Intervention effects on safety compliance and citizenship behaviors: Evidence from the Work, Family, and Health Study.
Intervention effects on safety compliance and citizenship behaviors: Evidence from the Work, Family, and Health Study.
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干预对安全合规和公民行为的影响：工作，家庭和健康研究的证据。
DOI：
10.1037/apl0000047
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发表时间：
2016-02
期刊：
影响因子：
--
通讯作者：
Berkman L
中科院分区：
文献类型：
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作者：
Hammer LB;Johnson RC;Crain TL;Bodner T;Kossek EE;Davis KD;Kelly EL;Buxton OM;Karuntzos G;Chosewood LC;Berkman L
我们测试了工作家庭干预对员工报告的安全合规性和组织公民行为的影响，在30个医疗机构使用分组随机试验。基于资源保护理论和工作-家庭资源模型，我们假设，实施工作-家庭干预，旨在通过主管对工作和家庭的支持以及员工对工作时间的控制来增加背景资源，这将导致个人资源的改善，并以自我报告的安全合规性和组织公民行为的形式增加员工的工作表现。多水平分析使用了1,524名员工在基线、干预后6个月和12个月的调查数据。在6个月的安全依从性和12个月的组织公民行为的随访观察到显着的干预效果。更具体地说，结果表明，与控制设施中的员工相比，干预措施可以防止员工自我报告的安全合规性和组织公民行为下降。家庭支持性主管行为、工作时间控制和工作-家庭冲突（工作-家庭冲突、家庭-工作冲突）的假设中介没有显著改善。然而，家庭支持的主管行为，控制工作时间，和工作-家庭气氛的基线感知的干预效果的自我报告的安全遵守和组织公民行为的结果显着的调节。
We tested the effects of a work-family intervention on employee reports of safety compliance and organizational citizenship behaviors in 30 healthcare facilities using a group-randomized trial. Based on Conservation of Resources theory and the Work-Home Resources Model, we hypothesized that implementing a work-family intervention aimed at increasing contextual resources via supervisor support for work and family and employee control over work time would lead to improved personal resources and increased employee performance on the job in the form of self-reported safety compliance and organizational citizenship behaviors. Multilevel analyses used survey data from 1,524 employees at baseline, 6-month and 12-month post-intervention follow-ups. Significant intervention effects were observed for safety compliance at the 6-month and organizational citizenship behaviors at the 12-month follow-ups. More specifically, results demonstrate that the intervention protected against declines in employee self-reported safety compliance and organizational citizenship behaviors, compared to employees in the control facilities. The hypothesized mediators of perceptions of family supportive supervisor behaviors, control over work time, and work-family conflict (work-to-family conflict, family-to-work conflict) were not significantly improved by the intervention. However, baseline perceptions of family supportive supervisor behaviors, control over work time, and work-family climate were significant moderators of the intervention effect on the self-reported safety compliance and organizational citizenship behavior outcomes.