4th International Seminar of Positive Occupational Health Psychology
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Rui Angelo

An experimental study to promote psychological occupational health according to the Job Demands-Resources Model

Rui Angelo
Organizational Psychology - Lisbon University

Maria Jose Chambel
Organizational Psychology - Lisbon University

     Full text: Not available
     Last modified: April 6, 2010

Abstract
This research has positive occupational psychology as a paradigm, and the Job Demands-Resources Model (Demerouti, Bakker, Nachreiner, & Schaufeli, 2001; Schaufeli & Bakker, 2004) as a reference model.
The main goal of the project is to evaluate the impact of an experimental intervention directed to middle supervisors. The intervention consisted in a training course about stress management and psychological resilience, and lasted 21 hours, spread over 3 days. Participants are firefighters from a Portuguese elite organization. Participants units were randomly divided in an experimental and control group. The well-being evaluation was effectuated through a pre (during training period) and post (during summer fire season) intervention, with 4 months interval. Thus, the intervention group is those subordinates whose immediate supervisors participated in the workshop, and the control group is constituted by those subordinates whose supervisors did not.
Results of Mann–Whitney U test showed that initially, time 1, colleagues support was higher in control group, but after the intervention there are no significant differences between both groups. In order to test whether the differences at T2 were owing to time (within-subjects effect) or to intervention (between-subjects effects) we performed a Doubly Multivariate Repeated Measures MANOVA. Results indicate that not only the time variable (within the subject variable) seemed to have a main effect on the colleagues support variable, but the effect of the interaction Time X Intervention (within and between variables) was also significant.
Discussion focused on the importance of understanding the process underpinning change in occupational stress management interventions.
The conclusions of the study contribute to the reflection about the development of organizational interventions based on the JD-R Model. Regarding supervisors intervention studies in the future, we recommend that qualitative and quantitative methods be combined in the training evaluation, and that a coaching phase to supervisors be included in order to expand the change in occupational health to persons leaded by them.

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