2025-09-05
At work, alone or together?
Public Health and Social Medicine
By Ana Espino | Published on September 5, 2025 | 2 min read
#MentalHealth #WorkplaceWellBeing #WorkStress #QualityOfWorkLife
Mental health and well-being at work are now recognized as central issues, both for public health and for organizational performance. Yet most traditional approaches to prevention and management remain focused on material conditions (safety, schedules, workload), often overlooking a factor just as decisive: the quality of interpersonal relationships. These social dynamics profoundly shape the professional experience, influencing motivation, satisfaction, and resilience to stress.
The real challenge, then, is to understand how workplace relationships—whether between colleagues, with managers, or within team dynamics—affect not only psychological well-being but also engagement and overall performance. It is from this perspective that the present study was conducted, aiming to evaluate the impact of work relationships by exploring their positive aspects, such as support and collaboration, as well as their negative dimensions, such as conflict and isolation.
This review draws on a broad range of quantitative and qualitative studies across professional sectors: longitudinal surveys, standardized questionnaires on satisfaction and engagement, and in-depth interviews exploring individual perceptions and experiences. The results converge toward a clear conclusion: positive professional relationships, grounded in cooperation, recognition, and trust, are associated with better mental health, greater satisfaction, and significantly reduced turnover.
In contrast, conflictual relationships or those marked by social isolation lead to increased stress, foster burnout, and undermine organizational performance. Analyses also highlight the decisive role of relational management: supportive, open, and benevolent leadership fosters collaboration and team cohesion, while climates of distrust and rigid control heighten psychosocial risks and weaken workplace balance.
Work relationships constitute a fundamental pillar of psychological well-being and professional success. The real challenge lies in fully integrating this relational dimension into human resources policies and organizational strategies, moving beyond a vision focused solely on material or structural aspects. The aim of this study was to clarify the impact of professional ties, and the findings clearly show that they represent a key lever for health, engagement, and performance.
However, the existing literature still suffers from considerable methodological heterogeneity, a lack of robust longitudinal studies, and insufficient attention to cultural contexts, which strongly influence relational dynamics. To advance, future research must explore in more depth the psychological and organizational mechanisms involved, propose standardized measurement tools, and assess the effectiveness of targeted interventions designed to strengthen relationship quality within teams. Ultimately, such work should foster a more human-centered, strategic, and sustainable approach to management, where social bonds are fully recognized as a central factor in collective performance.
About the author – Ana Espino
As a scientific writer, Ana is passionate about bridging the gap between research and real-world impact. With expertise in immunology, virology, oncology, and clinical studies, she makes complex science clear and accessible. Her mission: to accelerate knowledge sharing and empower evidence-based decisions through impactful communication.
#MentalHealth #WorkplaceWellBeing #WorkStress #QualityOfWorkLife
Mental health and well-being at work are now recognized as central issues, both for public health and for organizational performance. Yet most traditional approaches to prevention and management remain focused on material conditions (safety, schedules, workload), often overlooking a factor just as decisive: the quality of interpersonal relationships. These social dynamics profoundly shape the professional experience, influencing motivation, satisfaction, and resilience to stress.
The real challenge, then, is to understand how workplace relationships—whether between colleagues, with managers, or within team dynamics—affect not only psychological well-being but also engagement and overall performance. It is from this perspective that the present study was conducted, aiming to evaluate the impact of work relationships by exploring their positive aspects, such as support and collaboration, as well as their negative dimensions, such as conflict and isolation.
Colleagues: shield or burden?
This review draws on a broad range of quantitative and qualitative studies across professional sectors: longitudinal surveys, standardized questionnaires on satisfaction and engagement, and in-depth interviews exploring individual perceptions and experiences. The results converge toward a clear conclusion: positive professional relationships, grounded in cooperation, recognition, and trust, are associated with better mental health, greater satisfaction, and significantly reduced turnover.
In contrast, conflictual relationships or those marked by social isolation lead to increased stress, foster burnout, and undermine organizational performance. Analyses also highlight the decisive role of relational management: supportive, open, and benevolent leadership fosters collaboration and team cohesion, while climates of distrust and rigid control heighten psychosocial risks and weaken workplace balance.
Investing in connection: the best workplace strategy
Work relationships constitute a fundamental pillar of psychological well-being and professional success. The real challenge lies in fully integrating this relational dimension into human resources policies and organizational strategies, moving beyond a vision focused solely on material or structural aspects. The aim of this study was to clarify the impact of professional ties, and the findings clearly show that they represent a key lever for health, engagement, and performance.
However, the existing literature still suffers from considerable methodological heterogeneity, a lack of robust longitudinal studies, and insufficient attention to cultural contexts, which strongly influence relational dynamics. To advance, future research must explore in more depth the psychological and organizational mechanisms involved, propose standardized measurement tools, and assess the effectiveness of targeted interventions designed to strengthen relationship quality within teams. Ultimately, such work should foster a more human-centered, strategic, and sustainable approach to management, where social bonds are fully recognized as a central factor in collective performance.
Read next: Are Mobile Health Applications Effective for Stress Management?
About the author – Ana Espino
PhD in Immunology, specialized in Virology
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