Effectiveness of a healthy work organization intervention: ethnic group differences.
Effectiveness of a healthy work organization intervention: ethnic group differences.
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健康工作组织干预的有效性：种族差异。
DOI：
10.1097/01.jom.0000131793.44014.91
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发表时间：
2004
影响因子：
3.2
通讯作者：
Vandenberg,RobertJ
中科院分区：
文献类型：
--
作者：
Park,Kyoung-Ok;Schaffer,BryanS;Griffin-Blake,CShannon;Dejoy,DavidM;Wilson,MarkG;Vandenberg,RobertJ
本研究考察了健康工作组织干预对组织气氛、员工健康和幸福感的有效性的种族差异。我们的样本来自一家大型全国性零售连锁店的21家门店的员工。干预措施包括在其中11家门店建立和促进员工问题解决团队。团队负责制定和实施针对其特定地点的需求的行动计划。治疗组和对照组治疗前后的比较显示，干预对气候、健康和福祉结果都产生了积极的影响；然而，这些影响因种族而异。特别是在组织氛围方面，黑人和西班牙裔雇员是参与式干预进程的主要受益者。这些结果是从社会认同和自我归类理论的角度来解释的，并与传统的参与式和多样性培训方法进行了对比。
This study examined ethnic group differences in the effectiveness of a healthy work organization intervention on organizational climate and worker health and well-being. Our sample consisted of employees from 21 stores of a large national retail chain. The intervention involved establishing and facilitating employee problem-solving teams in 11 of the stores. Teams were charged with developing and implementing action plans tailored to the needs of their specific site. Pre-and post-comparisons of the treatment and control groups showed that the intervention produced positive effects on both the climate and health and well-being outcomes; however, these effects varied significantly by ethnic group. Particularly in terms of organizational climate, black and Hispanic employees were the primary beneficiaries of the participatory intervention process. These results are interpreted in terms of social identification and self-categorization theories and are contrasted with traditional participatory and diversity training approaches.