集团级工作场所干预措施,以改善低控制,高需求的办公室工作中的心理健康. 一个范围审查审查
Evangelia Demou1, Carolyn Blake1, Charisse Tan Llorin2
1MRC/CSO Social and Public Health Sciences Unit, School of Health and Wellbeing, University of Glasgow, Clarice Pears Building, 90 Byres Road, Glasgow G12 8TB, United Kingdom.
群体干预可以改善心理健康,要求办公室工作,自主性低. 让员工参与干预设计和交付是成功的关键,尽管目前很少有研究这样做.
科学领域:
- 职业健康心理学 职业健康心理学
- 工作场所心理健康干预措施
- 组织心理学 组织心理学
背景情况:
- 心理社会风险因素,如低自主性和高职位要求,会对员工的心理健康和福祉产生负面影响.
- 迫切需要有效的工作场所干预措施,以支持员工在这些具有挑战性的工作环境中.
- 本次审查重点关注以低自主性和高要求为特征的办公室角色的团体级干预措施.
研究的目的:
- 描述针对心理健康和福祉的团体级工作场所干预措施.
- 确定这些干预措施的方法,实施方式,促进者和障碍.
- 评估干预措施在改善心理健康和福祉结果方面的有效性.
主要方法:
- 按照PRISMA-ScR指南进行系统范围审查.
- 在Medline,PsycINFO,CINAHL和ASSIA数据库中进行的搜索.
- 纳入标准集中在办公室,低自主,高要求的工作和小组级干预.
主要成果:
- 干预包括组织,关系和个人组成部分,通常包括培训课程.
- 在干预开发,实施或评估中很少使用参与式方法.
- 行为干预显著改善了心理健康结果;对其他结果的有效性有所不同.
结论:
- 基于小组的干预措施显示出在低自主办公室环境中改善心理健康的潜力.
- 参与式方法和流程评估的有限使用阻碍了对成功因素的理解.
- 建议在所有干预阶段参与利益相关者,以提高可接受性和有效性.
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