2011
DOI: 10.5271/sjweh.3159
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Explicit and implicit theories of change when designing and implementing preventive ergonomics interventions – a systematic literature review

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Cited by 24 publications
(18 citation statements)
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References 80 publications
(113 reference statements)
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“…As such, multi-factorial interventions (not only focusing on the physical risk factor) may be proven to be effective in future research. Moreover, a profound understanding of how to effectively change people's behavior within the context of work (in addition to understanding how to change and/or capitalize on organizational attitudes and procedures) is required when designing a workplace intervention (63,64).…”
Section: Sport Injury Preventionmentioning
confidence: 99%
“…As such, multi-factorial interventions (not only focusing on the physical risk factor) may be proven to be effective in future research. Moreover, a profound understanding of how to effectively change people's behavior within the context of work (in addition to understanding how to change and/or capitalize on organizational attitudes and procedures) is required when designing a workplace intervention (63,64).…”
Section: Sport Injury Preventionmentioning
confidence: 99%
“…PE intervention models appeared to be well suited for the construction work environment, where small groups of floor layers work closely together to complete building projects [Hess et al, 2004; Wijk and Mathiassen, 2011]. These small group interactions provided the opportunity for workers to develop solutions to the new problems created by the rapidly changing work environment.…”
Section: Methodsmentioning
confidence: 99%
“…The tailored PE training intervention emphasized that workers should (1) identify targets for change and (2) be engaged in the social process of identifying solutions and procedures for implementation [Gherardi and Nicolini, 2002]. PE intervention models appeared to be well suited for the construction work environment, where small groups of floor layers work closely together to complete building projects [Hess et al, 2004;Wijk and Mathiassen, 2011]. These small group interactions provided the opportunity for workers to develop solutions to the new problems created by the rapidly changing work environment.…”
Section: Describing the Programmentioning
confidence: 99%
“…E-mail: jorgen.winkel@gu.se View this article online at wileyonlinelibrary.com/journal/hfm DOI: 10.1002/hfm.20622 (2011) provided an empirical basis to state that rationalizations may, in their own right, cause MSD and mental health problems, thus weakening or eliminating the benefit of "classical" ergonomics interventions. Most ergonomics interventions are realized at the level of individual operators in an attempt to change physical and/or psychosocial working conditions for the individual (Westgaard and Winkel, 2011;Wijk & Mathiassen, 2011). In contrast, rationalization prioritizes creation of value at a system level by minimizing non-value-adding activities (non-VAA, or waste; for references, see Westgaard & Winkel, 2011) and does not as such consider the possible impact on the risk for individual workers of contracting MSD.…”
Section: Introductionmentioning
confidence: 99%