Participatory organizational-level interventions where employees are invited to voice suggestions for improving the work environment have been claimed to increase job control. However, empirical studies suggest that the relationship is conditional, and the underlying mechanisms are not well understood. To further our understanding, we highlight various weaknesses in current individuallevel conceptualizations of job control and argue that employees’ collective sensemaking relating to their job control is an important, yet overlooked factor. To demonstrate the principles of this sensemaking and how it shapes the participants’ engagement in the intervention, we analyze interactional data from an intervention with blue-collar employees. Based on this analysis, we discuss the implications of adopting a sensemaking perspective for research and practice.

中文翻译：

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在参与式干预中重新概念化工作控制–缺少集体意识

据称参与式组织级干预措施可邀请员工提出意见，以改善工作环境，以提高工作控制力。但是，实证研究表明这种关系是有条件的，其潜在机理还没有被很好地理解。为了进一步理解，我们强调了当前个人水平的工作控制概念中的各种弱点，并认为员工与其工作控制有关的集体意识是一个重要但仍被忽视的因素。为了演示这种感官化的原理以及它如何影响参与者参与干预，我们分析了一项干预与蓝领员工的互动数据。在此分析的基础上，我们讨论了采用感官观点对研究和实践的意义。