Annika Härenstam, E. Berntson, L. Björk, L. Corin, Rebecca Fältén, Aleksandra Bujacz
The study aims to develop and psychometrically test an instrument to assess trust in public sector organizations. Although trust-based management is of interest in many municipalities in the Nordic countries, an instrument to assess trust adapted for this context is lacking. The present study complies with Luhmann’s system theory and commonly used instruments in this tradition. Data from 240 first-line managers (RR 75%) and 1,871 employees (RR 47%) from all departments in one Swedish municipality were analyzed with a multi-level approach. Out of 16 initial items presented to first-line managers and employees, 8 were retained after the psychometrical testing in both samples. Factor loadings at both within and between levels, and the multilevel homology when exploring convergent and criterion-related validity, showed a similar pattern of two distinct factors. Similar to other previously developed instruments, Supervisory Trust was one dimension. The second construct Organizational Trust included items on trust in politicians and administrative specialists, in addition to trust in top-level managers. The Public Sector Organizational Trust Inventory can be recommended for use in future research on trust at individual as well as group levels.
{"title":"Measuring Trust in Public Sector Organizations – Research Note","authors":"Annika Härenstam, E. Berntson, L. Björk, L. Corin, Rebecca Fältén, Aleksandra Bujacz","doi":"10.16993/sjwop.234","DOIUrl":"https://doi.org/10.16993/sjwop.234","url":null,"abstract":"The study aims to develop and psychometrically test an instrument to assess trust in public sector organizations. Although trust-based management is of interest in many municipalities in the Nordic countries, an instrument to assess trust adapted for this context is lacking. The present study complies with Luhmann’s system theory and commonly used instruments in this tradition. Data from 240 first-line managers (RR 75%) and 1,871 employees (RR 47%) from all departments in one Swedish municipality were analyzed with a multi-level approach. Out of 16 initial items presented to first-line managers and employees, 8 were retained after the psychometrical testing in both samples. Factor loadings at both within and between levels, and the multilevel homology when exploring convergent and criterion-related validity, showed a similar pattern of two distinct factors. Similar to other previously developed instruments, Supervisory Trust was one dimension. The second construct Organizational Trust included items on trust in politicians and administrative specialists, in addition to trust in top-level managers. The Public Sector Organizational Trust Inventory can be recommended for use in future research on trust at individual as well as group levels.","PeriodicalId":31182,"journal":{"name":"Scandinavian Journal of Work and Organizational Psychology","volume":"111 3","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-04-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140731871","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Sophia Appelbom, Anna Finnes, R. Wicksell, Aleksandra Bujacz
During a crisis, there is limited time to plan support initiatives for healthcare workers and few resources available to ensure that they engage with them. Using the context of the recent COVID-19 pandemic, this study aimed to investigate help-seeking behaviors among healthcare workers in relation to psychological support initiatives offered to them. Data from a Swedish longitudinal survey following healthcare workers from early (N = 681) to mid-pandemic (N = 396) were analyzed using latent class and transition analyses. We found three patterns of healthcare workers’ help-seeking behavior that applied to both time points: (1) engaging with different forms of group-based support, (2) not participating in any kind of offered support, and (3) only having been offered information-based support. The availability of support declined during the mid-pandemic. Group support users were primarily nurses and frontline workers, with higher levels of burnout symptoms. Our findings suggest that healthcare organizations should limit their implementation of psychological support during a crisis to a few key formats based on social support. Promoting participation from all staff groups may enhance the inclusivity, effectiveness, and sustainability of the support.
