Organisational interventions are the recommended approach for improving employees' health and wel... more Organisational interventions are the recommended approach for improving employees' health and wellbeing, but evaluating these complex interventions is challenging. Realist evaluation is a promising approach for evaluating interventions, it aims to answer the question of 'what works for whom in which circumstances?' by studying how the mechanisms of an intervention work in a certain context to bring about certain outcomes in Context-Mechanism-Outcome (CMO) configurations. Based on realist evaluation, Nielsen and Abildgaard (2013) proposed a five-phase model to evaluate organisational interventions. We extend the five-phase model to capture more intervention components and align better with realist evaluation. First, to include further crucial intervention components to evaluate, we integrate the content of the RE-AIM framework into the five-phase model. Second, we provide guidance on when and how to develop and test CMO configurations for each intervention component. Thus, we develop an 'integrated realist evaluation model'. Also, we review the most recent evidence in the literature regarding each intervention component and develop an example of a CMO configuration for each component. As such, this article contributes to the understanding of 'how to' evaluate complex organisational interventions that can be used to design, implement, and evaluate future organisational interventions.
Revista de Psicología del Trabajo y de las Organizaciones, Aug 1, 2018
Employment relationships are undergoing rapid change as both organizational, industrial, and tech... more Employment relationships are undergoing rapid change as both organizational, industrial, and technological changes alter the expectations that employees and employers have of each other. Today, technology provides the means for internship programs to be virtual, involving interns and organizations that are geographically distant from one another. These types of computer-mediated internships are also known as virtual or e-internships (Jeske & Axtell, 2013; van Dorp 2008). Two virtual types of such internships exist (Bayerlein & Jeske, 2018): those learning experiences that are entirely simulated to support knowledge and skill acquisition (e.g., Arastoopour, Shaffer, Swiecki, Ruis, & Chesler, 2016; Bayerlein, 2015) and those learning experiences that are inspired by tele-working, involving an actual employer but featuring remote working situations (e.g., Jeske & Axtell, 2013; Jeske & Axtell, 2016a, 2016b). Virtual internships represent special temporary employment situations that feature specific challenges in terms of how information is shared and the extent to which information will be similarly interpreted and accessed. Reports based on internship postings for e-internships and selfreport data from e-interns working with employers suggest that these internships may last from a few weeks to more than 12 months (Jeske & Axtell, 2013; Jeske & Axtell, 2018). Most e-internships last for up to three months, with more than two thirds working part-time 10-20 hours per week (Jeske & Axtell, 2013; Jeske & Axtell, 2018). However, in many cases the duration and hours worked per week are flexible in line with the fact that most virtual interns to date are studying at the time they take up virtual internships, a situation that may change h t t p : / / j o u r n a l s. c o p m a d r i d. o rg / j wo p
Development and Learning in Organizations, Mar 7, 2016
Purpose-The purpose of this paper is to outline unique learning experience that virtual/einternsh... more Purpose-The purpose of this paper is to outline unique learning experience that virtual/einternships can offer small and medium-sized enterprises and start-up organizations. Design/methodology/approach-We interviewed 18 experts on e-internships (interns and managers of internships) across several countries to learn more about the learning experiences for both organizations and interns. The information from these interviews was also used to formulate a number of recommendations. Findings-The interviews provided insights into how e-internships can provide development opportunities for interns, managers and staff within these organizations. One important benefit pertains to the skill development of both interns and managers. The interns get unique working experiences that also benefit the organizations in terms of their creativity, input and feedback. In return, managers get a unique learning experience that helps them expand their project management skills, interpersonal skills and mentoring. Practical implications-We outline a number of recommendations that consider skill development, the benefit of diversity in numerous forms as well as mutual benefits for enterprises and start-ups. Originality/value-The discussion of the various benefits and conditions under which virtual internships will succeed in organizations provide practitioners an insight into the organizational opportunities available to them given the right investment into e-interns and internship schemes.
