Can a personalised feedback report increase doctors' ability and willingness to continue working, their employability, and their proactive behaviours?

Intervention study into stimulating employability and job crafting behaviour of physicians

Status

Active, not recruiting

Phases

Unknown

Study type

Interventional

Source

ISRCTN

Registry ID

ISRCTN36592434

Enrollment

120

Registered

2021-05-20

Start date

2019-03-11

Completion date

Unknown

Last updated

2021-06-07

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

Conditions

Employability and proactive work behaviours (i.e. job crafting and career self-management) of physicians Not Applicable

Interventions

Physicians were randomized into the intervention or waitlist control group. Physicians were assigned to a group through blocked randomisation with the hospital as a blocking factor. P

Eligibility

Sex/Gender

All

Inclusion criteria

Inclusion criteria: All medical specialists in two hospitals were allowed to participate in this study.

Exclusion criteria

Exclusion criteria: Other function than medical specialist.

Design outcomes

Primary

Measure	Time frame
The following items were measured in the pre- and post-test (8 weeks later): 1. Employability is measured using the items from Oude Hengel et al. (2012). Employability. The items from Oude Hengel et al. (2012a) were used to examine physicians’ ability and willingness to continue working until retirement age. Ability was measured with two items: “I am [physically (item 1)/ mentally (item 2)] able to continue to work until the age of 67 in my current profession”. Willingness was measured with one item: “I am willing to continue to work until the age of 67 in my current profession”. Answers were given on a 5-point Likert scale (1=totally disagree, 5=totally agree). 2. Job crafting is measured with the scales from Kooij et al. (2017) and Tims et al. (2012). Job crafting. Perceptions of job crafting behaviour are measured using two scales. The scale of Kooij et al. (2017) focusses on job crafting directed to the person. This scale is used to measure job crafting towards strengths (4 items, e.g. “I organise my work in such a way that it matches with my strengths”), and job crafting towards interests (5 items, e.g. “I actively look for tasks that match my own interests”). The scale of Tims et al. (2012) emphasizes job crafting regarding work aspects. This scale measures job crafting to increase social job resources (4 items, e.g. “I ask others for feedback on my job performance”) and job crafting to decrease hindering job demands (6 items, e.g. “I organise my work in such a way to make sure that I do not have to concentrate for too long a period at once”).	—

Measure

Time frame

The following items were measured in the pre- and post-test (8 weeks later): 1. Employability is measured using the items from Oude Hengel et al. (2012). Employability. The items from Oude Hengel et al. (2012a) were used to examine physicians’ ability and willingness to continue working until retirement age. Ability was measured with two items: “I am [physically (item 1)/ mentally (item 2)] able to continue to work until the age of 67 in my current profession”. Willingness was measured with one item: “I am willing to continue to work until the age of 67 in my current profession”. Answers were given on a 5-point Likert scale (1=totally disagree, 5=totally agree). 2. Job crafting is measured with the scales from Kooij et al. (2017) and Tims et al. (2012). Job crafting. Perceptions of job crafting behaviour are measured using two scales. The scale of Kooij et al. (2017) focusses on job crafting directed to the person. This scale is used to measure job crafting towards strengths (4 items, e.g. “I organise my work in such a way that it matches with my strengths”), and job crafting towards interests (5 items, e.g. “I actively look for tasks that match my own interests”). The scale of Tims et al. (2012) emphasizes job crafting regarding work aspects. This scale measures job crafting to increase social job resources (4 items, e.g. “I ask others for feedback on my job performance”) and job crafting to decrease hindering job demands (6 items, e.g. “I organise my work in such a way to make sure that I do not have to concentrate for too long a period at once”).

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Secondary

Measure	Time frame
Age, gender, type of employment contract, hours worked according to the contract, functional and organizational tenure were measured in the pretest using a questionnaire	—

Countries

Netherlands

Outcome results

None listed

Source: ISRCTN (via WHO ICTRP) · Data processed: Feb 4, 2026