National Research Centre for the Working Environment, Department of Psychosocial Work Environment, 2100 Copenhagen, Denmark.
Institute of Work Psychology, Management School, University of Sheffield, Sheffield S10 1FL, UK.
Int J Environ Res Public Health. 2021 Jul 30;18(15):8104. doi: 10.3390/ijerph18158104.
There is a growing interest in organizational interventions (OI) aiming to increase employees' well-being. An OI involves changes in the way work is designed, organized, and managed. Studies have shown that an OI's positive results are increased if there is a good fit between context and intervention and between participant and intervention. In this article, we propose that a third fit-the Relational Fit (R-Fit)-also plays an important role in determining an intervention's outcome. The R-Fit consists of factors related to (1) the employees participating in the OI, (2) the intervention facilitator, and (3) the quality of the relation between participants and the intervention facilitator. The concept of the R-Fit is inspired by research in psychotherapy documenting that participant factors, therapist factors, and the quality of the relations explain 40% of the effect of an intervention. We call attention to the importance of systematically evaluating and improving the R-Fit in OIs. This is important to enhance the positive outcomes in OIs and thereby increase both the well-being and productivity of employees. We introduce concrete measures that can be used to study and evaluate the R-Fit. This article is the first to combine knowledge from research in psychotherapy with research on OIs.
人们对旨在提高员工幸福感的组织干预（OI）越来越感兴趣。OI 涉及工作设计、组织和管理方式的改变。研究表明，如果干预措施与背景和参与者与干预措施之间具有良好的匹配度，那么 OI 的积极结果会增加。在本文中，我们提出第三个匹配度——关系匹配度（R-Fit）——也在决定干预措施的结果方面起着重要作用。R-Fit 由与以下三个方面相关的因素组成：（1）参与 OI 的员工；（2）干预促进者；（3）参与者和干预促进者之间关系的质量。R-Fit 的概念受到心理治疗研究的启发，该研究表明，参与者因素、治疗师因素以及关系的质量解释了干预效果的 40%。我们呼吁注意系统地评估和改进 OI 中的 R-Fit 的重要性。这对于提高 OI 的积极结果、提高员工的幸福感和生产力至关重要。我们介绍了可用于研究和评估 R-Fit 的具体措施。本文首次将心理治疗研究的知识与 OI 研究相结合。
