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What enables us to better experience our work as meaningful? The importance of awareness and the social context

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Evgenia Lysova shows that awareness, cognitive flexibility, and social cues contribute to meaningful work. Ambivalent events can be meaningful when interpersonal cues convey worth, care, and safety.

Image courtesy of interviewee. January 11, 2024

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This video video discusses a study on meaningful work, co-authored by researchers from the University of Bath and the University of Amsterdam. The study conveys that meaningful work is a subjective, multidimensional experience defined by its significance, worth, and value to individuals. The researchers argue that traditional views of meaningful work, often based on static job design, overlook how experiences of meaningfulness can fluctuate over time and are influenced by various factors, particularly awareness and cognitive flexibility.

The study employs two methodologies: a quantitative study involving a six-week diary study with 90 diverse participants reflecting on their experiences of meaningful work and a qualitative study where participants were placed in a state of awareness through reflection exercises. The results indicate that awareness directly contributes to the experience of meaningful work and indirectly enhances cognitive flexibility.

In the qualitative aspect, the researchers highlight the importance of social cues from colleagues and clients that can influence how individuals perceive the meaningfulness of their work, especially during ambivalent work events that are both positive and negative.

The study emphasizes the theoretical importance of viewing meaningful work as a fluctuating state and suggests practical implications for organizations to foster awareness and positive relationships among employees. Key takeaways include the necessity for organizational support in building awareness and fostering an environment of constructive feedback and care, which collectively contribute to enhanced experiences of meaningful work.

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X-TIMESTAMP-MAP:LOCAL=00:00:00.000,MPEGTS=900000

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Today I would like to talk about our fantastic study

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about, meaningful work, what enables

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Meaningful work and changes in meaningful

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Work. And I've been working

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the studies

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with my grade two co-author, Luke

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Fletcher from the University of Bath,

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and my other colleague, sine Albert Rudi from the flight,

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univers State Amsterdam, also my institution.

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So you asked me what is meaningful work.

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So I think it's a hard question to answer

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because there are so many definition what meaningful work

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Actually is. So in

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Our particular research,

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We take a more subjective, perspective. So we

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Look at the meaningful Work

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as an individual experience in work is meaningful when

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individual experiences person is significant,

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worthwhile and valuable. And we particularly

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Look At it as a multidimensional construct.

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So what does this mean?

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Basically, we, work, we take,

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Perspective, taken by the, Mario Lane VMA

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and MA as well,

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That suggests that there are

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Different pathways towards experiences, meaningful work.

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So you experience your work

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as meaningful when you personally grow your work,

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when you feel that you express your potential,

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when you also feel a sense of community in

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that you actually make a difference in some ways life.

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So we took it a different pathway

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to dimension of meaningful work.

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So this is our perspective on the meaningful work.

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In this particular article that we are taking,

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There has been a lot of,

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research growing on the literature on meaningful work and

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The different perspective for, again, what is meaningful

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Work, what implication that's there.

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So our particular idea,

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what we were struggling at the very start, much of

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what we know about meaningful work looks,

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Uh, draws on the traditional job design literature

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That basically looks at meaningful

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Work as a positive job attitude. And

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In this case, more of

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A, like a static, static level phenomenon. But we were

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Trying to explore.

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But much more research is

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Emerging from such cold As

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Katie Bailey, Dr. Madden, for example,

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that pointing towards

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that meaningful work is changing over time so

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that it's pathological experience. So

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We were thinking of trying to explain

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And examine And explore what is that means, actually

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That, meaningful work as a state level,

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that it actually fluctuates over time. And most

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Importantly, What can, help us understand

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what impacts those changes

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and what can explain those changes. And that so far

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Has not Been studied very much.

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So therefore, this is our

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Novelty. This cases

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we try to, explain

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what are the factors that may sort of

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Influence this boost of meaningfulness, as a me

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as a change in phenomenon.

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Before I start about the methodology, I would like

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to briefly talk about where does,

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how is it theoretical or makes sense?

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Maybe that's nice as well.

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Um, so considering the fact there has been not so much, not,

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not not enough theoretical,

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Kind of background To argue

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for the changes in meaningful work.

