The work‐habits intervention model: A 12‐month study to change work‐email habits

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