The work-habits intervention model: A 12-month study to change work-email habits

Russell, Emma, Daniels, Kevin, 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. ISSN 0963-1798

[img] PDF (Work habits for repository) - Accepted Version
Restricted to Repository staff only until 16 July 2022.

Download (465kB) | Request a copy

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
Related URLs:
Depositing User: LivePure Connector
Date Deposited: 06 Jul 2021 23:59
Last Modified: 30 Sep 2021 16:37
URI: https://ueaeprints.uea.ac.uk/id/eprint/80415
DOI: 10.1111/joop.12363

Actions (login required)

View Item View Item