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So we drew inspiration

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From the work,

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mindfulness on literature on mindfulness.

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So we actually, were inspired by the work of,

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Garland with regards to mindfulness,

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to meaningfulness theory.

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And there are clearly a lot of co-authors

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and a different, different, different,

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formulations of the theory.

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But the key key point

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of the theory is basically when individuals,

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participate and engage in mindfulness exercises

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or mindfulness practice, that broadens their awareness

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and that makes this broaden awareness,

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makes them feel more flexible and adaptive to how they look

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and what is happening around them.

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And also reappraise what is happening,

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reappraise the experience in a more positive way

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and eventually experience more meaning

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and, greater wellbeing.

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So we only, look, we don't test the steering directly, but

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because we don't, clearly we don't study mindfulness,

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but we, we just take this process of awareness.

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And awareness is, is the idea that you actually,

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noticed and you are aware of what is happening

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inside you, your internal world about your emotions

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and thought, but also outside of your own words.

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So you are paying attention in, you are aware of it.

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And this is the kind of our starting point,

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this whole logic, because we put forward that awareness

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and being in the state of awareness

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actually can help individuals

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to experience great meaningful work.

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This is like one of the thing that we are propose.

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And another one is that we argue

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that the reason why it happens is because awareness.

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When we are paying attention with the curiosity

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to our internal experiences and emotional thoughts

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and, outside experiences, we are able

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to be more adaptive in how we look at our work situation

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and maybe think of a new creative ways of approaching,

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the situations, what we call, what we call, a state

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of cognitive flexibility.

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And this is the mechanism why we actually experience more

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meaningful work as a, thanks to awareness.

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And there comes maybe answer to your question as well, is,

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so this is the, this is the study one.

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We were actually trying to test that,

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in a quantitative diary study.

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We conducted a diary study across six weeks among a group

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of 90, participants.

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And those participants were very diverse in terms

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of where they were coming from.

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So we had some, health,

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we had some healthcare professionals, in the uk.

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Uh, we had some, fitness instructive in the Netherlands.

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We have some Dutch, governmental workers

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and some, public school teachers in devices, in a sense,

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very diverse samples.

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So we ask them to reflect on every week on the experiences

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of meaningful work and the state of awareness

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and cognitive flexibility.

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So this is what our kind of test in study was.

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Um, I will not talk about the results yet.

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So we, let me talk about the study too,

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because this was, when we trying to test the process,

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right, of how awareness can contribute

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to meaningful work through cognitive flexibility.

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Um, we also were interested to explore

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what actually happens, when individuals are in the state

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of awareness, what kind of social information, what is kind

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of outside that actually pay attention to,

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because, the mindfulness to me, in theory,

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they do acknowledge the social context is important for us

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to reconstruct Armenian,

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but they don't really go that much into detail explaining

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what it is and how we can capture that.

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Therefore, to do that, we actually, turn

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to the literature on the relationship

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and how social context impact us and particular,

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and to personal sensemaking theory over sch,

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nevsky and colleagues.

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But basically suggest that all the, relationships,

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all the connections, the behaviors we have on a daily basis,

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they are important sources of information about

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what other people think the value of us is at work.

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What is the value of us as a person

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and, as a working employee.

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So this is an important cues

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of information about the value of our work.

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So we sort of integrate this theory

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and, trying to, explore qualitatively now we try

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to explore and study to qualitatively what is

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that actually the social information

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that individuals pay attention

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to if they end the state of awareness.

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And in this particular study, we,

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utilized the qualitative data, gathered as a part

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of a big, project,

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when there was an intervention conducted.

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So, my second co second coauthor was conducting a

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separate investigation, about the intervention.

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So basically he was,

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have an intervention trying to foster more meaningfulness,

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but we particularly, take an exercise where puts people

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to, in a state of awareness where they try to think about,

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you know, their, their work weeks.

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And we have a, a sample of 45 people.

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We, and then on the range

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of four weeks every week they reflect

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on the meaningful events, the emotions and experience.

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They went through this events

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and basically anything related

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to reflection they would like to share.

