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Lundmark R. A power-sharing perspective on employees' participatory influence over organizational interventions: conceptual explorations. Front Psychol 2023; 14:1185735. [PMID: 37519376 PMCID: PMC10372622 DOI: 10.3389/fpsyg.2023.1185735] [Citation(s) in RCA: 1] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/13/2023] [Accepted: 06/29/2023] [Indexed: 08/01/2023] Open
Abstract
A participatory approach is widely recommended for organizational interventions aiming to improve employee well-being. Employees' participatory influence over organizational interventions implies that managers share power over decisions concerning the design and/or implementation of those interventions. However, a power-sharing perspective is generally missing in organizational intervention literature. The aim of this paper is therefore broaden the picture of the mechanisms that influence, more or less, participatory processes by conceptually exploring this missing part to the puzzle. These conceptual explorations departs from both an empowerment and a contingency perspective and results in six propositions on what to consider in terms of power-sharing strategies, reach, amount, scope, culture and capacity. Implications for research, as well as for organizations and practitioners interested in occupational health improvements, are then discussed. Especially, the importance of aligning power-sharing forms with the needs of the participating employees, and taking factors that can facilitate or hinder the power-sharing process into consideration, are stressed. The importance of training managers in power-sharing practices and supporting a participatory process is also highlighted.
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Haraldsson P, Rolander B, Jonker D, Strengbom E, Areskoug Josefsson K. Further psychometric evaluation of the Structured Multidisciplinary Work Evaluation Tool (SMET) questionnaire: Practical implications in healthcare settings. Work 2022; 73:1279-1295. [PMID: 36093660 PMCID: PMC9837676 DOI: 10.3233/wor-210095] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 02/01/2023] Open
Abstract
BACKGROUND Scientific research has identified a lack of psychometrically well-tested methods for evaluation of the work environment in healthcare settings. The Structured Multidisciplinary Work Evaluation Tool (SMET) questionnaire has been evaluated and has shown good content validity, as well as intra-rater and test-retest reliability. There are, however, still unknowns regarding the psychometric properties. If the SMET questionnaire is to be used in practical occupational health service (OHS) work and scientific research in healthcare settings, further psychometric evaluation is needed. OBJECTIVE The aim of this study was to gain further understanding of the psychometric properties of the SMET questionnaire when used in research and clinical OHS practice in healthcare settings. METHODS The psychometric evaluation was conducted using classical test theory (Cronbach's alpha, explorative factor analysis) and Rasch analysis (measurement targeting, category threshold order, person separation index) on data previously collected in development projects within the healthcare sector. RESULTS The results support the use of the SMET questionnaire as a psychometrically well-tested method for evaluation of the work environment in healthcare settings. They support the use of the initial 1-10 scale since all 10 steps are used. The results also support the trichotomization procedure since the trichotomized scale captures the construct of the work environment with good measurement targeting and good category threshold order. CONCLUSION The results of this study support the use of the SMET questionnaire as a psychometrically well-tested method for a broad multifactorial evaluation of the work environment in healthcare settings.