{"title":"When a Crisis Hits, Send in the Psychologists? A Latent Transition Analysis of Help-Seeking Behavior Among Swedish Healthcare Workers During the COVID-19 Pandemic","authors":"Sophia Appelbom, Anna Finnes, R. Wicksell, Aleksandra Bujacz","doi":"10.16993/sjwop.224","DOIUrl":"https://doi.org/10.16993/sjwop.224","url":null,"abstract":"During a crisis, there is limited time to plan support initiatives for healthcare workers and few resources available to ensure that they engage with them. Using the context of the recent COVID-19 pandemic, this study aimed to investigate help-seeking behaviors among healthcare workers in relation to psychological support initiatives offered to them. Data from a Swedish longitudinal survey following healthcare workers from early (N = 681) to mid-pandemic (N = 396) were analyzed using latent class and transition analyses. We found three patterns of healthcare workers’ help-seeking behavior that applied to both time points: (1) engaging with different forms of group-based support, (2) not participating in any kind of offered support, and (3) only having been offered information-based support. The availability of support declined during the mid-pandemic. Group support users were primarily nurses and frontline workers, with higher levels of burnout symptoms. Our findings suggest that healthcare organizations should limit their implementation of psychological support during a crisis to a few key formats based on social support. Promoting participation from all staff groups may enhance the inclusivity, effectiveness, and sustainability of the support.","PeriodicalId":31182,"journal":{"name":"Scandinavian Journal of Work and Organizational Psychology","volume":"18 2S1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-03-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140262547","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
This study examines the importance of different forms of influence on the work situation for counteracting intentions to leave work among older employees working in the public eldercare sector in Sweden. We particularly study the importance of procedural autonomy and individual arrangements on intention to leave. Procedural autonomy, i.e., the possibility to adjust the workday temporarily without negotiation, is contrasted with individually negotiated arrangements made with a supervisor or manager. The relation between occupational position and the different forms of influence was also controlled for. The article is based on a survey directed to employees aged 55–70 years working in the public eldercare sector in one municipality in Sweden (n=769) and analyzed with structural equation modelling. The results show low intentions to leave, and that procedural autonomy and possibilities for making individual arrangements regarding financial incentives have a negative association with intention to leave. The prevalence of individual arrangements differs depending on class position and the specific arrangement. Flexible schedules and financial incentives are less possible to influence for employees in lower-grade occupational class positions whereas employees in a higher-grade service class position had lower opportunities for making task and work arrangements. Finally, financial incentives are slightly more important than procedural autonomy for intentions to leave, but it is also the only individual arrangement affecting intention to leave.
{"title":"Collective Versus Individual Influence at Work Procedural Autonomy, Individual Arrangements, and Intention to Leave Work in the Eldercare Sector","authors":"Helena Håkansson, Caroline Hasselgren, L. Dellve","doi":"10.16993/sjwop.230","DOIUrl":"https://doi.org/10.16993/sjwop.230","url":null,"abstract":"This study examines the importance of different forms of influence on the work situation for counteracting intentions to leave work among older employees working in the public eldercare sector in Sweden. We particularly study the importance of procedural autonomy and individual arrangements on intention to leave. Procedural autonomy, i.e., the possibility to adjust the workday temporarily without negotiation, is contrasted with individually negotiated arrangements made with a supervisor or manager. The relation between occupational position and the different forms of influence was also controlled for. The article is based on a survey directed to employees aged 55–70 years working in the public eldercare sector in one municipality in Sweden (n=769) and analyzed with structural equation modelling. The results show low intentions to leave, and that procedural autonomy and possibilities for making individual arrangements regarding financial incentives have a negative association with intention to leave. The prevalence of individual arrangements differs depending on class position and the specific arrangement. Flexible schedules and financial incentives are less possible to influence for employees in lower-grade occupational class positions whereas employees in a higher-grade service class position had lower opportunities for making task and work arrangements. Finally, financial incentives are slightly more important than procedural autonomy for intentions to leave, but it is also the only individual arrangement affecting intention to leave.","PeriodicalId":31182,"journal":{"name":"Scandinavian Journal of Work and Organizational Psychology","volume":"38 8","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-02-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139779012","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
This study examines the importance of different forms of influence on the work situation for counteracting intentions to leave work among older employees working in the public eldercare sector in Sweden. We particularly study the importance of procedural autonomy and individual arrangements on intention to leave. Procedural autonomy, i.e., the possibility to adjust the workday temporarily without negotiation, is contrasted with individually negotiated arrangements made with a supervisor or manager. The relation between occupational position and the different forms of influence was also controlled for. The article is based on a survey directed to employees aged 55–70 years working in the public eldercare sector in one municipality in Sweden (n=769) and analyzed with structural equation modelling. The results show low intentions to leave, and that procedural autonomy and possibilities for making individual arrangements regarding financial incentives have a negative association with intention to leave. The prevalence of individual arrangements differs depending on class position and the specific arrangement. Flexible schedules and financial incentives are less possible to influence for employees in lower-grade occupational class positions whereas employees in a higher-grade service class position had lower opportunities for making task and work arrangements. Finally, financial incentives are slightly more important than procedural autonomy for intentions to leave, but it is also the only individual arrangement affecting intention to leave.
