Intervention effects for direct and indirect participants in an organisational health intervention: A mixed-methods study

IF 5.6 2区心理学 Q1 PSYCHOLOGY, APPLIED

Work and Stress Pub Date : 2022-07-03 DOI:10.1080/02678373.2022.2080774

A. I. Lehmann, G. Bauer, R. Brauchli

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引用次数: 1

Abstract

Abstract While implementing participation in an organisational health intervention (OHI), the formation of a group of representatives responsible for developing and realising action plans is a common approach. This mixed-methods study aimed (a) to examine differential intervention effects for employees who are directly involved in intervention decision making (direct participants [DPs], N = 84) compared with the remaining employees (indirect participants [IPs], N = 99) and (b) to explore the transfer process between these groups. Quantitative surveys were collected at two time points (follow-up after six months), and four focus group discussions were conducted during the follow-up phase. The results show that DPs experienced an improvement in intervention outcomes (psychosocial working conditions and affective states at work) compared with IPs. For IPs, no positive change was observed. However, further subgroup analyses found that IPs in “successful teams” were also able to experience improvement in intervention outcomes. Qualitative focus group data gave insights into the beneficial and less beneficial transfer process mechanisms between DPs and IPs that could explain these differential effects for IPs. This study highlights the importance of considering the forms and quality of participation in OHIs and offers insights into the processes shaping the intervention effects for whole teams.

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组织健康干预对直接和间接参与者的干预效果:一项混合方法研究

在实施组织健康干预(OHI)的参与时，形成一个负责制定和实现行动计划的代表小组是一种常见的方法。本混合方法研究旨在(a)检验直接参与干预决策的员工(直接参与者[dp]， N = 84)与其他员工(间接参与者[IPs]， N = 99)的干预效果差异，(b)探索这些群体之间的迁移过程。在两个时间点收集定量调查(六个月后随访)，并在随访阶段进行了四次焦点小组讨论。结果表明，与IPs相比，dp在干预结果(社会心理工作条件和工作情感状态)方面有所改善。对于IPs，未观察到阳性变化。然而，进一步的亚组分析发现，“成功团队”中的IPs也能够体验到干预结果的改善。定性焦点小组数据提供了对dp和ip之间有利和不利的转移过程机制的见解，可以解释ip的这些差异效应。本研究强调了在OHIs中考虑参与的形式和质量的重要性，并提供了对整个团队形成干预效果的过程的见解。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

Work and Stress PSYCHOLOGY, APPLIED-

CiteScore

11.70

自引率

3.30%

发文量

期刊介绍： Work & Stress is an international, multidisciplinary quarterly presenting high-quality papers concerned with the psychological, social and organizational aspects of occupational health and well-being, and stress and safety management. It is published in association with the European Academy of Occupational Health Psychology. The journal publishes empirical reports, scholarly reviews and theoretical papers. It is directed at occupational health psychologists, work and organizational psychologists, those involved with organizational development, and all concerned with the interplay of work, health and organisations. Research published in Work & Stress relates psychologically salient features of the work environment to their psychological, behavioural and health consequences, focusing on the underlying psychological processes. The journal has become a natural home for research on the work-family interface, social relations at work (including topics such as bullying and conflict at work, leadership and organizational support), workplace interventions and reorganizations, and dimensions and outcomes of worker stress and well-being. Such dimensions and outcomes, both positive and negative, include stress, burnout, sickness absence, work motivation, work engagement and work performance. Of course, submissions addressing other topics in occupational health psychology are also welcomed.