Leading Well-being and the Psychosocial Working Environment - A Cluster-randomized Waitlist Controlled Trial
NCT ID: NCT05623371
Last Updated: 2022-11-21
Study Results
The study team has not published outcome measurements, participant flow, or safety data for this trial yet. Check back later for updates.
Basic Information
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UNKNOWN
NA
200 participants
INTERVENTIONAL
2022-05-15
2024-01-08
Brief Summary
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The intervention comprises five training modules with practice in small groups in between. Training will take place over 5 months. The training will be received in groups of 20 middle managers and the training will be facilitated by 2 facilitators. Themes of training are inspired by the concept of Health Oriented Leadership which takes into account that the well-being of managers is important for the well-being of employees. Central themes of the training are: 1) Self-care and well-being of the manager and how to cope with stress as a manager. 2) Employee well-being and reducing risk-factors in the psychosocial working environment of employee mental health problems. 3) Enhancing protective factors social social support and a healthy team climate. 4) Responding to employees at risk and how to handle difficult conversations and procedures on return to work. 5) Managing well-being in employees during changes and pressure.
In order to establish commitment for the waitlist control group, the control group will receive an offer of a webinar and some written information.
Middle managers in both intervention arms will receive a questionnaire at baseline, after the intervention and at 6 months follow-up. The intervention group will also receive a short questionnaire after each training.
The following expectations are hypothesized:
The training will improve self-care and perceived staff-care in middle managers and employees in the intervention group when compared to the control group
The training will improve psychological outcomes of stress, well-being, exhaustion and psychological symptoms among middle managers and employees in the intervention group when compared to the control group
The training will improve the perceived psychosocial working environment (PSWE) among middle managers and employees in the intervention group when compared to the control group
The training will reduce sickness absence and retention among middle managers and employees in the intervention group when compared to the control group
Middle managers who adhere more to the training will experience larger improvements in self-care, staff-care and mental outcomes
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Detailed Description
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The intervention comprises five training modules with practice in small groups in between. Training will take place over 5 months. The training will be received in groups of 20 middle managers and the training will be facilitated by 2 facilitators. Themes of training are inspired by the concept of Health Oriented Leadership which takes into account that the well-being of middle managers is important for the well-being of employees. Central themes of the training are: 1) Self-care and well-being of the manager and how to cope with stress as a manager. 2) Employee well-being and reducing risk-factors in the psychosocial working environment of employee mental health problems. 3) Enhancing protective factors social social support and a healthy team climate. 4) Responding to employees at risk and how to handle difficult conversations and procedures on return to work. 5) Managing well-being in employees during changes and pressure.
In order to establish commitment for the waitlist control group, the control group will receive an offer of a webinar and some written information.
Middle managers in both intervention arms will receive a questionnaire at baseline, after the intervention and at 6 months follow-up. The intervention group will also receive a short questionnaire after each training.
The following expectations are hypothesized:
The training will improve self-care and perceived staff-care in middle managers and in employees in the intervention group when compared to the control group
The training will improve psychological outcomes of stress, well-being, exhaustion and psychological symptoms among middle managers and employees in the intervention group when compared to the control group
The training will improve the perceived psychosocial working environment (PSWE) among middle managers and employees in the intervention group when compared to the control group
The training will reduce sickness absence and retention among middle managers and employees in the intervention group when compared to the control group
Middle managers who adhere more to the training will experience larger improvements in self-care, staff-care and mental outcomes
Conditions
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Study Design
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RANDOMIZED
PARALLEL
PREVENTION
SINGLE
Study Groups
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Treatment group
Leadership training comprising 5 modules and group exercises
Training leaders in leading well-being and the psychosocial working environment
The intervention comprises five training modules with practice in small groups in between. Training will take place over 5 months. The training will be received in groups of 20 and the training will be facilitated by 2 facilitators. Central themes of the training are:
1. Self-care and well-being of the manager and how to cope with stress as a manager.
2. Employee well-being and reducing risk-factors in the psychosocial working environment of employee mental health problems
3. Enhancing protective factors social social support and a healthy team climate
4. Responding to employees at risk and how to handle difficult conversations and procedures on return to work
5. Managing well-being in employees during organizational change and final reflections
The training will comprise video material and in person training of competencies and behaviors in group settings.
