lecture 5 (article and knowledge clips

Question 1

What types of work performance can we identify? Can you elaborate on these? (I am not sure of the answer to this question)

Answer 1

1. productivity
2. in role performance
3. extra role performance
4. counterproductive work behavior
5. productivity loss through absenteeism and presenteeism

Question 2

What does the 3 level process evaluation model consist of?

Answer 2

1. Intervention design and implementation
2. Intervention context
3. Participants’ mental models

Question 3

What does in-role performance mean?

Answer 3

How well you’re satisfying the formal requirements set for your job

Question 4

How is productivity assessed in companies?

Answer 4

by analysing the difference between added value and wage costs

Question 5

What is extra role performance also known as?

Answer 5

organizational citizenship behavior

Question 6

What does extra role performance mean?

Answer 6

demonstrating behaviour that benefits the organisation which goes beyond the existing formal role expectations

Question 7

What is counterproductive work behavior? give examples

Answer 7

intentional employee behavior that harms the legitimate interests of the company

Question 8

what is presenteeism? give examples

Answer 8

Refers to when employees come to work but are not fully productive due to physical or mental health issues, stress, or burnout. They are “present” at work but not functioning at their best.

Question 9

difference between procedural and distributive justice? (this isn’t directly in the portions but maybe better to know)?

Answer 9

Distributive justice emphasizes fairness in the allocation of resources, whereas procedural justice emphasizes fairness in the methods and processes that lead to those allocations.

examples of distributive justice - salary, appreciation
example of procedural justice - If an organization has a transparent and fair process for promotions, even if some employees are not promoted, they may perceive high procedural justice if they feel the process was fair. (transparent decision making)

Question 10

what does this sentence mean, “productivity loss increased the perceived fairness of depreciation, controlling for earlier appreciation”?

Answer 10

This suggests that when employees experienced a decrease in productivity (productivity loss), it made them perceive the associated reduction in value or rewards (depreciation) as fairer. In other words, if employees are not performing well, they might feel that it is justifiable for their rewards or status to decrease accordingly.

Question 11

talk about the relationship between distributive justice (appreciation) and productivity loss

Answer 11

Feeling inadequately appreciated increased productivity loss (negative relationship)
on the other hand, productivity loss increased the perceived fairness of depreciation

Question 12

talk about the relationship between distributive justice (appreciation) and absenteeism

Answer 12

in the study
- unfair appreciation increased sickness absence
- sickness absence in turn increased unfair appreciation
- leads to a negative spiral of vicious cycle

Question 13

why is a process evaluation required?

Answer 13

Effect evaluation alone does not explain why an intervention worked or failed.
Process Evaluation allows for a close examination of organizational mechanisms psychological mechanisms that either facilitate or hinder the intervention’s success.

1 - helps determine if there was a program failure or an implementation failure
2 - helps improve the intervention
3 - shows how you could implement the intervention in different settings
4 - helps interpret outcomes
5 - gives insight into the working mechanisms (called active ingredients)

Question 14

What does workplace health promotion (WHP) focus on? give an example

Answer 14

focuses on the person, in aspects of vitality, health and resilience.
example - focus on risk groups - maybe older employees or persons with disabilities

Question 15

What does occupational safety and health (OSH) focus on?

Answer 15

focuses on the job, in aspects of content and working conditions. it reduces exposure to occupational hazards or excessive job demands

Question 16

How is health policy related to job satisfaction, burnout and sickness absence? mention what kind of relationship (positive or negative) they are. (this is based on SHAW - Study on Health At Work, a longitudinal study)

Answer 16

• Health policy is positively related to job satisfaction
• health policy is negatively related to burnout
• health policy is negatively related to sickness absence

Question 17

Relationship between burnout and sickness absence?

Answer 17

they reinforce reach other overtime

Question 18

How does health policy influence dedication?

Answer 18

health policy has an indirect effect on dedication by increasing procedural justice and a marginally significant indirect effect by increasing support from the supervisor.

a more simple explanation -
health policy promotes dedication particularly because employees are treated more justly and receive more support from the supervisor

1. social support from supervisor
2. procedural justice

Question 19

employer can have an influence on work engagement. how?

a) Offering Basic Health Benefits
b) Increasing Employee Work Hours
c) Enforcing health policies
d) Maintaining a Focus on Short-Term Goals

Answer 19

c) Enforcing health policies

Question 20

“health policy has an indirect effect on dedication by increasing procedural justice and a marginally significant indirect effect by increasing support from the supervisor”
what does mean “marginally significant” in this mean?

Answer 20

This part suggests that health policy also contributes to increasing the support employees receive from their supervisors, but this effect is described as “marginally significant.” This means that while there is a relationship between health policy and supervisor support, it is not as strong or clear-cut as the relationship with procedural justice.
Increased supervisor support could involve supervisors being more attentive to employees’ well-being, providing guidance, or offering resources that help employees manage their work and health. This supportive environment can further enhance employees’ dedication

Question 21

How does comprehensive health policy increase well-being?