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Affiliation(s)
- Patrik Haraldsson
- Occupational Safety and Health Care, Region Jönköping County, Jönköping, Sweden,School of Health and Welfare, Jönköping Academy for Improvement of Health and Welfare, Jönköping University, Jönköping, Sweden,Address for correspondence: Patrik Haraldsson, E-mail: . ORCID: 0000-0003-4406-3014
| | - Bo Rolander
- Department of Behavioural Science and Social Work, School of Health and Welfare, Jönköping University, Jönköping, Sweden,Futurum – Academy for Health and Care, Region Jönköping County, Jönköping, Sweden
| | - Dirk Jonker
- Occupational Safety and Health Care, Region Jönköping County, Jönköping, Sweden,School of Health and Welfare, Jönköping Academy for Improvement of Health and Welfare, Jönköping University, Jönköping, Sweden
| | - Erik Strengbom
- Occupational Safety and Health Care, Region Jönköping County, Jönköping, Sweden
| | - Kristina Areskoug Josefsson
- Faculty of Health Studies, VID Specialized University, Sandnes, Norway,School of Health and Welfare, Jönköping Academy for Improvement of Health and Welfare, Jönköping University, Jönköping, Sweden,Department of Behavioural Science, Oslo Metropolitan University, Oslo, Norway
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Lundqvist D, Wallo A, Reineholm C. Leadership and well-being of employees in the Nordic countries: A literature review. Work 2022; 74:1331-1352. [PMID: 36502360 DOI: 10.3233/wor-210063] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/12/2022] Open
Abstract
BACKGROUND: There is a need for more knowledge regarding the importance of managerial leadership for fostering well-being in the workplace and how context has been accounted for in previous research. OBJECTIVE: To carry out a literature review of previous research that empirically examines the importance of leadership for well-being in a Nordic working life context. METHODS: A rapid literature review was conducted with narrative analysis in 5 steps; establish focus, research questions, and inclusion criteria; literature search; relevance screening; quality assessment; data analysis. The search identified 4566 unique studies where 35 quantitative and five qualitative met the relevance and quality criteria. RESULTS: Findings from quantitative and qualitative studies are presented. Transformational and supportive leadership are recurrently associated with employee well-being, although the qualitative studies also highlight adaptive leadership and leaders being available and providing space. Some connections are made to the Nordic context in the reviewed studies, but these connections are not fully elaborated. CONCLUSION: Leadership is related to employee well-being, although this relationship seems to be indirect, mediated by other factors in the working environment. The review identifies the need for more well-designed studies addressing the contextual factors of this relationship, and how leadership should be exercised in practice.
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Affiliation(s)
- Daniel Lundqvist
- Department of Behavioural Sciences and Learning, Linköping University, Linköping, Sweden
- HELIX Competence Centre, Linköping University, Linköping, Sweden
| | - Andreas Wallo
- Department of Behavioural Sciences and Learning, Linköping University, Linköping, Sweden
- HELIX Competence Centre, Linköping University, Linköping, Sweden
| | - Cathrine Reineholm
- Department of Behavioural Sciences and Learning, Linköping University, Linköping, Sweden
- HELIX Competence Centre, Linköping University, Linköping, Sweden
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Roodbari H, Nielsen K, Axtell C, Peters SE, Sorensen G. Testing middle range theories in realist evaluation: a case of a participatory organisational intervention. INTERNATIONAL JOURNAL OF WORKPLACE HEALTH MANAGEMENT 2022. [DOI: 10.1108/ijwhm-12-2021-0219] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeRealist evaluation seeks to answer the question of “what works for whom in which circumstances?” through developing and testing middle range theories (MRTs). MRTs are programme theories that outline how certain mechanisms of an intervention work in a specific context to bring about certain outcomes. In this paper, the authors tested an initial MRT about the mechanism of participation. The authors used evidence from a participatory organisational intervention in five worksites of a large multi-national organisation in the US food service industry.Design/methodology/approachQualitative data from 89 process tracking documents and 24 post-intervention, semi-structured interviews with intervention stakeholders were analysed using template analysis.FindingsThe operationalised mechanism was partial worksite managers’ engagement with the research team. Six contextual factors (e.g. high workload) impaired participation, and one contextual factor (i.e. existing participatory practices) facilitated participation. Worksite managers’ participation resulted in limited improvement in their awareness of how working conditions can impact on their employees’ safety, health, and well-being. Based on these findings, the authors modified the initial MRT into an empirical MRT.Originality/valueThis paper contributes to the understanding of “what works for whom in which circumstances” regarding participation in organisational interventions.
