A two-wave quasi-experimental intervention study of a participatory visual art intervention: unexpected effects on job resources and work engagement

Seppälä, Piia; Ansio, Heli; Houni, Pia; Hakanen, Jari

doi:10.1080/17533015.2018.1517370

Cited by 9 publications

(19 citation statements)

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“…Work characterized by long working hours, shift work, unsocial hours, night work, etc., creates difficulties in work-life balance, which generates work stress and decreases the levels of commitment of employees within the company, since they consider that their personal needs are not being heard by the employer [73]. On the contrary, a flexible working time in which employees can decide on different work schedules that are more suitable for them enhances employees' commitment towards the company and the job itself [74].…”

Section: Working Time Qualitymentioning

confidence: 99%

Decent Work as Determinant of Work Engagement on Dependent Self-Employed

2019

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This article analyzes with a holistic and systematic approach the state of working conditions in self-dependent workers, as well as their effects on workers’ work engagement. For this, a distinction was made between the self-employed, non-dependent self-employed, and wage earners. The sample integrated 42,963 workers who were surveyed, of which 0.03% were dependent self-employed, 13.73% were non-dependent self-employed, and 82.32% were wage earners. The results have broadly confirmed the research purposes and they established that ensuring work engagement is the key to sustainability, growth, and success for workers.

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Section: Working Time Qualitymentioning

confidence: 99%

Decent Work as Determinant of Work Engagement on Dependent Self-Employed

2019

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“…The gender distribution between samples varied (4–99.32% male), as did average age of participants at baseline (27–58.1years for those studies which provided this data, n =29). The included studies were conducted in several different industries, such as the education sector ( Dubbelt et al, 2019 , Study 2; van Berkel et al, 2014 ; van Wingerden et al, 2017a , b , c ; Seppälä et al, 2020 ), the engineering sector ( Oude Hengel et al, 2012 ; Muuraiskangas et al, 2016 ; Peláez et al, 2020 ; Peláez Zuberbuhler et al, 2020 ), and the health care sector – the most frequently represented industry ( n =13). It was also relatively common that the included studies were based on a sample composed of participants from mixed industries ( n =7).…”

Section: Resultsmentioning

confidence: 99%

“…Specifically, participant experiences related to the intervention design were reported in five studies ( van Berkel et al, 2014 ; Lases et al, 2016 ; Muuraiskangas et al, 2016 ; Kloos et al, 2019 ; Seppälä et al, 2020 ). The participant experiences were predominantly positive in three of the studies ( van Berkel et al, 2014 ; Lases et al, 2016 ; Muuraiskangas et al, 2016 ).…”

Section: Resultsmentioning

confidence: 99%

“…The interventions in these studies were described as innovative, interesting, and useful, and the content was found to be easy to understand and appreciated by the participants regardless of used format (i.e., online or face-to-face). Seppälä et al (2020) mostly reported negative experiences, such as perceived flaws in information, quality and structure of the intervention, and the professional skills of the trainers. In the study conducted by Kloos et al (2019) , participant experiences of the intervention design were mixed, with some experiencing that the content was relevant while others did not, and the majority perceived the intervention set-up as an area of improvement.…”

Section: Resultsmentioning

confidence: 99%

“…Among them, increased work engagement was reported in 16 studies (ca 53% of the studies); however, in the study of Vuori et al (2012), work engagement only increased in one-side testing. Lack of effect was reported in 13 studies (ca 43% of the studies) and a significant decrease in work engagement was reported in one study (Seppälä et al, 2020). In total, five studies (Oude Hengel et al, 2012;Dyrbye et al, 2016;Verweij et al, 2016;Coo and Salanova, 2018;Kuijpers et al, 2020) reported effects on at least one of the three sub-components of work engagement as measured by the UWES-scale (Schaufeli et al, 2006).…”

Section: Effects On Work Engagementmentioning

confidence: 99%

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Bottom-Up Interventions Effective in Promoting Work Engagement: A Systematic Review and Meta-Analysis

Bolander

Forsman

2021

Front. Psychol.

