ABSTRACT One of the principal research areas in occupational health concerns the theory and methodology best suitable to reduce the occurrence of health-adverse outcomes in the workplace. The concept ‘organizational intervention’ is commonly used in occupational health to refer to modifications of work structures and processes in organizations in order to reduce health risks. Nonetheless, several reviews of the literature on organizational interventions have identified major deficiencies related to the lack of theoretical development and validity assessment, and how and why this type of interventions may succeed in reducing health risks. In the present contribution, these research deficiencies are to some extent addressed by developing a more congruent model of health-related organizational change, the Systemic Organizational Change in Occupational Health (SOC-OH) model. The main objective of the present conceptual study is to propose a multilevel model of organizational change that is based on empirical evidence and integrates organizational structures, social-psychological group phenomena and individual health behaviour. The SOC-OH is formulated in a series of propositions which can be used in empirical research to evaluate the appropriateness and scientific validity of the model.

中文翻译：

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职业卫生管理中的系统性组织变革模型

摘要职业卫生领域的主要研究领域之一是最适合减少工作场所健康不良后果发生的理论和方法。“组织干预”的概念通常在职业健康中使用，是指为了降低健康风险而修改组织中的工作结构和流程。但是，有关组织干预的文献的几篇评论指出了与缺乏理论发展和有效性评估有关的主要缺陷，以及此类干预如何以及为何能够成功降低健康风险。在目前的贡献中，这些研究缺陷在某种程度上通过开发与健康相关的组织变革的更加一致的模型得以解决，职业健康的系统性组织变革（SOC-OH）模型。本概念研究的主要目的是提出一个基于经验证据的多层次组织变革模型，并将组织结构，社会心理群体现象和个人健康行为整合在一起。SOC-OH由一系列命题构成，可用于实证研究以评估模型的适当性和科学有效性。