An organizational- level occupational health intervention: Employee perceptions of exposure to changes, and psychosocial outcomes
(2014) In Work & Stress 28(2). p.179-197- Abstract
- This study aimed to investigate the association between employees' perceptions of their exposure to an organizational-level occupational health intervention and its psychosocial outcomes. Participants were employees of an insurance firm (N = 1084) in Quebec, Canada. The intervention was designed to reduce adverse psychosocial work factors (high psychological demands, low decision latitude, low social support and low rewards). Departmental managers were responsible for implementing changes to reduce exposure to these factors. Employees' perceptions of exposure to the intervention and its impact on their work were measured in 2007 through questionnaires. Psychological demands, decision latitude, social support and rewards measured in 2005... (More)
- This study aimed to investigate the association between employees' perceptions of their exposure to an organizational-level occupational health intervention and its psychosocial outcomes. Participants were employees of an insurance firm (N = 1084) in Quebec, Canada. The intervention was designed to reduce adverse psychosocial work factors (high psychological demands, low decision latitude, low social support and low rewards). Departmental managers were responsible for implementing changes to reduce exposure to these factors. Employees' perceptions of exposure to the intervention and its impact on their work were measured in 2007 through questionnaires. Psychological demands, decision latitude, social support and rewards measured in 2005 and 2007 were used to assess outcomes. Employees who perceived that they had been exposed to the intervention changes showed more improvement in outcomes than those who did not perceive changes. The greatest differences in outcomes were found in those participants who perceived that workplace changes had improved their work situation as compared to those who perceived the changes as neutral or negative. The results suggest that measurement of employee-perceived impact of each intervention change on their work situation may be even more important than actual exposure, and should be included in the measurement of exposure to organization-level interventions. (Less)
Please use this url to cite or link to this publication:
https://lup.lub.lu.se/record/4559272
- author
- Hasson, Henna LU ; Brisson, Chantal ; Guerin, Stephanie ; Gilbert-Ouimet, Mahee ; Baril-Gingras, Genevieve ; Vezina, Michel and Bourbonnais, Renee
- organization
- publishing date
- 2014
- type
- Contribution to journal
- publication status
- published
- subject
- keywords
- intervention, process, perception, work-related stress, psychosocial, work environment, job demand-control-support model, effort-reward, imbalance model
- in
- Work & Stress
- volume
- 28
- issue
- 2
- pages
- 179 - 197
- publisher
- Taylor & Francis
- external identifiers
-
- wos:000335117800005
- scopus:84899906411
- ISSN
- 1464-5335
- DOI
- 10.1080/02678373.2014.907370
- language
- English
- LU publication?
- yes
- additional info
- The information about affiliations in this record was updated in December 2015. The record was previously connected to the following departments: The Vårdal Institute (016540000)
- id
- ae28d66b-9c96-4f9b-a97b-d4f2f71ae1f7 (old id 4559272)
- date added to LUP
- 2016-04-01 10:53:50
- date last changed
- 2022-04-28 02:40:35
@article{ae28d66b-9c96-4f9b-a97b-d4f2f71ae1f7,
abstract = {{This study aimed to investigate the association between employees' perceptions of their exposure to an organizational-level occupational health intervention and its psychosocial outcomes. Participants were employees of an insurance firm (N = 1084) in Quebec, Canada. The intervention was designed to reduce adverse psychosocial work factors (high psychological demands, low decision latitude, low social support and low rewards). Departmental managers were responsible for implementing changes to reduce exposure to these factors. Employees' perceptions of exposure to the intervention and its impact on their work were measured in 2007 through questionnaires. Psychological demands, decision latitude, social support and rewards measured in 2005 and 2007 were used to assess outcomes. Employees who perceived that they had been exposed to the intervention changes showed more improvement in outcomes than those who did not perceive changes. The greatest differences in outcomes were found in those participants who perceived that workplace changes had improved their work situation as compared to those who perceived the changes as neutral or negative. The results suggest that measurement of employee-perceived impact of each intervention change on their work situation may be even more important than actual exposure, and should be included in the measurement of exposure to organization-level interventions.}},
author = {{Hasson, Henna and Brisson, Chantal and Guerin, Stephanie and Gilbert-Ouimet, Mahee and Baril-Gingras, Genevieve and Vezina, Michel and Bourbonnais, Renee}},
issn = {{1464-5335}},
keywords = {{intervention; process; perception; work-related stress; psychosocial; work environment; job demand-control-support model; effort-reward; imbalance model}},
language = {{eng}},
number = {{2}},
pages = {{179--197}},
publisher = {{Taylor & Francis}},
series = {{Work & Stress}},
title = {{An organizational- level occupational health intervention: Employee perceptions of exposure to changes, and psychosocial outcomes}},
url = {{http://dx.doi.org/10.1080/02678373.2014.907370}},
doi = {{10.1080/02678373.2014.907370}},
volume = {{28}},
year = {{2014}},
}