Baseline psychosocial and affective context characteristics predict outcome expectancy as a process appraisal of an organizational health intervention.

Abstract

This study aims to examine how far group-level psychosocial and affective factors, as a relevant context, predict outcome expectancy as a process appraisal of an organizational health intervention. For this purpose, data from a university hospital (N = 250 representatives from 29 nursing wards) were collected. Participants took part in an intervention consisting of four-day workshops designed to improve psychosocial working conditions. Employee surveys covered baseline psychosocial (job demands and job resources) and affective aspects (valence, positive and negative activation) as context variables. At the end of the workshops, participants evaluated the intervention process with the outcome expectancy scale. Applying a multilevel approach, the results indicate that both baseline psychosocial characteristics (job resources, in particular managerial support) and baseline affective factors (valence) as relevant context characteristics are related to the appraisal of the intervention process (outcome expectancy). The post hoc mediation analysis further shows that the affective context (valence) mediates the relation between job resources (managerial support) and outcome expectancy. There was no relation between job demands and outcome expectancy as well as between negative activation and outcome expectancy. This study shows that already healthy contexts with good psychosocial working conditions and well-being relate to a beneficial intervention process. Specifically, this study highlights the essential role of affects that influence process appraisals. These affects are, in turn, influenced by the psychosocial context.

Nature, predictors, and outcomes of nurses’ affect profiles: A longitudinal examination.

“…These task characteristics thus also have the power to protect nurses from experiencing the most detrimental (from an outcome perspective) affective experiences at work. When considered together, these results are consistent with prior results supporting the benefits of job resources in relation to nurses’ affective states (Lehmann et al, 2020). These results also generally support the beneficial role of job resources emphasized by the JD-R theory (Bakker & Demerouti, 2017) and encourage managers to nurture and support job resources within health care organizations.…”

“…Supporting our expectations, our results revealed five profiles of nurses characterized by distinctive configurations of affective states: (1) intense mixed emotions incapacitators ; (2) mixed emotions incapacitators ; (3) high negative affect incapacitators ; (4) normative ; and (5) low negative affect facilitators. Moreover, in their previous study of nurses, Lehmann et al (2020) showed that the valence of affect intensity (i.e., positive vs. negative) was the only significant predictor of efficacy beliefs (i.e., affect direction), suggesting that affect direction is not a matter of activation but rather a matter of valence. In line with this suggestion, two profiles identified in this study ( normative and low negative affect facilitators ) were consistent with those identified by Sandrin et al (2020), suggesting that these profiles might be independent of the activated nature of affective states.…”

“…Although prior studies have demonstrated that affective states (i.e., affect intensity) and efficacy beliefs (i.e., affect direction) were interrelated among nurses (e.g., Lehmann et al, 2020), they have failed to consider the possibility that these components could combine in different manners among different profiles of nurses. Our research took a step forward by examining such profiles in a sample of nurses, while expanding upon prior research conducted among firefighters (Sandrin et al, 2020).…”

Goal Pursuit in Organizational Health Interventions: The Role of Team Climate, Outcome Expectancy, and Implementation Intentions

“…On may also refer to the organizational climate literature (e.g., Bronkhorst et al, 2015) that further highlights the importance of leadership and supervision. For OHIs in particular, it has been shown that supportive leadership as a contextual variable is associated with the intervention process (Lehmann et al, 2018). Moreover, it would be interesting to examine whether the intervention context (in this case team climate) changes over time.…”

Do small- and medium-sized companies intend to use the Metaverse as part of their strategy? A behavioral intention analysis

“…The formation of this estimate, idea or prediction is influenced by the previous positive or negative outcome. That is, after a positive outcome, expectations of success will increase and vice versa (Lehmann et al, 2020;Zheng et al, 2018). Previous studies affirm that performance expectancy is a factor of great importance in predicting the intention to use a system or technology.…”