The importance of employee participation and perceptions of changes in procedures in a teamworking intervention

Figures & data

Table 1. Means, standard deviations and correlations.

Scale	M (T1)	SD (T1)	M (T2)	SD (T2)	1	2	3	4	5	6
1. Participation			41.36	21.31		.41**	.18*	.20**	.19*	.20**
2. Changes in procedures			45.92	16.92			.10	.20**	.23**	.22**
3. Social support	76.71	19.98	75.43	19.36			.43**	.20**	.22**	.15**
4. Autonomy	48.34	19.30	52.64	19.22			.19**	.59**	.22**	.18**
5. Job satisfaction	66.76	16.17	64.91	15.68			.35**	.15**	.38**	.36**
6. Affective well-being	66.47	17.21	67.63	15.76			.23**	.21**	.33**	.52**
Notes: Ns range from 129 to 400. Correlations below the diagonal are from Time 1 and above the diagonal from Time 2. Correlations on the diagonal are between Time 1 and Time 2. Changes in procedures and participation were only measured at Time 2.
* p<.05; ** p<.01.

Figure 1.  Model of the mediating role of participation and changes in procedures, with maximum likelihood estimates (standardized).

Note: *<.05, **p<.01, ***p<.001. Only significant paths are reported in this figure.