Life-work Imbalance, Psychosocial Deprivation, Work-Related Stress
Conditions
Keywords
family supportive supervisor behaviors, work-family intervention, supervisor support for family, sick leave, family leave, workplace intervention, work life balance, supervisor training, manager training, work-family conflict, turnover intentions, flexible workplace, psychosocial intervention
Brief summary
This study will evaluate the effectiveness of FSST 2.0 (family supportive supervisor training plus support for use of family and sick leaves) using a randomized control trial design. We expect the intervention will increase supervisors' family supportive and leave supportive behaviors, which in turn will increase employees' leave use and decrease employees' work-family conflict, emotional exhaustion, depressive symptoms, and turnover intentions. This study will enroll a minimum 200 groups of managers and their employees. Managers in the intervention condition will complete pre- and 2 post-intervention Workplace Assessments, 2 online training modules, 1 webinar where managers can review intervention content and ask questions and share reactions on the materials. Managers in the control group and employees in both groups will complete pre- and 2 post-intervention Workplace Assessments. The post-intervention Workplace Assessment will be completed 3 and 6 months after the intervention. The total duration of the study is 9 months as the wait list control group will be offered the intervention and 2nd follow up survey after the 6-month trial.
Detailed description
This study will evaluate the effectiveness of FSST 2.0 (family supportive supervisor training plus support for use of family and sick leaves) using a randomized control trial design. * Phase of the Trial Based on the NIH's definition, the current study is a Phase III clinical trial, which usually involves several hundred or more human subjects, for the purpose of evaluating an experimental intervention in comparison with a standard or controlled intervention or comparing two or more existing treatments. * Type of trial - a randomized-control trial * Randomization strategy * Randomization method The current study employs a cluster randomization strategy to assign organizations to either Condition A (intervention group) or Condition B (control group) for a few key reasons. First, although only the supervisors will receive the training, the effectiveness of the training will be assessed at the employee' level, thereby needing a nested data structure. Second, cluster randomization is effective in reducing contamination (Puffer et al., 2005). Third, when the intervention is offered at a group level, cluster randomization increases the external validity of the results (Donner & Klar, 2000). Within each organization, we will use a balanced group randomization strategy such that there will be an equal number of workgroups/teams/departments in the intervention or control condition. In the event that there is an odd number of such units, a slight imbalance (i.e., groups per condition) will be off by one group, which has minimal impact on statistical power to detect intervention effects. * Unit of randomization - organization * Allocation ratio - the same number of teams (one supervisor and at least 6 employees) will be recruited in both organization * Timing of randomization - before the baseline assessment * The statistician of the study will generate and implement the randomization schema. * Specification of the number of study groups/arms - 2 * Duration of the study intervention - 6 months * Follow-up period - 3 and 5 months after the intervention * Name and brief description of study intervention FSST 2.0 is a workplace intervention package designed to increase supervisors' family and leave supportive behaviors and leave supportive behaviors. The package includes Workplace Assessment tool, 2 30-45-minute online training modules (family-supportive supervisor training and supervisors' leave supportive behavior training), a webinar, behavior training, and organizational reports. * Control group The current trial employs a wait-list control group, whereby participants will receive the usual care and will later receive the intervention in addition to the usual care (Kinser & Robins, 2013, p.2). One or more organization will be randomly assigned to receive the intervention and the other organization(s) will serve as a wait-list control group. Mangers in the intervention group will be asked to: 1. Complete a baseline online survey. 2. Take the Family Supportive Supervisor Training online (FSST) - http://wlhmodule1.s3-website.us-east-2.amazonaws.com/ 3. Take the Supervisor Support for Leave Use module training online - http://wlhmodule2.s3-website.us-east-2.amazonaws.com/ 4. Track their behaviors for two weeks 5. Participate in a webinar with the opportunity to ask Q & A and make comments. 7\. Complete up to 2 post-training surveys. 8. Focus groups may also be conducted to get feedback on the training after the study is over. Employees in the control group and employees in both groups will be asked to: 1\. Complete a base line and follow up surveys over the course of 5 months. The wait list control group will be offered the training after the trial is over.
