF
ICHW
DO NOT D
ISTRIBUTE
Graduate Student Experience Impact on Health and Academic Success
Isabelle Thibau, [email protected]
Iris AnanthsetFran Kipnis
Cristina Banks, PhD
Interdisciplinary Center for Healthy Workplaces, UC BerkeleyJune 10, 2017
PROPERTY OF
ICHW
DO NOT D
ISTRIBUTE
Study OverviewResearch questions:
• What do graduate students need in their work environments to be successful?
• How do their work environments affect their health, well-being, and work outcomes?
PROPERTY OF
ICHW
DO NOT D
ISTRIBUTE
What we found
Certain features in the study environment contribute more to need satisfaction than others
We identified features that the University should add to the student environment to promote greater need satisfaction.
Some work performance attitudes are related to better or to worse health
PROPERTY OF
ICHW
DO NOT D
ISTRIBUTE
Study Overview
Subjects: Graduate students from UCB campus (N=462)
Measure: Graduate Student Experience Survey
Method: Developed, administered on-line survey to all registered graduate students (7,083) via email solicitation by each department head, one-month response period; attrition rate = 26%
Analysis: Descriptive statistics, chi square analyses, and multiple regressions
PROPERTY OF
ICHW
DO NOT D
ISTRIBUTE
Tool Description
Survey: 5 sections• (Context) Demographics, academic program • (Environment) Rate importance of features, tell
us what you have or use• (Individual behavior) Study habits• (Needs) Identify basic needs that are satisfied
by each feature• (Personal outcomes) Work satisfaction,
productivity, physical and mental health, stress
PROPERTY OF
ICHW
DO NOT D
ISTRIBUTE
Results
29%
50%
21%
Berkeley School Students Reported Attending (N=462)
Science-related schools Non-science related schools Haas School of Business
PROPERTY OF
ICHW
DO NOT D
ISTRIBUTE
47%
51%
45%
0%
10%
20%
30%
40%
50%
60%
Finding Time to Eat My financial situation Getting academic/social support
PERCENTAGE OF STUD ENTS REPORTING D ISTRACTION BY CONCERN (N=393)
PROPERTY OF
ICHW
DO NOT D
ISTRIBUTE
Health10%
26%
44%
20%
Overall Health (N=397)
Very Poor/Poor Fair Good Very Good
5%14%
57%
25%
Stress (N=397)
None/Very mild Mild Moderate Severe
76%
24%
Depression (N=397)
Unhappy/dispirited Not unhappy/dispirited
PROPERTY OF
ICHW
DO NOT D
ISTRIBUTE
Workspace Features
•Sufficient space to do work
•Uncluttered workspace
•Windows•Bathrooms nearby•Individual study table•Ergonomic chair•Physical layout that
promotes focus•Private group study
room•Space for rest and
recharge
Ambiance Features
•Generally quiet•Natural light•Collaborative
environment•Odorless environment•Fresh air
Cultural and Policy Features
•Clear understanding of course instruction, of assignments
•Fairness and equity•Safety and freedom
from harassment•Manageable workload•Effective methods of
communication•Supportive culture•Ability to apply skills
on assignments•Peer support•Assignments have real
world application•Accommodation for
personal circumstances
•Opportunities to provide input on assignments
•Events promoting social interaction
•Recognition for accomplishments
Resources
•Reliable Internet•Technological
compatibility•Access to healthy food•Training in research
skills•Access to kitchen/food
storage area•Leadership training•Availability of tech
equipment and devices
PROPERTY OF
ICHW
DO NOT D
ISTRIBUTE
Most Need Satisfaction
Manageable workload
Supportive culture
Equity
Sufficient space to do work
No harassment
Top 1-5
Peer support
Quiet study space
Windows
Uncluttered space
Natural light
Top 6-10 Effective
communication
Collaborative environment
Ability to apply learned skills to assignments
Reliable internet
Clear understanding of assignments
Top 11-15
PROPERTY OF
ICHW
DO NOT D
ISTRIBUTE
Least Need Satisfaction
Bright colors
Wall art
Accommodation on assignments
Music
Fixed desk
Bottom 1-5
Natural colors
Outside table
Couch
Armchair
Views of internal space
Bottom 6-10
PROPERTY OF
ICHW
DO NOT D
ISTRIBUTE
Do students actually have these features?
And do these important features satisfy their needs?
Have + Satisfy Have + Don’t Satisfy
Don’t Have + Satisfy Don’t Have + Don’t Satisfy
PROPERTY OF
ICHW
DO NOT D
ISTRIBUTE
Physical Comfort PlantsManageable Workload Individual Table
Energy Manageable WorkloadKitchen Access
Quiet, Temperature ControlInput on Assignments, Leadership Training
Growth Apply Skills on AssignmentsLeadership Training
Sufficient Space, Effective CommunicationManageable Workload
Safety Lockable StorageNo Harassment
Temperature ControlManageable Workload
Purpose Input on AssignmentsApply Skills on Assignments
Temperature ControlManageable Workload, Equity
Positive Emotions
CouchTemperature Control
Peer SupportManageable Workload
Lockable StorageInput on Assignments
Apply Skills on AssignmentsResearch Training
Belonging Bathrooms, Reliable InternetInput on Assignments, Manageable Workload
Control Input on Assignments Ergonomic Chair, Supportive CultureApply Skills on Assignments
Mastery
Flexible SpaceCompatible Tech
Input on AssignmentsApply Skills on Assignments
Study TrainingResearch Training
EngagementInput on Assignments
Apply Skills on AssignmentsCollaborative Environment
Rest and Relax AreaSupportive Culture
Manageable Workload
Have Feature
PROPERTY OF
ICHW
DO NOT D
ISTRIBUTE
Physical Comfort
Energy Manageable WorkloadQuiet
Growth Manageable Workload
Safety Lockable StorageNo Harassment
Purpose
Positive Emotions Manageable Workload
Belonging Reliable Internet
Control
Mastery Research Training
Engagement Manageable Workload
Don‘t Have
Feature
PROPERTY OF
ICHW
DO NOT D
ISTRIBUTE
Satisfaction with Work Performance
• Dissatisfaction with workload and number of available study locations is associated with increased stress.