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Nielsen K, De Angelis M, Innstrand ST, Mazzetti G. Quantitative process measures in interventions to improve employees’ mental health: A systematic literature review and the IPEF framework. WORK AND STRESS 2022. [DOI: 10.1080/02678373.2022.2080775] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/18/2022]
Affiliation(s)
- Karina Nielsen
- Institute for Work Psychology, Sheffield University Management School, University of Sheffield, Sheffield, UK
| | - Marco De Angelis
- Department of Psychology “Renzo Canestrari”, University of Bologna, Bologna, Italy
| | - Siw Tone Innstrand
- Department of Psychology, Norwegian University of Science and Technology, Trondheim, Norway
| | - Greta Mazzetti
- Department of Education Studies “Giovanni Maria Bertin”, University of Bologna, Bologna, Italy
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Persson J, Johansson G, Arvidsson I, Östlund B, Holgersson C, Persson R, Rydenfält C. A framework for participatory work environment interventions in home care - success factors and some challenges. BMC Health Serv Res 2022; 22:345. [PMID: 35292041 PMCID: PMC8923086 DOI: 10.1186/s12913-022-07710-2] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/02/2021] [Accepted: 02/28/2022] [Indexed: 12/02/2022] Open
Abstract
Background Home care is beset with work environment issues and high staff turnover, while research concerned with interventions to improve the work environment is sparse. Few of the existing interventions apply a participative approach, despite this being associated with more positive outcomes and sustainable change. This paper presents a framework, rooted in action research and action learning, for participatory work environment interventions in home care, and demonstrates how this framework has been implemented in four Swedish home care organizations. Methods The framework has three phases (pre-intervention, intervention planning and intervention implementation) and consists of cycles of action and reflection in three constellations: a group of researchers, a reference group with labour market organization representatives and home care managers, and intervention work groups in the home care organizations. The work was documented and analysed with focus on the realization of the framework and challenges that were met on the way. The interventions were evaluated using a pre-/post-test questionnaire design. Results Parts of the framework were successfully implemented. The pre-intervention phase and the intervention planning phase, with intervention work groups, worked well. All four groups identified one intervention relevant to their own context. However, only two of the proposed interventions were fully implemented and evaluated. The high staff and management turnover, and the high rate of organizational changes made it impossible to evaluate the interventions statistically. Yet, data from open-ended questions in the post questionnaire showed that the two implemented interventions were perceived as successful. Conclusions The participatory framework, presented in this paper, seems promising for work environment interventions in home care. The framework was designed to reduce the risk of known disturbances affecting the process in unstable organizations. Despite this, it proved challenging to execute the framework, and especially the interventions, due to changes happening at high speed. In the two cases where organizational changes were not dominating, the interventions were implemented successfully. While the prerequisites for participation and successful implementation could be improved somewhat, the main issue, the instability of the organizational context, is hard for researchers or the individual home care units to tackle alone.
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Affiliation(s)
- Johanna Persson
- Department of Design Sciences, Lund University, Lund, Sweden.
| | - Gerd Johansson
- Department of Design Sciences, Lund University, Lund, Sweden
| | - Inger Arvidsson
- Division of Occupational and Environmental Medicine, Lund University, Lund, Sweden
| | - Britt Östlund
- Department of Biomedical Engineering and Health Systems, KTH Royal Institute of Technology, Stockholm, Sweden
| | - Charlotte Holgersson
- Department of Industrial Economics and Management, KTH Royal Institute of Technology, Stockholm, Sweden
| | - Roger Persson
- Department of Psychology, Lund University, Lund, Sweden
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Roodbari H, Axtell C, Nielsen K, Sorensen G. Organisational interventions to improve employees' health and wellbeing: A realist synthesis. APPLIED PSYCHOLOGY-AN INTERNATIONAL REVIEW-PSYCHOLOGIE APPLIQUEE-REVUE INTERNATIONALE 2021. [DOI: 10.1111/apps.12346] [Citation(s) in RCA: 6] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/28/2022]
Affiliation(s)
- Hamid Roodbari
- Institute for Work Psychology, Sheffield University Management School University of Sheffield Sheffield UK
| | - Carolyn Axtell