Interventions
BEHAVIORALFamily Supportive Supervisor Training 2.0
FSST 2.0 is a workplace intervention package designed to increase supervisors' family and leave supportive behaviors and leave supportive behaviors. The package includes Workplace Assessment tool, 2 45-60 minute online training modules (family-supportive supervisor training and supervisors' leave supportive behavior training), a webinar, behavior training, and individualized feedback reports.
Sponsors
National Institute on Aging (NIA)
Work Life Help
Study design
Allocation
RANDOMIZED
Intervention model
PARALLEL
Primary purpose
PREVENTION
Masking
SINGLE (Investigator)
Intervention model description
The current study employs a cluster randomization strategy to assign organizations to either Condition A (intervention group) or Condition B (control group). One organization will be randomly assigned to the intervention and the other organization to the control group.
Eligibility
Sex/Gender
ALL
Age
18 Years to No maximum
Healthy volunteers
Yes
Inclusion criteria
* To be 18 years and older * To be a supervisor with at least six employees or an employee of a participating supervisor
Exclusion criteria
* There is no exclusion criterion.
Design outcomes
Primary
| Measure | Time frame | Description |
|---|---|---|
| Change in Family Supportive Supervisor Behaviors | 5 months after the intervention | Family supportive supervisor behavior scale. Original scale: Minimum value = 1, Maximum value = 5. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time (better outcome). Negative scores = decrease in scores over time (worse outcome). |
| Change in Leave Supportive Supervisor Behaviors | 5 months after the intervention | Original scale: Minimum value = 1, Maximum value = 5. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time (better outcome). Negative scores = decrease in scores over time (worse outcome). |
Secondary
| Measure | Time frame | Description |
|---|---|---|
| Change in Employee's Leave Use | 5 months after the intervention | Number of days of leave used for sick or family leave in the past 6 months. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time. Negative scores = decrease in scores over time. Note: higher scores do not represent better or worse outcomes. They are descriptions of use needed for sick or family leave. |
| Change in Turnover Intentions | 5 months after the intervention | Turnover intentions scale. Original scale: Minimum value = 1, Maximum value = 5. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time (worse outcome). Negative scores = decrease in scores over time (better outcome). |
| Change in Control Over Work | 5 months after the intervention | Control over work scale. Original scale: Minimum value = 1, Maximum value = 5. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time (better outcome). Negative scores = decrease in scores over time (worse outcome). |
| Change in Boundary Countrol | 5 months after the intervention | Boundary control scale. Original scale: Minimum value = 1, Maximum value = 5. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time (better outcome). Negative scores = decrease in scores over time (worse outcome). |
| Change in Work-life Climate | 5 months after the intervention | Work-life climate scale. Original scale: Minimum value = 1, Maximum value = 5. Higher scores = expected to make more family sacrifices. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time (worse outcome). Negative scores = decrease in scores over time (better outcome). |
| Change in Work-to-family Positive Spillover | 5 months after the intervention | WTF positive spillover scale. Original scale: Minimum value = 1, Maximum value = 5. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time (better outcome). Negative scores = decrease in scores over time (worse outcome). |
| Change in General Supervisor Support | 5 months after the intervention | General supervisor support scale. Original scale: Minimum value = 1, Maximum value = 5. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time (better outcome). Negative scores = decrease in scores over time (worse outcome). |
| Change in Work-family Conflict | 5 months after the intervention | Work family conflict scale. Original scale: Minimum value = 1, Maximum value = 5. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time (worse outcome). Negative scores = decrease in scores over time (better outcome). |
