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Environmental Psychology

Wells (2000) office personalisation: wellbeing, company policies and evaluation

  • 3 things to know
  • Component 03

Overview

Recall questions on men's and women's reasons for personalising, the link between personalisation and wellbeing, company policies and views, Wells's conclusion, and the evaluation of strengths, causation, sample and social sensitivity.

What you need to know

Answer each one before you reveal it.

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Key term

What was the relationship between personalisation and wellbeing?

Evaluation

Why are the gender findings socially sensitive?

Who and when

What reasons did men and women give for personalising?

Questions from this subtopic

Each one with the model answer underneath.

  1. 1

    What reasons did men and women give for personalising?

    Model answer

    More women than men personalised to express their identity and individuality, to express emotion, and to improve the feel of the workplace. More men than women personalised to show their status within the company.

  2. 2

    What was the relationship between personalisation and wellbeing?

    Model answer

    Personalisation was significantly associated with satisfaction with the physical work environment, which correlated with job satisfaction, which was in turn associated with wellbeing. Personalisation was not directly associated with wellbeing once those two steps were accounted for.

  3. 3

    What did Wells find about company policies on personalisation?

    Model answer

    Employees in companies with more permissive policies were more satisfied with their environment and their jobs, and those firms also showed higher organisational wellbeing.

  4. 4

    What did Wells learn from the companies themselves about personalisation?

    Model answer

    A co-ordinator at each of the twenty companies reported its personalisation policy and organisational wellbeing. Companies that allowed more personalisation had a more positive organisational climate.

  5. 5

    What did Wells conclude?

    Model answer

    Personalising a workspace is a form of territorial marking that supports identity and wellbeing, so organisations benefit from allowing it rather than restricting it.

  6. 6

    Give two strengths of Wells's study.

    Model answer

    The large sample drawn from many different companies improves generalisability within that setting, and combining self-report with photographic evidence triangulates the findings.

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