Stress
Conditions
Keywords
Chronic Stress, Perceptions of job satisfaction, Workplace safety, Occupational stress, Retention and absenteeism, Punitive attitudes, Apprehension to employ use of force, HeartMath, Resiliency-based intervention, Correctional officers
Brief summary
The study is a multiple cohort, staggered-entry, waitlist randomized controlled trial evaluating the effectiveness of a comprehensive resiliency-based program in reducing stress for correctional officers employed by the Leon County Sheriff's Office in Tallahassee, FL.
Detailed description
The primary objective of the study is to implement and evaluate the effectiveness of a comprehensive resiliency-based intervention, HeartMath, designed to reduce stress for correctional officers (COs) currently employed with the Leon County Sherriff's Office in Tallahassee, Florida. The study will also examine whether the intervention 1) improves perceptions of job satisfaction, workplace safety, and occupational stress; 2) improves CO retention and decreases absenteeism; 3) results in less punitive attitudes and greater apprehension to employ use of force.
Interventions
BEHAVIORALHeartMath Resilience Program
Resiliency-based intervention designed to reduce stress, build resilience, and maintain energy levels.
Sponsors
Florida State University
Leon County Sheriff's Office
Study design
Allocation
RANDOMIZED
Intervention model
PARALLEL
Primary purpose
TREATMENT
Masking
NONE
Intervention model description
Randomized controlled trial with an intervention arm and a waitlist control arm
Eligibility
Sex/Gender
ALL
Age
18 Years to No maximum
Healthy volunteers
Yes
Inclusion criteria
* Leon County Sheriff's Office jail correctional officers. * Attending a defensive tactics training by Leon County Sheriff's Office * Age 18 years or older * Conversational English * Being willing and cognitively able to provide consent.
Exclusion criteria
* Not meeting Inclusion Criteria
Design outcomes
Primary
| Measure | Time frame | Description |
|---|---|---|
| Change In Perceived Chronic Stress Level | Baseline, 3 months, 6 months, 9 months, 12 months | Utilizing Wheaton Chronic Stress Inventory participants will rate their perceived stress on a three-point Likert scale (0 = "not true," 1 = "somewhat true," and 2 = "very true"). Scores are summed where higher values indicate more exposure to chronic stress. Scores range from 0 to 102. |
| Change in Perceived Work Stress Level | Baseline, 3 months, 6 months, 9 months, 12 months | Utilizing the Work Stress scale participants will rate their perceived work stress on a 4-point Likert scale and summed where higher values indicate more exposure to work stress. Response categories range between 1 (strongly disagree) and 4 (strongly agree). Scores range between 14 and 56. |
Secondary
| Measure | Time frame | Description |
|---|---|---|
| Change in Workplace Safety Perceptions | Baseline, 3 months, 6 months, 9 months, 12 months | Utilizing a five-item index tapping overall perceptions of the danger of the officer's workplace (e.g., My job is more dangerous than other jobs). Responses are assessed using four response categories ranging from 1 (strongly disagree) to 4 (strongly agree). Scores summed with lower values representing increased perception of safety. |
| Change in Job Satisfaction | Baseline, 3 months, 6 months, 9 months, 12 months | Utilizing a five-item scale based on the general scale developed by Brayfield and Rothe and subsequently modified for use with COs. Response categories range from 1 (strongly disagree) to 4 (strongly agree). Scores summed with higher values representing increased levels of job satisfaction. |
| Change in Support for Punishment | Baseline, 3 months, 6 months, 9 months, 12 months | Utilizing the Support for Punishment index originally developed by Cullen et al. It is a nine-item self-report index to assess officer attitudes toward punishment and has been used previously to assess CO support for more punitive treatment of incarcerated individuals. Response categories range from 1 (strongly disagree) to 4 (strongly agree). Scores summed with higher values representing greater support for punishment. Scores range from 9 to 36. |
| Change in Support for Treatment | Baseline, 3 months, 6 months, 9 months, 12 months | Utilizing the Support for Treatment index developed by Cullen et al. to be used with COs and consists of eight items tapping officer support for a more treatment-oriented approach to corrections. Response categories range from 1 (strongly disagree) to 4 (strongly agree). Higher values representing greater support for treatment. Scores range from 8 to 32. |
| Change in Readiness to Use Force | Baseline, 3 months, 6 months, 9 months, 12 months | Utilizing a six-item measure originally developed by Griffin and used previously to assess CO attitudes toward the use of force in commonly encountered situations to assess officers' propensity to use force. Responses are assessed using four response categories ranging from 1 (strongly disagree) to 4 (strongly agree). Higher values representing increased levels of readiness to use force. |
| Change in Officer Absenteeism | Baseline, 3 months, 6 months, 9 months, 12 months | Utilizing human resources data provided by LCSO, absenteeism will be measured as the number of days officers called in sick or did not report for a scheduled shift during the study period. |
| Officer Employment Status | Baseline, 3 months, 6 months, 9 months, 12 months | Utilizing human resources data provided by LCSO to determine whether an officer was still employed at the end of the study period. |
| Change in Organizational Committment | Baseline, 3 months, 6 months, 9 months, 12 months | Utilizing a five-item index tapping officers' connection to their current organization and whether they plan to stay with the organization in the future. Response categories range from 1 (strongly disagree) to 4 (strongly agree). Scores summed with higher values representing increased levels of organizational commitment. Scores range from 5 to 20. |
| Change in Turnover Intent | Baseline, 3 months, 6 months, 9 months, 12 months | Utilizing a four-item index originally developed by Lambert and colleagues to assess COs' intentions to leave their current place of employment. Response categories range from 1 (strongly disagree) to 4 (strongly agree). Higher values represent greater intent to change employment. Scores range from 4 to 16. |
| Change in Views on Absenteeism | Baseline, 3 months, 6 months, 9 months, 12 months | Utilizing a two-item index adapted from previous measures tapping sick leave use and adapted for use with COs to assess officers' perceptions of missing work. Response categories range from 1 (strongly disagree) to 4 (strongly agree). Higher scores indicate greater willingness to miss work with scores ranging from 2 to 8. |
Countries
United States
Contacts
PRINCIPAL_INVESTIGATORTanya Renn, PhD
Florida State University
Outcome results
None listed