The subjective meanings employees assign to their understandings of themselves, others, and their environments influence an array of important work attitudes and behaviors. We review theory and research on wise interventions that illustrate three fundamental motives that underlie this subjective meaning-making process: the need to understand, the need for self-integrity, and the need to belong. Understanding how employees respond to organizational contexts that call into question or threaten these fundamental motives can potentially enable both organizations and their employees to achieve their goals better. Prior research has shown that wise interventions can bring about long-term beneficial outcomes in the domains of academic performance, stress and health, relationship satisfaction, and conflict reduction. We seek to integrate wise interventions and organizational behavior to explore where, when, and how addressing the fundamental needs of understanding, self-integrity, and belonging can lead to behaviors and attitudes that are beneficial for employees and employers alike. We examine when employees’ subjective meanings are likely to be amenable to influence by wise interventions, such as during key transition points that may be person-centered (e.g., when employees take a new job) or organization-centered (e.g., the introduction of organizational change). We review interventions that have occurred within organizational settings and consider how interventions tested in other contexts (e.g., education) may be applied to organizations. A potentially fruitful liaison awaits organizational behavior researchers interested in the application of wise interventions.

员工赋予自己对自己，他人和环境的理解的主观含义会影响一系列重要的工作态度和行为。我们回顾有关明智干预的理论和研究，这些干预说明了构成主观意义形成过程的三个基本动机：理解的需要，自我完整性的需要和归属感。了解员工如何应对引起质疑或威胁这些基本动机的组织环境，可以潜在地使组织及其员工更好地实现其目标。先前的研究表明，明智的干预措施可以在学习成绩，压力和健康，关系满意度和减少冲突方面带来长期的有益成果。我们寻求将明智的干预措施与组织行为相结合，以探索在何时，何地以及如何满足理解，自我完整性和归属感的基本需求，这些行为和态度会导致有益于员工和雇主的行为和态度。我们研究了员工的主观含义何时可能会受到明智干预的影响，例如在以人为中心（例如，当员工上班时）或以组织为中心（例如，引入员工）的关键过渡点期间组织变革）。我们回顾了组织环境中发生的干预措施，并考虑了如何将在其他情况下（例如，教育）测试的干预措施应用于组织。