| Change in Job Satisfaction | 5 months after the intervention | Job satisfaction scale. Original scale: Minimum value = 1, Maximum value = 5. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time (better outcome). Negative scores = decrease in scores over time (worse outcome). |
| Change in Job Performance | 5 months after the intervention | Job performance scale. Original scale: Minimum value = 1, Maximum value = 5. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time (better outcome). Negative scores = decrease in scores over time (worse outcome). |
| Change in Organizational Commitment | 5 months after the intervention | Organizational commitment item. Original scale: Minimum value = 1, Maximum value = 5. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time (better outcome). Negative scores = decrease in scores over time (worse outcome). |
| Change in Perceived Health | 5 months after the intervention | Perceived health item. Original scale: Minimum value = 1, Maximum value = 5. Higher scores = better health. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time (better outcome). Negative scores = decrease in scores over time (worse outcome). |
| Change in Psychological Distress | 5 months after the intervention | Psychological distress scale. Original scale: Minimum value = 1, Maximum value = 5. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time (worse outcome). Negative scores = decrease in scores over time (better outcome). |
| Change in Perceived Stress | 5 months after the intervention | Perceived stress scale. Original scale: Minimum value = 1, Maximum value = 5. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time (worse outcome). Negative scores = decrease in scores over time (better outcome). |
| Change in Supervisor Performance Support | 5 months after the intervention | Supervisor performance support scale. Original scale: Minimum value = 1, Maximum value = 5. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time (better outcome). Negative scores = decrease in scores over time (worse outcome). |
| Change in Emotional Exhaustion | 5 months after the intervention | Emotional exhaustion scale. Original scale: Minimum value = 1, Maximum value = 5. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time (worse outcome). Negative scores = decrease in scores over time (better outcome). |
Countries
United States
Participant flow
Participants by arm
| Arm | Count |
|---|---|
| Intervention Group - Managers Mangers in the intervention group will be asked to:
1. Complete an online survey;
2. Take the Family Supportive Supervisor Training online (FSST);
3. Take the Supervisor Support for Leave Use module;
4. Track their behaviors for two weeks;
5. Participate in a webinar and have the opportunity to ask questions and give comments;
6. Complete a post-training survey;
7. 8-10 managers may also participate in the focus group. | 134 |
| Control Group - Managers Managers in the control group will be asked to:
1\. Complete an online survey three times over the course of 5 months. | 52 |
| Intervention Group - Employees Employees in the intervention group will be asked to:
1\. Complete an online survey three times over the course of 5 months.
Family Supportive Supervisor Training 2.0: FSST 2.0 is a workplace intervention package designed to increase supervisors' family and leave supportive behaviors and leave supportive behaviors. The package includes Workplace Assessment tool, 2 45-60 minute online training modules (family-supportive supervisor training and supervisors' leave supportive behavior training), a webinar, behavior training, and individualized feedback reports. | 492 |
| Control Group - Employees Employees in the control group will be asked to:
1\. Complete an online survey three times over the course of 5 months. | 202 |
| Total | 880 |
Baseline characteristics
| Characteristic | Intervention Group - Managers | Control Group - Managers | Intervention Group - Employees | Control Group - Employees | Total |
|---|---|---|---|---|---|
| Age, Continuous | 49.74 Years STANDARD_DEVIATION 8.74 | 50.78 Years STANDARD_DEVIATION 7.8 | 44.91 Years STANDARD_DEVIATION 11.06 | 49.04 Years STANDARD_DEVIATION 11.17 | 46.93 Years STANDARD_DEVIATION 10.84 |
