Burnout, Professional, Mental Health Wellness 1
Conditions
Keywords
work engagement, burnout, employee wellbeing
Brief summary
The aim of the study will be to test the feasibility and acceptability of a novel online-delivered gamification-based intervention for the identification, development, and use of strengths in the organization. The program will be addressed to employees at the beginning of their careers and will have the aim of boosting their well-being and performance.
Interventions
The online strengths use intervention program, will be based on Miglianico et al.'s (2020) general framework, following the theorized five stages: (1) preparation and commitment, (2) identification, (3) integration, (4) action, and (5) evaluation. As to increase participant engagement and motivation, gamification components will be embedded in several of these stages. The entire intervention will be delivered online via an LMS software solution.
Sponsors
West University of Timisoara
Study design
Allocation
NA
Intervention model
SINGLE_GROUP
Primary purpose
OTHER
Masking
NONE
Intervention model description
One-armed study with baseline and post-intervention measurements.
Eligibility
Sex/Gender
ALL
Age
18 Years to 35 Years
Healthy volunteers
Yes
Inclusion criteria
\- participants should score 4.49 or lower (on a scale from 0 to 6) on work engagement;
Exclusion criteria
* workload which will impede following the intervention program (based on a filter Yes/No question); * lack of internet access during the period of the implementation of the program (based on a filter Yes/No question).
Design outcomes
Primary
| Measure | Time frame | Description |
|---|---|---|
| Work engagement | Change from baseline to post-intervention (approximately 6 weeks). | Work engagement will be measured with the Utrecht Work Engagement Scale (UWES-9). It has 9 items that form three dimensions, each with 3 items: vigor (e.g., At my work, I feel bursting with energy), dedication (e.g., I am enthusiastic about my job), and absorption (e.g., I am immersed in my work). This measure uses a 7-point agreement scale (0 = never, 6 = always). |
| Psychological capital (PsyCap) | Change from baseline to post-intervention (approximately 6 weeks). | Psychological capital will be measured with the 12-item Psychological Capital Questionnaire. It has four subscales: hope (At the moment, I feel quite fulfilled at work.), self-efficacy (I feel confident presenting information to a group of colleagues.), resilience (Usually, at work, I easily get over the stressful aspects.), and optimism (I am optimistic about what will happen to me in the future regarding my job.). All 12-item are reported on a 6-point Likert scale (1 = strongly disagree, 6 = strongly agree). |
| Strengths use | Change from baseline to post-intervention (approximately 6 weeks). | Strengths use will be measured with a set of six items, rated on a 0 (almost never) to 6 (almost always) Likert scale. A sample item is I seek opportunities to do my work in a manner that best suits my strong points. |
Secondary
| Measure | Time frame | Description |
|---|---|---|
| Job performance | Change from baseline to post-intervention (approximately 6 weeks). | Job performance will be assessed with a 7-item scale. Response options range on a Likert scale from 1 (strongly disagree) to 5 (strongly agree). A sample item is I adequately complete my assigned duties.. |
| Life satisfaction | Change from baseline to post-intervention (approximately 6 weeks). | Life satisfaction will be measured with the five items of the Satisfaction with Life Scale. All answers are reported on a 7-point Likert scale (1 = totally disagree; 7 = totally agree); one item example being, I am satisfied with my life. |
| Employability | Change from baseline to post-intervention (approximately 6 weeks). | Employability will be measured with the four-item Perceived Employability Scale. Each item is rated on a 5-point liker scale (1 = totally disagree; 5 = totally agree). Higher scores represent higher levels of employability. |
| Positive affect | Change from baseline to post-intervention (approximately 6 weeks). | Positive Affect (PA) will be measured with the 10 items of the Positive Affect Negative Affect Schedule (PANAS), representing different types of positive emotions (e.g., excited, inspired, and enthusiastic). Respondents will be asked to indicate to what extent they experienced these in the time frame of the intervention on a 5-point scale (1 = very slightly or not at all; 5 = very much). |
| Burnout | Change from baseline to post-intervention (approximately 6 weeks). | Burnout will be assessed with the 12-item Burnout Assessment Tool (BAT). This questionnaire has four subscales: exhaustion (3 items; At work, I feel mentally exhausted.), emotional impairment (3 items; At work, I feel unable to control my emotions.), cognitive impairment (3 items; At work, I have trouble staying focused.) and mental distance (3 items; I struggle to find any enthusiasm for my work.). All items will be scored on a 5-point scale ranging from 1 (never) to 5 (always). |
| Job satisfaction | Change from baseline to post-intervention (approximately 6 weeks). | Job satisfaction will be measured with the Michigan Organizational Assessment Questionnaire. The scale has three items with a response on a 7-point scale (1 = total disagreement, 7 = total agreement). A sample item reads: In general, I like working here.. |
Other
| Measure | Time frame | Description |
|---|---|---|
| Satisfaction with the intervention | At study completion (post-intervention), an average of 6 weeks. | Satisfaction with the intervention will be measured using 22 items. We will use 6 items aiming at the program's content retrieved from a questionnaire used for measuring the alliance between trainers and trainees. The minimum score is 6 and the highest is 42. A higher score means a better outcome (increased satisfaction with the intervention). Also, we will use 16 items retrieved from a scale previously used for measuring the satisfaction with an online intervention. Nine of the items are measured on a Likert scale. The minimum score is 7 and the maximum is 42. A higher score means greater satisfaction. 7 items are open-ended questions. |
| Treatment adherence | At study completion (post-intervention), an average of 6 weeks. | The number of completed assignments; Quality of completed assignment (qualitative rating of the degree of completeness and depth of the answer for each assignment, conducted by two independent experts based on apriori established coding grids). |
| System usability | At study completion (post-intervention), an average of 6 weeks. | We will use a 10-item questionnaire designed to measure participants' satisfaction with the online platform used for the program delivery. The total score of the System Usability Scale ranges between 0 and 100. A higher score means a better outcome. |
Countries
Romania
Outcome results
None listed