PSYCHOLOGICAL STRAIN ON OPERATIVE MANAGEMENT STAFF IN HOSPITALS
Conditions
Interventions
Group 1: Study participants:
Mid-level executives in a clinic (head nurse, senior physician, supervisors in service, administration and technics).
Study procedure:
To evaluate an intervention (see b
focus groups overall: n=28). For the ongoing evaluation of the training, the participants will be asked to complete a quantitative survey at four points in time (Irritation Scale, Perceived Stress Rea
Sponsors
Universitätsklinikum Heidelberg
Eligibility
Sex/Gender
All
Inclusion criteria
Inclusion criteria: Precondition for participation in this study is the professional and work contract-based affiliation to the clinic compound. Inclusion criteria for the participation in the dilemma competency training (operative executives): The participants have to be working as operative executives, i.e. as senior physicians, hear nurses, administration or head of department in the Service GmbH at one clinic site. Affiliation to the operative executive level implies personnel responsibility for at least one person. Additional inclusion criteria are the proficient knowledge of the German language (in speech and writing) and the participants’ willingness to be informative and to participate voluntarily. Inclusion criteria for the focus groups (senior executives and employees without executive function): The subjects participating in a focus group with senior executives have to be working as senior executives (senior consultants, nursing management, supervisors in service, administration and technics) a one of the clinic sites. The participants in the focus group with employees without executive function have to be working in such a position within one of the clinic sites. Additional inclusion criteria are the proficient knowledge of the German language (in speech and writing) and the participants’ willingness to be informative and to participate voluntarily.
Exclusion criteria
Exclusion criteria: There are no exclusion criterion which is not derived from the inclusion criteria.
Design outcomes
Primary
| Measure | Time frame |
|---|---|
| The study’s primary outcome is job-related strain that will be measured by the Irritation Scale (IS; Mohr, Rigotti & Müller, 2005) and the Perceived Stress Reactivity Scale (PSRS; Schlotz, Yim, Zoccola, Jansen, & Schulz, 2011). Irritation describes the state between mental fatigue and mental illness and illustrates the subjectively perceived emotional and cognitive strains in the working context. The Irritation Scale measures behavior concerned with not being able to stop paying attention/worrying in the working context (cognitive irritation, KI) and behavior of agitated reactions of petulance (emotional irritation, EI), which are provoked by a perceived imbalance between personal resources and everyday strains. The construct of stress reactivity refers to a person’s disposition to answer to strains with fast, intensive and persistent stress reactions. The PSRS measures the general as well as the strain-specific stress reactivity with six factors: stress reactivity (1) to work overload, (2) to social conflicts, (3) to social judgement, (4), to failure, (5) in preparatory phases, (6) to the post-stress-phase. The primary outcome will be measured: as baseline before the start of the intervention, after the first 6 modules, after the end of the training (after module 8) and at the catamnestic point in time three months after finishing the intervention. | — |
Secondary
| Measure | Time frame |
|---|---|
| At four points in time prior to the training, after the intensive training phase (module 6), after the sustainability phase (module 8), three months after the training, extensive surveys (predominantly online-based, if necessary through paper-pencil assessment) will take place. Aside from the Perceived Stress Reactivity Scale and the subjectively perceived emotional and cognitive strains in the working context (Irritation Scale), the need for cognitive closure will be assessed through the NCC, the perceived job-related self-efficacy will be assessed through a short-scale (Schyns & von Collani, 2002; Rigotti, Schyns & Mohr, 2008), the perception of gratification crises will be assessed with the short form of the Effort-Reward-Imbalance Scale, the subjective perception and the self-reported handling of dilemma situations during working routine will be assessed with the Dilemma Competence Scale, and the health-related quality of life will be assessed with the VR-12 while the general wellbeing will be assessed with the WHO5. Additionally, prior to the training participants will be asked for their three most important goals, that s/he wants to achieve in the training, including a four-point scale rating (never - all the time) to which extent they already feel that they have achieved each respective goal. At the following point in time (T1 – T4), those goals will be presented again to the participants and they will be asked to rate again to which extent they feel that they have achieved each goal (refers to Kiresuk & Sherman, 1968). | — |
Countries
Germany
Contacts
Public ContactAntonia;Marieke Drews;Born
Institut für Medizinische PsychologieZentrum für Psychosoziale MedizinUniversitätsklinikums Heidelberg;Institut für Medizinische PsychologieZentrum für Psychosoziale Medizin, Universitätsklinikum Heidelberg
Outcome results
None listed