Evaluation of a new communication strategy at the Department of Anesthesiology and Intensive Care Medicine (CCM/CVK)

Evaluation of a new communication strategy at the Department of Anesthesiology and Intensive Care Medicine (CCM/CVK) - Communication strategy

Status

Active, not recruiting

Phases

Unknown

Study type

Observational

Source

DRKS

Registry ID

DRKS00035698

Enrollment

550

Registered

2024-12-20

Start date

2025-01-21

Completion date

Unknown

Last updated

2026-03-02

For informational purposes only — not medical advice. Sourced from public registries and may not reflect the latest updates. Terms

Conditions

Promoting communication within the team.

Interventions

Group 1: Assistant physicians, senior physicians of the Department of Anesthesiology and Intensive Care Medicine (CCM/CVK) at the Charité - Universitätsmedizin Berlin

Eligibility

Sex/Gender

All

Age

18 Years to No maximum

Inclusion criteria

Inclusion criteria: Assistant doctors, senior physicians at the Department of Anesthesiology and Intensive Care Medicine (CCM/CVK) at the Charité - Universitätsmedizin Berlin

Exclusion criteria

Exclusion criteria: Refusal to participate

Design outcomes

Primary

Measure	Time frame
General satisfaction with the briefing The primary endpoint will be assessed after 3 and 12 months.	—

Secondary

Measure	Time frame
· Effects on patient safety · Change in communication behavior and the threshold for contacting managers · Opportunity for structured feedback · Opportunities for training, further education and training · Promotion of independence · Request for suggestions for improvement · Bonding to the clinic through fixed communication structures • Experienced psychological stress at work Composite score of the subscales 'work engagement', 'burnout symptoms', 'presenteeism', 'inability to switch off' of the Copenhagen Psychosocial Questionnaire, a total of 8 items (COPSOQ) [www.copsog.de; Lincke et al., 2021; Kristensen et al., 2005]. Other subscales of the Copenhagen Psychosocial Questionnaire (COPSOQ) [www.copsog.de; Lincke et al., 2021; Kristensen et al., 2005]: • Requirements: quantitative requirements, emotional requirements, hiding emotions, work-privacy conflicts, blurring boundaries. • Influence and development opportunities: influence on work, scope for breaks and vacation, development opportunities, meaning of work, connection to the workplace. • Social relationships and leadership: predictability of work, role clarity, role conflicts, leadership quality, support at work, feedback, number of social contacts, sense of community, unfair treatment, trust and justice, appreciation. • Other factors: work environment/physical requirements, job insecurity, working conditions insecurity. • Effects: thought of changing careers/jobs, job satisfaction, general health. • Psychological stress (anxiety and depression) measured with the PHQ-4 The aforementioned endpoints will be assessed after 3 and 12 months.	—

Measure

Time frame

· Effects on patient safety · Change in communication behavior and the threshold for contacting managers · Opportunity for structured feedback · Opportunities for training, further education and training · Promotion of independence · Request for suggestions for improvement · Bonding to the clinic through fixed communication structures • Experienced psychological stress at work Composite score of the subscales 'work engagement', 'burnout symptoms', 'presenteeism', 'inability to switch off' of the Copenhagen Psychosocial Questionnaire, a total of 8 items (COPSOQ) [www.copsog.de; Lincke et al., 2021; Kristensen et al., 2005]. Other subscales of the Copenhagen Psychosocial Questionnaire (COPSOQ) [www.copsog.de; Lincke et al., 2021; Kristensen et al., 2005]: • Requirements: quantitative requirements, emotional requirements, hiding emotions, work-privacy conflicts, blurring boundaries. • Influence and development opportunities: influence on work, scope for breaks and vacation, development opportunities, meaning of work, connection to the workplace. • Social relationships and leadership: predictability of work, role clarity, role conflicts, leadership quality, support at work, feedback, number of social contacts, sense of community, unfair treatment, trust and justice, appreciation. • Other factors: work environment/physical requirements, job insecurity, working conditions insecurity. • Effects: thought of changing careers/jobs, job satisfaction, general health. • Psychological stress (anxiety and depression) measured with the PHQ-4 The aforementioned endpoints will be assessed after 3 and 12 months.

—

Countries

Germany

Contacts

Public ContactClaudia Spies

Charité-Universitätsmedizin Berlin, Klinik für Anästhesiologie und Intensivmedizin (CCM/CVK),

claudia.spies@charite.de+49 30 450 55 11 02

Outcome results

None listed

Source: DRKS (via WHO ICTRP) · Data processed: Mar 14, 2026