Concluding Reflections on the Implications of Social Capital for the Future of Work

Diana Ivana (), Diana Pitic (), Tudor Irimiaș (), Daniel Metz (), Sorin Dan () and Diana Ghenie ()
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Diana Ivana: Babeș-Bolyai University
Diana Pitic: Babeș-Bolyai University
Tudor Irimiaș: Babeș-Bolyai University
Daniel Metz: 1 Decembrie 1918 University of Alba Iulia
Sorin Dan: University of Vaasa
Diana Ghenie: Babeș-Bolyai University

Chapter Chapter 5 in The Dynamics of Social Capital in Romania’s IT&C Sector, 2025, pp 79-83 from Springer

Abstract: Abstract This section illustrates how important it is for organisations to remain open to change and effective communication, both being essential in preserving stability when so much within still changes rapidly around you. This scenario drives employee satisfaction and lowers turnover rates. Although it comes with advantages, like higher productivity and talent pools the size of oceans, it also brings its downsides, such as lack of cohesion and isolation in equal measure. Considering this, the research offers interventions to “humanise” or engage with and improve processes in remote workremote work, including receiving virtual leadership training, developing trust and healthful online culture. In the end, what this research has shown is that adaptability, proactive communication and a complete perspective around employee well-being are building an effective corporate culture.

Keywords: Organisational communication; Cross-departmental collaboration.; Organisational resilience.; Organisation belonging.; Retention.; Employee well-being. (search for similar items in EconPapers)
Date: 2025
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DOI: 10.1007/978-3-032-01874-8_5

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