Effectiveness Of Organizational Interventions Research Articles

What are the effects of organizational interventions directed toward people with multimorbidity?

What are the effects of organizational interventions directed toward people with multimorbidity?

What are the effects of organizational interventions directed towards people with multimorbidity?

What are the effects of organizational interventions directed towards people with multimorbidity?

What are the effects of organizational interventions aimed at improving the implementation of secondary stroke prevention strategies?

What are the effects of organizational interventions aimed at improving the implementation of secondary stroke prevention strategies?

The Role of Personality in Influencing Work–Family Balance Experience: A Study of Indian Journalists

While an increasing body of research has investigated the situational factors affecting balancing of work and family roles, there is still scarcity of research on the relationship between personal factors and work -family balance (WFB). Therefore, the purpose of this article is to estimate the effect of big five personality traits (openness to experience, conscientiousness, extraversion, agreeableness and neuroticism) on the four dimensions of WFB i.e. work-to-family conflict [WFC], family-to-work conflict [FWC], work-to-family facilitation [WFF] and family-to-work facilitation [FWF] among Indian journalists. From the perspective of WFB, journalists are regarded as an interesting group that has rarely been examined by the scholars. The study validated the ‘fourfold WFB scale and ‘big five personality’ scale in the Indian context. Further, results revealed that big five personality variables emerged as significant predictor set for all the four dimensions of WFB. Unexpectedly, conscientiousness did not reduce WFC, given the unpredictable nature of journalism that pressurizes even a conscientious journalist to sacrifice his family life and work lousy hours. Openness behaved like a double-edged sword that escalate both conflict and facilitation experiences. However, extraversion did not increase facilitation experience for journalists. These findings suggest media organizations to conduct personality test for recruiting suitable candidates, whose personality traits make them best suited to the stressors of journalism profession. Moreover, knowledge of employees’ personality traits may increase the effectiveness of organizational interventions that aims to enhance employees’ WFB.

Using kaizen to improve employee well-being: Results from two organizational intervention studies.

Participatory intervention approaches that are embedded in existing organizational structures may improve the efficiency and effectiveness of organizational interventions, but concrete tools are lacking. In the present article, we use a realist evaluation approach to explore the role of kaizen, a lean tool for participatory continuous improvement, in improving employee well-being in two cluster-randomized, controlled participatory intervention studies. Case 1 is from the Danish Postal Service, where kaizen boards were used to implement action plans. The results of multi-group structural equation modeling showed that kaizen served as a mechanism that increased the level of awareness of and capacity to manage psychosocial issues, which, in turn, predicted increased job satisfaction and mental health. Case 2 is from a regional hospital in Sweden that integrated occupational health processes with a pre-existing kaizen system. Multi-group structural equation modeling revealed that, in the intervention group, kaizen work predicted better integration of organizational and employee objectives after 12 months, which, in turn, predicted increased job satisfaction and decreased discomfort at 24 months. The findings suggest that participatory and structured problem-solving approaches that are familiar and visual to employees can facilitate organizational interventions.

The ability of ‘family friendly’ organizational resources to predict work–family conflict and job and family satisfaction

AbstractThe effectiveness of organizational interventions in reducing the adverse consequences of work–family conflict has produced mixed findings. This paper examines the relationship between the use of organizational ‘family friendly’ resources (such as crèche facilities, flexible working hours, and job sharing), with levels of work–family conflict, and job and family satisfaction over time. Using structural equation modelling, these associations were tested in 398 employed men and women who each completed a self‐report questionnaire administered on two occasions. The use of organizational interventions directly predicted increased levels of concurrent (Time 1) work–family interference and increased levels of subsequent (Time 2) job satisfaction. Both organizational interventions and family interventions (i.e. support) positively predicted subsequent family satisfaction. The research demonstrates that the provision of organizational ‘family‐friendly’ practices will produce improved psychological outcomes for employees. Copyright © 2005 John Wiley & Sons, Ltd.

Assessing the effectiveness of relocation support

Reviews and integrates UK and North American research on job relocation relating to managerial and professional employees. Notes evidence which indicates an increasing level of reluctance by such employees to relocate for job reasons. Examines barriers to domestic relocation, including those related to financial and personal reasons, and organisational interventions designed to overcome them. Recognises that traditional forms of organisational intervention to alleviate barriers to relocation may be becoming less effective despite careful targeting. Analyses research data from the UK local authority sector to explore the effectiveness of organisational interventions to overcome barriers to relocation. Uses force field theory to evaluate the relationship between these barriers and organisational interventions in relation to organisations in general and UK local authorities in particular. Draws conclusions about the nature and use of organisational interventions to overcome barriers to domestic relocation, and discusses the applicability of the findings drawn from the UK local authorities research data.