How to design, implement and evaluate organizational interventions for maximum impact: the Sigtuna Principles

Schwarz, Ulrica von Thiele; Nielsen, Karina; Edwards, Kasper; Hasson, Henna; Ipsen, Christine; Savage, Carl; Abildgaard, Johan Simonsen; Richter, Anne; Lornudd, Caroline; Mazzocato, Pamela; Reed, Julie

doi:10.1080/1359432x.2020.1803960

Cited by 76 publications

(83 citation statements)

References 86 publications

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“…In order for PPOIs to achieve their intended outcomes, actions need to be sustainably implemented (von Thiele Schwarz et al, 2020 ). We argue that the Job Demands Resources model (JD-R) (Demerouti et al, 2001 ) is a suitable framework for developing actions.…”

Section: Creating Healthy Workplaces By Changing Work Policies Practices and Proceduresmentioning

confidence: 99%

Positive Participatory Organizational Interventions: A Multilevel Approach for Creating Healthy Workplaces

Nielsen

Christensen

2021

Front. Psychol.

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In the following perspective paper, we argue for the importance of conducting research on positive participatory organizational interventions. We propose that these types of interventions are important because they not only focus on eliminating or reducing adverse job demands but focus also on developing job resources. To achieve the best effects, actions should be taken to address demands and resources at the individual, group, leader and organizational levels. We furthermore suggest that the participatory intervention process itself may also build resources at these four levels.

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Section: Creating Healthy Workplaces By Changing Work Policies Practices and Proceduresmentioning

confidence: 99%

Positive Participatory Organizational Interventions: A Multilevel Approach for Creating Healthy Workplaces

Nielsen

Christensen

2021

Front. Psychol.

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“…On a related note, the results showed that support types integrated into the daily practice and work hours, such as group reflections and peer-support, were most successful in terms of participation rate. The integration of such support initiatives into daily routines requires full support and engagement not only from the managers but also from the leadership of the organization (46). Securing such formal support and resources from stakeholders at all organizational levels often involves a coordinated effort and procedural changes, which will unavoidably take time.…”

Section: Keys To Implementationmentioning

confidence: 99%

The Rapid Implementation of a Psychological Support Model for Frontline Healthcare Workers During the COVID-19 Pandemic: A Case Study and Process Evaluation

et al. 2021

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The COVID-19 pandemic highlighted the need for psychological support initiatives directed toward frontline healthcare workers, which can be rapidly and sustainably implemented during an infectious disease outbreak. The current case study presents a comprehensive model of psychological support that was implemented at an intensive care unit (ICU) during the first wave of the COVID-19 pandemic. The psychological support model aimed at promoting a resilient stress reaction among frontline staff by protecting physical, social, and psychological resources. The initiatives, targeting different groups of workers, included education and training, peer support, psychologist-supervised and unsupervised group sessions, on-boarding for transferred staff, manager support, and individual sessions for workers experiencing strong stress reactions. The results of the process evaluation of this rapid implementation suggest that peer support initiatives as well as daily group sessions were the most appreciated forms of psychological support. Psychologists involved in organizing and providing the support highlighted several aspects of a successful implementation of the support model: offering support during work hours (preferably after shift), positive attitude of line managers that framed support initiatives as a team effort, and involvement of experienced psychologists able to quickly adjust the content of the support according to the current needs. The study also identified two main problems of the current implementation: the lack of efficient planning due to the use of volunteer work and the need for more structural resources on the organizational level to ensure long-term sustainability of the support model and its implementation among all groups of healthcare staff. The current case study highlights the importance of establishing permanent structural resources and routines for psychological support integrated in clinical practice by healthcare organizations to improve both rapid and sustainable response to future crises.

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“…Although site managers were reluctant to use a formal action planning process, the research team adapted the approach as part of the consultation process. Others have similarly recommended that interventions cannot be implemented in a linear pattern but require iterative adjustments to maximize t [57].…”

Section: Implementation Mechanisms and Processmentioning

confidence: 99%

Implementation of An Organizational Intervention To Improve Low-Wage Workers' Safety, Health And Wellbeing: Findings From The Workplace Organizational Health Study

Sorensen

Peters

Nielsen

et al. 2021

Preprint

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Background: Many organizational interventions aim to improve working conditions to promote and protect worker safety, health, and well-being. The Workplace Organizational Health Study used process evaluation to examine factors influencing implementation of an organizational intervention. This paper examines the extent to which the intervention was implemented as planned, the dose of intervention implemented, and ways the organizational context hindered or facilitated the implementation of the intervention.Methods: This proof-of-concept trial was conducted with a large, multinational company that provides food service through contractual arrangements with corporate clients. The 13-month intervention was launched in five intervention sites in October 2018. We report findings on intervention implementation based on process tracking and qualitative data. Qualitative data from 25 post-intervention interviews and 89 process tracking documents were coded and thematically analyzed.Results: Over the 13-month intervention, research team representatives met with site managers monthly to provide consultation and technical assistance on safety and ergonomics, work intensity, and job enrichment. Approximately two-thirds of the planned in-person or phone contacts occurred. We tailored the intervention to each site as we learned more about context, work demands, and relationships. The research team additionally met regularly with senior leadership and district managers, who provided corporate resources and guidance. By assessing the context of the food service setting in which the intervention was situated, we explored factors hindering and facilitating the implementation of the intervention. The financial pressures, competing priorities and the fast-paced work environment placed constraints on site managers’ availability and limited the full implementation of the intervention.Conclusions: Despite strong support from corporate senior leadership, we encountered barriers in the implementation of the planned intervention at the worksite and district levels. These included financial demands that drove work intensity; turnover of site and district managers disrupting continuity in the implementation of the intervention; and staffing constraints that further increased the work load and pace. Findings underscore the need for ongoing buy-in and support from both the parent employer and the host client.Trial registration: This study was retrospectively registered with the Clinical Trials.Gov Protocol and Results System on June 2, 2021 with assigned registration number NCT04913168.

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How to design, implement and evaluate organizational interventions for maximum impact: the Sigtuna Principles

Cited by 76 publications

References 86 publications

Positive Participatory Organizational Interventions: A Multilevel Approach for Creating Healthy Workplaces

Positive Participatory Organizational Interventions: A Multilevel Approach for Creating Healthy Workplaces

The Rapid Implementation of a Psychological Support Model for Frontline Healthcare Workers During the COVID-19 Pandemic: A Case Study and Process Evaluation

Implementation of An Organizational Intervention To Improve Low-Wage Workers' Safety, Health And Wellbeing: Findings From The Workplace Organizational Health Study

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