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Background: Promoting work engagement is of interest to organizations across sectors due to the associated positive outcomes. This interest warrants research on the evidence of work engagement interventions. Intervention research increasingly advocates a bottom-up approach, highlighting the role of employees themselves. These workplace interventions often encourage employees to identify, develop, and make use of workplace resources. The aim of this systematic review and meta-analysis is to investigate the effectiveness and potential underlying mechanisms of these bottom-up, resource-developing interventions.Method: Systematic searches were conducted in the online databases Web of Science, Academic Search Complete, Business Source Ultimate, PsycInfo, PsycArticles, SCOPUS, and Google Scholar. Publication year range was 2000–2020. Eligibility criteria were defined using PICOS. To be eligible for the systematic review, the intervention study identified had to aim at promoting working individuals’ work engagement by developing workplace resources from bottom-up. Work engagement had to be measured using the Utrecht Work Engagement Scale. The systematic review included one-, two-, or multiple-armed – randomized or non-randomized – intervention studies with various study designs. Further, a meta-analysis was conducted on a sub-set of the studies included in the systematic review. To be eligible for the meta-analysis, the studies had to be two- or multiple-armed and provide the information necessary to compute effect sizes.Results: Thirty-one studies were included in the systematic review. The majority reported that overall work engagement increased as an effect of the intervention. The evidence regarding the sub-components of work engagement was scattered. Potential underlying mechanisms explored were intervention foci, approach, and format. Dimensions of satisfaction and performance were identified as secondary outcomes. Participant experiences were generally described as positive in most of the studies applying mixed methods. The meta-analysis showed a small but promising intervention effect on work engagement (24 studies, SMD: −0.22, 95% CI: −0.34 to −0.11, with I2=53%, indicating moderate inconsistency in the evidence).Conclusion: The synthesized evidence suggests that bottom-up, resource-developing interventions are effective in the promotion of work engagement. The meta-analysis suggests that focusing on strengths use or mobilizing ego resources and adopting a universal approach increase intervention effectiveness.

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The effects of an intervention program on psychosocial factors and consequences during the COVID‐19 pandemic in a Chilean technology services company: A quasiexperimental study

Lavarello‐Salinas,

Kramm‐Vergara,

Gil‐LaOrden

et al. 2023

Health Science Reports

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Background and Aims During the COVID‐19 pandemic, mental health became a relevant factor in people's performance within organizations. The aim of this study was to analyze the effects of an organizational intervention program on the psychosocial factors of demands, resources, and the consequences of psychosocial risks in a technology services company during the COVID‐19 pandemic. Methods A quasiexperimental study was carried out with 105 employees who took part in an 8‐week intervention program divided into two large stages. Pre‐ and postmeasurements were collected using the UNIPSICO Questionnaire, considering its factors of demands, resources, and consequences of psychosocial risks. The Spanish Burnout Inventory (SBI) was also included. Results The results showed significant improvements in the perception of the following psychosocial demand factors: Role conflict (p < 0.001), Role ambiguity, workload, interpersonal conflicts (p < 0.05). In the resource factors: autonomy, work social support, feedback (p < 0.001) Resources at work, transformational leadership, and self‐efficacy (p < 0.05). In addition, all the consequences of psychosocial risks have improvements: Indolence, emotional exhaustion, and job satisfaction (p < 0.001), Burnout syndrome, enthusiasm toward the job, and psychosomatic problems (p < 0.05), except the Guilt dimension of the SBI. Conclusion We can conclude that the program was effective and that the study limitations should be improved in future studies.

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A two-wave quasi-experimental intervention study of a participatory visual art intervention: unexpected effects on job resources and work engagement

Cited by 9 publications

References 30 publications

Decent Work as Determinant of Work Engagement on Dependent Self-Employed

Decent Work as Determinant of Work Engagement on Dependent Self-Employed

Bottom-Up Interventions Effective in Promoting Work Engagement: A Systematic Review and Meta-Analysis

The effects of an intervention program on psychosocial factors and consequences during the COVID‐19 pandemic in a Chilean technology services company: A quasiexperimental study

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