- Institute for Work Psychology, Sheffield University Management School University of Sheffield Sheffield UK
| | - Karina Nielsen
- Institute for Work Psychology, Sheffield University Management School University of Sheffield Sheffield UK
| | - Glorian Sorensen
- Department of Social and Behavioral Sciences Harvard T.H. Chan School of Public Health Boston Massachusetts USA
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Hammerback K, Kava CM, Passey DG, Hahn J, Huff A, Kohn MJ, Harris JR, Hannon PA. Development and Pilot Test of an Online Training to Engage Managers to Support Workplace Wellness. J Occup Environ Med 2021; 63:794-799. [PMID: 33883530 DOI: 10.1097/jom.0000000000002237] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/26/2022]
Abstract
OBJECTIVE To contribute to a broader understanding of effective implementation strategies to help managers engage employees in workplace wellness. METHODS We beta-tested an online training at four Washington state agencies (two test, two control). We administered a post-training evaluation, re-administered an online manager survey and conducted additional interviews with wellness leads. RESULTS Training participation rate was high. The two test agencies experienced a significant increase in the percentage of managers who: agreed that they received training on employee wellness; agreed their agency's culture supports employee wellness; and encouraged their employees to participate in wellness activities. Approximately 80% of managers who received the training agreed they could apply information learned to support employee wellness. CONCLUSIONS If proven effective, the training could be administered at a low cost and disseminated to improve employee health.
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Affiliation(s)
- Kristen Hammerback
- Health Promotion Research Center, Department of Health Services, School of Public Health, University of Washington, Seattle, Washington (Ms Hammerback, Dr Kava, Ms Kohn, Dr Harris, and Dr Hannon); University of Utah School of Medicine, Division of Epidemiology, Salt Lake City, Utah (Dr Passey); Washington State Department of Enterprise Services, Olympia, Washington (Mr Hahn); Washington State Health Care Authority, Olympia, Washington (Mr Huff)
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Hazelzet E, Houkes I, Bosma H, de Rijk A. Using intervention mapping to develop 'Healthy HR' aimed at improving sustainable employability of low-educated employees. BMC Public Health 2021; 21:1259. [PMID: 34187445 PMCID: PMC8240435 DOI: 10.1186/s12889-021-11278-7] [Citation(s) in RCA: 7] [Impact Index Per Article: 2.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/06/2020] [Accepted: 06/13/2021] [Indexed: 12/23/2022] Open
Abstract
BACKGROUND The perspectives of low-educated employees are often neglected when designing sustainable employability (SE) interventions. As a result, the interventions offered by the employer do often not align with the needs of low-educated employees. This particular group should therefore be actively involved in the process of developing and implementing SE interventions in their work organizations. The current paper describes the development process of a web-based intervention for HR managers and direct supervisors aimed at improving the SE of low-educated employees. This intervention is specifically designed to involve low-educated employees. METHODS The first four steps of the Intervention Mapping (IM) approach were used to systematically develop the intervention with the active involvement of stakeholders. Step 1 comprised a needs assessment including a literature review, empirical evidence, scoping search and several focus group interviews with employees and with representatives of employers. Step 2 formulated the intervention objective. During step 3, suitable theoretical methods were selected and translated to practical applications. Step 4 involved the development of a web-based intervention by integrating all information from the preceding steps. RESULTS The needs assessment indicated that the employees' active involvement and employees-employer genuine dialogue should be essential characteristics of an SE intervention for low-educated employees. The online toolkit 'Healthy HR' (HHR) was developed, which contains eight steps. Each step consists of one or more tasks helping the employer and employees with developing and implementing SE interventions themselves. One or more dialogue-based tools support each task. The leading principle providing structure within HHR was Adapted Intervention Mapping. CONCLUSION Principles of IM appeared to be useful to develop the intervention HHR systematically. This development process resulted in a practical online toolkit that supports employers in the development and implementation of local SE interventions tailored to the needs of low-educated employees. These employees should be actively involved in the process through a dialogue-based approach. By using IM principles, HHR is expected to increase the effectiveness in bettering the health and well-being of low-educated employees.