Answer 21

1. higher job satisfaction
2. lower burnout
3. lower sickness absence
4. higher dedication

Question 22

What are the several phases of a longitudinal correlational design?

Answer 22

1. orientation
2. pre-test or baseline measurement
3. process evaluation
4. post-test
5. analysis
6. feedback

Question 23

what are the components of the analytic framework by Murta?

Answer 23

1. dose delivered
2. dose received (extent of participant engagement)
3. Reach (attendance rates)
4. Connection between processes and outcomes
5. Fidelity (adherence to planned activities)
6. Recruitment strategies
7. Contextual factors
8. Participant attitudes

Question 24

What are the 3 levels of analysis? what are its components?

Answer 24

1. Microprocesses
   - Intervention implementation
   - magnitude
   - valence
   - effects on participants working conditions
2. Macroprocesses
   - design
   - maintenance of interventions
   - delivery
3. Intervention context
   - individual
   - departmental
   - organizational
   - sectoral
   - national

Question 25

What does the term ‘black box’ refer to in the context of evaluating organizational-level interventions?
a) The use of hidden data to obscure results
b) The process of evaluating only outcomes, without examining the processes that lead to them
c) The focus on employee perceptions only
d) The use of experimental data to predict intervention outcomes

Answer 25

b) The process of evaluating only outcomes, without examining the processes that lead to them

Question 26

Which of the following is an example of ‘contextual factors’ that might influence intervention outcomes?
a) Pre-existing organizational culture
b) Employee personal preferences
c) The external market conditions
d) Randomization of intervention participants

Answer 26

a) Pre-existing organizational culture

Question 27

What is the role of ‘intervention fidelity’ in process evaluation?
a) Ensuring that only senior managers participate in the intervention
b) Ensuring the intervention was delivered as originally planned
c) Measuring financial impact of the intervention
d) Determining how to eliminate participation of lower-level employees

Answer 27

b) Ensuring the intervention was delivered as originally planned

Question 28

Which of the following describes ‘omnibus context’ in process evaluation?
a) Specific, isolated events that influence the intervention
b) Broader organizational conditions and culture affecting the intervention
c) A focus on individual employee behaviors
d) The direct impact of health policies on outcomes

Answer 28

b) Broader organizational conditions and culture affecting the intervention

Question 29

Why is senior management support crucial for the success of organizational-level interventions?
a) Senior managers are the only ones who implement the intervention
b) Senior management allocates necessary resources and models support for the intervention
c) Senior management can avoid getting involved and let middle managers handle it
d) Senior management is unaffected by the outcomes of the intervention

Answer 29

b) Senior management allocates necessary resources and models support for the intervention

Question 30

What does the process evaluation aim to identify in terms of ‘mental models’?
a) Employees’ technical skills before the intervention
b) Participants’ perceptions and understandings that affect their behavior during the intervention
c) How much employees know about the external market
d) Managers’ financial priorities for the intervention

Answer 30

b) Participants’ perceptions and understandings that affect their behavior during the intervention

Question 31

(from study questions) Name four aspects of the implementation of an intervention that must be recorded in a process evaluation, and explain why it is important to record those aspects.

Answer 31

1. Fidelity (Intervention Adherence
2. Reach (Participation Levels)
3. Dose Delivered and Dose Received
4. Barriers and Facilitators to Implementation

Question 32

how can one achieve ecological validity in interventions?

Answer 32

meaning - ensuring that the findings from studies are applicable to real-world settings.

this can only be achieved if researchers measure and analyze the influence of the social and organizational context on intervention outcomes. Understanding the organizational context ensures that the results reflect real-life scenarios rather than controlled environments.

Question 33

Elaborate on the aspect of context from the process evaluation model.

Answer 33

Context refers to the situational factors that affect how behaviors and relationships occur within organizations. These factors can either facilitate or hinder the success of interventions.

It can either act as a mediator or a moderator, between the intervention plan and the exposure.

there’s two types of context - omnibus and discrete

Question 34

What are mental models?

Answer 34

the internal frameworks people use to understand their work environment—affect the success of occupational health interventions.

Question 35

what are the benefits of using a mixed methods approach?

Answer 35

• Understanding mechanisms of change: By combining data sources, researchers can better identify how and why the intervention brings about change.
• Adding meaning to outcome evaluations: Qualitative data can provide context and deeper insights into the results of quantitative outcomes (e.g., why certain behaviors changed or didn’t change).
• Cross-validation: Combining methods allows researchers to cross-validate findings, increasing confidence in the results.
• Impact of context: Mixed methods help evaluate the role of the intervention context (e.g., workplace culture, leadership) in influencing both the processes and outcomes of the intervention.