Personnel, Hospital, Resilience, Psychological
Conditions
Brief summary
Employees in hospitals are exposed to various stressors and can be at risk of psychological stress. To counteract this, resilience programs are increasingly being offered. Most interventions focus on individual resilience. In this study, the focus is on the resilience of teams. For this reason, this research paper will focus on the Tea(m)Time intervention. Tea(m)Time is a health promotion intervention that combines the risk assessment of mental stress with a focus on team resilience. In order to generate knowledge about the Tea(m)Time intervention, this study aims to identify factors that promote and inhibit its implementation and mediate its effectiveness. The aim is to gain insights into the promotion of resilience in teams. The aim is to conduct the survey of the participants in the intervention group and the control group at three different points in time.
Interventions
BEHAVIORALTea(m)Time
Tea(m)Time is divided into two phases, starting with the qualification of team leaders. This starts with knowledge transfer about healthy leadership, resilience, occupational health and safety, posture work, psychological empowerment, agile management and the role of the manager. The team leaders also learn various moderation/coaching techniques. The qualification is followed by the implementation of Tea(m)Time. The teams start each hour with self-reflection. This is followed by a stress assessment and prioritization. The teams then work on the problems identified and look for solutions together.
Sponsors
Catholic University of Applied Sciences Mainz
Study design
Allocation
NON_RANDOMIZED
Intervention model
PARALLEL
Primary purpose
PREVENTION
Masking
NONE
Eligibility
Sex/Gender
ALL
Age
18 Years to No maximum
Healthy volunteers
No
Inclusion criteria
* be at least 18 years old * have sufficient knowledge of German * are not on sick leave at time t0 * work in one of the planned clinics
Exclusion criteria
* be younger than 18 years old * do not have sufficient knowledge of German * are on sick leave at time t0 * do not work in one of the planned clinics
Design outcomes
Primary
| Measure | Time frame | Description |
|---|---|---|
| FITOR questionnaire (questionnaire on individual, team and organizational resilience) | t0 baseline, t1 6 months follow-up, t2 12 months follow-up | Schulte, E.M. et al. (2021) |
Secondary
| Measure | Time frame | Description |
|---|---|---|
| Psychological empowerment | t0 baseline, t1 6 months follow-up, t2 12 months follow-up | Schermuly, C.C. (2019) |
| Instrument to Measure the Culture for Psychological Empowerment in Organizations (IMPEC) | t0 baseline, t1 6 months follow-up, t2 12 months follow-up | Schermuly, C.C. et al. (2022) |
| Organizational Commitment Questionnaire (OCQ-G) German version of the Organizational Commitment Questionaire | t0 baseline, t1 6 months follow-up, t2 12 months follow-up | Maier, G.W. \& Woschée, R. (2014) individual items were used |
| Assessment of Interprofessional Team Collaboration Scale II (AITCS-II) | t0 baseline, t1 6 months follow-up, t2 12 months follow-up | Orchard C. (2015) individual items were used |
| Big-Five-Inventory-10 (BFI-10) | t0 baseline | Rammstedt, B. et al. (2012) |
| The questionnaire to record the willingness to change (FEVER) | t0 baseline, t1 6 months follow-up, t2 12 months follow-up | Hasler, G. et al. (2003). Testing of the German version of the University of Rhode Island Change Assessment Scale (URICA) individual items used and adapted |
| German standard version of the COPSOQ (Copenhagen Psychosocial Questionnaire) | t0 baseline, t1 6 months follow-up, t2 12 months follow-up | FFAW (2023) individual items were used |
Countries
Germany
Contacts
CONTACTIvonne Ledtermann, MSc
CONTACTAndré Hennig, Diploma
PRINCIPAL_INVESTIGATORNadine Ungar, Dr.
Professorship for Psychology in Healthcare
Outcome results
None listed