Organisational- and group-level workplace interventions and their effect on multiple domains of worker well-being: A systematic review

IF 5.6 2区 心理学 Q1 PSYCHOLOGY, APPLIED Work and Stress Pub Date : 2021-08-26 DOI:10.1080/02678373.2021.1969476
Kimberly E. Fox, S. Johnson, L. Berkman, Marjaana Sianoja, Yenee Soh, L. Kubzansky, E. Kelly
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引用次数: 38

Abstract

ABSTRACT As a social determinant of health, work influences the health and well-being of workers. Interventions to change the conditions of work are an important complement to individually-focused wellness initiatives. This systematic literature review identified organisational- and group-level workplace intervention studies using experimental or quasi-experimental designs. It considered 83 studies with well-being outcomes that span the mental health continuum from ill-being to positive mental health, including context-free well-being (e.g. psychological distress), work-specific well-being (e.g. job satisfaction), and work-family well-being (e.g. work-family conflict). Interventions were categorised into four types: flexible work and scheduling changes; job and task modifications; relational and team dynamic initiatives; and participatory process interventions. There is significant heterogeneity in conceptualisation and measurement of well-being with job satisfaction being most commonly measured. Our review finds that strategies aiming to change work conditions have the potential to improve working well-being with demonstrable effects in all three well-being domains. Regardless of type, interventions involving increased control and opportunities for workers’ voice and participation more reliably improve worker well-being, suggesting these components are critical drivers of well-being. We recommend further research incorporate process evaluation to clarify how interventions create positive changes and examine the conditions in which specific interventions may be most effective.
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组织和群体层面的工作场所干预及其对工人福祉的多个领域的影响:系统回顾
摘要作为健康的社会决定因素,工作影响着劳动者的健康和福祉。改变工作条件的干预措施是对以个人为重点的健康举措的重要补充。这篇系统的文献综述确定了使用实验或准实验设计的组织和团体层面的工作场所干预研究。它考虑了83项关于幸福感结果的研究,这些研究跨越了从生病到积极心理健康的心理健康连续体,包括无背景的幸福感(如心理困扰)、特定工作的幸福感,如工作满意度和工作-家庭幸福感(例如工作-家庭冲突)。干预措施分为四类:弹性工作和日程安排变化;作业和任务修改;关系和团队动态倡议;以及参与性进程干预。幸福感的概念化和衡量存在显著的异质性,工作满意度是最常见的衡量标准。我们的综述发现,旨在改变工作条件的策略有可能改善工作幸福感,并在所有三个幸福感领域产生明显效果。无论何种类型,涉及增加控制以及工人发言和参与机会的干预措施都能更可靠地改善工人的幸福感,这表明这些组成部分是幸福感的关键驱动因素。我们建议进一步的研究结合过程评估,以澄清干预措施如何产生积极的变化,并检查具体干预措施可能最有效的条件。
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来源期刊
Work and Stress
Work and Stress PSYCHOLOGY, APPLIED-
CiteScore
11.70
自引率
3.30%
发文量
21
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.
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