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Affiliation(s)
- Emmelie Hazelzet
- Department of Social Medicine, CAPHRI Care and Public Health Research Institute, Faculty of Health, Medicine and Life Sciences, Maastricht University, 6200 MD, Maastricht, the Netherlands.
| | - Inge Houkes
- Department of Social Medicine, CAPHRI Care and Public Health Research Institute, Faculty of Health, Medicine and Life Sciences, Maastricht University, 6200 MD, Maastricht, the Netherlands
| | - Hans Bosma
- Department of Social Medicine, CAPHRI Care and Public Health Research Institute, Faculty of Health, Medicine and Life Sciences, Maastricht University, 6200 MD, Maastricht, the Netherlands
| | - Angelique de Rijk
- Department of Social Medicine, CAPHRI Care and Public Health Research Institute, Faculty of Health, Medicine and Life Sciences, Maastricht University, 6200 MD, Maastricht, the Netherlands
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Daniels K, Watson D, Nayani R, Tregaskis O, Hogg M, Etuknwa A, Semkina A. Implementing practices focused on workplace health and psychological wellbeing: A systematic review. Soc Sci Med 2021; 277:113888. [PMID: 33865095 DOI: 10.1016/j.socscimed.2021.113888] [Citation(s) in RCA: 9] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Revised: 01/21/2021] [Accepted: 03/27/2021] [Indexed: 02/08/2023]
Abstract
RATIONALE Workplace health and wellbeing practices (WHWPs) often fail to improve psychological health or wellbeing because of implementation failure. Thus, implementation should be evaluated to improve the effectiveness of WHWPs. OBJECTIVE We conducted a systematic review to identify critical success factors for WHWP implementation and gaps in the evidence. Doing so provides a platform for future theoretical development. METHODS We reviewed 74 separate studies that assessed the implementation of WHWPs and their effects on psychological health or psychological wellbeing. Most studies were from advanced industrial Western democracies (71). Intervention types included primary (e.g., work redesign, 37 studies; and health behavior change, 8 studies), secondary (e.g., mindfulness training, 11 studies), tertiary (e.g., focused on rehabilitation, 9 studies), and multifocal (e.g., including components of primary and secondary, 9 studies). RESULTS Tangible changes preceded improvements in health and wellbeing, indicating intervention success cannot be attributed to non-specific factors. Some interventions had beneficial effects through mechanisms not planned as part of the intervention. Three factors were associated with successful WHWP implementation: continuation, learning, and effective governance. CONCLUSIONS The review indicates future research could focus on how organizations manage conflict between WHWP implementation and existing organizational processes, and the dynamic nature of organizational contexts that affect and are affected by WHWP implementation. This systematic review is registered [PROSPERO: the International Prospective Register of Systematic Reviews ID: CRD42019119656].
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Affiliation(s)
- Kevin Daniels
- Employment Systems and Institutions Group, Norwich Business School, University of East Anglia, NR4 7TJ, United Kingdom.
