通过实施意图促进工作中的新习惯

IF 4.9 2区 管理学 Q1 MANAGEMENT Journal of Occupational and Organizational Psychology Pub Date : 2024-08-09 DOI:10.1111/joop.12540
Nina Trenz, Nina Keith
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引用次数: 0

摘要

习惯有助于自动行为,并具有资源效率。在工作中养成习惯可能是有益的,因为它能节省认知-注意力资源,从而促进工作投入和目标进展。在一项日记干预研究(每天 2 次评估,10 个工作日)中,我们要求 72 名员工在工作中建立一种新习惯。其中一半人还完成了一项关于正确使用实施意图的干预。所有参与者均可参与后续调查。在多层次分析中,新习惯行为的自动性预示着一天内的工作投入和目标进展。实施意图预测了习惯行为的频率,反过来又提高了这种行为的自动性。实施意向的效果在随访中依然明显。与预期相反,干预并没有增加参与者对实施意图的日常使用。结果表明,在日常工作中可以利用实施意向来建立工作习惯,从而提高员工的工作效率和参与度。
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Promoting new habits at work through implementation intentions

Habits facilitate automatic behaviours and are resource efficient. Habits at work may be beneficial because they conserve cognitive-attentional resources, thus fostering work engagement and goal progress. In a diary intervention study (2 daily assessments, 10 work days), we asked 72 employees to establish a new habit at work. Half of them additionally completed an intervention on the correct use of implementation intentions. All participants were given access to a follow-up survey. In multi-level analyses, automaticity of the new habitual behaviour predicted work engagement and goal progress at the day-level. Implementation intentions predicted frequency of the habitual behaviour and in turn increased automaticity of this behaviour. The effects of implementation intentions were still evident at follow-up. Contrary to expectations, the intervention did not increase participants' daily use of implementation intentions. The results indicate that implementation intentions might be used in everyday work to establish habits at work, thus increasing employees' efficiency and engagement.

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来源期刊
CiteScore
8.90
自引率
4.80%
发文量
38
期刊介绍: The Journal of Occupational and Organizational Psychology aims to increase understanding of people and organisations at work including: - industrial, organizational, work, vocational and personnel psychology - behavioural and cognitive aspects of industrial relations - ergonomics and human factors Innovative or interdisciplinary approaches with a psychological emphasis are particularly welcome. So are papers which develop the links between occupational/organisational psychology and other areas of the discipline, such as social and cognitive psychology.
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