van Dorssen-Boog Pauline, van Vuuren Tinka, de Jong Jeroen P, Veld Monique
Open Universiteit Heerlen The Netherlands.
Intrinzis Delft The Netherlands.
J Occup Organ Psychol. 2021 Jun;94(2):259-281. doi: 10.1111/joop.12352. Epub 2021 May 5.
The present study aims to test the impact of a self-leadership intervention on the work engagement, performance, and health of health care workers. By integrating self-determination theory and self-leadership theory, we propose that when employees are trained how they can autonomously influence own cognitions and behaviour, this will impact their work engagement, perceived performance, and general health. To test the hypotheses, a longitudinal field experiment with three measurement waves was conducted (pre-intervention, immediately after the intervention, and 2 months after the intervention). Health care professionals ( = 195) from five different organizations participated on voluntary basis and were randomly assigned to the intervention or control group. Results show that a self-leadership training positively impacts work engagement and performance of health care workers. Furthermore, the improved work engagement also mediates the effects of the training on health and performance 2 months later. No direct effect was found on general health. Theoretical and practical implications are discussed.
The self-leadership intervention facilitates healthcare workers to develop self-determination and autonomous motivation, which will positively impact their work engagement, health, and performanceParticipation in the self-leadership intervention needs to be based on volition as this will contribute to the intrinsic motivation for actual self-leadership development through training.
本研究旨在测试自我领导干预对医护人员工作投入、绩效和健康的影响。通过整合自我决定理论和自我领导理论，我们提出，当员工接受如何自主影响自身认知和行为的培训时，这将影响他们的工作投入、感知绩效和总体健康。为了检验假设，我们进行了一项有三次测量波次的纵向现场实验（干预前、干预后立即以及干预后2个月）。来自五个不同组织的医护专业人员（n = 195）自愿参与，并被随机分配到干预组或对照组。结果表明，自我领导培训对医护人员的工作投入和绩效有积极影响。此外，工作投入的改善在2个月后也介导了培训对健康和绩效的影响。未发现对总体健康有直接影响。讨论了理论和实践意义。
自我领导干预有助于医护人员培养自我决定和自主动机，这将对他们的工作投入、健康和绩效产生积极影响。参与自我领导干预需要基于意愿，因为这将通过培训促进实际自我领导发展的内在动机。
