Individual and contextual variables enhance transfer for a workplace eco-driving intervention

Evaluation of an Eco-driving Intervention: Changing Knowledge, Attitudes, and Behavior by Means of Supervisor Support

“…The survey measures used to assess the EcoDrive intervention were selected based on previous research on eco-driving behavior change, including the original study evaluating the ODOT EcoDrive materials (Mansfield et al, 2016). We decided to use many of the same measures as we used in the original study in order to maintain consistency in the assessments and to aid in comparison of findings across studies.…”

“…These measures were included in the original study where we found that both individual motivation and supervisors that supported the program were critical to the effectiveness of the EcoDrive program (Mansfield et al, 2016). Additionally, these variables have been shown to consistently predict the success of other organizational interventions.…”

“…Estimates of their effectiveness in reducing fuel consumption range from 5% to 20% based on the driving context (Barkenbus, 2010;Stillwater & Kurani, 2013; van der Voort, Dougherty & van Maareseveen, 2001). Some specific eco-driving behaviors include minimizing rapid braking and acceleration, and the use of vehicle cooling and heating systems (Mansfield, Guros, Truxillo & MacArthur, 2016). Eco-driving has been promoted through a number of methods including information campaigns to increase driver knowledge, in-vehicle feedback systems (Wada, Yoshimura, Doi, Youhata & Tomiyama, 2011), and social norm messaging (Cristea, Paran & Delhomme, 2012).…”

“…Eco-driving is currently being promoted by ODOT through the EcoDrive program, and the present study builds on a previous study also funded by OTREC that evaluated the effectiveness of the EcoDrive materials (Mansfield et al, 2016). The EcoDrive program was created to help improve fuel efficiency for individuals and drivers of light-duty fleet vehicles.…”

“…The initial study showed that when provided with these EcoDrive materials, changes in self-reported fuel efficient behaviors were found, but only when employees were motivated to participate and when employees believed that supervisors also supported the EcoDrive program (Mansfield et al, 2016). While supervisor support has long been demonstrated to be positively correlated with employee outcomes such as increased engagement, satisfaction, and health and decreased stress, only recently has research focused on training supervisors on how to be more supportive in specific domains.…”