In collaboration with Positran, a consultancy specialising in applying positive psychology to drive personal and organisational transformation, The School of Positive Psychology (TSPP) has unveiled the results of its Singapore Employee Wellbeing Study, highlighting the state of workplace wellbeing in the country. With an overall score of 5.3 out of 10, the study revealed that while employees were performing at moderate levels, there was significant room for improvement in cultivating more purpose-driven, engaged, and supportive work environments to enhance positive functioning.
The study, conducted between February and May 2024, surveyed 169 employees in Singapore using the Positive Organisational Profile (POP) model – a scientifically validated approach to assessing wellbeing and positive functioning at work. Many assessment tools evaluate employee wellbeing or focus on factors predicting workplace wellbeing, but few integrate both individual and organisational predictors. The POP model does this by combining three key indexes – emotional state, psychological functioning, and resources (job role, individual, organisational) – to predict and enhance optimal functioning at work.
Public Sector Stress vs. Self-Employed Enthusiasm
When looking at the Overall Energy Index, which provides a quick snapshot of the emotional states of employees, it revealed significant differences in emotional states between sectors.
- 37% of respondents, particularly from the public sector, were placed in the Stress quadrant, highlighting a high risk of burnout and dissatisfaction.
- In contrast, 46% of respondents, mainly self-employed individuals, were placed in the Enthusiasm quadrant, demonstrating higher levels of positive emotions and better workplace functioning.
- However, 59% of all participants reported frequently feeling “tired”, a stark contrast to a similar study previously conducted by Positran on European counterparts, where confidence and positive emotions were more commonly reported.
Findings from the Overall Sustainable Performance Index, which examines long-term indicators of well-being and ill-being at work, further revealed that employees in the non-profit and public sectors experience higher levels of exhaustion, aversion, and boredom. In contrast, self-employed individuals, while susceptible to overworking, reported greater engagement and satisfaction in their roles. These insights underscore the need for improved work-life balance strategies, particularly within the public sector.
Purpose and Autonomy as Cornerstones of Wellbeing
The study identified three crucial resources that contribute to employee engagement and well-being:
- Job role resources refer to the positive processes and factors of a particular job that contribute to optimal functioning and high performance at work.
o Employees who find purpose and impact in their work experience higher well-being. A lack of autonomy and limited skill development opportunities are major sources of frustration. While autonomy is important, employees also benefit from structured growth opportunities.
- Individual resources refer to the unique strengths, positive attributes and potential of the individuals which contribute to optimal functioning and high performance at work.
o Personal meaning, high levels of vitality, and a positive mindset were key drivers of wellbeing. However, respondents scored lower on cognitive flexibility, indicating less openness to new experiences and learning. Encouraging a mindset of growth and adaptability could help bridge this gap, enhancing individual resilience and well-being at work.
- Organisational resources refer to the positive culture and psychological climate within an organisation that contribute to optimal functioning and high performance at work.
o Strong leadership, managerial support, and a climate of trust were pivotal to creating a positive work environment. Employees reported moderate satisfaction with pay and benefits (5.5/10). However, the climate of trust was lower (5.1/10), indicating that trust and transparency remain key areas for improvement, regardless of compensation.
Professor Ilona Boniwell, CEO of Positran, Academic & Examination Board, and Faculty at The School of Positive Psychology presented the findings of this study at Wellbeing 2.0, a full-day conference where leaders and wellbeing advocates gathered to share research, insights, and strategies to advance collective wellbeing. Commenting on the results, she highlighted the importance of integrating personal meaning into the workplace.
She stated, “It is crucial to identify the specific factors driving employee wellbeing. Personal meaning has increasingly become a vital aspect for employees, yet many organisations overlook its significance. Understanding and integrating personal meaning is essential for identifying the resources needed to enhance positive functioning at work.”
The findings from Positran and TSPP’s Singapore Employee Wellbeing Study urge organisations to take action in creating purposeful, supportive, and autonomous work environments. By fostering autonomy, encouraging personal growth, and building trust, employers can improve employee wellbeing, engagement, and performance, while reducing stress and burnout.