| Ethnicity (NIH/OMB) Hispanic or Latino | 18 Participants | 0 Participants | 112 Participants | 8 Participants | 138 Participants |
| Ethnicity (NIH/OMB) Not Hispanic or Latino | 116 Participants | 52 Participants | 376 Participants | 194 Participants | 738 Participants |
| Ethnicity (NIH/OMB) Unknown or Not Reported | 0 Participants | 0 Participants | 4 Participants | 0 Participants | 4 Participants |
| Race (NIH/OMB) American Indian or Alaska Native | 1 Participants | 0 Participants | 1 Participants | 0 Participants | 2 Participants |
| Race (NIH/OMB) Asian | 17 Participants | 2 Participants | 86 Participants | 8 Participants | 113 Participants |
| Race (NIH/OMB) Black or African American | 30 Participants | 4 Participants | 100 Participants | 17 Participants | 151 Participants |
| Race (NIH/OMB) More than one race | 5 Participants | 0 Participants | 36 Participants | 8 Participants | 49 Participants |
| Race (NIH/OMB) Native Hawaiian or Other Pacific Islander | 0 Participants | 0 Participants | 3 Participants | 0 Participants | 3 Participants |
| Race (NIH/OMB) Unknown or Not Reported | 17 Participants | 1 Participants | 82 Participants | 13 Participants | 113 Participants |
| Race (NIH/OMB) White | 64 Participants | 45 Participants | 184 Participants | 156 Participants | 449 Participants |
| Region of Enrollment United States | 134 participants | 52 participants | 492 participants | 202 participants | 880 participants |
| Sex/Gender, Customized Gender Nonconforming | 0 Participants | 0 Participants | 1 Participants | 0 Participants | 1 Participants |
| Sex/Gender, Customized Men | 31 Participants | 21 Participants | 114 Participants | 56 Participants | 222 Participants |
| Sex/Gender, Customized Not Reported | 2 Participants | 0 Participants | 10 Participants | 2 Participants | 14 Participants |
| Sex/Gender, Customized Women | 101 Participants | 31 Participants | 367 Participants | 144 Participants | 643 Participants |
Adverse events
| Event type | EG000 affected / at risk | EG001 affected / at risk | EG002 affected / at risk | EG003 affected / at risk |
|---|---|---|---|---|
| deaths Total, all-cause mortality | 0 / 172 | 0 / 80 | 0 / 630 | 0 / 293 |
| other Total, other adverse events | 0 / 172 | 0 / 80 | 0 / 630 | 0 / 293 |
| serious Total, serious adverse events | 0 / 172 | 0 / 80 | 0 / 630 | 0 / 293 |
Outcome results
Primary
Change in Family Supportive Supervisor Behaviors
Family supportive supervisor behavior scale. Original scale: Minimum value = 1, Maximum value = 5. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time (better outcome). Negative scores = decrease in scores over time (worse outcome).
Time frame: 5 months after the intervention
Population: Employees of trained managers who completed at least one out of three surveys (baseline, 3-month follow-up, 5-month follow-up). Employees could complete follow-up surveys, even if they did not complete the baseline survey.
| Arm | Measure | Value (MEAN) | Dispersion |
|---|---|---|---|
| Intervention Group - Employees | Change in Family Supportive Supervisor Behaviors | -.08 units on a scale | Standard Deviation 0.78 |
| Control Group - Employees | Change in Family Supportive Supervisor Behaviors | .06 units on a scale | Standard Deviation 0.79 |
Primary
Change in Leave Supportive Supervisor Behaviors
Original scale: Minimum value = 1, Maximum value = 5. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time (better outcome). Negative scores = decrease in scores over time (worse outcome).
Time frame: 5 months after the intervention
Population: Employees of trained managers who completed at least one out of three surveys (baseline, 3-month follow-up, 5-month follow-up). Employees could complete follow-up surveys, even if they did not complete the baseline survey.
| Arm | Measure | Value (MEAN) | Dispersion |
|---|---|---|---|
| Intervention Group - Employees | Change in Leave Supportive Supervisor Behaviors | .04 units on a scale | Standard Deviation 0.65 |
| Control Group - Employees | Change in Leave Supportive Supervisor Behaviors | -.07 units on a scale | Standard Deviation 0.53 |
Secondary
Change in Boundary Countrol
Boundary control scale. Original scale: Minimum value = 1, Maximum value = 5. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time (better outcome). Negative scores = decrease in scores over time (worse outcome).
