Bennett Joel B, Neeper Michael, Linde Brittany D, Lucas Gale M, Simone Lindsay
Organizational Wellness & Learning Systems, Fort Worth, TX, United States.
ACEC Life/Health Trust, Frisco, TX, United States.
JMIR Ment Health. 2018 May 2;5(2):e35. doi: 10.2196/mental.8955.
The majority of resilience interventions focus on the individual. Workplace resilience is a growing field of research. Given the ever-increasing interconnectedness in businesses, teamwork is a guarantee. There is also growing recognition that resilience functions at the team level.
The objective of our work was to address three shortcomings in the study of workplace resilience interventions: lack of interventions focusing on group-level or team resilience, the need for brief interventions, and the need for more theoretical precision in intervention studies.
The authors took an established evidence-based program (Team Resilience) and modified it based on these needs. A working model for brief intervention evaluation distinguishes outcomes that are proximal (perceptions that the program improved resilience) and distal (dispositional resilience). A total of 7 hypotheses tested the model and program efficacy.
Two samples (n=118 and n=181) of engineering firms received the Web-based training and provided immediate reactions in a posttest-only design. The second sample also included a control condition (n=201). The findings support the model and program efficacy. For example, workplace resilience was greater in the intervention group than in the control group. Other findings suggest social dissemination effects, equal outcomes for employees at different stress levels, and greater benefit for females.
This preliminary research provides evidence for the capabilities of e-learning modules to effectively promote workplace resilience and a working model of team resilience.
大多数复原力干预措施关注的是个体。职场复原力是一个不断发展的研究领域。鉴于企业中相互联系日益紧密，团队合作是必然的。人们也越来越认识到复原力在团队层面发挥作用。
我们研究的目的是解决职场复原力干预研究中的三个不足之处：缺乏关注群体层面或团队复原力的干预措施、需要简短干预措施以及干预研究需要更高的理论精确性。
作者采用了一个既定的循证项目（团队复原力），并根据这些需求对其进行了修改。一个简短干预评估的工作模型区分了近端结果（认为该项目提高了复原力的认知）和远端结果（性格复原力）。总共7个假设对该模型和项目效果进行了测试。
两家工程公司的两个样本（n = 118和n = 181）接受了基于网络的培训，并在仅后测设计中提供了即时反馈。第二个样本还包括一个对照组（n = 201）。研究结果支持该模型和项目效果。例如，干预组的职场复原力高于对照组。其他研究结果表明存在社会传播效应，不同压力水平的员工结果相同，且对女性的益处更大。
这项初步研究为电子学习模块有效提升职场复原力的能力以及团队复原力的工作模型提供了证据。