• Satisfaction with study habits and knowledge gained associated with increased stress.
• Dissatisfaction with professional network associated with poorer health.
• Satisfaction with workload associated with better health.
• Satisfaction with workload associated with not feeling dispirited.
PROPERTY OF
ICHW
DO NOT D
ISTRIBUTE
ConclusionWe should design spaces that have elements that support basic need satisfaction. Certain features contribute more to need satisfaction: quality space, freedom from distraction, support, safe,
enough resources to take care of basic needs. The University should add to the environment features
that have greater student need satisfaction.manageable workload, quiet workplace, no harassment,
and reliable internet. Some work performance attitudes are related to better
and others to worse healthWorkload, availability of space in which to study, study
habits, knowledge gained, and professional network
PROPERTY OF
ICHW
DO NOT D
ISTRIBUTE
Where do we go from here?
• More data, more research• Research tool and methodology being
adopted in Norway• Work with UC on designing space• Develop an assessment tool and inventory
PROPERTY OF
ICHW
DO NOT D
ISTRIBUTE
ReferencesAugustin, S. (2009). Place Advantage: Applied Psychology for Interior Architecture. John Wiley & Sons.
Akerboom, S., & Maes, S. (2006). Beyond demand and control: The contribution of organizational risk factors in assessing the psychological well-being of health care employees. Work & Stress, 20(1), 21–36. https://doi.org/10.1080/02678370600690915
Altomonte, S., & Schiavon, S. (2013). Occupant satisfaction in LEED and non-LEED certified buildings. Building and Environment, 68, 66–76.
Arnold, K. A., Connelly, C. E., Walsh, M. M., & Martin Ginis, K. A. (2015). Leadership styles, emotion regulation, and burnout. Journal of Occupational Health Psychology, 20(4), 481–490. https://doi.org/10.1037/a0039045
Bray, J., Kelly, E., Hammer, L., Almeida, D., Dearing, J., King, R., & Buxton, O. (2013). An Integrative, Multilevel, and Transdisciplinary Research Approach to Challenges of Work, Family, and Health. Research Triangle Park, NC: RTI Press. Retrieved from http://www.rti.org/publication/integrative-multilevel-and-transdisciplinary-research-approach-challenges-work-family
Diener, E., & Seligman, M. E. (2004). Beyond money toward an economy of well-being. Psychological Science in the Public Interest, 5(1), 1–31.
Fredrickson, B. L. (2013, July 15). Updated Thinking on Positivity Ratios. American Psychologist. Advance online publication. doi: 10.1037/a0033584
Frontczak, M., Schiavon, S., Goins, J., Arens, E., Zhang, H., & Wargocki, P. (2012). Quantitative relationships between occupant satisfaction and satisfaction aspects of indoor environmental quality and building design: Indoor environmental quality. Indoor Air, 22(2), 119–131. https://doi.org/10.1111/j.1600-0668.2011.00745.x
Heinzerling, D., Schiavon, S., Webster, T., & Arens, E. (2013). Indoor environmental quality assessment models: A literature review and a proposed weighting and classification scheme. Building and Environment, 70, 210–222. https://doi.org/10.1016/j.buildenv.2013.08.027
Jacobs, A. W., & Padavic, I. (2015). Hours, Scheduling and Flexibility for Women in the US Low-Wage Labour Force: Hours, Scheduling and Flexibility In Low-Wage LabourForce. Gender, Work & Organization, 22(1), 67–86. https://doi.org/10.1111/gwao.12069
McGonagle, A. K., Walsh, B. M., Kath, L. M., & Morrow, S. L. (2014). Civility norms, safety climate, and safety outcomes: A preliminary investigation. Journal of Occupational Health Psychology, 19(4), 437–452. https://doi.org/10.1037/a0037110
Raya, R. P., & Panneerselvam, S. (2013). The healthy organization construct: A review and research agenda. Indian Journal of Occupational and Environmental Medicine, 17(3), 89–93. http://doi.org/10.4103/0019-5278.130835
Schiavon, S., & Altomonte, S. (2014). Influence of factors unrelated to environmental quality on occupant satisfaction in LEED and non-LEED certified buildings. Building and Environment, 77, 148–159. https://doi.org/10.1016/j.buildenv.2014.03.028
Smith, K. G., Mitchell, T. R., & Summer, C. E. (1985). Top level management priorities in different stages of the organizational life cycle. Academy of Management Journal, 28(4), 799–820.
Tortia, E. C. (2008). Worker well-being and perceived fairness: Survey-based findings from Italy. The Journal of Socio-Economics, 37(5), 2080–2094. https://doi.org/10.1016/j.socec.2007.10.005
Williams, J. C., & others. (2014). Double jeopardy? An empirical study with implications for the debates over implicit bias and intersectionality. Harv. JL & Gender, 37, 185–569.
PROPERTY OF
ICHW
DO NOT D
ISTRIBUTE