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So we sort of put them in a state of awareness

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by it interventions,

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but then look at what actually,

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what they're telling us about the experiences,

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across the four weeks.

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And we have here engineering, employees, financial

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and also non ministering from the government, uk

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that's all based in uk.

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We were actually excited about our results.

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So let me then maybe, separate the two.

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First we've done, study, study one and study one.

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We found out that basically our hypothesis, so the idea

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that awareness directly contributes to meaningful work

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or explains also the meaningful changes in meaningful work,

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but also indirectly to the cognitive flexibility,

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we found it to be supported our hypothesis.

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But what we found interesting is that,

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if you remember correctly at the start of the,

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interview, I also mentioned that we look at meaningful work

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as a multidimensional phenomenon.

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So we actually look at the four

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dimensions of meaningful work.

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And from this four dimension, particularly the dimension

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that concerns of personal growth, feeling, sense

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of authenticity, that was not found to be influenced

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by the sense of awareness and

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therefore cognitive flexibility.

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We found that a very interesting insight,

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which might have something to do with

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that awareness might be not enough

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to foster the personal growth.

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Maybe, maybe when,

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and that might be has to do with the kind of context,

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we were dealing with.

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We also had more like service oriented, groups,

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service oriented stuff that might also impact it.

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Why this is, why this is the case.

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And also when we talk about personal growth,

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at least the way it's originally conceptualized,

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it's also about moral development.

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And it's not necessarily that if you are in a state

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of awareness, you will have more, more kind of,

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boost and moral development.

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Maybe if you find yourself in an,

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an ethical situation at work,

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that might be a more ProMED kind of context that will,

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give you boosts to this particular dimension.

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But, this is the only,

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but in the context that we have,

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it didn't have, an impact.

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So, it did have an impact on the other three.

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So basically the unity with others, so the sense of baloney,

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sense of service to others

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and expressing full potential.

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So that's is like more.

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Um, and the study won the quantitative part.

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Then, zooming in more, into the qualitative,

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aspect, we found also very interesting thing,

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very interesting thing.

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So basically we found out that people were experiences,

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different kinds of work went, which is not surprising

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because nothing, doesn't mean

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that we only have positive experience all the time.

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What we, we did see

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that people mentioned in their reflections about the

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positive experiences, but much more interesting in same

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insights came out of the experiences,

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when they were going what we call an ambivalent work events.

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Basically those events that are not necessarily positive

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or negative, but maybe, they're accomp

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by a positive experience

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and stressful at the same time, like getting a new position.

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It's, it's clearly a very, stressful experience,

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but at the same time it's a nice development opportunity.

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So those, the kind of events were very interesting ones.

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And so we focused particularly on those ones.

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And we identified that people, as they were going

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through this, ambivalent work events

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and the beginning, they didn't necessarily experience them

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as meaningful, maybe even actually more stressful.

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Um, but, when they sense that others at work,

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would it be, you know, customers

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or managers on their colleagues, they send,

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cues positive, cues

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and about the, the importance they were able

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to experience this events as meaningful ones.

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And particularly we identify three type of cues.

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One of this, is when the others, send the cues of,

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cues of work, conveying a sense of work,

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so the sense of appreciation and inclusion.

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So then the individuals perceive that the others really kind

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of appreciated their work and the sense of care.

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So for example, they really, sense that others really,

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for example, took, part

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of their work when they couldn't do something

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that gives a sense that actually others

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really care for them.

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And that, again, was an important positive cue

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and sense of safety as well.

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There's another third cue that actually feel

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that they can be themselves, and the work,

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and they can be open about the experience if they sense

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that the others communicated cues to them that,

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help them to actually use it

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as an important social conceptual information

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to reappraise potentially ambivalent events

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and not ne not necessarily meaningful in the first,

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but by actually see meaning in them.

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So therefore in this case, having a positive,

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relationship at work

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and sending those cues extremely important outcomes

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with regards to theoretical in advancement

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and also the practical ones.

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So if that's fine, I would like to address both of them.

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So in terms of theoretical ones, so we really,

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show the importance of looking at meaningful work,

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as a state level phenomenon, something that fluctuates.

