Coaching for Behavior Change in Physiatry

Frates, Elizabeth Pegg; Moore, Margaret; Lopez, Celeste Nicole; McMahon, Graham T.

doi:10.1097/phm.0b013e31822dea9a

Cited by 66 publications

(66 citation statements)

References 12 publications

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“…The workshop leaders gave personalized feedback and ensured that goals were SMART (i.e., Specific Measurable Achievable Realistic and Time bound (Frates, Moore, Lopez, & McMahon, 2011). In addition, they asked participants to verify that their job crafting actions would not compromise their individual well-being (e.g., by taking on too many tasks).…”

Section: Job Crafting Towards Strengths and Interests 10mentioning

confidence: 99%

“…Based on this, they chose three important work tasks that they would like to craft to align their job better with their personal strengths and interests. In the seventh step, participants were asked to formulate one short-term and concrete job crafting goal and to come up with a plan to accomplish it within four weeks.The workshop leaders gave personalized feedback and ensured that goals were SMART (i.e., Specific Measurable Achievable Realistic and Time bound (Frates, Moore, Lopez, & McMahon, 2011). In addition, they asked participants to verify that their job crafting actions would not compromise their individual well-being (e.g., by taking on too many tasks).…”

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confidence: 99%

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Job crafting towards strengths and interests: The effects of a job crafting intervention on person–job fit and the role of age.

Kooij¹,

Woerkom²,

Wilkenloh³

et al. 2017

Journal of Applied Psychology

199

209

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Job crafting towards strengths and interests KooijGeneral rights Copyright and moral rights for the publications made accessible in the public portal are retained by the authors and/or other copyright owners and it is a condition of accessing publications that users recognise and abide by the legal requirements associated with these rights.-Users may download and print one copy of any publication from the public portal for the purpose of private study or research -You may not further distribute the material or use it for any profit-making activity or commercial gain -You may freely distribute the URL identifying the publication in the public portal Take down policyIf you believe that this document breaches copyright, please contact us providing details, and we will remove access to the work immediately and investigate your claim. Tilburg University. Luc Dorenbosch co-developed the digital tool used in the intervention and also sells this tool to others. However, he did not play a direct role in the study design or data analyses. We thank Sanne Netten, Dominique Roost and Jacqueline Boumans for leading the workshops and for help with collecting the data. Correspondence concerning this article should be addressed to Dorien Kooij, Department of Human Resource Studies, Tilburg University, Warandelaan 2, 5037 AB, Tilburg, the Netherlands, e-mail: t.a.m.kooij@uvt.nl. JOB CRAFTING TOWARDS STRENGTHS AND INTERESTS 2 AbstractWe introduce two novel types of job crafting -crafting towards strengths and crafting towards interests -that aim to improve the fit between one's job and personal strengths and interests.Based on Berg, Dutton, and Wrzesniewski (2013), we hypothesized that participating in a job crafting intervention aimed at adjusting the job to personal strengths and interests leads to higher levels of job crafting, which in turn will promote person-job fit. Moreover, we hypothesized that this indirect effect would be stronger for older workers compared to younger workers. Results of an experimental field study indicated that participating in the job crafting intervention leads to strengths crafting, but only among older workers. Strengths crafting was, in turn, positively associated with demands-abilities and needs-supplies fit. Unexpectedly, participating in the job crafting intervention did not influence job crafting towards interests and had a negative effect on crafting towards strengths among younger workers. However, our findings suggest that some types of job crafting interventions can indeed be an effective tool for increasing person-job fit of older workers. Person-job fit (PJ-fit) is a critical predictor of a range of important worker outcomes. A meta-analysis by Kristof-Brown, Zimmerman, and Johnson (2005) clearly documented that PJ-fit is predictive not only of how employees feel about their job and employer, but also their overall engagement and performance in their jobs. Indeed, other research about the association between PJ-fit and attitudes (e.g., Greguras & Diefendorff, 2009), performance (e.g., A...

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Section: Job Crafting Towards Strengths and Interests 10mentioning

confidence: 99%

mentioning

confidence: 99%

Job crafting towards strengths and interests: The effects of a job crafting intervention on person–job fit and the role of age.

Kooij¹,

Woerkom²,

Wilkenloh³

et al. 2017

Journal of Applied Psychology

199

209

View full text Add to dashboard Cite

show abstract

“…1,2 Numerous health insurance plans now use wellness coaches, many individuals seek out wellness coaching on their own, and many companies offer wellness coaching to their employees. 3,4 Despite the popularity of wellness coaching, there is limited published documentation on the potential effectiveness of wellness coaching.…”

mentioning

confidence: 99%

The Effectiveness of Wellness Coaching for Improving Quality of Life

Clark

Bradley

Jenkins

et al. 2014

Mayo Clinic Proceedings

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“…First, we intend to answer repeated calls in the literature for evidence-based identification of conceptual and interventional components of health and wellness coaching. 28,34,35 Second, with a standardized definition, components of this approach can be used as targets to clarify the professional skills needed to appropriately train health and wellness coaches. 12,34,36 Finally, with a standardized definition, we can more rigorously evaluate both the efficacy and the effectiveness of health and wellness coaching.…”

Section: Systematic Reviewmentioning

confidence: 99%

A Systematic Review of the Literature on Health and Wellness Coaching: Defining a Key Behavioral intervention in Healthcare

Wolever¹,

Simmons²,

Sforzo³

et al. 2013

Global Adv Health Med

106

206

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Primary Objective: Review the operational definitions of health and wellness coaching as published in the peer-reviewed medical literature. Background: As global rates of preventable chronic diseases have reached epidemic proportions, there has been an increased focus on strategies to improve health behaviors and associated outcomes. One such strategy, health and wellness coaching, has been inconsistently defined and shown mixed results. Methods: A Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA)-guided systematic review of the medical literature on health and wellness coaching allowed for compilation of data on specific features of the coaching interventions and background and training of coaches. Results: Eight hundred abstracts were initially identified through PubMed, with 284 full-text articles ultimately included. The majority (76%) were empirical articles. The literature operationalized health and wellness coaching as a process that is fully or partially patient-centered (86% of articles), included patientdetermined goals (71%), incorporated self-discovery and active learning processes (63%) (vs more passive receipt of advice), encouraged accountability for behaviors (86%), and provided some type of education to patients along with using coaching processes (91%). Additionally, 78% of articles indicated that the coaching occurs in the context of a consistent, ongoing relationship with a human coach who is trained in specific behavior change, communication, and motivational skills. Conclusions: Despite disparities in how health and wellness coaching have been operationalized previously, this systematic review observes an emerging consensus in what is referred to as health and wellness coaching; namely, a patient-centered process that is based upon behavior change theory and is delivered by health professionals with diverse backgrounds. The actual coaching process entails goalsetting determined by the patient, encourages self-discovery in addition to content education, and incorporates mechanisms for developing accountability in health behaviors. With a clear definition for health and wellness coaching, robust research can more accurately assess the effectiveness of the approach in bringing about changes in health behaviors, health outcomes and associated costs that are targeted to reduce the global burden of chronic disease. 摘要

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Coaching for Behavior Change in Physiatry

Cited by 66 publications

References 12 publications

Job crafting towards strengths and interests: The effects of a job crafting intervention on person–job fit and the role of age.

Job crafting towards strengths and interests: The effects of a job crafting intervention on person–job fit and the role of age.

The Effectiveness of Wellness Coaching for Improving Quality of Life

A Systematic Review of the Literature on Health and Wellness Coaching: Defining a Key Behavioral intervention in Healthcare

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