Karina Nielsen
Biographic Data
| ID | 3933148 |
|---|---|
| NAME | Karina Nielsen |
| GIVEN NAMES | Karina |
| FAMILY NAME | Nielsen |
| SIGNATURE | NIELSEN K |
| AFFILIATIONS | University of Sheffield |
| ORCID | 0000-0001-9685-9570 |
| VERIFIED | Yes |
| TOTAL WORKS | 36 |
| TOTAL CITATIONS | 46 |
| AUTHOR COUNT | 36 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 2007 |
| LATEST PUBLICATION YEAR | 2026 |
| H-INDEX | 4 |
Contextual resources and digital attitudes (CResDA) supporting technology acceptance
The success of digital transformation depends in part on employees’ attitudes towards technology (digital attitudes) and how supportive the organisational context is for digital change (workplace contextual resources). Previous digital attitude measures suffer from conceptual overlap and do not consider the role of contextual resources in shaping attitudes which means that research and practice may not be fully capturing the complexity of factors…
Effectiveness of compassion-based interventions at work
The aim of this study sought to systematically review and meta-analyze the effects of compassion-based interventions in the workplace. This study examines the mechanisms of the evaluation process and the elements that promote training transfer and its effects on well-being. Through rigorous systematic review methods, a total of nine studies that met the inclusion criteria were analyzed. The results of the random effect model indicate a standardiz…
Simple roads to failure, complex paths to success
Organizational occupational health interventions (OOHIs) that are perceived by employees as relevant for their workplace are more likely to be implemented successfully, yet little is known about the conditions that produce such perceptions. This study identifies the conditions that create a perception among employees that an intervention fits their organization as well as the conditions that result in low levels of perceived fit. We used two‐wave…
Thrivers, survivors or exiteers
The research on return to work for workers with common mental disorders has primarily focused on the pre‐return journey. Relapses and recurrent sick leaves are prevalent and call for research on how we can support workers stay and thrive at work after long‐term sickness absence due to common mental disorders. In the present study, we used Longitudinal Interpretative Phenomenological Analysis to explore the experiences of returned workers' post‐re…
Need‐supportive leadership behaviors and sickness absence among employees
Research exploring relationships between leadership behaviors and sickness absence is scarce. Grounded in self‐determination theory (SDT), the present study examined: (i) the relationship between need‐supportive leadership and sickness absence; and (ii) whether satisfaction of the basic psychological needs mediates the relationship between need‐supportive leadership and sickness absence. Municipal employees ( n = 347, 78% women, age span = 19–66 …
What happens at work does not always stay at work
Through job crafting, employees proactively change or modify their tasks, thus reducing adverse job demands or protecting resources. There is still a lack of understanding of the impact that job crafting may have on colleagues at work (crossover effect), and how this may affect their ability to disconnect from work (spillover effect). In the present daily diary study, we examine these two processes among 82 dyads of colleagues ( N = 164 employees…
“It’s Business”
Moral injury has primarily been studied from a clinical perspective to assess, diagnose and treat the outcomes of morally injurious experiences in healthcare and military settings. Little is known about the lived experiences of those who have had their moral values transgressed in business settings. Public scandals such as Enron suggest that moral injury may also occur in for-profit business settings. In this qualitative study, we examine the liv…
Organizational change
Organizational change is omnipresent in the modern economy. Our research suggests that transformation processes in organizations can bear risks to employees' health as psychosocial risks increase. Therefore, companies planning organizational change should accompany such processes with occupational health and safety measures
Virtual issue
Near real-time altimetry for river monitoring—a global assessment of Sentinel-3
For applications such as weather, flood, and drought forecasting that need water level estimates as soon as possible, near real-time (NRT) products are most appropriate. Unlike in-situ sensors for water level measurements, which typically deliver NRT data, satellite altimeters deliver physically meaningful observations with substantial delays after acquisition. The new radar altimetry mission, Sentinel-3, is capable of delivering NRT water levels…
A study protocol outlining the development and evaluation of a training program for frontline managers on leading well-being and the psychosocial work environment in Danish hospital settings – a clust…
The study was retrospectively registered on November 21, 2022 in Clinical Trial.gov with identifier: NCT05623371
The experience of working informal carers of older people