Scandinavian journal of work and organizational psychology, 2023
Realist evaluation is a recommended approach to evaluate organisational interventions. It examine... more Realist evaluation is a recommended approach to evaluate organisational interventions. It examines how specific intervention mechanisms work in a given context to produce certain outcomes through developing and testing Context-Mechanism-Outcome (CMO) configurations. Inspired by realist evaluation, the five-phase model was developed by Nielsen and Abildgaard (2013). However, this model (1) does not include some crucial intervention components that should be evaluated in each intervention phase, and (2) does not follow the full realist evaluation cycle. In this article, we address these limitations of the five-phase model. First, we integrate the contents of the RE-AIM framework into the five-phase model to include crucial intervention components. Then, we explain how to follow a realist evaluation cycle, provide guidance on when, why, and how to develop and test CMO configurations for intervention components, and develop examples of CMO configurations for intervention components. In doing so, we develop an Integrated Realist Evaluation Model for Organisational Interventions (IREMOI). As such, this article demonstrates how working with CMO configurations systematically in an intervention may improve the understanding of 'what works for whom in which circumstances' and thereby the likelihood of intervention success.
International Journal of Workplace Health Management, Jul 19, 2022
Purpose-Realist evaluation seeks to answer the question of "what works for whom in which circumst... more Purpose-Realist evaluation seeks to answer the question of "what works for whom in which circumstances?" through developing and testing middle range theories (MRTs). MRTs are programme theories that outline how certain mechanisms of an intervention work in a specific context to bring about certain outcomes. In this paper, the authors tested an initial MRT about the mechanism of participation. The authors used evidence from a participatory organisational intervention in five worksites of a large multinational organisation in the US food service industry. Design/methodology/approach-Qualitative data from 89 process tracking documents and 24 postintervention, semi-structured interviews with intervention stakeholders were analysed using template analysis. Findings-The operationalised mechanism was partial worksite managers' engagement with the research team. Six contextual factors (e.g. high workload) impaired participation, and one contextual factor (i.e. existing participatory practices) facilitated participation. Worksite managers' participation resulted in limited improvement in their awareness of how working conditions can impact on their employees' safety, health, and well-being. Based on these findings, the authors modified the initial MRT into an empirical MRT. Originality/value-This paper contributes to the understanding of "what works for whom in which circumstances" regarding participation in organisational interventions.
Team Performance Management: An International Journal
Purpose The purpose of this study is to describe the implementation of a digital-based team coach... more Purpose The purpose of this study is to describe the implementation of a digital-based team coaching intervention aimed at improving team communication in the workplace through social network visualization. The study examined recipients’ perceptions of the intervention at two time points and assessed the temporal stability of various factors, including the intervention’s integrity, design, transferability, acceptance and the usability of the adopted visualization tool. The moderating role of digital usability was also evaluated. Design/methodology/approach Four team coaching sessions were delivered to 62 participants from seven teams across three departments within a large public health-care organization in Northern Italy. Perceptions of the intervention dimensions were collected after the second and fourth sessions. Findings Results indicated that, at both time points, recipients appreciated the intervention’s integrity and usability more than its design, transferability and accept...
Virtual work arrangements, whereby dispersed employees interact with each other using technology-... more Virtual work arrangements, whereby dispersed employees interact with each other using technology-mediated communication, can both positively and negatively impact their psychological well-being. Yet, research on these dual effects in different virtual work research domains (e.g., telecommuting, virtual teams, and computer-mediated work) is not well integrated, which limits insights into how their findings overlap and inform each other. Using a work design theoretical lens to synthesize findings from 115 empirical articles, we develop an integrative framework that advances understanding of how virtual work both helps and harms employee well-being. The framework explicates different pathways linking subdimensions of technology dependence and dispersion—two core dimensions underlying different types of virtual work—to well-being through employees’ perceived work characteristics. We identify four technology dependence and three dispersion subdimensions that differ in their degree of pos...
Intelligent Systems in Design and Manufacturing IV, 2001
ABSTRACT A decision support system using extended quality function deployment model (EQFDM) and i... more ABSTRACT A decision support system using extended quality function deployment model (EQFDM) and internet application for manufacturing supply chain (SC) planning has been developed in this research. In this paper, a customer-focused quality evaluation approach, the EQFDM with internet application is employed to develop a coordinated planning system in SCs and assist mapping decisions of strategic planning into each partner's internal planning processes. To facilitate cooperation of SC partners in strategic planning, the hybrid planning process has been programmed into a web tool. The local planning has been supported by fuzzy logic approach so that approximate optimal solutions can be obtained avoiding difficulties of acquiring quantitative data. Through this intelligent Web based architecture, individual planning processes can be efficiently co-ordinated by means of efficient communication and visualizing consequences of a decision to be made on SC performance. Case study in a manufacturing (packaging) SC has been conducted to implement a scenario planning process for strategies on re-engineering the manufacturing SC. The research result shows that the intelligent system could be a promising tool for assisting strategic planning in a SC cooperation context.