| | - David Watson
- Employment Systems and Institutions Group, Norwich Business School, University of East Anglia, NR4 7TJ, United Kingdom
| | - Rachel Nayani
- Employment Systems and Institutions Group, Norwich Business School, University of East Anglia, NR4 7TJ, United Kingdom
| | - Olga Tregaskis
- Employment Systems and Institutions Group, Norwich Business School, University of East Anglia, NR4 7TJ, United Kingdom
| | - Martin Hogg
- Employment Systems and Institutions Group, Norwich Business School, University of East Anglia, NR4 7TJ, United Kingdom
| | - Abasiama Etuknwa
- Employment Systems and Institutions Group, Norwich Business School, University of East Anglia, NR4 7TJ, United Kingdom
| | - Antonina Semkina
- Employment Systems and Institutions Group, Norwich Business School, University of East Anglia, NR4 7TJ, United Kingdom
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Kitzie VL, Pettigrew J, Wagner TL, Vera AN. Using the World Café Methodology to support community-centric research and practice in library and information science. LIBRARY & INFORMATION SCIENCE RESEARCH 2020. [DOI: 10.1016/j.lisr.2020.101050] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/23/2022]
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Hazelzet E, Bosma H, de Rijk A, Houkes I. Does Dialogue Improve the Sustainable Employability of Low-Educated Employees? A Study Protocol for an Effect and Process Evaluation of "Healthy HR". Front Public Health 2020; 8:446. [PMID: 33014964 PMCID: PMC7505925 DOI: 10.3389/fpubh.2020.00446] [Citation(s) in RCA: 6] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/17/2020] [Accepted: 07/20/2020] [Indexed: 11/21/2022] Open
Abstract
Background: There is a need to develop sustainable employability (SE) interventions that are better aligned to the needs of low-educated employees. This group needs to get a voice in intervention development and implementation. In this study, a dialogue-based approach is proposed consisting of an online step-by-step support toolkit for employers, "Healthy Human Resources" (HHR). When intervening, this toolkit enables and stimulates employers to have a continuous dialogue with their low-educated employees. By improving the employees' job control, HHR is aimed at cost-beneficially improving SE. This paper describes the protocol of the evaluation study to evaluate the effectiveness and implementation process of HHR on the SE of low-educated employees. Methods: The protocol of the evaluation study consists of: (1) an effect evaluation with a pretest-posttest design with a 1-year follow-up in five work organizations in the Netherlands deploying low-educated employees and with SE as the primary outcome and job control as the secondary outcome. The effect evaluation is expanded with a budget impact analysis; (2) a mixed-method process evaluation at 6 and 12 months after the start of HHR to evaluate the whole implementation process of HHR. This includes the experiences with HHR of various stakeholders, such as employees, human resource managers, and line managers. Discussion: The effect evaluation will give insight into the effects of HHR on the SE of low-educated employees. The process evaluation will provide insight into the underlying mechanisms of the (in) effectiveness of HHR. By improving dialogue, we hypothesize that HHR, through enhancing job control, will strengthen the SE of low-educated employees. Also for helping with tackling the socioeconomic health gap, if proven effective, the implementation of HHR on a wider scale can be recommended.
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Affiliation(s)
- Emmelie Hazelzet
- Department of Social Medicine, Faculty of Health, Medicine and Life Sciences, CAPHRI Care and Public Health Research Institute, Maastricht University, Maastricht, Netherlands
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von Thiele Schwarz U, Nielsen K, Edwards K, Hasson H, Ipsen C, Savage C, Simonsen Abildgaard J, Richter A, Lornudd C, Mazzocato P, Reed JE. How to design, implement and evaluate organizational interventions for maximum impact: the Sigtuna Principles. EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY 2020; 30:415-427. [PMID: 34518756 PMCID: PMC8432268 DOI: 10.1080/1359432x.2020.1803960] [Citation(s) in RCA: 39] [Impact Index Per Article: 9.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/25/2019] [Accepted: 07/27/2020] [Indexed: 11/17/2022]
Abstract
Research on organizational interventions needs to meet the objectives of both researchers and participating organizations. This duality means that real-world impact has to be considered throughout the research process, simultaneously addressing both scientific rigour and practical relevance. This discussion paper aims to offer a set of principles, grounded in knowledge from various disciplines that can guide researchers in designing, implementing, and evaluating organizational interventions. Inspired by Mode 2 knowledge production, the principles were developed through a transdisciplinary, participatory and iterative process where practitioners and academics were invited to develop, refine and validate the principles. The process resulted in 10 principles: 1) Ensure active engagement and participation among key stakeholders; 2) Understand the situation (starting points and objectives); 3) Align the intervention with existing organizational objectives; 4) Explicate the program logic; 5) Prioritize intervention activities based on effort-gain balance; 6) Work with existing practices, processes, and mindsets; 7) Iteratively observe, reflect, and adapt; 8) Develop organizational learning capabilities; 9) Evaluate the interaction between intervention, process, and context; and 10) Transfer knowledge beyond the specific organization. The principles suggest how the design, implementation, and evaluation of organizational interventions can be researched in a way that maximizes both practical and scientific impact.
