Preventing work-related loneliness: a cross-cultural qualitative study of 30–60-year-old people living alone

The aim of this study was to identify strategies to prevent and mitigate loneliness associated with work, and based on this, develop recommendations for workplaces. The participants were 30–60-year-olds living in one-person households across Finland, New Zealand, and the United Kingdom. The data were collected through an international online survey (n = 396) and interviews with 19 participants residing in Finland. In previous research, work loneliness refers to a perceived lack of meaningful relationships at work. Work-related loneliness denotes feelings of loneliness that emerge from work circumstances and may extend beyond the immediate workplace. The previous research suggests that work-related loneliness can be reduced by supporting core psychological needs of belonginess, autonomy, and competence, and by fostering social connection through adaptive practices, supportive cultures, and personal resource development. The main research findings were formulated as participant-identified challenges and their solutions for work-related loneliness. Key challenges were: 1) Hyper-efficiency and individualism, 2) Work-induced disruption of social life and well-being, and 3) Inequality and limited awareness of loneliness. The corresponding solutions were: 1) Promoting belonging and teamwork, 2) Promoting work–life balance and well-being, and 3) Promoting inclusion and intervening in loneliness. The research findings can be connected to the needs of relatedness, autonomy and competence at work. The solutions offer a comprehensive approach to mitigating work-related loneliness and can contribute to a more inclusive workplace culture while potentially reducing costs associated with loneliness.