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It basically invites callers

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to even make a shift towards expl, exploring

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and examining meaningful work, something

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that changes over time and

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therefore requires, thinking of how we can theorize it,

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what kind of theories can explain.

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There is much more to be done

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with this area theoretically wise.

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And it clearly shows also, the importance

14:13.085 --> 14:16.285
of relationship for the experiences of meaningful work.

14:16.875 --> 14:18.565
This is more the theoretical one.

14:18.865 --> 14:23.005
Um, and I think broadly also shows the importance

14:23.145 --> 14:25.285
of connecting to the other fields

14:25.465 --> 14:28.165
and bringing different theories from, other fields

14:28.305 --> 14:29.405
and also innovating

14:29.405 --> 14:31.405
through this work part for the meaningful work.

14:31.825 --> 14:34.045
And if you think about practical implications,

14:34.505 --> 14:36.405
so there are different things you can think of.

14:36.625 --> 14:40.605
So, one of the things that clearly our

14:41.185 --> 14:43.325
key message is that awareness matters,

14:43.665 --> 14:46.285
and that means that individuals in one way

14:46.285 --> 14:49.965
or another in organizational settings need to be from,

14:49.995 --> 14:52.285
need to be helped to,

14:52.655 --> 14:55.365
there is a certain infrastructure from the organization

14:55.365 --> 14:57.805
created that individuals have the ability

14:58.065 --> 15:01.205
to develop this sense of being in a state of awareness.

15:01.585 --> 15:02.925
Of course, clearly individuals,

15:02.925 --> 15:04.405
some individuals can do it themselves.

15:04.585 --> 15:06.325
For example, if they engage in,

15:06.885 --> 15:08.125
I don't know, mindfulness training.

15:08.145 --> 15:11.605
If you, go back to the mindfulness media theory,

15:11.745 --> 15:13.325
if you engage in mindfulness training,

15:13.425 --> 15:14.925
you can broaden your awareness.

15:15.065 --> 15:17.325
So that could be, an interesting one,

15:17.505 --> 15:19.925
but it's also from the organizational point of view

15:19.925 --> 15:21.445
to facilitate it in as well.

15:21.785 --> 15:25.325
So for example, that could be if there is a meeting going

15:25.385 --> 15:28.805
on, that you actually let people reflect about the

15:28.875 --> 15:30.765
experiences at the start of the meeting

15:31.145 --> 15:35.485
or let individuals, to actually, reflect on how they

15:36.155 --> 15:39.125
they went in terms of the meaningfulness they experience.

15:39.275 --> 15:41.445
That puts also individuals in the state of awareness

15:41.445 --> 15:43.605
because then they will be more aware to the experience.

15:44.005 --> 15:46.765
I can actually myself up to doing this research.

15:46.905 --> 15:50.085
I'm more aware, that I need to pay attention

15:50.145 --> 15:51.645
to what's happening around me.

15:51.905 --> 15:53.685
And it's just so fascinating

15:53.785 --> 15:57.805
how many more cues I see from others than I did before.

15:57.985 --> 16:00.045
So that's this, you know, that's really proven.

16:00.405 --> 16:01.565
I, I do that.

16:02.025 --> 16:05.045
Uh, and another clearly important thing,

16:05.365 --> 16:08.045
I mentioned the idea that importance

16:08.045 --> 16:10.725
of positive relationship have sent a sense of worse sense

16:10.725 --> 16:12.605
of safety in care, and

16:12.605 --> 16:14.925
therefore from the organization point of view,

16:15.185 --> 16:18.965
but also as an individual, you really need to force the,

16:18.965 --> 16:20.245
those kind of relationship.

16:20.305 --> 16:24.085
And that comes down from creating nice atmosphere within the

16:24.085 --> 16:28.005
organization, but really stimulating a feedback,

16:28.075 --> 16:30.205
that is constructive, that is helpful.

16:30.865 --> 16:35.685
Um, and yeah, that's I think will be my, key messages

16:35.745 --> 16:38.525
and stimulating discussion and feedback to foster those.

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