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Russell, Emma, Daniels, Kevin 
ORCID: https://orcid.org/0000-0002-8620-886X, Jackson, Thomas W. and Fullman, Marc
(2021)
The work-habits intervention model: A 12-month study to change work-email habits.
Journal of Occupational and Organizational Psychology, 94 (4).
pp. 808-835.
ISSN 0963-1798
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Abstract
We present a Work-habit Intervention Model (WhIM) to explain and predict how to change work-habits to be more effective. Habit change has primarily been researched within the health domain. The WhIM contributes a unique theoretical perspective by: (i) suggesting that work-habit change requires a two-stage process of exposure to regular rationalized plans and a stated intention to use these plans; and, (ii) defining effective work-habit change in terms of improvements to both goal attainment and well-being over time. Self-regulatory resources are included as potential moderators of habit change. This approach implies that work-habits (unlike health-habits) are seldom constitutionally ‘good’ or ‘bad’, which means that change requires a clear rationale in terms of improving goal attainment and well-being. The WhIM was evaluated in a 12-month wait-list intervention study designed to improve work-email habits for workers in a UK organization (N = 127 T1; N = 58 T3; N = 46 all data). Findings were that the two-stage process changed work-email habits for those with higher levels of self-efficacy, which predicted well-being in terms of reduced negative affect (via perceived goal attainment). We outline theoretical and practical implications and encourage future research to refine the WhIM across a range of other work contexts. Practitioner points: Workers need to regularly engage with rationalized plans of action and state their intention to use these, in order to change work-email habits. Organizations should consider training workers to enhance their self-efficacy prior to implementing a work-email habit change intervention. Providing regular feedback about the impact of work-email habit change on well-being and goal attainment is likely to make the change sustainable in the long-term.
| Item Type: | Article |
|---|---|
| Uncontrolled Keywords: | habits,instigation-execution,self-efficacy,self-regulation resources,well-being,work-email,applied psychology,organizational behavior and human resource management ,/dk/atira/pure/subjectarea/asjc/3200/3202 |
| Faculty \ School: | Faculty of Social Sciences > Norwich Business School |
| UEA Research Groups: | Faculty of Social Sciences > Research Groups > Employment Systems and Institutions |
| Related URLs: | |
| Depositing User: | LivePure Connector |
| Date Deposited: | 06 Jul 2021 23:59 |
| Last Modified: | 23 Oct 2022 02:36 |
| URI: | https://ueaeprints.uea.ac.uk/id/eprint/80415 |
| DOI: | 10.1111/joop.12363 |
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