Time frame: 5 months after the intervention
Population: Employees of trained managers who completed at least one out of three surveys (baseline, 3-month follow-up, 5-month follow-up). Employees could complete follow-up surveys, even if they did not complete the baseline survey.
| Arm | Measure | Value (MEAN) | Dispersion |
|---|---|---|---|
| Intervention Group - Employees | Change in Boundary Countrol | .02 units on a scale | Standard Deviation 0.87 |
| Control Group - Employees | Change in Boundary Countrol | -.09 units on a scale | Standard Deviation 0.76 |
Secondary
Change in Control Over Work
Control over work scale. Original scale: Minimum value = 1, Maximum value = 5. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time (better outcome). Negative scores = decrease in scores over time (worse outcome).
Time frame: 5 months after the intervention
Population: Employees of trained managers who completed at least one out of three surveys (baseline, 3-month follow-up, 5-month follow-up). Employees could complete follow-up surveys, even if they did not complete the baseline survey.
| Arm | Measure | Value (MEAN) | Dispersion |
|---|---|---|---|
| Intervention Group - Employees | Change in Control Over Work | -.07 units on a scale | Standard Deviation 0.72 |
| Control Group - Employees | Change in Control Over Work | -.08 units on a scale | Standard Deviation 0.59 |
Secondary
Change in Emotional Exhaustion
Emotional exhaustion scale. Original scale: Minimum value = 1, Maximum value = 5. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time (worse outcome). Negative scores = decrease in scores over time (better outcome).
Time frame: 5 months after the intervention
Population: Employees of trained managers who completed at least one out of three surveys (baseline, 3-month follow-up, 5-month follow-up). Employees could complete follow-up surveys, even if they did not complete the baseline survey.
| Arm | Measure | Value (MEAN) | Dispersion |
|---|---|---|---|
| Intervention Group - Employees | Change in Emotional Exhaustion | -.01 units on a scale | Standard Deviation 1.33 |
| Control Group - Employees | Change in Emotional Exhaustion | -.38 units on a scale | Standard Deviation 1.17 |
Secondary
Change in Employee's Leave Use
Number of days of leave used for sick or family leave in the past 6 months. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time. Negative scores = decrease in scores over time. Note: higher scores do not represent better or worse outcomes. They are descriptions of use needed for sick or family leave.
Time frame: 5 months after the intervention
Population: Employees of trained managers who completed at least one out of three surveys (baseline, 3-month follow-up, 5-month follow-up). Employees could complete follow-up surveys, even if they did not complete the baseline survey.
| Arm | Measure | Value (MEAN) | Dispersion |
|---|---|---|---|
| Intervention Group - Employees | Change in Employee's Leave Use | .69 days | Standard Deviation 18.32 |
| Control Group - Employees | Change in Employee's Leave Use | -.32 days | Standard Deviation 11.28 |
Secondary
Change in General Supervisor Support
General supervisor support scale. Original scale: Minimum value = 1, Maximum value = 5. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time (better outcome). Negative scores = decrease in scores over time (worse outcome).
Time frame: 5 months after the intervention
Population: Employees of trained managers who completed at least one out of three surveys (baseline, 3-month follow-up, 5-month follow-up). Employees could complete follow-up surveys, even if they did not complete the baseline survey.
| Arm | Measure | Value (MEAN) | Dispersion |
|---|---|---|---|
| Intervention Group - Employees | Change in General Supervisor Support | -.10 units on a scale | Standard Deviation 0.7 |
| Control Group - Employees | Change in General Supervisor Support | -.08 units on a scale | Standard Deviation 0.69 |
Secondary
Change in Job Performance
Job performance scale. Original scale: Minimum value = 1, Maximum value = 5. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time (better outcome). Negative scores = decrease in scores over time (worse outcome).
