How a steeper organisational hierarchy prevents change—adoption and implementation of a sustainable employability intervention for employees in low-skilled jobs: a qualitative study

BMC Public Health

Research

Emmelie Hazelzet¹  Inge Houkes¹  Hans Bosma¹  Angelique de Rijk¹ 

[1] Department of Social Medicine, Faculty of Health, Medicine and Life Sciences, CAPHRI Care and Public Health Research Institute, Maastricht University, 6200 MD, Maastricht, The Netherlands;

关键词: Adoption;    Organisational hierarchy;    Implementation;    Intervention;    Power;    Sustainable employability;   

DOI  :  10.1186/s12889-022-14754-w

 received in 2022-05-24, accepted in 2022-11-28,  发布年份 2022

来源: Springer

【 摘 要 】

BackgroundAdoption and implementation are prerequisites for the effectiveness of organisational interventions, but successful implementation is not self-evident. This article provides insights into the implementation of the organisational intervention ‘Healthy Human Resources’ (HHR). HHR is developed with Intervention Mapping and aims at improving sustainable employability (SE) of employees in low-skilled jobs.MethodsQualitative data on adoption and implementation were collected by interviews with three employees and seven middle managers in five Dutch organisations and by extensive notes of observations and conversations in a logbook. Data triangulation was applied and all data were transcribed and analysed thematically using the qualitative analysis guide of Leuven (QUAGOL).ResultsAll organisations adopted HHR, but three failed during the transition from adoption to implementation, and two implemented HHR only partially. The steepness of the organisational hierarchy emerged as an overarching barrier: steeper hierarchical organisations faced more difficulties with implementing HHR than flatter ones. This was reflected in middle managers’ lack of decision-making authority and being overruled by senior management. Middle managers felt incapable of remedying the lack of employees’ voice. Subsequently, ‘us-versus-them’ thinking patterns emerged. These power imbalances and ‘us-versus-them’ thinking reinforced each other, further strengthening the hierarchical steepness. Both processes could be the result of wider socio-political forces.ConclusionsThis study improved the understanding of the difficulties to adopt and implement such organisational intervention to contribute to the sustainable employability of employees in low-skilled jobs. Practical implications are given for future implementation of organisational interventions.

【 授权许可】

CC BY   
© The Author(s) 2022