Testing middle range theories in realist evaluation: a case of a participatory organisational intervention

Roodbari, Hamid; Nielsen, Karina; Axtell, Carolyn; Peters, Susan E.; Sorensen, Glorian

doi:10.1108/ijwhm-12-2021-0219

Cited by 3 publications

(5 citation statements)

References 40 publications

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“…Some studies measured work ability using work performance [ 11 ], job effectiveness scores [ 10 ], or presenteeism [ 10 ]. Other studies examined safety, health, and well-being management [ 22 , 23 , 24 ]; changes in health risks [ 25 ]; the management of health risks and conditions [ 26 ]; absenteeism [ 10 , 11 , 27 ]; presenteeism [ 9 ], or the promotion of healthy practices [ 28 , 29 ].…”

Section: Resultsmentioning

confidence: 99%

Section: Resultsmentioning

confidence: 99%

“…In a multinational food service company, worksite managers were not adequately engaged with employees to implement safety, health, and well-being actions and the participation of employees in workplace interventions was also minimal [ 23 ]. High workloads and a lack of time were listed as barriers to participation in workplace health and well-being interventions for both worksite managers and employees [ 23 ]. Other barriers to participation in workplace health and well-being interventions included financial constraints, a fast-paced work environment, competing priorities, a lack of communication between worksite and senior managers, the lack of motivation of worksite managers, host company clients’ control over the worksite environment, employees’ language barriers, high worksite managers’ turnover, and a decline in senior managers’ support to worksite managers to overcome barriers to participation in workplace health and well-being interventions [ 22 , 23 ].…”

Section: Resultsmentioning

confidence: 99%

“…Existing participatory practices in a multinational company facilitated participation in workplace health and well-being interventions [ 23 ].…”

Section: Resultsmentioning

confidence: 99%

“…Culturally congruent strategies for the management of work ability and well-being in multinational companies should adopt comprehensive health risk assessments and routine health surveillance and management [ 30 ]. Adequate engagement of worksite managers in workplace health interventions is necessary, and their participation leads to their enhanced awareness of the importance of improvements in working conditions in employees’ safety, health, and well-being [ 23 ].…”

Section: Discussionmentioning

confidence: 99%

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Work Ability and Well-Being Management and Its Barriers and Facilitators in Multinational Organizations: A Scoping Review

Shiri

Bergbom

2023

Healthcare

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The aim of this scoping review was to identify effective workplace programs for work ability and well-being management and its barriers and facilitators in multinational organizations. The PubMed, Embase, and Web of Science databases were searched from 1974 through February 2023 to identify quantitative and qualitative studies on the management of work ability and well-being, and related outcomes including presenteeism, absenteeism, productivity loss, and healthy practices, conducted in a multinational organization or company. The titles and abstracts of over 11,000 publications were screened, and 10 studies fulfilling the inclusion criteria were included in the review. The management of work ability and well-being in multinational companies requires leadership support and commitment, effective communication, employee health awareness and engagement, comprehensive personalized health risk and condition assessments, and the management of risk factors and occupational and non-occupational health conditions. Financial constraints, high workloads, competing priorities, a lack of effective communication, a lack of worksite managers’ motivation, employees’ language barriers, high worksite managers’ turnover, and a decline in the support of senior managers are considered as barriers, and the presence of existing participatory practices is considered as a facilitator of participation in workplace health and well-being interventions in multinational companies. This review suggests that the management of work ability and well-being in multinational companies should go beyond health promotion and include comprehensive personalized health risk and health condition assessments and management.

