Predicting Employee Participation in Office Redesign
Author Information
Author(s): David C. Mohr, Carol VanDeusen Lukas, Mark Meterko
Primary Institution: Department of Veterans Affairs, Boston, Massachusetts, USA
Hypothesis
The three components of the Theory of Planned Behavior – attitudes about the behavior, perceived group norms, and perceived behavioral control – would relate positively to extent of behavioral participation in the ACA program.
Conclusion
Establishing strong norms and values may influence employee participation in a change program in a group setting.
Supporting Evidence
- Perceived group norms were one of the best predictors of employee participation.
- Attitudes about the program were significant but less influential than group norms.
- Supervisory level was significant, with greater responsibility linked to higher participation rates.
Takeaway
The study found that when employees believe their coworkers support a program and think it will help, they are more likely to join in.
Methodology
The study used a hierarchical linear mixed model to analyze survey data from employees about their participation in a redesign program.
Potential Biases
Potential common method variance due to all measures being obtained from the same source.
Limitations
The study was cross-sectional, which limits causal inferences, and had a response rate of 40%, raising concerns about non-response bias.
Participant Demographics
The majority of participants were full-time employees with at least one year of clinic tenure; 74% had no managerial authority.
Statistical Information
P-Value
p<0.001
Confidence Interval
95% CI for key predictors ranged from .02 to .29.
Statistical Significance
p<0.01
Digital Object Identifier (DOI)
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