{"title":"Collective Versus Individual Influence at Work Procedural Autonomy, Individual Arrangements, and Intention to Leave Work in the Eldercare Sector","authors":"Helena Håkansson, Caroline Hasselgren, L. Dellve","doi":"10.16993/sjwop.230","DOIUrl":"https://doi.org/10.16993/sjwop.230","url":null,"abstract":"This study examines the importance of different forms of influence on the work situation for counteracting intentions to leave work among older employees working in the public eldercare sector in Sweden. We particularly study the importance of procedural autonomy and individual arrangements on intention to leave. Procedural autonomy, i.e., the possibility to adjust the workday temporarily without negotiation, is contrasted with individually negotiated arrangements made with a supervisor or manager. The relation between occupational position and the different forms of influence was also controlled for. The article is based on a survey directed to employees aged 55–70 years working in the public eldercare sector in one municipality in Sweden (n=769) and analyzed with structural equation modelling. The results show low intentions to leave, and that procedural autonomy and possibilities for making individual arrangements regarding financial incentives have a negative association with intention to leave. The prevalence of individual arrangements differs depending on class position and the specific arrangement. Flexible schedules and financial incentives are less possible to influence for employees in lower-grade occupational class positions whereas employees in a higher-grade service class position had lower opportunities for making task and work arrangements. Finally, financial incentives are slightly more important than procedural autonomy for intentions to leave, but it is also the only individual arrangement affecting intention to leave.","PeriodicalId":31182,"journal":{"name":"Scandinavian Journal of Work and Organizational Psychology","volume":"11 3","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-02-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139838652","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
The unstructured employment interview is one of the most popular selection tools among employers and applicants alike. Although past research has shed light on some explanations for practitioners’ preferences for unstructured methods, less is known about the reasons for their popularity among applicants. One reason might be that applicants overestimate recruiters’ intuitive abilities to make judgments about applicant characteristics based on resumes and interviews. The results of this study (N = 345) suggest that recruiters are perceived as much better than laypeople at making judgments about applicants based on resume screening and interviews, and that faith in recruiters’ intuition predicts process favorability for unstructured employment interviews. Moreover, this association remained significant when accounting for attitudes to structured interviews, perceived recruiter expertise, and attitudes to holistic versus mechanic methods in general. The results suggest that overestimation of recruiters’ intuitive expertise may help explain why many people prefer unstructured selection methods.
{"title":"Applicants’ Faith in Recruiters’ Intuition Predicts Process Favorability for the Unstructured Employment Interview","authors":"Samantha Sinclair","doi":"10.16993/sjwop.183","DOIUrl":"https://doi.org/10.16993/sjwop.183","url":null,"abstract":"The unstructured employment interview is one of the most popular selection tools among employers and applicants alike. Although past research has shed light on some explanations for practitioners’ preferences for unstructured methods, less is known about the reasons for their popularity among applicants. One reason might be that applicants overestimate recruiters’ intuitive abilities to make judgments about applicant characteristics based on resumes and interviews. The results of this study (N = 345) suggest that recruiters are perceived as much better than laypeople at making judgments about applicants based on resume screening and interviews, and that faith in recruiters’ intuition predicts process favorability for unstructured employment interviews. Moreover, this association remained significant when accounting for attitudes to structured interviews, perceived recruiter expertise, and attitudes to holistic versus mechanic methods in general. The results suggest that overestimation of recruiters’ intuitive expertise may help explain why many people prefer unstructured selection methods.","PeriodicalId":31182,"journal":{"name":"Scandinavian Journal of Work and Organizational Psychology","volume":"15 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-09-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135153995","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Following the rapid increase of home-based work brought on by the Covid-19 pandemic, many daily interactions between managers and employees have been carried out digitally. This literature review aims to compile and synthesize previous research regarding the importance of managers and leaders for employee well-being and their work performance when work is carried out from home. The purpose is also to relate these findings to previous reviews when work was performed on-site. Six leadership behaviours are identified as central when working from home. The leader should 1) communicate and promote the use of technology for communication, 2) regularly check, provide feedback and steer towards business goals, 3) show trust in the employee and give autonomy, 4) show support and empathy, 5) encourage and promote health, and 6) balance the need of individual employee with the need of the workgroup. There is little to suggest that leadership exercised when working from home differs from that exercised in a regular on-site workplace. What does seem to vary are the tools used to exercise leadership. More high-quality longitudinal research is needed that examines the importance of leadership over an extended period, considers how often work is performed from home, and combines different data sources and data collection methods.