This article expands understanding of the experiences of working carers by analysing their care activities and applying cognitive appraisal theory to explore how different resources affect carers’ appraisal processes. A total of 18 carers from the UK and Hong Kong took part in a qualitative daily diary study. The contributions of the article include providing a broader conceptualisation of care activities and considering the implications of cogni…
The impact of group efficacy beliefs and transformational leadership on followers’ self-efficacy
Organisational interventions to improve employees' health and wellbeing
Although organisational interventions have shown promising results in improving employees' health and wellbeing, reviews of the effectiveness of such interventions conclude results are inconsistent. Realist synthesis is considered an appropriate method of literature review to improve the consistency of empirical evidence by developing generalisable statements of ‘what works for whom in which circumstances’. In this article, to identify and synthe…
Using Total Worker Health® Implementation Guidelines to Design an Organizational Intervention for Low-Wage Food Service Workers
Total Worker Health ® (TWH) interventions that utilize integrated approaches to advance worker safety, health, and well-being can be challenging to design and implement in practice. This may be especially true for the food service industry, characterized by high levels of injury and turnover. This paper illustrates how we used TWH Implementation Guidelines to develop and implement an organizational intervention to improve pain, injury, and well-b…
Developing Initial Middle Range Theories in Realist Evaluation
(1) Background: Realist evaluation is a promising approach for evaluating organisational interventions. Crucial to realist evaluation is the development and testing of middle range theories (MRTs). MRTs are programme theories that outline how the intervention mechanisms work in a specific context to bring about certain outcomes. To the best of our knowledge, no organisational intervention study has yet developed initial MRTs. This study aimed to …
The Role of Adequate Resources, Community and Supportive Leadership in Creating Engaged Academics
The vast majority of research in academia focuses on the adverse working conditions and poor wellbeing. The present paper presents a positive view on the factors that may promote work engagement in academia. Based on conservation of resources theory, we suggest that academic resources may be related to a social community at work, which in turn creates work engagement among academics. Having positive leadership in the form of fair leadership may b…
The Relational Fit in Organizational Interventions—What Can Organizational Research Learn from Research in Psychotherapy
There is a growing interest in organizational interventions (OI) aiming to increase employees' well-being. An OI involves changes in the way work is designed, organized, and managed. Studies have shown that an OI's positive results are increased if there is a good fit between context and intervention and between participant and intervention. In this article, we propose that a third fit-the Relational Fit (R-Fit)-also plays an important role in de…
Implementation of an organizational intervention to improve low-wage food service workers’ safety, health and wellbeing
This study was retrospectively registered with the Clinical Trials. Gov Protocol and Results System on June 2, 2021 with assigned registration number NCT04913168
The well‐being and voice of migrant workers in participatory organizational interventions
Organizational interventions that draw on participatory processes to tap into the views of workers can benefit both the health of workers and their organizations. However, the frameworks used to develop participatory organizational interventions are often described in a generic, ‘one‐size‐fits‐all’ manner. Considering the specific needs of diverse groups such as migrants is important, given current migration rates globally. Using the literature o…
Improving Working Conditions and Job Satisfaction in Healthcare
This paper contributes to the literature on organizational interventions on occupational health by presenting a concept study design to test the efficacy of a Participatory Organizational-level Intervention to improve working conditions and job satisfaction in Healthcare. The Participatory Organizational-level Intervention is developed using the Italian methodology to assess and manage psychosocial risks tailored to Healthcare. We added an additi…
H-Work Project
The paper describes the study design, research questions and methods of a large, international intervention project aimed at improving employee mental health and well-being in SMEs and public organisations. The study is innovative in multiple ways. First, it goes beyond the current debate on whether individual- or organisational-level interventions are most effective in improving employee health and well-being and tests the cumulative effects of …
Same, but different’
Participatory organizational interventions are a recommended approach to improve the psychosocial work environment. As interventions of this type are shaped by employees and managers, their implementation can vary considerably, making evaluation challenging. This study contributes to our understanding of interventions by focusing on how the intervention mechanisms and the organizational context interact. In a mixed-methods design, we use multi-gr…
