Goal-setting in diabetes self-management: A systematic review and meta-analysis examining content and effectiveness of goal-setting interventions

Background: Goal-setting is recommended and widely used within diabetes self-management programmes. However, empirical evidence around its effectiveness lacks clarity. This review aims to evaluate the effectiveness of goal-setting interventions on diabetes outcomes and to determine which behaviour change techniques (BCTs) are frequently used within these interventions.

Methods: A systematic search identified 14 studies, describing 12 interventions targeting diabetic-control which incorporated goal-setting as the main intervention strategy. Study characteristics, outcome measures and effect sizes of the included studies were extracted and checked by two authors. The BCT taxonomy v1 was used to identify intervention content. Meta-analyses were conducted to assess intervention effects on the primary outcome of average blood glucose levels (HbA1c) and on body-weight. Psycho-social and behavioural outcomes were summarised in narrative syntheses.

Results: Significant post-intervention improvements in HbA1C were found (?.22, 95% CI, ?.40, ?.04) across studies. No other main effects were identified. The BCT ‘goal-setting (behaviour)’ was most frequently implemented and was identified in 84% of the interventions.

Conclusions: Goal-setting interventions appear to be associated with reduced HbA1C levels. However, the low numbers of studies identified and the risk biases across studies suggest more research is needed to further explore goal-setting BCTs in diabetes self-management.     

Post-Discharge Experiences of People with Psychosis Following Partial Hospital Program Completion

Partial hospital programs are day programs which act as a bridge between inpatient and outpatient care for people with severe and persistent mental illness. This study explored the gap that exists in understanding the post-discharge experiences of people who have experienced psychosis. Qualitative interviews were conducted with 8 participants with psychosis, at least 4 weeks after completing partial hospital program. Identified themes included improved sense of wellness, changes in structure/routine, accessing community resources, social support and engagement, engagement in leisure, and impact of medication. Occupational therapists can use these findings to enhance programming at partial hospital programs and other similar programs.     

Working adults’ well‐being: An online self‐help goal‐based intervention

An online self‐help goal‐setting and planning (GAP) intervention to improve working adults’ well‐being was tested using a longitudinal, randomized crossover design. The study sought to (1) test the effectiveness of the intervention relative to wait‐list controls; and (2) test the stability of effects over a 3‐month follow‐up period. Participants were recruited from the UK Civil Service and were randomized to either a GAP intervention or a wait‐list control condition. Wait‐list participants then crossed‐over to receive GAP. Relative to wait‐list controls (N = 149), GAP participants (N = 158) reported significantly higher levels of positive affect (PA) and flourishing, but similar levels of negative affect (NA) and life satisfaction immediately after the intervention. Longitudinal data were analysed for the whole sample (N = 307). Compared to the start of the intervention, participants reported an increase in PA and flourishing directly after the intervention and 3 months later. NA and life satisfaction showed no change by the end of the intervention, but had improved by 3‐month follow‐up. Completing more modules predicted post‐intervention improvements in well‐being, accounting for pre‐intervention well‐being levels. The online self‐help format allowed the intervention to be offered with minimal therapeutic support, enabling convenient access by a large group of employees. The study provides an example of a successful adaptation of a clinically proven well‐being intervention to make it accessible to working adults.

Practitioner points

• Well‐being interventions proven in clinical settings can be effectively adapted for use in workplace settings with only minor alterations.
• Brief, online self‐help interventions can improve working adults’ well‐being.
• Goal‐based interventions can improve working adults’ well‐being when focused towards goals that are aligned with personal values and have been chosen by the individual.

     

管理者可信行为对员工建设性建言的影响研究

从个体、领导和同事角度出发,采用2个时间点员工-主管配对问卷调查法对299名企业员工进行调查,探讨了管理者可信行为对员工建设性建言的影响机制。结果发现：（1）管理者可信行为对员工建设性建言有正向影响;（2）员工-领导价值一致性和员工感知凝聚力在管理者可信行为与员工建设性建言关系间起双中介作用;（3）同事消极约束显著负向调节管理者可信行为与员工感知凝聚力间的关系,即当同事消极约束水平越低,管理者可信行为对员工感知凝聚力的正向影响越高;（4）同事消极约束在管理者可信行为与员工-领导价值一致性间的负向调节作用不显著。     

目标概念的辨析及其对决策的影响

目标对决策的影响过程包含了明晰目标的决策过程和在目标的动机作用下完成后续决策任务的过程。目标是个体期望实现的多个未来结果相互之间竞争动机作用的结果。依据对未来结果的渴望性和可行性等特征的认知, 个体抉择出某个未来结果作为自己的目标, 使其具有了动机作用。在明晰目标的过程中, 解释水平、自我控制的人格特质和成功经验都会产生重要影响。在明确了目标以后, 目标通过改变个体对有利于目标实现的决策备择方案的态度和选择性注意来影响个体的决策。未来研究可以从目标的意识程度对决策负面结果的影响, 对决策的心理过程进行直接测量等角度来探讨目标对决策的影响。     

复杂目标实现过程中进展感知与努力的因果关系：基于潜在差分模型的分析

长期、多任务复杂目标实现过程中,个体如何依据过往进展来调节未来努力付诸程度,一直是工业与组织心理学中有争议的话题之一。本研究以创业活动作为研究背景,以PESD数据库中215名创业者为研究对象,构建潜在差分模型对连续5年的创业进展感知与创业努力的客观数据进行分析。结果显示,进展感知和努力间呈现互动式因果关系：前一期努力程度能够预测下一期进展感知的增加,但前一期进展感知却使得下一期努力程度减弱。     

工作连通行为的双刃剑效应：多重任务倾向的调节作用

随着移动通信工具飞速发展,“全天候保持工作连通”的新时代已到来。在此背景下,工作连通行为对员工工作与生活的影响受到广泛关注。基于工作要求-资源模型,通过258份三时点的领导-员工配对数据探究工作连通行为的双刃剑效应。路径分析结果表明,工作连通行为一方面会通过工作目标进展进而影响员工工作绩效(积极路径),另一方面又会通过工作负荷进而导致工作-家庭冲突(消极路径)。多重任务趋向在上述两条路径过程中发挥调节作用,对于高多重任务趋向的员工, 积极路径的效果被强化,而消极路径的效果被削弱。     

Leaders' achievement goals and their integrative management of creative ideas voiced by subordinates or superiors

The purpose of this research was to examine the joint impact of leader achievement goals and hierarchical position of the voicer of creative ideas (subordinate vs. superior) on the extent to which leaders (intent to) integrate these voiced creative ideas with their own ideas (integrative idea management). In a scenario‐based survey (study 1; N = 189), in which we measured participants' achievement goals, we found that the relationship between leaders' performance goals and their intention to integrate voiced creative ideas is contingent on the hierarchical position of the idea voicer. Similarly, in an experimental study (study 2; N = 94), in which we experimentally induced achievement goals, we found that leaders display lower integrative intentions when ideas are voiced by a subordinate rather than a superior, but this was only true for leaders pursuing performance goals. Furthermore, the results of an additional, exploratory analysis suggest that the hierarchical position of the voicer of creative ideas had an indirect effect on integrative behavior through integrative intentions for performance goal leaders and no effect for mastery goal leaders. Together, these findings advance our understanding of how middle management leaders are influenced by their own achievement goals when managing the creative ideas voiced by subordinates and superiors.