Intervention studies in occupational epidemiology

Explicit and implicit theories of change when designing and implementing preventive ergonomics interventions – a systematic literature review

“…We believe, in keeping with commonly accepted convictions that an intervention will have a better chance of success if it carefully adheres to a viable theory for change and follows a consequent strategy based on this theory, designed with due consideration to contextual factors in the organization (7,92). We could not, however, verify this belief on basis of the 30 reviewed studies.…”

“…Referring to a specific theory, but vaguely explaining how the intervention relates to that theory N=1 (58) Referring to a specific theory; strategy for implementation firmly rooted in theory N=12 (17,57,59,64,(77)(78)(79)(80)(81)(82)(83)(84) No reference to a change theory, and no reference for the intervention strategy either N= 4 (87,88,90,96) Referring to results from previous research, but not stating a particular theory of change N=13 (66,85,86,89,(91)(92)(93)(94)(95)(97)(98)(99)(100) Intervention strategy …”

Anvendelsesforpligtet grundforskning på læreruddannelsen

“…dialogiske tilgange), hvor handle-og udfaldsrummet er langt mere kontekstbestemt (Fraser et al, 2010). Det er dog en faellesnaevner på tvaers af disse definitioner, at man systematisk udvikler, implementerer og evaluerer indsatser (interventioner), der skal forbedre tilstanden eller situationen for en udvalgt målgruppe (Kristensen, 2005;Fraser et al, 2010) 9 . I interventionsforskningen tages der således udgangspunkt i en forestilling om en ønsket forbedret tilstand (f.eks.…”

“…Udviklingen af den detaljerede indsatsteori og implementeringsmodel gør det muligt at besvare et afgørende spørgsmål, som både har betydning for projektets praksis-og videnbidrag (Greve, 2015;Kristensen, 2005): Skyldes eventuel mangel på effekt i pilotafprøvning og/eller effektevaluering, at indsatsteorien er utilstraekkelig / forkert (teorifejl)? Eller skyldes det udfordringer i de måder, hvorpå indsatsen er blevet implementeret (implementeringsfejl)?…”

Improving organizational learning through leadership training

“…The latter, providing leadership for learning, was one of the intervention target areas, but the participating organization asked to reduce the number of items in the survey directly concerning leadership. It is a common need in organizational research to adapt an evaluation to the needs of the organization (Kristensen, 2005). Moreover, the inclusion in the post-intervention survey of a one-item measure of participants' perceptions of changes in organizational learning as a consequence of the leadership training could potentially limit the interpretation of the findings.…”