{"title":"Leadership and Employee Well-Being and Work Performance when Working from Home: A Systematic Literature Review","authors":"Daniel Lundqvist, Andreas Wallo","doi":"10.16993/sjwop.199","DOIUrl":"https://doi.org/10.16993/sjwop.199","url":null,"abstract":"Following the rapid increase of home-based work brought on by the Covid-19 pandemic, many daily interactions between managers and employees have been carried out digitally. This literature review aims to compile and synthesize previous research regarding the importance of managers and leaders for employee well-being and their work performance when work is carried out from home. The purpose is also to relate these findings to previous reviews when work was performed on-site. Six leadership behaviours are identified as central when working from home. The leader should 1) communicate and promote the use of technology for communication, 2) regularly check, provide feedback and steer towards business goals, 3) show trust in the employee and give autonomy, 4) show support and empathy, 5) encourage and promote health, and 6) balance the need of individual employee with the need of the workgroup. There is little to suggest that leadership exercised when working from home differs from that exercised in a regular on-site workplace. What does seem to vary are the tools used to exercise leadership. More high-quality longitudinal research is needed that examines the importance of leadership over an extended period, considers how often work is performed from home, and combines different data sources and data collection methods.","PeriodicalId":31182,"journal":{"name":"Scandinavian Journal of Work and Organizational Psychology","volume":"17 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-09-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135982014","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Merly Kosenkranius, F. Rink, Oliver Weigelt, Machteld van den Heuvel, J. de Bloom
Off-job crafting entails deliberate changes people can make in their non-work activities to meet their personal goals and satisfy psychological needs. We conducted a quasi-experimental study with a waitlist control group in three organizations in Finland (N = 86) to evaluate whether participation in a hybrid off-job crafting intervention stimulates employees’ off-job crafting efforts and, in turn, enhances psychological need satisfaction, subjective vitality and work engagement. Intervention group participants took part in an off-job crafting workshop, set a personal crafting goal for the four-week intervention period, received support from a specifically designed smartphone app, and attended a reflection workshop. With a study design consisting of seven measurement occasions in the intervention group and four in the waitlist control group, we examined both the intra-individual and inter-individual effects of the intervention. Contrary to our expectations, intervention group participants did not improve in their off-job crafting efforts, needs satisfaction and well-being over time compared to their own baseline and the waitlist control group. We conducted a detailed process evaluation to shed light on the mechanisms possibly influencing the effectiveness of the intervention. Participants who made less progress with their goal, were less satisfied with the intervention, and participants who did not set a goal focusing on their least satisfied need, experienced a steeper decline in off-job crafting, needs satisfaction and well-being. Interestingly, setting a SMARTer goal and being a more active app user also had a negative effect on the development of one’s off-job crafting, needs satisfaction and well-being over time.
