Table 5 Construction of a healthy work environment and well-being macro-dimension development guide

Construction of a healthy work environment and well-being

Attitudes of the leaders, employer or supervisor

Level of HR involvement

Fostering transparency, addressing employee concerns promptly, and facilitating effective feedback channels.

Transformational leadership ability and performance

Inspiring and motivating employees, fostering a culture of openness and trust, and encouraging innovative ideas

Responsiveness

Ensuring timely feedback, addressing issues promptly, and fostering a culture of active listening.

Satisfaction with communication and relationship with immediate superior

Fostering trust, openness, mutual respect, and avoiding conflict and mobbing situations.

Affective trust toward supervisors

Encourages open dialogue, honest feedback, and collaboration, leading to more effective information sharing and stronger team cohesion.

Empathetic listening and communication

Reduces misunderstandings, and strengthens relationships, leading to a more cohesive and collaborative work environment.

Assertive communication

Promoting clarity, respect, and confidence. It encourages direct, clear and honest exchanges.

Corporate symmetrical communication

Ensuring balanced, two-way exchanges between employees and management.

Manager oriented to personal factors

Understanding individual employee needs and motivations. This personalized approach fosters trust, engagement, and open dialogue.

Democratic leadership style

Encouraging participation, valuing diverse opinions, and fostering a sense of ownership among employees

Supportive and participative leadership

Fostering an inclusive environment where employees feel valued and heard.

Two-way communication between leadership and employees

Encourages feedback, addresses concerns promptly, and ensures everyone is aligned with organizational goals

Mutual consensus

This collaborative approach fosters trust, reduces conflicts, and aligns team members with shared goals, leading to more effective and harmonious information exchange

Management styles

Adaptable leaders who value transparency, feedback, and collaboration create open channels for dialogue, align team goals, and enhance trust.

Climate and Communication policies

Participative and employee supportive communication

Fostering inclusivity, trust, and engagement. This approach encourages open dialogue, values employee input, and creates a collaborative environment

Effective internal communication environment and strategies

Ensures consistent messaging, encourages feedback, and aligns team efforts.

Symmetrical internal communication and openness in communication styles

Encourages honest dialogue, reduces misunderstandings, and aligns team efforts

Transparent internal/organizational communication

This openness ensures everyone is informed, reduces misunderstandings, and encourages honest feedback.

Level of development of communication

Ensuring clarity, consistency, and effectiveness. This leads to better information flow.

Internal attention to conflicts

Addressing issues promptly and constructively. This approach reduces tension, leading to a more harmonious and collaborative work environment.

Complete information

Ensuring everyone has access to all necessary details to achieve their work objectives and goals effectively and efficiently.

Recruitment communication and selection process

Setting clear expectations, fostering transparency, and ensuring cultural fit.

Positive perceptions of internal communication and satisfaction

When employees feel heard and valued, they are more likely to participate actively, share ideas, and collaborate effectively.

Assertiveness among workers

Promoting clear, direct exchanges and reducing misunderstandings. This confidence in expressing ideas and concerns fosters a culture of respect and collaboration

Intense attention to crisis prevention and intercultural communication

Fostering preparedness, reducing misunderstandings, and promoting inclusivity, leading to a more resilient and cohesive organization.

Organizational environment and structures

Organizational structure

Clarifying roles, responsibilities, and reporting lines. This reduces confusion, ensures efficient information flow, and fosters accountability

Job and organizational climate

When employees feel valued and supported, they are more likely to share ideas, provide feedback, and collaborate effectively.

Work harmony

When employees get along well and respect each other, they are more likely to work together effectively.

Knowledge

Ensuring employees are well-informed and capable of sharing accurate information.

Structural empowerment

Providing employees with the authority, resources, and support they need to make decisions.

Workload

Centralizing tasks, streamlining workflows, and providing real-time updates.

Satisfaction with roles

When employees are satisfied with their roles, they are more engaged and motivated, leading to open and effective communication.

Internal crisis communication practices

Ensure timely, clear, and accurate information dissemination, reducing confusion and panic. This builds trust, maintains morale, and ensures coordinated responses,

Training and development

Equipping employees with essential skills, fostering a culture of continuous learning, and promoting effective information sharing.

Institutional environmental building

By creating a supportive and inclusive environment, employees feel valued and more willing to communicate effectively.

Pay scale

A fair and transparent pay scale boosts employee morale and trust, leading to open and honest communication.