Training for supervisors to improve sustainable employment of vulnerable employees – an effectiveness study.

The effect of a training for supervisors to improve sustainable employment of vulnerable employees.

Status

Active, not recruiting

Phases

Unknown

Study type

Interventional

Source

NL-OMON

Registry ID

NL-OMON28383

Enrollment

380

Registered

2019-07-25

Start date

2019-03-04

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

None listed

Interventions

The Mentorwijs intervention is a training for supervisors, which focuses on developing and improving self-efficacy through knowledge, attitudes and skills, needed for an optimal supervision of vulnera

Eligibility

Inclusion criteria

Inclusion criteria: Supervisors; we included supervisors that followed the ‘Mentorwijs’ training and supervise vulnerable employees at the workplace. Supervisors were invited to participate in this study by governmental organizations throughout the Netherlands that offer the ‘Mentorwijs’ training. Employees; we included employees with a work disability that are guided by a supervisor at the workplace that is also included in this study (intervention group). Employees were invited to participate in this study by their supervisors that are also included in this study and by their occupational rehabilitation officers (i.e. job coaches). We will match employees with a work disability that are guided by a supervisor who did not follow the ‘Mentorwijs’ training (control group) to our intervention group. Employees will be identified in administrative data from Statistics Netherlands and matched to employees of the intervention group. Trainers; we included trainers of the ‘Mentorwijs’ training. Trainers were invited to participate in this study by organizations that offer the ‘Mentorwijs’ training.

Exclusion criteria

Exclusion criteria: Supervisors: No exclusion criteria Employees: Employees who are not competent to act for oneself and/or are unable to process the information provided in questionnaires and interviews Trainers: No exclusion criteria

Design outcomes

Primary

Measure	Time frame
Self-efficacy with regard to the supervision of vulnerable employees among supervisors, measured by self-reported questionnaires. Self-efficacy with regard to executions of working tasks among vulnerable employees, measured by qualitative interviews (intervention group only). Sustainable employability of vulnerable employees, measured by register data (in intervention and control group). Outcomes to measure sustainable employability are: 1) working for at least three months in a row, 2) number of months being employed for at least 12 hours per week, 3) number of hours working per month, 4) number of hours working per month according to contract, 5) drop-out from work and 6) type of contract.	—

Measure

Time frame

Self-efficacy with regard to the supervision of vulnerable employees among supervisors, measured by self-reported questionnaires. Self-efficacy with regard to executions of working tasks among vulnerable employees, measured by qualitative interviews (intervention group only). Sustainable employability of vulnerable employees, measured by register data (in intervention and control group). Outcomes to measure sustainable employability are: 1) working for at least three months in a row, 2) number of months being employed for at least 12 hours per week, 3) number of hours working per month, 4) number of hours working per month according to contract, 5) drop-out from work and 6) type of contract.

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Secondary

Measure	Time frame
For the supervisor: Knowledge with regard to vulnerable employees and the supervision of vulnerable employees, measured by self-reported questionnaires. Behavioural intentions and actual behaviour of supervisors with regard to the supervision of vulnerable employees, measures by self-reported questionnaires. Actual behaviour of supervisor for the supervision of vulnerable employees, measured by self-reported questionnaires. For the employee: Satisfaction of vulnerable employees towards their job and supervision at the workplace, measured by qualitative interviews (intervention group only). Satisfaction of vulnerable employees towards their fit between knowledge and skills and the job demands, measures by qualitative interviews (intervention group only). Valuable position of vulnerable employees at the workplace, measured by qualitative interviews (intervention group only). Cost-effectiveness of the ‘Mentorwijs’ training, measured by self-reported questionnaires and register data at the level of the employer and the municipality. Process evaluation outcomes: Reach of the ‘Mentorwijs’ training with regard to supervisors that participate or do not participate in the training and the vulnerable employees that they supervise, measured by self-reported questionnaires. Fidelity: the extent to which the Mentorwijs training was delivered according to protocol, measured by self-reported questionnaires. Satisfaction towards the ‘Mentorwijs training’ of the trainers and supervisors that participate in the training, measured by self-reported questionnaires. Context: facilitators and barriers for implementation of the ‘Mentorwijs’ training, measured by self-reported questionnaires and qualitative interviews.	—

Measure

Time frame

For the supervisor: Knowledge with regard to vulnerable employees and the supervision of vulnerable employees, measured by self-reported questionnaires. Behavioural intentions and actual behaviour of supervisors with regard to the supervision of vulnerable employees, measures by self-reported questionnaires. Actual behaviour of supervisor for the supervision of vulnerable employees, measured by self-reported questionnaires. For the employee: Satisfaction of vulnerable employees towards their job and supervision at the workplace, measured by qualitative interviews (intervention group only). Satisfaction of vulnerable employees towards their fit between knowledge and skills and the job demands, measures by qualitative interviews (intervention group only). Valuable position of vulnerable employees at the workplace, measured by qualitative interviews (intervention group only). Cost-effectiveness of the ‘Mentorwijs’ training, measured by self-reported questionnaires and register data at the level of the employer and the municipality. Process evaluation outcomes: Reach of the ‘Mentorwijs’ training with regard to supervisors that participate or do not participate in the training and the vulnerable employees that they supervise, measured by self-reported questionnaires. Fidelity: the extent to which the Mentorwijs training was delivered according to protocol, measured by self-reported questionnaires. Satisfaction towards the ‘Mentorwijs training’ of the trainers and supervisors that participate in the training, measured by self-reported questionnaires. Context: facilitators and barriers for implementation of the ‘Mentorwijs’ training, measured by self-reported questionnaires and qualitative interviews.

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Contacts

Public ContactRosanne Schaap

Amsterdam UMC, location VUmc

r.schaap@amsterdamumc.nl020 - 44 48408

Outcome results