Dear Edna, 

It is very stressful to not be listened to, - be it at home or at work place. I do not know if these papers shed light on your topic but check them out and ask the authors here on RG:

Article Health promotion in general practice: On meanings and aims i...

Article The Influence of Isolation on Stress and Suicide in Rural Ar...

Article Outcomes of Trauma-Informed Interventions for Incarcerated W...

Article Conflicts in the intensive care unit

Any organisation going through change of any sort needs to have strong communication strategies and systems in place. Have a look at the work of Michael Beer on this topic.

Well, dear Edna, that is exactly the difference established between the former "scientific management" and the current more organic management in complex contexts. Ford, Taylor and Fayol structured the work place as an isolated massively organised place. Currently, however, communication and interaction, open space and common activities bust more efficiency and efficacy. The current paradigm is about complexifying managing and the economy, and one way to do this is via much interaction, communication and learning from each other. 

Hi Edna,

My PhD thesis is all about the impact of internal communication on employee engagement, which is, in turn, often associated with well-being.

I found that 'employee voice' is strongly associated with organisational engagement. When employees have a say that is treated seriously they 'feel valued' and this is associated with emotional organisational engagement.

The thesis has just been submitted, viva scheduled for 25 November, so hopefully a paper will be published on this next year.

Best wishes.

Kevin

Best of luck with your viva Kevin, I look forward to seeing your paper.  Agree that communication and employee voice is a crucial factor.  I'm currently researching an organisational level stress-management programme and communication has consistently come through as a major issue for staff, as well as a major factor in the success (or not) of the programme itself.

If anyone is interested, I've included links to a couple of Greenberg's communication/justice-related papers that are particular favourites of mine - especially considering the difficult economic environment a lot of organisations are operating in at the moment.

Greenberg, J. (1990). Employee theft as a reaction to underpayment inequity: The hidden cost of pay cuts. Journal of Applied Psychology, Vol 75(5), 561-568. http://mario.gsia.cmu.edu/micro_2007/readings/Greenberg_Employee%20theft.pdf

Greenberg, J. (2006). Losing sleep over organizational injustice: Attenuating insomniac reactions to underpayment inequity with supervisory training in interactional justice. Journal of Applied Psychology, Vol 91(1), 58-69.

http://psycnet.apa.org/journals/apl/91/1/58/