Time frame: 5 months after the intervention
Population: Employees of trained managers who completed at least one out of three surveys (baseline, 3-month follow-up, 5-month follow-up). Employees could complete follow-up surveys, even if they did not complete the baseline survey.
| Arm | Measure | Value (MEAN) | Dispersion |
|---|---|---|---|
| Intervention Group - Employees | Change in Job Performance | -.05 units on a scale | Standard Deviation 0.52 |
| Control Group - Employees | Change in Job Performance | .07 units on a scale | Standard Deviation 0.43 |
Secondary
Change in Job Satisfaction
Job satisfaction scale. Original scale: Minimum value = 1, Maximum value = 5. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time (better outcome). Negative scores = decrease in scores over time (worse outcome).
Time frame: 5 months after the intervention
Population: Employees of trained managers who completed at least one out of three surveys (baseline, 3-month follow-up, 5-month follow-up). Employees could complete follow-up surveys, even if they did not complete the baseline survey.
| Arm | Measure | Value (MEAN) | Dispersion |
|---|---|---|---|
| Intervention Group - Employees | Change in Job Satisfaction | -.03 units on a scale | Standard Deviation 0.68 |
| Control Group - Employees | Change in Job Satisfaction | -.04 units on a scale | Standard Deviation 0.54 |
Secondary
Change in Organizational Commitment
Organizational commitment item. Original scale: Minimum value = 1, Maximum value = 5. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time (better outcome). Negative scores = decrease in scores over time (worse outcome).
Time frame: 5 months after the intervention
Population: Employees of trained managers who completed at least one out of three surveys (baseline, 3-month follow-up, 5-month follow-up). Employees could complete follow-up surveys, even if they did not complete the baseline survey.
| Arm | Measure | Value (MEAN) | Dispersion |
|---|---|---|---|
| Intervention Group - Employees | Change in Organizational Commitment | -.03 units on a scale | Standard Deviation 0.87 |
| Control Group - Employees | Change in Organizational Commitment | -.03 units on a scale | Standard Deviation 0.82 |
Secondary
Change in Perceived Health
Perceived health item. Original scale: Minimum value = 1, Maximum value = 5. Higher scores = better health. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time (better outcome). Negative scores = decrease in scores over time (worse outcome).
Time frame: 5 months after the intervention
Population: Employees of trained managers who completed at least one out of three surveys (baseline, 3-month follow-up, 5-month follow-up). Employees could complete follow-up surveys, even if they did not complete the baseline survey.
| Arm | Measure | Value (MEAN) | Dispersion |
|---|---|---|---|
| Intervention Group - Employees | Change in Perceived Health | .02 units on a scale | Standard Deviation 0.47 |
| Control Group - Employees | Change in Perceived Health | .01 units on a scale | Standard Deviation 0.47 |
Secondary
Change in Perceived Stress
Perceived stress scale. Original scale: Minimum value = 1, Maximum value = 5. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time (worse outcome). Negative scores = decrease in scores over time (better outcome).
Time frame: 5 months after the intervention
Population: Employees of trained managers who completed at least one out of three surveys (baseline, 3-month follow-up, 5-month follow-up). Employees could complete follow-up surveys, even if they did not complete the baseline survey.
| Arm | Measure | Value (MEAN) | Dispersion |
|---|---|---|---|
| Intervention Group - Employees | Change in Perceived Stress | .02 units on a scale | Standard Deviation 0.66 |
| Control Group - Employees | Change in Perceived Stress | -.03 units on a scale | Standard Deviation 0.52 |
Secondary
Change in Psychological Distress
Psychological distress scale. Original scale: Minimum value = 1, Maximum value = 5. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time (worse outcome). Negative scores = decrease in scores over time (better outcome).
Time frame: 5 months after the intervention
Population: Employees of trained managers who completed at least one out of three surveys (baseline, 3-month follow-up, 5-month follow-up). Employees could complete follow-up surveys, even if they did not complete the baseline survey.
| Arm | Measure | Value (MEAN) | Dispersion |
|---|---|---|---|
| Intervention Group - Employees | Change in Psychological Distress | -.09 units on a scale | Standard Deviation 0.64 |
| Control Group - Employees | Change in Psychological Distress | -.10 units on a scale | Standard Deviation 0.43 |
Secondary
Change in Supervisor Performance Support
Supervisor performance support scale. Original scale: Minimum value = 1, Maximum value = 5. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time (better outcome). Negative scores = decrease in scores over time (worse outcome).
