OCR A-Level Psychology H567
Research Methods and Techniques
Planning and Conducting Research
Data Recording, Analysis and Presentation
Report Writing and Scientific Communication
Practical Activities and the Nature of Science
Mathematical Requirements for Research Methods
Studying and Evaluating the Core Studies: The Common Framework
Core Studies: Social Area
Core Studies: Cognitive Area
Core Studies: Developmental Area
Core Studies: Biological Area
Core Studies: Individual Differences Area
Areas and Perspectives in Psychology
Debates in Psychology
Practical Applications of Psychology
Issues in Mental Health
Child PsychologyApplied option
Criminal PsychologyApplied option
Environmental PsychologyApplied option
Sport and Exercise PsychologyApplied option
Methodological Issues and Debates Running Through Applied Psychology
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.
Why are the gender findings socially sensitive?
What reasons did men and women give for personalising?
Questions from this subtopic
Each one with the model answer underneath.
- 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
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
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
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
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
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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