{"title":"The Effectiveness of a Hybrid Off-Job Crafting Intervention on Employees’ Psychological Needs Satisfaction and Well-Being","authors":"Merly Kosenkranius, F. Rink, Oliver Weigelt, Machteld van den Heuvel, J. de Bloom","doi":"10.16993/sjwop.181","DOIUrl":"https://doi.org/10.16993/sjwop.181","url":null,"abstract":"Off-job crafting entails deliberate changes people can make in their non-work activities to meet their personal goals and satisfy psychological needs. We conducted a quasi-experimental study with a waitlist control group in three organizations in Finland (N = 86) to evaluate whether participation in a hybrid off-job crafting intervention stimulates employees’ off-job crafting efforts and, in turn, enhances psychological need satisfaction, subjective vitality and work engagement. Intervention group participants took part in an off-job crafting workshop, set a personal crafting goal for the four-week intervention period, received support from a specifically designed smartphone app, and attended a reflection workshop. With a study design consisting of seven measurement occasions in the intervention group and four in the waitlist control group, we examined both the intra-individual and inter-individual effects of the intervention. Contrary to our expectations, intervention group participants did not improve in their off-job crafting efforts, needs satisfaction and well-being over time compared to their own baseline and the waitlist control group. We conducted a detailed process evaluation to shed light on the mechanisms possibly influencing the effectiveness of the intervention. Participants who made less progress with their goal, were less satisfied with the intervention, and participants who did not set a goal focusing on their least satisfied need, experienced a steeper decline in off-job crafting, needs satisfaction and well-being. Interestingly, setting a SMARTer goal and being a more active app user also had a negative effect on the development of one’s off-job crafting, needs satisfaction and well-being over time.","PeriodicalId":31182,"journal":{"name":"Scandinavian Journal of Work and Organizational Psychology","volume":" ","pages":""},"PeriodicalIF":0.0,"publicationDate":"2023-06-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48545703","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Martina E. Gustavsson, N. Juth, J. von Schreeb, F. Arnberg
{"title":"Moral Stress among Swedish Health Care Workers During the COVID-19 Pandemic: A Cross-Sectional Study","authors":"Martina E. Gustavsson, N. Juth, J. von Schreeb, F. Arnberg","doi":"10.16993/sjwop.170","DOIUrl":"https://doi.org/10.16993/sjwop.170","url":null,"abstract":"","PeriodicalId":31182,"journal":{"name":"Scandinavian Journal of Work and Organizational Psychology","volume":"1 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2023-02-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44873608","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Johan Simonsen Abildgaard, Susanne Tafvelin, Marit Christensen
The aim of the current special issue is to promote and foster development, debate, and knowledge of workplace Interventions. It is fitting that SJWOP, being a Scandinavian journal, has taken on the task of foregrounding intervention research. Scandinavian work and organizational psychologists have since the late 1990’s been at the forefront of the development of research into organizational interventions, for example by promoting a focus on not only effect, but also on process evaluation. This tradition has been kept alive by new generations of Scandinavian researcher who share the ideals of increasing our knowledge about the working mechanisms of interventions. But organizational interventions have proven to be much broader than just participatory interventions, and the current special issue contains a range of intervention approaches and methodological approaches. The papers in the special issue each present different areas and approaches in advancing our knowledge about interventions. We are pleased to publish both conceptual papers on evaluation and new forms of intervention as well as evaluations of interventions expanding our methodological toolbox.
{"title":"Special Issue Editorial: New Perspectives on Workplace Interventions","authors":"Johan Simonsen Abildgaard, Susanne Tafvelin, Marit Christensen","doi":"10.16993/sjwop.237","DOIUrl":"https://doi.org/10.16993/sjwop.237","url":null,"abstract":"The aim of the current special issue is to promote and foster development, debate, and knowledge of workplace Interventions. It is fitting that SJWOP, being a Scandinavian journal, has taken on the task of foregrounding intervention research. Scandinavian work and organizational psychologists have since the late 1990’s been at the forefront of the development of research into organizational interventions, for example by promoting a focus on not only effect, but also on process evaluation. This tradition has been kept alive by new generations of Scandinavian researcher who share the ideals of increasing our knowledge about the working mechanisms of interventions. But organizational interventions have proven to be much broader than just participatory interventions, and the current special issue contains a range of intervention approaches and methodological approaches. The papers in the special issue each present different areas and approaches in advancing our knowledge about interventions. We are pleased to publish both conceptual papers on evaluation and new forms of intervention as well as evaluations of interventions expanding our methodological toolbox.","PeriodicalId":31182,"journal":{"name":"Scandinavian Journal of Work and Organizational Psychology","volume":"25 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135319861","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
{"title":"What Works for whom in which Circumstances? An Integrated Realist Evaluation Model for Organisational Interventions","authors":"Hamid Roodbari, K. Nielsen, C. Axtell","doi":"10.16993/sjwop.171","DOIUrl":"https://doi.org/10.16993/sjwop.171","url":null,"abstract":"","PeriodicalId":31182,"journal":{"name":"Scandinavian Journal of Work and Organizational Psychology","volume":"1 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2023-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"67471383","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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