Outcome
Type |
Measure |
Description |
Time frame |
Safety issue |
Primary |
change in line managers confidence to create a mentally healthy workplace from baseline to 6 weeks |
Self-report scale assessing Confidence to Create Mentally Healthy Workplace (Gayed et al, 2109; Gayed et al, 2018). 6 items measured on 1 to 5 scale. Minimum value 5 (lowest confidence), maximum value 30 (highest confidence). Higher score means a better outcome. |
Baseline to 6 weeks follow-up |
|
Primary |
change in line managers confidence to create a mentally healthy workplace from baseline to 3 months |
Self-report scale assessing Confidence to Create Mentally Healthy Workplace (Gayed et al, 2109; Gayed et al, 2018). 6 items measured on 1 to 5 scale. Minimum value 5 (lowest confidence), maximum value 30 (highest confidence). Higher score means a better outcome |
Baseline to 3 months follow-up |
|
Primary |
change in line managers confidence to create a mentally healthy workplace from baseline to 6 months |
Self-report scale assessing Confidence to Create Mentally Healthy Workplace (Gayed et al, 2109; Gayed et al, 2018). 6 items measured on 1 to 5 scale. Minimum value 5 (lowest confidence), maximum value 30 (highest confidence). Higher score means a better outcome |
Baseline to 6 months follow-up |
|
Secondary |
change in line manger mental health knowledge from baseline to 6 weeks |
Self-report scale assessing mental health knowledge (Evans-Lacko et al 2010). 6 items measured on 1 to 5 scale. Minimum value 5 (lowest knowledge), maximum value 30 (highest knowledge). Higher score means a better outcome |
Baseline to 6 weeks follow-up |
|
Secondary |
change in line manger mental health knowledge from baseline to 3 months |
Self-report scale assessing mental health knowledge (Evans-Lacko et al 2010). 6 items measured on 1 to 5 scale. Minimum value 5 (lowest knowledge), maximum value 30 (highest knowledge). Higher score means a better outcome |
Baseline to 3 months follow-up |
|
Secondary |
change in line manger mental health knowledge from baseline to 6 months |
Self-report scale assessing mental health knowledge (Evans-Lacko et al 2010). 6 items measured on 1 to 5 scale. Minimum value 5 (lowest knowledge), maximum value 30 (highest knowledge). Higher score means a better outcome |
Baseline to 6 months follow-up |
|
Secondary |
change in line manager workplace mental health literacy from baseline to 6 weeks |
Self-report survey assessing workplace mental health literacy (Moll et al, 2017). 16 items rating knowledge on a 1-5 scale. Minimum value 16 (lowest knowledge), maximum value 80 (highest knowledge). Higher score means a better outcome. |
Baseline to 6 weeks follow-up |
|
Secondary |
change in line manager workplace mental health literacy from baseline to 3 months |
Self-report survey assessing workplace mental health literacy (Moll et al, 2017). 16 items rating knowledge on a 1-5 scale. Minimum value 16 (lowest knowledge), maximum value 80 (highest knowledge). Higher score means a better outcome. |
Baseline to 3 months follow-up |
|
Secondary |
change in line manager workplace mental health literacy from baseline to 6 months |
Self-report survey assessing workplace mental health literacy (Moll et al, 2017). 16 items rating knowledge on a 1-5 scale. Minimum value 16 (lowest knowledge), maximum value 80 (highest knowledge). Higher score means a better outcome. |
Baseline to 6 months follow-up |
|
Secondary |
change in line manager self-rating of behaviour from baseline to 6 weeks |
Self-report survey assessing line management competencies (Management Competency Indicator Tool - manger version, HSE, 2009). 66 items rating behaviour on 1-5 scale. Minimum value 66 (lowest competencies), maximum value 330 (highest competencies). Higher score means a better outcome. |
Baseline to 6 weeks follow-up |
|
Secondary |
change in line manager self-rating of behaviour from baseline to 3 months |
Self-report survey assessing line management competencies (Management Competency Indicator Tool - manager version, HSE, 2009). 66 items rating behaviour on 1-5 scale. Minimum value 66 (lowest competencies), maximum value 330 (highest competencies). Higher score means a better outcome |
Baseline to 3 months follow-up |
|
Secondary |
change in line manager self-rating of behaviour from baseline to 6 months |
Self-report survey assessing line management competencies (Management Competency Indicator Tool - manager version, HSE, 2009). 66 items rating behaviour on 1-5 scale. Minimum value 66 (lowest competencies), maximum value 330 (highest competencies). Higher score means a better outcome |
Baseline to 6 months follow-up |
|
Secondary |
change in employee well-being from baseline to 3 months |
Self-report survey assessing well-being (Warwick-Edinburgh Mental Well-being Scale , Tennant et al, 2007). 14-items with a 1-5 response scale, minimum value 14 (low well-being) and maximum value 70 (high well-being). Higher score means a better outcome |
Baseline and 3 months follow-up |
|
Secondary |
change in employee well-being from baseline to 6 months |
Self-report survey assessing well-being (Warwick-Edinburgh Mental Well-being Scale , Tennant et al, 2007). 14-items with a 1-5 response scale, minimum value 14 (low well-being) and maximum value 70 (high well-being). Higher score means a better outcome |
Baseline and 6 months follow-up |
|
Secondary |
change in employee rating of line manager behaviour from baseline to 3 months |
Self-report survey assessing line management competencies (Management Competency Indicator Tool - employee version, HSE, 2009). 31 items rating behaviour on 1-5 scale. Minimum value 31 (lowest competencies), maximum value 155 (highest competencies). Higher score means a better outcome. |
Baseline and 3 months follow-up |
|
Secondary |
change in employee rating of line manager behaviour from baseline to 6 months |
Self-report survey assessing line management competencies (Management Competency Indicator Tool - employee version, HSE, 2009). 31 items rating behaviour on 1-5 scale. Minimum value 31 (lowest competencies), maximum value 155 (highest competencies). Higher score means a better outcome. |
Baseline and 6 months follow-up |
|
Secondary |
change employee sickness absence baseline to 6 months |
organisational records of sickness absence for direct reports of participating line managers. Higher score means worse outcome |
Baseline and 6 months follow-up |
|
Secondary |
change in employee productivity from baseline to 3 months |
self-reported 1-item scale completed by employees, minimum score 1 (usual productivity) and maximum value 5 (low productivity). Higher score means worse outcome |
Baseline and 3 months follow-up |
|
Secondary |
change in employee productivity from baseline to 6 months |
self-reported 1-item scale completed by employees, minimum score 1 (usual productivity) and maximum value 5 (low productivity). Higher score means worse outcome |
Baseline and 6 months follow-up |
|