We present a Work-habit Intervention Model (WhIM) to explain and predict how to change work-habits to be more effective. Habit change has primarily been researched within the health domain. The WhIM contributes a unique theoretical perspective by: (i) suggesting that work-habit change requires a two-stage process of exposure to regular rationalized plans and a stated intention to use these plans; and, (ii) defining effective work-habit change in terms of improvements to both goal attainment and well-being over time. Self-regulatory resources are included as potential moderators of habit change. This approach implies that work-habits (unlike health-habits) are seldom constitutionally ‘good’ or ‘bad’, which means that change requires a clear rationale in terms of improving goal attainment and well-being. The WhIM was evaluated in a 12-month wait-list intervention study designed to improve work-email habits for workers in a UK organization (N = 127 T1; N = 58 T3; N = 46 all data). Findings were that the two-stage process changed work-email habits for those with higher levels of self-efficacy, which predicted well-being in terms of reduced negative affect (via perceived goal attainment). We outline theoretical and practical implications and encourage future research to refine the WhIM across a range of other work contexts.

中文翻译：

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工作习惯干预模型：一项为期 12 个月的改变工作电子邮件习惯的研究

我们提出了一个工作习惯干预模型 (WhIM) 来解释和预测如何更有效地改变工作习惯。习惯改变主要在健康领域进行研究。WhIM 通过以下方式提供了独特的理论视角：(i) 表明工作习惯的改变需要一个两阶段的过程，即接触常规合理化计划和使用这些计划的明确意图；(ii) 定义有效的工作习惯改变，随着时间的推移改善目标实现和幸福感。自我调节资源被包括作为习惯改变的潜在调节器。这种方法意味着工作习惯（与健康习惯不同）在本质上很少是“好”或“坏”的，这意味着改变需要在提高目标实现和福祉方面有明确的基本原理。WhIM 在一项为期 12 个月的等待名单干预研究中进行了评估，该研究旨在改善英国组织员工的工作电子邮件习惯（N  = 127 T1；N  = 58 T3；N = 46 所有数据）。结果表明，两阶段过程改变了那些自我效能水平较高的人的工作电子邮件习惯，这通过减少负面影响（通过感知目标实现）来预测幸福感。我们概述了理论和实践意义，并鼓励未来的研究在一系列其他工作环境中完善 WhIM。