Educator Well-being, Employee Health, Occupational Health, Participatory Action Research
Conditions
Brief summary
Using a stepped wedge design (prospective cohort with concurrent controls) among six paired, elementary schools, investigators will implement and evaluate the Educator Well-being Program. The investigators will evaluate whether the process improves organizational-level factors, teacher mental well-being (stress, depression and anxiety symptoms).
Interventions
BEHAVIORALHealthy Workplace Participatory Program
The Center for the Promotion of Health in the New England Workplace's (CPH-NEW's) Healthy Workplace Participatory Program (HWPP) is a participatory process in which end-users design TWH interventions that simultaneously change organizational and individual behavior to improve the health, safety and well-being of their workforce. The HWPP uses a process to empower workers to identify the root causes of health and safety concerns and then design, implement and evaluate interventions to address those problems. The Total Teacher Health Project adapted the HWPP for educators and refer to it as the Educator Well-being Program.
Sponsors
UConn Health
National Institute for Occupational Safety and Health (NIOSH/CDC)
Study design
Allocation
RANDOMIZED
Intervention model
CROSSOVER
Primary purpose
TREATMENT
Masking
NONE
Intervention model description
A stepped wedge design (prospective cohort with concurrent controls) among six paired, elementary schools, implement and evaluate the Total Teacher Health Toolkit
Eligibility
Sex/Gender
ALL
Age
18 Years to No maximum
Healthy volunteers
Yes
Inclusion criteria
* All staff aged 18 years or older at the time of survey administration within the three school districts will be eligible for participation.
Exclusion criteria
* None.
Design outcomes
Primary
| Measure | Time frame | Description |
|---|---|---|
| Work Stress | Prior to random selection of immediate and delayed intervention site, and 1 years later | The "All-Employee Survey for Educators" includes 1 question related to stress. The score ranges from 1-10, where higher scores indicate more stress. |
| Perceived Stress | Prior to random selection of immediate and delayed intervention site, and 1 years later | The "All-Employee Survey for Educators" includes 10 items from the Perceived Stress Scale. A summary score is created with score ranges from 0-40, where higher scores indicate more stress. |
| Anxiety Symptoms | Prior to random selection of immediate and delayed intervention site, and 1 years later | The "All-Employee Survey for Educators" includes 7 items from the GAD-7. A summary score is created and scores range from 0-21, where higher scores indicate greater anxiety symptoms. |
| Depression Symptoms | Prior to random selection of immediate and delayed intervention site, and 1 years later | The "All-Employee Survey Educator" includes 10 from the CES-D. A summary score is created by summing items score ranges from 0-30, where higher scores indicate greater depression symptoms. |
| Well-being | Prior to random selection of immediate and delayed intervention site, and 1 year later | The "All-Employee Survey for Educators" includes 2 items adapted from the SF-36. One item assesses physical health, the other mental health with both on a scale from 1 (poor) to 5 (excellent) A summary score is created by averaging the two items with a range from 1-5, where higher scores indicate better well-being. |
| Burnout (Emotional Exhaustion) | Prior to random selection of immediate and delayed intervention site, and 1 year later | The "All-Employee Survey for Educators" includes 9 items from Maslach Burnout Inventory for Educators. A summary score is created by summing the nine items, after reverse coding as required, with a range from 0-54, where higher scores indicate higher burnout. |
| Burnout (Personal Accomplishment) | Frame: Prior to random selection of immediate and delayed intervention site, and 1 year later | The "All-Employee Survey for Educators" includes 8 items from Maslach Burnout Inventory for Educators. A summary score is created by summing the nine items, after reverse coding as required, with a range from 0-48, where lower scores indicate higher burnout. |
| Burnout (Depersonalization) | Prior to random selection of immediate and delayed intervention site, and 1 year later | The "All-Employee Survey for Educators" includes 5 items from Maslach Burnout Inventory for Educators. A summary score is created by summing the nine items, after reverse coding as required, with a range from 0-30, where higher scores indicate higher burnout. |
| Work-life conflict | Prior to random selection of immediate and delayed intervention site, and 1 year later | The "All-Employee Survey for Educators" includes 1 item on work-life conflict. The item is assessed on a scale from 1 to 5 (strongly disagree to strongly agree) where higher scores indicate higher work-life conflict. |
| Intention to Turnover | Prior to random selection of immediate and delayed intervention site, and 1 year later | The "All-Employee Survey for Educators" includes 2 items to assess turnover intention. The items are assessed on a scale from 1 to 5 (strongly disagree to strongly agree) and averaged where higher scores indicate higher intent to turnover. |
Secondary
| Measure | Time frame | Description |
|---|---|---|
| Change in Team Attendance | Through study completion, an average of two years | Attendance for each Educator Design Team meeting (1-4 times per month) |
| Change in Team Engagement | Through study completion, an average of two years | Percentage of combined agree and strongly agree responses for 1 survey item collected following Educator Design Team meetings (1-4 times per month): "The discussion was meaningful for achieving health, safety, and well-being goals." (Strongly Agree, Agree, Disagree, Strongly Disagree, Not Applicable). Items are computed individually. |
| Change in Level of Committee Activity | Through study completion, an average of two years | A qualitative summary of field notes collected by research personnel following Educator Design Team and Administrator Team meetings (1-4 times per month) over the course of the study. |
| Change in team-selected health/safety/well-being issue | Through study completion, an average of two years | Targeted pre- and post-intervention surveys will be designed and administered by the Educator Design Team |
| Proportion of content followed according to the Educator Well-being Program protocol | Through study completion, an average of two years | A process measure that will be determined by adherence to Educator Well-being Program protocol and pre-designed agendas for Educator Design Team meetings (1-4 times per month) |
| Supportive School Climate | Prior to random selection of immediate and delayed intervention site, and 1 years later | The "All-Employee Survey Educator" includes 6 from the School Climate sub-scale for staff connection. A summary score is created by averaging the items with score ranges from 1-4, where higher scores indicate a greater more supportive school climate. |
Countries
United States
Contacts
PRINCIPAL_INVESTIGATORJennifer Cavallari, ScD
UConn Health
Outcome results
None listed