Efficacy of Internet-delivered Strengths Use Intervention

Mental Health Wellness Clinical Trial

Official title:

Testing the Efficacy of an Internet-delivered Strengths Use Intervention in Organizations A Waiting-list Randomized Trial

Clinical Trial Details — Status: Completed

Administrative data

• NCT number: NCT05779501
• Other study ID #: MEGSIS S3 RCT
• Status: Completed
• Phase: N/A
• Start date: February 15, 2023
• Est. completion date: August 15, 2023

Study information

• Verified date: February 2023
• Source: West University of Timisoara
• Contact: n/a
• Is FDA regulated: No
• Study type: Interventional

Clinical Trial Summary

The aim of the study will be to test the efficacy of a novel online-delivered gamification-based intervention for the identification, development, and use of strengths in the workplace. The program will be addressed to young employees and will have the aim of boosting their well-being and performance.

Recruitment information / eligibility

• Status: Completed
• Enrollment: 167
• Est. completion date: August 15, 2023
• Est. primary completion date: August 15, 2023
• Accepts healthy volunteers: Accepts Healthy Volunteers
• Gender: All
• Age group: 18 Years to 39 Years

Eligibility

Inclusion Criteria:

• Not other than the age of the participants.

Exclusion Criteria:

• Lack of internet access during the period of the implementation of the program (prescreened during enrolment).

Controlled variables:

• Participants levels of work engagement and work experience will be controlled for by stratified randomization. For each of the two factors we will created three strata (low level: lowest - 33rd percentile; moderate level: 34th - 66th percentile; high level: 67th percentile - highest), and the randomization will be applied for each stratum.

Related Conditions & MeSH terms

• Burnout, Professional
• Mental Health Wellness
• Professional Burnout

Intervention

Behavioral:
• Internet-delivered strengths use intervention
The online strengths use intervention program follows the theorized five stages of strengths use interventions: (1) preparation and commitment, (2) identification, (3) integration, (4) action, and (5) evaluation. To increase participant engagement and motivation, gamification components are embedded in several stages. The intervention was previously tested through a feasibility and acceptability trial (NCT05474807). The entire intervention will be delivered online via an LMS software solution.
• Waiting-list
The waiting-list arm will serve as the control group, filling in only the outcome measure at the same time as the intervention group participants. After the intervention group finishes participating in the intervention, the waiting-list participants will benefit from the same internet-delivered strengths use program.

Locations

Country	Name	City	State
Romania	West University of Timisoara	Timisoara	Timis

Sponsors (1)

Lead Sponsor	Collaborator
West University of Timisoara

Country where clinical trial is conducted

Romania, 

References & Publications (10)

Camman, C., Fichman, M., Jenkins, D., & Klesh, J. (1979). The Michigan Organizational Assessment Questionnaire(University of Michigan, Ann Arbor, Michigan).

De Witte, H. (1992). Tussen optimisten en teruggetrokkenen. Een empirisch onderzoek naar het psychosociaal profiel vanlangdurig werklozen en deelnemers aan de Weer-Werkactie in Vlaanderen [Between optimists and withdrawns. An empiricalinvestigation of the psychosocial profile of longterm unemployed and participants of the Back-to-Work Program in Flanders].Leuven, Belgium: HIVA

Luthans, F. L., Avolio, B. J., & Avey, J. A. (2007). Psychological Capital Questionnaire (PsyCap) [Database record]. APAPsycTests. https://doi.org/10.1037/t06483-000

Miglianico, M., Dubreuil, P., Miquelon, P., Bakker, A. B., & Martin-Krumm, C. (2020). Strength use in the workplace: aliterature review. Journal of Happiness Studies, 21(2), 737-764. https://doi.org/10.1007/s10902-019-00095-w

Schaufeli WB, Desart S, De Witte H. Burnout Assessment Tool (BAT)-Development, Validity, and Reliability. Int J Environ Res Public Health. 2020 Dec 18;17(24):9495. doi: 10.3390/ijerph17249495. — View Citation

Schaufeli, W. B., Bakker, A. B., & Salanova, M. (2006). The measurement of work engagement with a short questionnaire: Across-national study. Educational and psychological measurement, 66(4), 701-716.https://doi.org/10.1177/0013164405282471

Tulbure BT, Rusu A, Sava FA, Salagean N, Farchione TJ. A Web-Based Transdiagnostic Intervention for Affective and Mood Disorders: Randomized Controlled Trial. JMIR Ment Health. 2018 May 24;5(2):e36. doi: 10.2196/mental.8901. — View Citation

Van Woerkom, M., Mostert, K., Els, C., Bakker, A. B., De Beer, L., & Rothmann Jr, S. (2016). Strengths use and deficit correction in organizations: Development and validation of a questionnaire. European Journal of Work and Organizational Psychology, 25(6), 960-975. https://doi.org/10.1080/1359432X.2016.1193010

