Organizational Psychology

Purpose. The objective of the study is to analyze the contribution of subjectively perceived physical and psychological qualities of the office environment (the “healthy” office) to the personal, family, and organizational psychological well-being of employees. Methodology. The sample consisted of 319 respondents aged 19–72 years (220 women, M = 40.8 ± 13.9 years), with an average work experience of 17.1 ± 12.8 years, predominantly Russians, representing various professions. To assessthe qualities of a “healthy” office, the People in the Office and the Perceived Restorativeness Scales were used. Personal psychological well-being was measured using the Warwick-Edinburgh Mental Well-being Scale (WEMWBS), family well-being with the Love and Affection Scale, and the Family Climate Scale, and organizational well-being with the Organizational Cynicism Scale. Findings. The results showed that a “healthy” office environment, particularly parameters such as External Infrastructure, Internal Communications, Ergonomics, Freedom of Action at the workplace, and the connection of work to the employee’s professional narrative, significantly contributes to personal, family, and organizational well-being. Often, this contribution is not direct but mediated through restorative aspects of the environment such as Being Away, Fascination, Compatibility. However, Being Away as an opportunity for rest at the workplace reduces personal and family well-being but not organizational well-being. Only work experience, and not the duration of stay in the office or the convenience of its location, directly contributes to certain aspects of well-being. Value of the Results. The study provides empirical support for the concept of a “healthy” office as a factor affecting employees’ psychological well-being and builds predictive models describing the contribution of various qualities of a “healthy” office to different aspects of psychological well-being. The results can be used for effective organizational management.