Occupational Stress, Return to Work, Self-Efficacy
Conditions
Keywords
virtual reality, return to work, pilot randomized controlled trial, cabin crew, stress, return to work self-efficacy, job anxiety, usability, return to work attitude
Brief summary
The goal of this pilot randomised controlled trial is to investigate whether in vitro exposure by VR enhances return to work (RTW) in flight cabin crew on sick leave with mental health related complaints. The main research questions are: 1. Does VR enhances time to RTW? 2. Does VR increase self-efficacy and positive cognitions regarding RTW, and decrease job anxiety? Researchers will compare a control group receiving care as usual as provided by the occupational physician and a psychologist to an intervention group receiving care as usual plus (al least) one session with VR-glasses in which participants are virtually exposed to their workplace.
Detailed description
This study evaluates the effectiveness of in vitro exposure to the workplace by means of VR to decrease time to RTW of sick-listed flight cabin crew with mental health related complaints compared to usual care. The study design is a pilot randomized controlled trial, including an intervention and control group. Sick-listed workers in the control group receive care as usual from the occupational physician and a psychologist. Sick-listed workers in the intervention group receive care as usual from the occupational physician and a psychologist and participate in a VR-session. During the VR-session, guided by the psychologist, participants are virtually exposed to their workplace. Data on the primary outcome of RTW is collected based on the register data from the occupational health service (6 and 12 months after baseline). Data on secondary outcomes (self-efficacy, cognitions regarding RTW and job anxiety) is collected with baseline and follow-up questionnaires (4 months after baseline).
Interventions
OTHERIn vitro exposure to workplace by VR plus care as usual
During the VR-session, guided by the psychologist, participants are virtually exposed to their workplace using VR glasses. Based on the experience of the participants during the vitual visit to their workplace, the psychologist can adjust the therapy. In addition care as usual is provided (see description active comparator).
OTHERCare as usual: Guidance from occupational physician and psychologist focused on returning to work
Guidance by the occupational physician and a psychologist from a psychologist practice specialized in counseling cabin crew and guiding them with returning to work.
Sponsors
KLM Royal Dutch Airlines
KLM Health Services
Villa Uitzicht
Academisch Medisch Centrum - Universiteit van Amsterdam (AMC-UvA)
Study design
Allocation
RANDOMIZED
Intervention model
PARALLEL
Primary purpose
TREATMENT
Masking
NONE
Masking description
Due to the intervention, it is not possible to blind researchers, case provides, investigators and participants.
Intervention model description
Randomized controlled trial comparing an intervention group with a care as usual group. Randomization is carried out at the individual level.
Eligibility
Sex/Gender
ALL
Age
18 Years to No maximum
Healthy volunteers
Yes
Inclusion criteria
\- sick listed cabin crew with mental health related complaints that are referred by the occupational physician to a specific psychotherapist practice
Exclusion criteria
* epilepsy * vestibular disorder * no signed informed consent
Design outcomes
Primary
| Measure | Time frame | Description |
|---|---|---|
| Time to RTW | 6 months and 12 months after baseline | Time between start of sickness absence until participant is considered 'fit to fly' by the occupational physician, measured by register data from the occupational health service. |
Secondary
| Measure | Time frame | Description |
|---|---|---|
| Stress-related complaints | Baseline and 4-months follow-up | Stress-related complaints (e.g., type of disease, severity of symptoms) by means of Perceived Stress Scale (PSS-10). The PSS-10 consists of 10 items rated on a 5-point Likert scale, ranging from 0 (never) to 4 (very often). A high score means more stress-related complaints |
| Self-efficacy regarding return to work | Baseline and 4-months follow-up | Self-efficacy regarding return to work measured by Return-to-Work Self-Efficacy scale (RTW-SE). The RTW-SE contains of 11 items. The items are rated on a five point scale The response categories vary from 1 (totally disagree) to 6 (totally agree). A high score means more return to work self-efficacy |
| Attitude regarding return to work | Baseline and 4-months follow-up | Scale on attitude regarding return to work. Attitude regarding return to work is measured with a 8-item scale measuring the attitude towards working again. The items are rated on a 4-point scale ranging from 1 (disagree very strongly) to 4 (agree very strongly). A higher score means a more positive attitude towards return to work. |
| Job anxiety | Baseline and 4-months follow-up | Anxiety related to the job measured by the Job Anxiety Scale. The items are rated on a 5-point Likert scale, ranging from of 0 (no agreement) to 4 (full agreement). A higher score means more job anxiety. |
Countries
Netherlands
Contacts
Primary ContactMaartje C. Bakhuys Roozeboom, PhD
Outcome results
None listed