Faculty of Health Sciences, Kristianstad University, 291 88, Kristianstad, Sweden.
BMC Psychol. 2022 Jul 27;10(1):184. doi: 10.1186/s40359-022-00890-w.
Societal development and a competitive corporate climate have resulted in increased emphasis on performance management (PM) but also sustainability and health challenges in working life. Opportunities for employee well-being, development and performance are thus highly relevant for organisations and society. PM includes a manager-employee dialogue process and is identified as a complex challenge when combined with employee development and well-being. Managers have a key role in PM, and research in collaboration with practitioners in specific contexts is needed. An exploratory study, focusing on managers' experience of dialogues between managers and employees in practice, was therefore conducted in collaboration with an inter-municipal corporation company in southern Sweden.
A qualitative study with an inductive design, supported by semi-structured focus group interviews, was chosen based on the exploratory character of the study. Thirty-five managers were approached in the company and 15, of varying age and managerial experience, agreed to participate. Staff Development Dialogues (SDD) were used in the company PM model to facilitate employee development, performance, and well-being. Data was analysed using conventional qualitative content analysis to obtain new insights without using pre-set classifications.
The analysis resulted in three categories of SDD experiences: SDD in a business context; Managers in relation to SDD; and Employees in relation to SDD. The findings revealed varying SDD experiences as well as approaches, and analytical themes were considered in relation to the organisational context and the specific SDD content and process. The study showed the importance of SDD adaptation and a well-being perspective in the dialogues was related to relational aspects and the manager-employee approach to SDDs.
The findings confirm the complexity and challenges of PM including development and well-being. Adaptation to specific departments as well as employees is important, and using the same PM strategy throughout an organisation can be questioned. The identified link between a relational approach and a well-being perspective indicates a missed opportunity for systematic workplace health promotion. Strengthening the well-being perspective can, thus, improve the quality of an SDD model, which in turn can facilitate the creation of sustainable workplaces and better fulfilment of employers' health-related obligations for systematic work environment management.
社会发展和竞争激烈的企业环境导致人们越来越重视绩效管理 (PM)，但工作场所的可持续性和健康挑战也随之增加。因此，员工的幸福感、发展和绩效对组织和社会来说都是非常重要的。PM 包括经理与员工之间的对话过程，当它与员工发展和幸福感相结合时，就被认为是一个复杂的挑战。经理在 PM 中起着关键作用，因此需要在特定背景下与从业者合作进行研究。因此，在瑞典南部的一个市镇联合公司的合作下，进行了一项聚焦于经理在实践中进行经理与员工对话的经验的探索性研究。
由于这项研究具有探索性，因此选择了一种基于归纳设计的定性研究，辅以半结构化焦点小组访谈。在公司中联系了 35 名经理，其中 15 名不同年龄和管理经验的经理同意参与。该公司的 PM 模型使用员工发展对话 (SDD) 来促进员工的发展、绩效和幸福感。使用常规的定性内容分析来分析数据，以在不使用预设分类的情况下获得新的见解。
分析产生了 SDD 经验的三个类别：SDD 在业务背景下；经理与 SDD 的关系；以及员工与 SDD 的关系。研究结果显示，SDD 经验和方法各不相同，分析主题与组织背景以及特定的 SDD 内容和过程有关。该研究表明，SDD 适应和对话中的幸福感视角与关系方面以及经理与员工对 SDD 的方法有关。
研究结果证实了 PM 包括发展和幸福感的复杂性和挑战。对特定部门和员工的适应是很重要的，在整个组织中使用相同的 PM 策略可能会受到质疑。所确定的关系方法与幸福感视角之间的联系表明，系统的工作场所健康促进存在错失的机会。因此，加强幸福感视角可以提高 SDD 模型的质量，从而促进可持续工作场所的创建，并更好地履行雇主在系统的工作环境管理方面的健康相关义务。