Improving Working Conditions to Promote Worker Safety, Health, and Wellbeing for Low-Wage Workers
This paper addresses a significant gap in the literature by describing a study that tests the feasibility and efficacy of an organizational intervention to improve working conditions, safety, and wellbeing for low-wage food service workers. The Workplace Organizational Health Study tests the hypothesis that an intervention targeting the work organization and environment will result in improvements in workers' musculoskeletal disorders and wellbei…
Workplace resources to improve both employee well-being and performance
What works for whom in which circumstances? On the need to move beyond the ‘what works?’ question in organizational intervention research
A debate has arisen out of the need to understand true intervention outcomes in the social sciences. Traditionally, the randomized, controlled trial that answers the question of ‘what works’ has been considered the gold standard. Although randomized, controlled trials have been favoured in organizational intervention research, there has been an increasing interest in understanding the influence of context and intervention processes on the outcome…
Enhancing team leaders’ well-being states and challenge experiences during organizational change
When implementing teams, first-line leaders are often responsible for such implementation and their leadership role changes. This change may result in a perceived mismatch between the demands of the function and the leader’s resources. In a multi-method, controlled intervention study, we examined whether training leaders in team management changes their appraisals of the job and preserves their well-being. Data were collected with the Experience …
Does training managers enhance the effects of implementing team-working? A longitudinal, mixed methods field study
The introduction of team-working often has positive effects on team members but places significant new demands on managers. Unfortunately, little research has examined whether the impact of the intervention may be enhanced by providing managers with training during the change process. To test this possibility we carried out a longitudinal intervention study (with a ‘no training’ comparison group) in a part of the Danish elderly care sector that w…
Participants' appraisals of process issues and the effects of stress management interventions
It has been argued that traditional quasi‐experimental approaches to evaluation do not adequately measure, or take account of, perceptual processes that could contribute to the effectiveness of organizational‐level interventions. Using longitudinal data with added process measures at time 2 gathered from 11 intervention projects in Denmark, this paper used structural equation modelling (n = 462) to explore the impact of employees' direct appraisa…
Putting context into organizational intervention design
Realistic evaluation emphasizes the importance of exploring the mechanisms through which organizational interventions are effected. A well-known mechanism in organizational interventions is the screening process. Standardized questionnaires, in popular use, neither consider individuals’ appraisals of working conditions nor the specific context of the workplace. Screening with items tailored to intervention contexts may overcome the limitations of…
Using kaizen to improve employee well-being
Participatory intervention approaches that are embedded in existing organizational structures may improve the efficiency and effectiveness of organizational interventions, but concrete tools are lacking. In the present article, we use a realist evaluation approach to explore the role of kaizen, a lean tool for participatory continuous improvement, in improving employee well-being in two cluster-randomized, controlled participatory intervention st…
Process evaluation of a problem solving intervention to prevent recurrent sickness absence in workers with common mental disorders
Same, but different’
Participatory organizational interventions are a recommended approach to improve the psychosocial work environment. As interventions of this type are shaped by employees and managers, their implementation can vary considerably, making evaluation challenging. This study contributes to our understanding of interventions by focusing on how the intervention mechanisms and the organizational context interact. In a mixed-methods design, we use multi-gr…
Do Different Training Conditions Facilitate Team Implementation? A Quasi-Experimental Mixed Methods Study
A mixed methods approach was applied to examine the effects of a naturally occurring teamwork intervention supported with training. The first objective was to integrate qualitative process evaluation and quantitative effect evaluation to examine how and why the training influence intervention outcomes. The intervention ( N = 328) was supplemented with four training conditions (no training, team member training, team leader training, and a combina…
Participants' appraisals of process issues and the effects of stress management interventions
