Implementatie van de Participatieve Aanpak bij leidinggevenden voor optimale inzetbaarheid.

Evaluation of a multifaceted implementation strategy of the Participatory Approach to optimize supervisor support for employees at risk for sick leave.

Status

Recruiting

Phases

Unknown

Study type

Interventional

Source

NL-OMON

Registry ID

NL-OMON19888

Enrollment

120

Registered

2012-12-03

Start date

2012-01-01

Completion date

Unknown

Last updated

2024-02-28

For informational purposes only — not medical advice. Sourced from public registries and may not reflect the latest updates. Terms

Conditions

EN: employability sick leave presenteeism distress NL: inzetbaarheid ziekteverzuim presenteeism stressklachten

Interventions

Within this study two implementation strategies of the Participatory Approach (PA) will be compared. The intervention group will receive a multifaceted implementation strategy. This strategy compromis

2. Training of supervisors in the PA by trained in-company professionals, taking 5 hours in a group of 4 to 10 supervisors

3. Coaching ‘on the job’ of supervisors by in-company professionals. Stakeholders are department managers, HRM-professionals, supervisors, employees and occupational health professionals. The cont

Eligibility

Inclusion criteria

Inclusion criteria: Eligible supervisors should have a minimum age of 18 years and work least 24 hours per week. Besides, they should supervise at least 10 employees. Eligible employees also should have a minimum age of 18 years and work at least 24 hours per week.

Exclusion criteria

Exclusion criteria: Supervisors and employees whose contract will end within one year from baseline or who are not able to fill out questionnaires in the Dutch language will be excluded, as well as supervisors and employees with a serious medical condition or a juridical conflict at work.

Design outcomes

Primary

Measure	Time frame
Self-efficacy of supervisors regarding support for employees at risk for sick leave.	—

Secondary

Measure	Time frame
Secondary outcome measures for supervisors are attitude, social influence and intention regarding support for employees at risk for sick leave, as well as self-efficacy in communication with employees at risk for sick leave. Secondary outcome measures for employees are attitude, self-efficacy and social influence regarding supervisor support. In addition, work performance, and sick leave of employees will be measured at employee level as well.	—

Measure

Time frame

Secondary outcome measures for supervisors are attitude, social influence and intention regarding support for employees at risk for sick leave, as well as self-efficacy in communication with employees at risk for sick leave. Secondary outcome measures for employees are attitude, self-efficacy and social influence regarding supervisor support. In addition, work performance, and sick leave of employees will be measured at employee level as well.

—

Contacts

Public ContactR.A. Kraaijeveld

EMGO+ Van der Boechorststraat 7

r.kraaijeveld@vumc.nl+31 (0)20 4445483

Outcome results

None listed

Source: NL-OMON (via WHO ICTRP)