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Section: Resultsmentioning

confidence: 99%

Section: Resultsmentioning

confidence: 99%

Section: Resultsmentioning

confidence: 99%

“…Existing participatory practices in a multinational company facilitated participation in workplace health and well-being interventions [ 23 ].…”

Section: Resultsmentioning

confidence: 99%

Section: Discussionmentioning

confidence: 99%

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Work Ability and Well-Being Management and Its Barriers and Facilitators in Multinational Organizations: A Scoping Review

Shiri

Bergbom

2023

Healthcare

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A Protocol to Assess Contextual Factors During Program Impact Evaluation: A Case Study of a STEM Gender Equity Intervention in Higher Education

Nobrega

Edwards

Ghaziri

et al. 2023

American Journal of Evaluation

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Program evaluations that lack experimental design often fail to produce evidence of impact because there is no available control group. Theory-based evaluations can generate evidence of a program's causal effects if evaluators collect evidence along the theorized causal chain and identify possible competing causes. However, few methods are available for assessing competing causes in the program environment. Effect Modifier Assessment (EMA) is a method previously used in smaller-scale studies to assess possible competing causes of observed changes following an intervention. In our case study of a university gender equity intervention, EMA generated useful evidence of competing causes to augment program evaluation. Top-down administrative culture, poor experiences with hiring and promotion, and workload were identified as impeding forces that might have reduced program benefits. The EMA addresses a methodological gap in theory-based evaluation and might be useful in a variety of program settings.

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Managing the work stress of inpatient nurses during the COVID-19 pandemic: a systematic review of organizational interventions

Zink,

Pischke,

Wendsche

et al. 2024

BMC Nurs

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Background During the coronavirus disease 2019 (COVID-19) pandemic, inpatient nurses faced various work stressors. Little is known about organizational interventions that can mitigate the negative consequences of pandemic-related stressors. Objective The aim was to provide a synopsis of the literature concerning the types and outcomes of organizational interventions performed during the COVID-19 pandemic that directly (re)organized the work structures of inpatient nurses to address pandemic-related work stressors or to increase nurses’ ability to cope. Methods Within this preregistered systematic literature review, we searched four databases (PubMed, PsycINFO, PsycARTICLES, CINAHL) and two preprint databases (MedRxiv, PsyArXiv) for interventional studies of organizational interventions published between 01/2020 and 03/2023 (k = 990 records). We included 12 primary studies after title-abstract and full-text screening. A synthesis of results without meta-analysis was conducted. Risk of bias was assessed with the Cochrane risk-of-bias tool for randomized trials – version 2 (RoB-2) and Risk Of Bias In Non-randomized Studies - of Interventions (ROBINS-I) tool. Results All interventions were implemented in hospitals. The reasons given for implementation included pandemic-related work stressors such as a high workload, understaffing, and a lack of medical resources. To respond to the various work stressors, half of the studies took a multilevel approach combining organizational and person-oriented interventions (k = 6). Most studies (k = 8) took a secondary prevention approach, focusing on the organization of rest breaks (k = 5). With respect to outcomes, the studies examined nurse-related stress and resilience, turnover intention, job satisfaction, and other factors. Risk-of-bias analyses revealed that conclusions about the effectiveness of the interventions are limited due to confounding factors and self-selection. Conclusions The identified interventions provide a basis for future research to draw conclusions on the effectiveness of organizational interventions during pandemics. The promotion of adequate work breaks could be useful if the work stressors associated with strain and negative consequences cannot be changed directly. However, the same stressors (e.g., high workload) can hinder nurses from participating in offered interventions. This emphasizes the importance of directly addressing inpatient nurses’ work stressors. Registration Prospero-ID CRD42023364807 (March 2023).

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Testing middle range theories in realist evaluation: a case of a participatory organisational intervention

Cited by 3 publications

References 40 publications

Work Ability and Well-Being Management and Its Barriers and Facilitators in Multinational Organizations: A Scoping Review

Work Ability and Well-Being Management and Its Barriers and Facilitators in Multinational Organizations: A Scoping Review

A Protocol to Assess Contextual Factors During Program Impact Evaluation: A Case Study of a STEM Gender Equity Intervention in Higher Education

Managing the work stress of inpatient nurses during the COVID-19 pandemic: a systematic review of organizational interventions

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