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Affiliation(s)
- Ulrica von Thiele Schwarz
- School of Health, Care and Social Welfare, Mälardalen University, Västerås, Sweden
- Medical Management Centre, LIME, Karolinska Institutet, Stockholm, Sweden
| | - Karina Nielsen
- Institute of Work Psychology (IWP), University of Sheffield, Sheffield, UK
| | - Kasper Edwards
- Department of Management Engineering, Technical University of Denmark, Lyngby, Denmark
| | - Henna Hasson
- Medical Management Centre, LIME, Karolinska Institutet, Stockholm, Sweden
- Unit for Implementation and Evaluation, Center for Epidemiology and Community Medicine, Stockholm, Sweden
| | - Christine Ipsen
- Department of Management Engineering, Technical University of Denmark, Lyngby, Denmark
| | - Carl Savage
- Medical Management Centre, LIME, Karolinska Institutet, Stockholm, Sweden
| | | | - Anne Richter
- Medical Management Centre, LIME, Karolinska Institutet, Stockholm, Sweden
- Unit for Implementation and Evaluation, Center for Epidemiology and Community Medicine, Stockholm, Sweden
| | - Caroline Lornudd
- Institute of Environmental Medicine (IMM), Karolinska Institutet, Stockholm, Sweden
| | - Pamela Mazzocato
- Medical Management Centre, LIME, Karolinska Institutet, Stockholm, Sweden
| | - Julie E. Reed
- NIHR CLAHRC for Northwest London, Chelsea and Westminster Hospital, London, UK
- School of Health and Welfare, Halmstad University, Halmstad, Sweden
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Business Results and Well-Being: An Engaging Leadership Intervention Study. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2020; 17:ijerph17124515. [PMID: 32585988 PMCID: PMC7345976 DOI: 10.3390/ijerph17124515] [Citation(s) in RCA: 6] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 05/06/2020] [Revised: 06/12/2020] [Accepted: 06/20/2020] [Indexed: 01/15/2023]
Abstract
The present quasi-experimental study tested the business impact of a leadership development program focusing on psychological well-being through the satisfaction of basic psychological needs. Based on the concept of engaging leadership and self-determination theory, the 8-month program targeted midlevel team leaders of the customer fulfilment center of a health systems multinational organization. The program was designed in co-creation between senior leadership and the team leaders that participated in the program. Outcomes showed positive business results through significant increases in a preselected key performance indicator and decreased employee absenteeism. Through changes in autonomy satisfaction and intrinsic motivation, the team leaders (N = 14) benefitted in a moderate to very large extent relative to a similar control group (N = 52). In contrast, team members (N = 148) displayed no such benefits. Specifically, higher levels of autonomy satisfaction are said to lead to higher levels of psychological well-being and motivation. Still, the link with business performance is absent in most organizational studies within self-determination theory, making the present study one of the first to fill this gap. The study discloses the program design, compares the effects to a relevant control group, evaluates the lessons learned, and provides practical suggestions.