Organisational interventions are the recommended approach for improving employees' health and wel... more Organisational interventions are the recommended approach for improving employees' health and wellbeing, but evaluating these complex interventions is challenging. Realist evaluation is a promising approach for evaluating interventions, it aims to answer the question of 'what works for whom in which circumstances?' by studying how the mechanisms of an intervention work in a certain context to bring about certain outcomes in Context-Mechanism-Outcome (CMO) configurations. Based on realist evaluation, Nielsen and Abildgaard (2013) proposed a five-phase model to evaluate organisational interventions. We extend the five-phase model to capture more intervention components and align better with realist evaluation. First, to include further crucial intervention components to evaluate, we integrate the content of the RE-AIM framework into the five-phase model. Second, we provide guidance on when and how to develop and test CMO configurations for each intervention component. Thus, we develop an 'integrated realist evaluation model'. Also, we review the most recent evidence in the literature regarding each intervention component and develop an example of a CMO configuration for each component. As such, this article contributes to the understanding of 'how to' evaluate complex organisational interventions that can be used to design, implement, and evaluate future organisational interventions.
Revista de Psicología del Trabajo y de las Organizaciones, Aug 1, 2018
Employment relationships are undergoing rapid change as both organizational, industrial, and tech... more Employment relationships are undergoing rapid change as both organizational, industrial, and technological changes alter the expectations that employees and employers have of each other. Today, technology provides the means for internship programs to be virtual, involving interns and organizations that are geographically distant from one another. These types of computer-mediated internships are also known as virtual or e-internships (Jeske & Axtell, 2013; van Dorp 2008). Two virtual types of such internships exist (Bayerlein & Jeske, 2018): those learning experiences that are entirely simulated to support knowledge and skill acquisition (e.g., Arastoopour, Shaffer, Swiecki, Ruis, & Chesler, 2016; Bayerlein, 2015) and those learning experiences that are inspired by tele-working, involving an actual employer but featuring remote working situations (e.g., Jeske & Axtell, 2013; Jeske & Axtell, 2016a, 2016b). Virtual internships represent special temporary employment situations that feature specific challenges in terms of how information is shared and the extent to which information will be similarly interpreted and accessed. Reports based on internship postings for e-internships and selfreport data from e-interns working with employers suggest that these internships may last from a few weeks to more than 12 months (Jeske & Axtell, 2013; Jeske & Axtell, 2018). Most e-internships last for up to three months, with more than two thirds working part-time 10-20 hours per week (Jeske & Axtell, 2013; Jeske & Axtell, 2018). However, in many cases the duration and hours worked per week are flexible in line with the fact that most virtual interns to date are studying at the time they take up virtual internships, a situation that may change h t t p : / / j o u r n a l s. c o p m a d r i d. o rg / j wo p
Development and Learning in Organizations, Mar 7, 2016
Purpose-The purpose of this paper is to outline unique learning experience that virtual/einternsh... more Purpose-The purpose of this paper is to outline unique learning experience that virtual/einternships can offer small and medium-sized enterprises and start-up organizations. Design/methodology/approach-We interviewed 18 experts on e-internships (interns and managers of internships) across several countries to learn more about the learning experiences for both organizations and interns. The information from these interviews was also used to formulate a number of recommendations. Findings-The interviews provided insights into how e-internships can provide development opportunities for interns, managers and staff within these organizations. One important benefit pertains to the skill development of both interns and managers. The interns get unique working experiences that also benefit the organizations in terms of their creativity, input and feedback. In return, managers get a unique learning experience that helps them expand their project management skills, interpersonal skills and mentoring. Practical implications-We outline a number of recommendations that consider skill development, the benefit of diversity in numerous forms as well as mutual benefits for enterprises and start-ups. Originality/value-The discussion of the various benefits and conditions under which virtual internships will succeed in organizations provide practitioners an insight into the organizational opportunities available to them given the right investment into e-interns and internship schemes.
Scandinavian journal of work and organizational psychology, 2023
Realist evaluation is a recommended approach to evaluate organisational interventions. It examine... more Realist evaluation is a recommended approach to evaluate organisational interventions. It examines how specific intervention mechanisms work in a given context to produce certain outcomes through developing and testing Context-Mechanism-Outcome (CMO) configurations. Inspired by realist evaluation, the five-phase model was developed by Nielsen and Abildgaard (2013). However, this model (1) does not include some crucial intervention components that should be evaluated in each intervention phase, and (2) does not follow the full realist evaluation cycle. In this article, we address these limitations of the five-phase model. First, we integrate the contents of the RE-AIM framework into the five-phase model to include crucial intervention components. Then, we explain how to follow a realist evaluation cycle, provide guidance on when, why, and how to develop and test CMO configurations for intervention components, and develop examples of CMO configurations for intervention components. In doing so, we develop an Integrated Realist Evaluation Model for Organisational Interventions (IREMOI). As such, this article demonstrates how working with CMO configurations systematically in an intervention may improve the understanding of 'what works for whom in which circumstances' and thereby the likelihood of intervention success.