Time frame: 5 months after the intervention
Population: Employees of trained managers who completed at least one out of three surveys (baseline, 3-month follow-up, 5-month follow-up). Employees could complete follow-up surveys, even if they did not complete the baseline survey.
| Arm | Measure | Value (MEAN) | Dispersion |
|---|---|---|---|
| Intervention Group - Employees | Change in Supervisor Performance Support | .02 units on a scale | Standard Deviation 0.75 |
| Control Group - Employees | Change in Supervisor Performance Support | -.02 units on a scale | Standard Deviation 0.85 |
Secondary
Change in Turnover Intentions
Turnover intentions scale. Original scale: Minimum value = 1, Maximum value = 5. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time (worse outcome). Negative scores = decrease in scores over time (better outcome).
Time frame: 5 months after the intervention
Population: Employees of trained managers who completed at least one out of three surveys (baseline, 3-month follow-up, 5-month follow-up). Employees could complete follow-up surveys, even if they did not complete the baseline survey.
| Arm | Measure | Value (MEAN) | Dispersion |
|---|---|---|---|
| Intervention Group - Employees | Change in Turnover Intentions | .03 units on a scale | Standard Deviation 0.83 |
| Control Group - Employees | Change in Turnover Intentions | -.06 units on a scale | Standard Deviation 0.9 |
Secondary
Change in Work-family Conflict
Work family conflict scale. Original scale: Minimum value = 1, Maximum value = 5. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time (worse outcome). Negative scores = decrease in scores over time (better outcome).
Time frame: 5 months after the intervention
Population: Employees of trained managers who completed at least one out of three surveys (baseline, 3-month follow-up, 5-month follow-up). Employees could complete follow-up surveys, even if they did not complete the baseline survey.
| Arm | Measure | Value (MEAN) | Dispersion |
|---|---|---|---|
| Intervention Group - Employees | Change in Work-family Conflict | .03 units on a scale | Standard Deviation 0.81 |
| Control Group - Employees | Change in Work-family Conflict | -.04 units on a scale | Standard Deviation 0.7 |
Secondary
Change in Work-life Climate
Work-life climate scale. Original scale: Minimum value = 1, Maximum value = 5. Higher scores = expected to make more family sacrifices. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time (worse outcome). Negative scores = decrease in scores over time (better outcome).
Time frame: 5 months after the intervention
Population: Employees of trained managers who completed at least one out of three surveys (baseline, 3-month follow-up, 5-month follow-up). Employees could complete follow-up surveys, even if they did not complete the baseline survey.
| Arm | Measure | Value (MEAN) | Dispersion |
|---|---|---|---|
| Intervention Group - Employees | Change in Work-life Climate | .04 units on a scale | Standard Deviation 0.91 |
| Control Group - Employees | Change in Work-life Climate | -.12 units on a scale | Standard Deviation 0.95 |
Secondary
Change in Work-to-family Positive Spillover
WTF positive spillover scale. Original scale: Minimum value = 1, Maximum value = 5. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time (better outcome). Negative scores = decrease in scores over time (worse outcome).
Time frame: 5 months after the intervention
Population: Employees of trained managers who completed at least one out of three surveys (baseline, 3-month follow-up, 5-month follow-up). Employees could complete follow-up surveys, even if they did not complete the baseline survey.
| Arm | Measure | Value (MEAN) | Dispersion |
|---|---|---|---|
| Intervention Group - Employees | Change in Work-to-family Positive Spillover | .05 units on a scale | Standard Deviation 0.71 |
| Control Group - Employees | Change in Work-to-family Positive Spillover | .06 units on a scale | Standard Deviation 0.68 |