de Wijn Anne Nathal, van der Doef Margot Petra
Institute of Psychology, Health, Medical, and Neuropsychology Unit, Leiden University, Leiden, Netherlands.
Front Psychol. 2022 Feb 3;12:728390. doi: 10.3389/fpsyg.2021.728390. eCollection 2021.
This study reports the findings of a 2.5 year intervention project to reduce psychosocial risks and increase employee well-being in 15 emergency departments in the Netherlands. The project uses the psychosocial risk management approach "PRIMA" which includes cycles of risk assessment, designing and implementing changes, evaluating changes and adapting the approach if necessary. In addition, principles of participative action research were used to empower the departments in designing and implementing their own actions during the project. Next to determining overall effects, the study aims to assess potential moderators including the level of intervening (organization-directed or multilevel), process variables (the number and fit of actions to risk factors, communication and employee participation) and partaking in a Psychosocial Safety Climate intervention offered during the second half of the project. The results of linear mixed-model analyses showed that all job factors improved with the exception of autonomy, which did increase halfway the project but not when considering the entire timeframe. In addition, work engagement decreased and symptoms of burnout remained stable. Emergency departments that implemented more fitting actions, communicated better and involved their employees more in the process, had more favorable changes in job factors and more stable well-being. More activity (based on the number of actions implemented) and a multilevel approach regarding stress management did not lead to greater improvements. The Psychosocial Safety Climate intervention was effective in improving Psychosocial Safety Climate, but a longer follow-up period seems required to evaluate its effect on job factors and well-being. Overall, the project resulted in positive changes in most job factors, and its findings emphasize the importance of process variables in stress management interventions. Longer follow-up and higher quality multilevel interventions (including professional support for employees with stress-related complaints) seem essential to also improve well-being.
本研究报告了一项为期2.5年的干预项目的结果，该项目旨在降低荷兰15个急诊科的心理社会风险并提高员工幸福感。该项目采用了心理社会风险管理方法“PRIMA”，其中包括风险评估、设计和实施变革、评估变革以及在必要时调整方法的循环过程。此外，参与式行动研究的原则被用于在项目期间增强各部门设计和实施自身行动的能力。除了确定总体效果外，该研究旨在评估潜在的调节因素，包括干预水平（组织主导或多层次）、过程变量（针对风险因素的行动数量和适配性、沟通和员工参与度）以及参与项目后半段提供的心理社会安全氛围干预。线性混合模型分析结果表明，除自主性外，所有工作因素均有所改善，自主性在项目进行到一半时有所增加，但从整个时间框架来看并未增加。此外，工作投入度下降，倦怠症状保持稳定。实施了更合适的行动、沟通更好且员工在过程中参与度更高的急诊科，在工作因素方面有更有利的变化，幸福感也更稳定。更多的活动（基于实施的行动数量）和压力管理的多层次方法并未带来更大的改善。心理社会安全氛围干预在改善心理社会安全氛围方面是有效的，但似乎需要更长的随访期来评估其对工作因素和幸福感的影响。总体而言，该项目在大多数工作因素方面带来了积极变化，其研究结果强调了过程变量在压力管理干预中的重要性。更长的随访期和更高质量的多层次干预（包括为有压力相关投诉的员工提供专业支持）似乎对于改善幸福感也至关重要。