International Journal of Workplace Health Management, Jul 19, 2022
Purpose-Realist evaluation seeks to answer the question of "what works for whom in which circumst... more Purpose-Realist evaluation seeks to answer the question of "what works for whom in which circumstances?" through developing and testing middle range theories (MRTs). MRTs are programme theories that outline how certain mechanisms of an intervention work in a specific context to bring about certain outcomes. In this paper, the authors tested an initial MRT about the mechanism of participation. The authors used evidence from a participatory organisational intervention in five worksites of a large multinational organisation in the US food service industry. Design/methodology/approach-Qualitative data from 89 process tracking documents and 24 postintervention, semi-structured interviews with intervention stakeholders were analysed using template analysis. Findings-The operationalised mechanism was partial worksite managers' engagement with the research team. Six contextual factors (e.g. high workload) impaired participation, and one contextual factor (i.e. existing participatory practices) facilitated participation. Worksite managers' participation resulted in limited improvement in their awareness of how working conditions can impact on their employees' safety, health, and well-being. Based on these findings, the authors modified the initial MRT into an empirical MRT. Originality/value-This paper contributes to the understanding of "what works for whom in which circumstances" regarding participation in organisational interventions.
Team Performance Management: An International Journal
Purpose The purpose of this study is to describe the implementation of a digital-based team coach... more Purpose The purpose of this study is to describe the implementation of a digital-based team coaching intervention aimed at improving team communication in the workplace through social network visualization. The study examined recipients’ perceptions of the intervention at two time points and assessed the temporal stability of various factors, including the intervention’s integrity, design, transferability, acceptance and the usability of the adopted visualization tool. The moderating role of digital usability was also evaluated. Design/methodology/approach Four team coaching sessions were delivered to 62 participants from seven teams across three departments within a large public health-care organization in Northern Italy. Perceptions of the intervention dimensions were collected after the second and fourth sessions. Findings Results indicated that, at both time points, recipients appreciated the intervention’s integrity and usability more than its design, transferability and accept...
Virtual work arrangements, whereby dispersed employees interact with each other using technology-... more Virtual work arrangements, whereby dispersed employees interact with each other using technology-mediated communication, can both positively and negatively impact their psychological well-being. Yet, research on these dual effects in different virtual work research domains (e.g., telecommuting, virtual teams, and computer-mediated work) is not well integrated, which limits insights into how their findings overlap and inform each other. Using a work design theoretical lens to synthesize findings from 115 empirical articles, we develop an integrative framework that advances understanding of how virtual work both helps and harms employee well-being. The framework explicates different pathways linking subdimensions of technology dependence and dispersion—two core dimensions underlying different types of virtual work—to well-being through employees’ perceived work characteristics. We identify four technology dependence and three dispersion subdimensions that differ in their degree of pos...
Intelligent Systems in Design and Manufacturing IV, 2001
ABSTRACT A decision support system using extended quality function deployment model (EQFDM) and i... more ABSTRACT A decision support system using extended quality function deployment model (EQFDM) and internet application for manufacturing supply chain (SC) planning has been developed in this research. In this paper, a customer-focused quality evaluation approach, the EQFDM with internet application is employed to develop a coordinated planning system in SCs and assist mapping decisions of strategic planning into each partner's internal planning processes. To facilitate cooperation of SC partners in strategic planning, the hybrid planning process has been programmed into a web tool. The local planning has been supported by fuzzy logic approach so that approximate optimal solutions can be obtained avoiding difficulties of acquiring quantitative data. Through this intelligent Web based architecture, individual planning processes can be efficiently co-ordinated by means of efficient communication and visualizing consequences of a decision to be made on SC performance. Case study in a manufacturing (packaging) SC has been conducted to implement a scenario planning process for strategies on re-engineering the manufacturing SC. The research result shows that the intelligent system could be a promising tool for assisting strategic planning in a SC cooperation context.
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Papers by Carolyn Axtell