Chronic Stress Disorder
Conditions
Keywords
operational wear and tear, resilience, organisational and human factor, psychosocial risk
Brief summary
Since May 2024, New Caledonia has been experiencing a period of crisis. The organisation of the work of military personnel on the ground has been heavily impacted, with longer working hours, shorter rest periods and increased stress levels (uncertainty about the situation, lack of visibility, etc.). Prolonged exposure to stress is accompanied by neuronal damage (Ramdani et al., 2024) and operational fatigue, a mindset that results from reversible neuronal damage and appears to be distinct from exhaustion. The aim of this study is to assess the impact of the crisis on the level of operational fatigue. In addition, identifying the organisational and human factors (Jaspers et al., 2024) that may have been protective against operational fatigue could help to optimise the way in which these factors are taken into account in the event of future crises, in order to promote resilience.
Detailed description
Military personnel face specific operational constraints related to their activity. These constraints require physiological adaptation, which can lead to overall biological wear and tear. In our case, the term 'operational wear and tear' refers to the mindset or mental state induced by operational constraints and the chronic stress they impose. The soldiers deployed in New Caledonia since the riots in May 2024 have had to cope with operational constraints linked to their job, as well as those linked to the insurrection situation. By modifying the physical constraints (longer working hours, less sleep, etc.) and psychological constraints (for example, the unknown duration of the crisis), the current crisis in New Caledonia may have increased operational wear and tear. The investigators hypothesise that soldiers present in New Caledonia when the riots began have accumulated additional stress related to the crisis and that this could result in greater operational wear and tear than soldiers transferred to New Caledonia in the summer of 2024. However, it is possible that the stress of moving to New Caledonia will counterbalance this effect. For this reason, the study is being conducted over 2 months, in order to assess the evolutionary profile of operational wear and tear. This is a single-centre observational study of healthy military personnel in New Caledonia. Subjects will be volunteers and their participation or non-participation will not influence their ability to serve, their promotion or their career. Their superiors will not be informed of their participation or non-participation. Military personnel will be given an oral presentation of the study. On this occasion, the information note will be distributed to them. If they are volunteers, they will have an inclusion visit, notify their non-objection and fill in the first questionnaire. Between two months later, they will complete the second questionnaire.
Interventions
OTHERNo intervention
No intervention
Sponsors
Institut de recherche biomédicale des armées (IRBA), Bretigny sur Orge, France
Direction Centrale du Service de Santé des Armées
Study design
Observational model
COHORT
Time perspective
PROSPECTIVE
Eligibility
Sex/Gender
ALL
Age
18 Years to 65 Years
Healthy volunteers
Yes
Inclusion criteria
* be a member of the military * be permanently posted to NC at the time of the study
Exclusion criteria
* Be on temporary assignment in NC at the time of the study * Subjects covered by articles L1121-5 to 1121-8 of the Public Health Code, i.e. : * Pregnant women, women in labour and nursing mothers * Persons deprived of their liberty by judicial or administrative decision * Persons subject to psychiatric monitoring under articles L3212-1 and L3213-1 who are not covered by the provisions of article L1121-8 * Persons of full age who are the subject of a legal protection measure or who are unable to express their consent.
Design outcomes
Primary
| Measure | Time frame | Description |
|---|---|---|
| Assessing operational wear and tear linked to the crisis | the questionnaire will be completed by the military in April 2025, i.e. 23 months after the start of the crisis for the exposed group | Difference in the Burn-out Assesment Tool (Schaufeli et al., 2019) questionnaire score between exposed and control groups. This questionnaire consists of 23 items, each scored from 1 to 5. The sum of the scores for each item is then divided by 23 to give a final score of between 1 and 5. Subjects can then be classified as green (score \< 2.59), orange (2.59 to 3.02) and red (score \>3.02). The questionnaire contains sub-scores for 'exhaustion', 'mental distance', 'cognitive impairment', 'emotional impairment', 'psychological complaints' and 'psychosomatic complaints'. |
Secondary
| Measure | Time frame | Description |
|---|---|---|
| Assessing the impact of the crisis on Burn-out Assesment Tool sub-scores | Military personnel will complete the questionnaires in April 2025 and June 2025, i.e. there will be a two-month gap between the two sessions. | Comparison of variations in Burn-out Assesment Tool sub-scores (Schaufeli et al., 2020) between the 'exposed' and 'unexposed' groups and the first and second questionnaire two month later. This questionnaire consists of 23 items, each scored from 1 to 5. The sum of the scores for each item is then divided by 23 to give a final score of between 1 and 5. Subjects can then be classified as green (score \< 2.59), orange (2.59 to 3.02) and red (score \>3.02). The questionnaire contains sub-scores for 'exhaustion', 'mental distance', 'cognitive impairment', 'emotional impairment', 'psychological complaints' and 'psychosomatic complaints'. |
| Assessing the benefits of raising awareness of organisational and human factors on operational wear and tear | Military personnel will complete the questionnaires in April 2025 and June 2025, i.e. there will be a two-month gap between the two sessions. | Comparison of variations of the scores of the Burn-out Assesment Tool between the group sensitised to organisational and human factors and the group not sensitised to organisational and human factor on the first and second questionnaires. This questionnaire consists of 23 items, each scored from 1 to 5. The sum of the scores for each item is then divided by 23 to give a final score of between 1 and 5. Subjects can then be classified as green (score \< 2.59), orange (2.59 to 3.02) and red (score \>3.02). The questionnaire contains sub-scores for 'exhaustion', 'mental distance', 'cognitive impairment', 'emotional impairment', 'psychological complaints' and 'psychosomatic complaints'. |
| Determining the protective and vulnerability factors (such as Psychosocial Risks) to operational wear and tear | Military personnel will complete the questionnaires in April 2025 | Search for correlations between scores on the Copenhagen Psychosocial Questionnaire (Kristensen et al., 2005) and Burn-out Assesment Tool scores. Burn-out Assesment Tool questionnaire consists of 23 items, each scored from 1 to 5. The sum of the scores for each item is then divided by 23 to give a final score of between 1 and 5. Subjects can then be classified as green (score \< 2.59), orange (2.59 to 3.02) and red (score \>3.02). The questionnaire contains sub-scores for 'exhaustion', 'mental distance', 'cognitive impairment', 'emotional impairment', 'psychological complaints' and 'psychosomatic complaints'. The Copenhagen Psychosocial Questionnaire consists of 22 items, each scored from 1 to 5. The sum of the scores for each item is then divided by 22 to give a final score of between 1 and 5. 1 is the best outcome, 5 is the worth outcome. |
Countries
France
Contacts
Primary Contactceline ramdani, MD
Backup Contactrachel haus, MD
Outcome results
None listed