Watson D, Clark LA. Negative affectivity: the disposition to experience aversive emotional states. Psychol Bull. 1984 Nov;96(3):465-90. No abstract available. — View Citation

Williams, L. J., & Anderson, S. E. (1991). Job satisfaction and organizational commitment as predictors of organizational citizenship and in-role behaviors. Journal of management, 17(3), 601-617. https://doi.org/10.1177/014920639101700305

Outcome

Type	Measure	Description	Time frame	Safety issue
Other	Life satisfaction	Life satisfaction will be measured with the five items of the Satisfaction with Life Scale. All answers are reported on a 7-point Likert scale (1 = totally disagree; 7 = totally agree); one item example being, "I am satisfied with my life". Higher scores represent higher satisfaction with life.	Change from baseline to post-intervention (approximately 6 weeks).
Other	Satisfaction with the intervention	Satisfaction with the intervention will be measured using 38 items. A higher score means a better outcome (increased satisfaction with the intervention).	At study completion (post-intervention), an average of 6 weeks.
Other	Satisfaction with the intervention	7 open-ended questions exploring participants' subjective experience with the intervention program.	At study completion (post-intervention), an average of 6 weeks.
Primary	Work engagement	Work engagement will be measured with the Utrecht Work Engagement Scale (UWES-9). It has 9 items that form three dimensions, each with 3 items: vigor (e.g., "At my work, I feel bursting with energy"), dedication (e.g., "I am enthusiastic about my job"), and absorption (e.g., "I am immersed in my work"). This measure uses a 7-point scale (0 =never, 6 = always). Higher scores represent higher work engagement.	Change from baseline to mid-intervention and post-intervention (approximately 3 weeks and 6 weeks).
Primary	Psychological capital (PsyCap)	Psychological capital will be measured with the 12-item Psychological Capital Questionnaire. It has four subscales: hope ("At the moment, I feel quite fulfilled at work."), self-efficacy ("I feel confident presenting information to a group of colleagues."), resilience ("Usually, at work, I easily get over the stressful aspects."), and optimism ("I am optimistic about what will happen to me in the future regarding my job."). All 12-item are reported on a 6-point Likert scale (1 = strongly disagree, 6 = strongly agree). Higher scores represent higher PsyCap.	Change from baseline to mid-intervention and post-intervention (approximately 3 weeks and 6 weeks).
Primary	Strengths use	The Strengths Use subscale from the Strengths Use and Deficit Correction questionnaire (SUDCO). I has 6 items, rated on a 0 (almost never) to 6 (almost always) scale. A sample item is "I seek opportunities to do my work in a manner that best suits my strong points". Higher scores represent higher levels of strengths use.	Change from baseline to mid-intervention and post-intervention (approximately 3 weeks and 6 weeks).
Primary	Strengths identification, use and development	A set of 18 items, rated on a 0 (almost never) to 6 (almost always) scale, was developed by the team of experts involved in this study. Higher scores represent higher levels of strengths use, identification, and development.	Change from baseline to mid-intervention and post-intervention (approximately 3 weeks and 6 weeks).
Secondary	Burnout	Burnout will be assessed with the 12-item Burnout Assessment Tool (BAT). This questionnaire has four subscales: exhaustion (3 items; "At work, I feel mentally exhausted."), emotional impairment (3 items; "At work, I feel unable to control my emotions."), cognitive impairment (3 items; "At work, I have trouble staying focused.") and mental distance (3 items; "I struggle to find any enthusiasm for my work."). All items are scored on a 5-point scale ranging from 1(never) to 5 (always). Higher scores represent elevated symptoms of burnout.	Change from baseline to post-intervention (approximately 6 weeks).
Secondary	Job satisfaction	Job satisfaction will be measured with the Michigan Organizational Assessment Questionnaire. The scale has three items with a response on a 7-point Likert scale (1 = total disagreement, 7 = total agreement). A sample item reads: "In general, I like working here.". Higher scores represent higher job satisfaction.	Change from baseline to post-intervention (approximately 6 weeks).
Secondary	Job performance	Job performance will be assessed with a 7-item scale. Response options range on a Likert scale from 1 (strongly disagree) to 5 (strongly agree). A sample item is "I adequately complete my assigned duties.". Higher scores represent higher performance.	Change from baseline to post-intervention (approximately 6 weeks).
Secondary	Employability	Employability will be measured with the four-item Perceived Employability Scale. Each item is rated on a 5-point Likert scale (1 = totally disagree; 5 = totally agree). Higher scores represent higher levels of employability.	Change from baseline to post-intervention (approximately 6 weeks).