What works for whom in which circumstances? On the need to move beyond the "what works?' question in organizational intervention research
What works for whom in which circumstances? On the need to move beyond the "what works?' question in organizational intervention research
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DOI：
10.1177/0018726716670226
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发表时间：
2017-01-01
期刊：
影响因子：
5.7
通讯作者：
Miraglia, Mariella
中科院分区：
文献类型：
--
作者：
Nielsen, Karina;Miraglia, Mariella
在社会科学中，由于需要了解真正的干预结果，引起了一场辩论。传统上，随机对照试验回答了什么有效的问题，被认为是黄金标准。虽然随机对照试验在组织干预研究中受到青睐，但人们越来越有兴趣了解背景和干预过程对此类干预结果的影响。在目前的批判性文章中，我们质疑试验和荟萃分析的适用性，以评估组织干预的有效性，我们建议，现实主义的评估，试图回答的问题，什么工作，为谁在什么情况下可能会出现一个更合适的框架。我们认为，检查的内容和过程机制，通过组织干预措施是有效的，以及这些条件下触发，将使我们能够更好地了解干预措施如何实现改善员工的健康和福祉的预期结果。我们认为，组织干预的内容和过程机制可能有助于实现预期的结果，改善员工的健康和福祉，以及上下文因素决定这些机制是否被触发。
A debate has arisen out of the need to understand true intervention outcomes in the social sciences. Traditionally, the randomized, controlled trial that answers the question of what works' has been considered the gold standard. Although randomized, controlled trials have been favoured in organizational intervention research, there has been an increasing interest in understanding the influence of context and intervention processes on the outcomes of such interventions. In the present critical essay, we question the suitability of trials and meta-analyses to evaluate the effectiveness of organizational interventions and we suggest that realist evaluation that seeks to answer the questions of what works for whom in which circumstances may present a more suitable framework. We argue that examining the content and process mechanisms through which organizational interventions are effective, and the conditions under which these are triggered, will enable us to better understand how interventions achieve the desired outcomes of improved employee health and well-being. We suggest that organizational intervention content and process mechanisms may help bring about the desired outcomes of improved employee health and well-being and that contextual factors determine whether these mechanisms are triggered.