In this episode of Meaningful Work Matters, Andrew Soren spoke with Dr. Evgenia Lysova, the Associate Professor of Organizational Behavior at the Department of Management and Organization, Vrije Universiteit Amsterdam.
Lysova has spent more than a decade researching what makes employees feel their work is meaningful, how people can pursue meaningful careers, and how organizations can aid this process. Her most recent research focuses on the roles that Corporate Social Responsibility and the Future of Work play in the experience of meaningful work.
Meaningful Work, Defined
As Lysova points out, meaningful work can be described in many ways, but she prefers to view it through the lens of subjectivity - as something that anyone can find in their careers.
“So, it's about personal significance, it's about feeling worthwhile in what you're doing and also valued,” she explains.
Within meaningful work, Lysova also touches on the idea of a calling, which is a bit more controversial among scholars. She refers to it as an “extreme way” of looking at meaningfulness because it stems from the belief that an individual feels it is their destiny to do something specific. However, Lysova doesn’t believe this draws one toward a specific career. Instead, she believes a calling encourages someone to use their skills or gifts in a specific way, regardless of their field.
Meaningfulness in Work vs. Meaningfulness at Work
Although these two concepts may sound the same, Lysova points out an important distinction between them based on the research of scholars Michael Pratt and Blake Ashworth.
Essentially, meaningfulness in work arises from the actual role an individual is doing. Lysova uses nurses as an example because their job requires caring for others, which yields an important and meaningful result — saving a life.
Meaningfulness at work is based on the sense of satisfaction or belonging one feels at their job, regardless of the job they are doing. For example, Lysova says one’s company could have some extraordinary social responsibilities that help someone feel they belong at the organization.
Lysova suggests an individual should search for both to find a more holistic version of meaningfulness.
Gifts vs. Strengths
Lysova distinguishes between gifts and strengths, particularly regarding meaningful work and relationships in organizations. She describes gifts as innate qualities individuals are born with or discover over time, while strengths are developed through experience.
This is one area where organizations play a key role in helping individuals find meaning at work. According to Lysova, in order for employees to contribute their gifts and strengths effectively, they need to feel valued and safe at work.
The Framework for Meaningful Work
Lysova’s work has developed a comprehensive framework encompassing various levels of analysis, ranging from individual characteristics to societal influences, to provide a holistic understanding of what constitutes meaningful work.
Individual characteristics - Lysova explains that personal characteristics such as values, beliefs, and needs shape a person’s perception of meaningful work. Not everyone will experience meaning in the same ways, and we need to start here to find the right person-work fit.
Work environments - An individual does not exist in a bubble at work, and therefore, their personal characteristics will always exist within the context of the work environment. This includes job-related factors, such as autonomy and job design, and organizational elements, such as leadership style and organizational culture.
While individuals are ultimately responsible for finding meaning in their work, Lysova says that organizations bear the duty of ensuring a supportive and ethical work environment that is conducive to meaningful experiences.
AI and the Future of Work
As the way humans work changes rapidly with the introduction of new technology, especially artificial intelligence, Lysova expects this will significantly impact social connections within organizations.
As the work landscape changes, Lysova highlights the importance of self-awareness, explaining that individuals should be cognizant of both internal and external factors that contribute to meaningful work experiences. Mindfulness practices and reflective dialogues are helpful means to enhance awareness and foster meaningfulness despite technological advancements.
Final Thoughts
Believe it or not, there is such a thing as looking for too much meaning, Lysova says. Excessive emphasis on finding meaning may lead to adverse effects, which Lysova says organizations must cultivate supportive environments where individuals feel comfortable sharing their experiences without fear of judgment. She also emphasizes the importance of openness and collaboration in creating a conducive environment for meaningfulness, where individuals can share diverse experiences and perspectives.
Lysova says she is still pondering ways to sustain meaningfulness at work over time. While awareness is a key component, she continues her research to uncover more about this topic. As research from Katie Bailey describes, Lysova also agrees there is a temporal aspect to meaningfulness, which can change over time through one’s life and career.
She stresses that sustaining meaningfulness may not necessarily mean consistently high levels but finding ways to navigate fluctuations and return to a satisfactory level.