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Di Tecco C, Nielsen K, Ghelli M, Ronchetti M, Marzocchi I, Persechino B, Iavicoli S. Improving Working Conditions and Job Satisfaction in Healthcare: A Study Concept Design on a Participatory Organizational Level Intervention in Psychosocial Risks Management. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2020; 17:ijerph17103677. [PMID: 32456147 PMCID: PMC7277570 DOI: 10.3390/ijerph17103677] [Citation(s) in RCA: 9] [Impact Index Per Article: 2.3] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 02/26/2020] [Revised: 05/16/2020] [Accepted: 05/19/2020] [Indexed: 12/22/2022]
Abstract
This paper contributes to the literature on organizational interventions on occupational health by presenting a concept study design to test the efficacy of a Participatory Organizational-level Intervention to improve working conditions and job satisfaction in Healthcare. The Participatory Organizational-level Intervention is developed using the Italian methodology to assess and manage psychosocial risks tailored to Healthcare. We added an additional step: evaluation, aiming to examine how the intervention works, what worked for whom and in which circumstances. This ongoing study is conducted in collaboration with two large Italian hospitals (more than 7000 employees). The study design comprises a quasi-experimental approach consisting of five phases and surveys distributed pre- and post-intervention aiming to capture improvements in working conditions and job satisfaction. Moreover, to evaluate the efficacy of the Intervention in terms of process and content, we use a realist evaluation to test Context-Mechanisms-Outcome (CMO) configurations. We collect contextual factors at baseline and during and post-intervention process data on the key principles of line manager support and employees participation. This study is expected to provide insights on methods and strategies to improve working conditions and employees’ job satisfaction and on national policies in the occupational health framework.
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Affiliation(s)
- Cristina Di Tecco
- Department of Occupational and Environmental Medicine, Epidemiology and Hygiene, Italian National Workers Compensation Authority, via Fontana Candida, Monte Porzio Catone, 00078 Rome, Italy; (C.D.T.); (M.G.); (I.M.); (B.P.); (S.I.)
| | - Karina Nielsen
- Institute of Work Psychology, Sheffield University Management School, University of Sheffield, Sheffield S10 2TN, UK;
| | - Monica Ghelli
- Department of Occupational and Environmental Medicine, Epidemiology and Hygiene, Italian National Workers Compensation Authority, via Fontana Candida, Monte Porzio Catone, 00078 Rome, Italy; (C.D.T.); (M.G.); (I.M.); (B.P.); (S.I.)
| | - Matteo Ronchetti
- Department of Occupational and Environmental Medicine, Epidemiology and Hygiene, Italian National Workers Compensation Authority, via Fontana Candida, Monte Porzio Catone, 00078 Rome, Italy; (C.D.T.); (M.G.); (I.M.); (B.P.); (S.I.)
- Correspondence: ; Tel.: +39-0694181578
| | - Ivan Marzocchi
- Department of Occupational and Environmental Medicine, Epidemiology and Hygiene, Italian National Workers Compensation Authority, via Fontana Candida, Monte Porzio Catone, 00078 Rome, Italy; (C.D.T.); (M.G.); (I.M.); (B.P.); (S.I.)
- Department of Psychology, Sapienza University of Rome, Via dei Marsi, 78, 00185 Rome, Italy
| | - Benedetta Persechino
- Department of Occupational and Environmental Medicine, Epidemiology and Hygiene, Italian National Workers Compensation Authority, via Fontana Candida, Monte Porzio Catone, 00078 Rome, Italy; (C.D.T.); (M.G.); (I.M.); (B.P.); (S.I.)
| | - Sergio Iavicoli
- Department of Occupational and Environmental Medicine, Epidemiology and Hygiene, Italian National Workers Compensation Authority, via Fontana Candida, Monte Porzio Catone, 00078 Rome, Italy; (C.D.T.); (M.G.); (I.M.); (B.P.); (S.I.)
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16
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Nielsen K, Dawson J, Hasson H, Schwarz UVT. What about me? The impact of employee change agents’ person-role fit on their job satisfaction during organisational change. WORK AND STRESS 2020. [DOI: 10.1080/02678373.2020.1730481] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/24/2022]
Affiliation(s)
- Karina Nielsen
- IWP, Sheffield University Management School, University of Sheffield, Sheffield, UK
| | - Jeremy Dawson
- IWP, Sheffield University Management School, University of Sheffield, Sheffield, UK
| | - Henna Hasson
- Center for Epidemiology and Community Medicine, Region Stockholm, Sweden
- Karolinska Institutet, Stockholm, Sweden
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