It has been argued that traditional quasi‐experimental approaches to evaluation do not adequately measure, or take account of, perceptual processes that could contribute to the effectiveness of organizational‐level interventions. Using longitudinal data with added process measures at time 2 gathered from 11 intervention projects in Denmark, this paper used structural equation modelling (n = 462) to explore the impact of employees' direct appraisa…
Are leaders' well-being, behaviours and style associated with the affective well-being of their employees? A systematic review of three decades of research
Does training managers enhance the effects of implementing team-working? A longitudinal, mixed methods field study
The introduction of team-working often has positive effects on team members but places significant new demands on managers. Unfortunately, little research has examined whether the impact of the intervention may be enhanced by providing managers with training during the change process. To test this possibility we carried out a longitudinal intervention study (with a ‘no training’ comparison group) in a part of the Danish elderly care sector that w…
Enhancing team leaders’ well-being states and challenge experiences during organizational change
When implementing teams, first-line leaders are often responsible for such implementation and their leadership role changes. This change may result in a perceived mismatch between the demands of the function and the leader’s resources. In a multi-method, controlled intervention study, we examined whether training leaders in team management changes their appraisals of the job and preserves their well-being. Data were collected with the Experience …
Opening the black box
Organizational-level occupational health interventions are often recommended when improvements in working conditions, employee health, and well-being are sought within organizations. Research has revealed that these interventions result in inconsistent effects despite being based on theoretical frameworks. This inconsistency indicates that intervention studies need to be designed to examine directly how and why such interventions bring about chan…
Putting context into organizational intervention design
Realistic evaluation emphasizes the importance of exploring the mechanisms through which organizational interventions are effected. A well-known mechanism in organizational interventions is the screening process. Standardized questionnaires, in popular use, neither consider individuals’ appraisals of working conditions nor the specific context of the workplace. Screening with items tailored to intervention contexts may overcome the limitations of…
Process evaluation of a problem solving intervention to prevent recurrent sickness absence in workers with common mental disorders
A participatory physical and psychosocial intervention for balancing the demands and resources among industrial workers (Pippi)
This study primarily aims to develop, implement and evaluate an intervention based on the abovementioned features which may improve the work environment, available resources and health of industrial workers, and hence their need for recovery and work ability
Do Different Training Conditions Facilitate Team Implementation? A Quasi-Experimental Mixed Methods Study
A mixed methods approach was applied to examine the effects of a naturally occurring teamwork intervention supported with training. The first objective was to integrate qualitative process evaluation and quantitative effect evaluation to examine how and why the training influence intervention outcomes. The intervention ( N = 328) was supplemented with four training conditions (no training, team member training, team leader training, and a combina…
Workplace resources to improve both employee well-being and performance
What works for whom in which circumstances? On the need to move beyond the ‘what works?’ question in organizational intervention research
A debate has arisen out of the need to understand true intervention outcomes in the social sciences. Traditionally, the randomized, controlled trial that answers the question of ‘what works’ has been considered the gold standard. Although randomized, controlled trials have been favoured in organizational intervention research, there has been an increasing interest in understanding the influence of context and intervention processes on the outcome…
Using kaizen to improve employee well-being
Participatory intervention approaches that are embedded in existing organizational structures may improve the efficiency and effectiveness of organizational interventions, but concrete tools are lacking. In the present article, we use a realist evaluation approach to explore the role of kaizen, a lean tool for participatory continuous improvement, in improving employee well-being in two cluster-randomized, controlled participatory intervention st…
Improving Working Conditions to Promote Worker Safety, Health, and Wellbeing for Low-Wage Workers
This paper addresses a significant gap in the literature by describing a study that tests the feasibility and efficacy of an organizational intervention to improve working conditions, safety, and wellbeing for low-wage food service workers. The Workplace Organizational Health Study tests the hypothesis that an intervention targeting the work organization and environment will result in improvements in workers' musculoskeletal disorders and wellbei…
Improving Working Conditions and Job Satisfaction in Healthcare
