Putting context into organizational intervention design: Using tailored questionnaires to measure initiatives for worker well-being
Putting context into organizational intervention design: Using tailored questionnaires to measure initiatives for worker well-being
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DOI：
10.1177/0018726714525974
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发表时间：
2014-12-01
期刊：
影响因子：
5.7
通讯作者：
Daniels, Kevin
中科院分区：
文献类型：
--
作者：
Nielsen, Karina;Abildgaard, Johan Simonsen;Daniels, Kevin
现实的评价强调探索机制的重要性，通过这些机制，组织的干预措施是有效的。在组织干预中，一个众所周知的机制是筛选过程。普遍使用的标准化问卷既不考虑个人对工作条件的评价，也不考虑工作场所的具体情况。根据干预背景进行筛选可以克服标准化问卷的局限性。在本研究中，我们评估了一种方法来开发一个量身定制的问卷，以衡量员工的评价，他们的具体工作条件。首先，我们采访了56名员工和17名经理，后来，我们针对邮政服务的工作条件开发了定制的项目。在后续访谈中，我们将调查对象使用量身定制的问卷的体验，包括计划的制定，与他们之前使用标准化量表进行的公司年度态度调查进行比较。结果表明，与会者认为，量身定制的调查表突出了以前被忽视的问题，由于其具体性，更容易制定举措，反馈战略有助于确定调查表的优先次序。总体而言，可以得出结论，量身定制的问卷可能适合用于组织干预研究，更广泛地说，组织干预措施的评价需要有背景。
Realistic evaluation emphasizes the importance of exploring the mechanisms through which organizational interventions are effected. A well-known mechanism in organizational interventions is the screening process. Standardized questionnaires, in popular use, neither consider individuals' appraisals of working conditions nor the specific context of the workplace. Screening with items tailored to intervention contexts may overcome the limitations of standardized questionnaires. In the present study, we evaluate an approach to develop a tailored questionnaire to measure employees' appraisals of their specific working conditions. First, we interviewed 56 employees and 17 managers and, later, developed tailored items focused on the working conditions in a postal service. In follow-up interviews, we explore participants' experiences with the tailored questionnaire, including the development of initiatives, compared with their previous experiences with the company's annual attitude survey that used standardized scales. Results indicated that participants felt the tailored questionnaire highlighted issues that had previously been ignored, that initiatives were easier to develop owing to its specificity and that the feedback strategy was useful in prioritizing questionnaires. Overall, it can be concluded that tailored questionnaires may be appropriate for use in organizational intervention research and more broadly that evaluations of organizational interventions need to be contextually grounded.