This paper contributes to the literature on organizational interventions on occupational health by presenting a concept study design to test the efficacy of a Participatory Organizational-level Intervention to improve working conditions and job satisfaction in Healthcare. The Participatory Organizational-level Intervention is developed using the Italian methodology to assess and manage psychosocial risks tailored to Healthcare. We added an additi…
H-Work Project
The paper describes the study design, research questions and methods of a large, international intervention project aimed at improving employee mental health and well-being in SMEs and public organisations. The study is innovative in multiple ways. First, it goes beyond the current debate on whether individual- or organisational-level interventions are most effective in improving employee health and well-being and tests the cumulative effects of …
Same, but different’
Participatory organizational interventions are a recommended approach to improve the psychosocial work environment. As interventions of this type are shaped by employees and managers, their implementation can vary considerably, making evaluation challenging. This study contributes to our understanding of interventions by focusing on how the intervention mechanisms and the organizational context interact. In a mixed-methods design, we use multi-gr…
Using Total Worker Health® Implementation Guidelines to Design an Organizational Intervention for Low-Wage Food Service Workers
Total Worker Health ® (TWH) interventions that utilize integrated approaches to advance worker safety, health, and well-being can be challenging to design and implement in practice. This may be especially true for the food service industry, characterized by high levels of injury and turnover. This paper illustrates how we used TWH Implementation Guidelines to develop and implement an organizational intervention to improve pain, injury, and well-b…
Developing Initial Middle Range Theories in Realist Evaluation
(1) Background: Realist evaluation is a promising approach for evaluating organisational interventions. Crucial to realist evaluation is the development and testing of middle range theories (MRTs). MRTs are programme theories that outline how the intervention mechanisms work in a specific context to bring about certain outcomes. To the best of our knowledge, no organisational intervention study has yet developed initial MRTs. This study aimed to …
The Role of Adequate Resources, Community and Supportive Leadership in Creating Engaged Academics
The vast majority of research in academia focuses on the adverse working conditions and poor wellbeing. The present paper presents a positive view on the factors that may promote work engagement in academia. Based on conservation of resources theory, we suggest that academic resources may be related to a social community at work, which in turn creates work engagement among academics. Having positive leadership in the form of fair leadership may b…
The Relational Fit in Organizational Interventions—What Can Organizational Research Learn from Research in Psychotherapy
There is a growing interest in organizational interventions (OI) aiming to increase employees' well-being. An OI involves changes in the way work is designed, organized, and managed. Studies have shown that an OI's positive results are increased if there is a good fit between context and intervention and between participant and intervention. In this article, we propose that a third fit-the Relational Fit (R-Fit)-also plays an important role in de…
Implementation of an organizational intervention to improve low-wage food service workers’ safety, health and wellbeing
This study was retrospectively registered with the Clinical Trials. Gov Protocol and Results System on June 2, 2021 with assigned registration number NCT04913168
The well‐being and voice of migrant workers in participatory organizational interventions
Organizational interventions that draw on participatory processes to tap into the views of workers can benefit both the health of workers and their organizations. However, the frameworks used to develop participatory organizational interventions are often described in a generic, ‘one‐size‐fits‐all’ manner. Considering the specific needs of diverse groups such as migrants is important, given current migration rates globally. Using the literature o…
The impact of group efficacy beliefs and transformational leadership on followers’ self-efficacy
Organisational interventions to improve employees' health and wellbeing
Although organisational interventions have shown promising results in improving employees' health and wellbeing, reviews of the effectiveness of such interventions conclude results are inconsistent. Realist synthesis is considered an appropriate method of literature review to improve the consistency of empirical evidence by developing generalisable statements of ‘what works for whom in which circumstances’. In this article, to identify and synthe…
Virtual issue
Psychology (29 works) · Medicine (19 works) · Applied Psychology (18 works) · Workplace Health and Well-being (18 works) · Intervention (counseling (17 works) · Computer Science (15 works) · Job Satisfaction and Organizational Behavior (15 works) · Social Psychology (15 works) · Applied Psychology (13 works) · Psychological intervention (13 works)