The waitlist control group will receive an offer of a webinar and written information.
Control group
Active control group receiving the offer of a webinar and written material
The offer of a webinar and written material
The offer of a webinar plus written material
Interventions
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Training leaders in leading well-being and the psychosocial working environment
The intervention comprises five training modules with practice in small groups in between. Training will take place over 5 months. The training will be received in groups of 20 and the training will be facilitated by 2 facilitators. Central themes of the training are:
1. Self-care and well-being of the manager and how to cope with stress as a manager.
2. Employee well-being and reducing risk-factors in the psychosocial working environment of employee mental health problems
3. Enhancing protective factors social social support and a healthy team climate
4. Responding to employees at risk and how to handle difficult conversations and procedures on return to work
5. Managing well-being in employees during organizational change and final reflections
The training will comprise video material and in person training of competencies and behaviors in group settings.
The waitlist control group will receive an offer of a webinar and written information.
The offer of a webinar and written material
The offer of a webinar plus written material
Eligibility Criteria
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Inclusion Criteria
* Included managers must be directly responsible for employees
* Included managers must be responsible for yearly assesment talks
Exclusion Criteria
ALL
Yes
Sponsors
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Central Denmark Region
OTHER
University of Aarhus
OTHER
Responsible Party
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Principal Investigators
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Vita LP Dalgaard, Ph.D
Role: PRINCIPAL_INVESTIGATOR
Aarhus BSS, Aarhus University
Locations
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Aarhus Universitet
Aarhus, , Denmark
Countries
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Central Contacts
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Facility Contacts
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References
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Andersen LL, Thorsen SV, Larsen M, Sundstrup E, Boot CR, Rugulies R. Work factors facilitating working beyond state pension age: Prospective cohort study with register follow-up. Scand J Work Environ Health. 2021 Jan 1;47(1):15-21. doi: 10.5271/sjweh.3904. Epub 2020 May 28.
Skakon J, Nielsen K, Borg V, Guzman J. Are leaders' well-being behaviours and style associated with the affective well-being of employees? A systematic review of three decades of research. Work and Stress - WORK STRESS. 2010;24:107-39.
Petrie K, Gayed A, Bryan BT, Deady M, Madan I, Savic A, Wooldridge Z, Counson I, Calvo RA, Glozier N, Harvey SB. The importance of manager support for the mental health and well-being of ambulance personnel. PLoS One. 2018 May 23;13(5):e0197802. doi: 10.1371/journal.pone.0197802. eCollection 2018.
Harms PD, Credé M, Tynan M, Leon M, Jeung W. Leadership and stress: A meta-analytic review. The Leadership Quarterly. 2017;28(1):178-94
Gayed A, Milligan-Saville JS, Nicholas J, Bryan BT, LaMontagne AD, Milner A, Madan I, Calvo RA, Christensen H, Mykletun A, Glozier N, Harvey SB. Effectiveness of training workplace managers to understand and support the mental health needs of employees: a systematic review and meta-analysis. Occup Environ Med. 2018 Jun;75(6):462-470. doi: 10.1136/oemed-2017-104789. Epub 2018 Mar 21.
Milligan-Saville JS, Tan L, Gayed A, Barnes C, Madan I, Dobson M, Bryant RA, Christensen H, Mykletun A, Harvey SB. Workplace mental health training for managers and its effect on sick leave in employees: a cluster randomised controlled trial. Lancet Psychiatry. 2017 Nov;4(11):850-858. doi: 10.1016/S2215-0366(17)30372-3. Epub 2017 Oct 12.
Taris TW, Nielsen K. Leadership in occupational health psychology. Work & Stress. 2019;33(2):105-6.
Rugulies R. What is a psychosocial work environment? Scand J Work Environ Health. 2019 Jan 1;45(1):1-6. doi: 10.5271/sjweh.3792. No abstract available.
Harvey SB, Modini M, Joyce S, Milligan-Saville JS, Tan L, Mykletun A, Bryant RA, Christensen H, Mitchell PB. Can work make you mentally ill? A systematic meta-review of work-related risk factors for common mental health problems. Occup Environ Med. 2017 Mar;74(4):301-310. doi: 10.1136/oemed-2016-104015. Epub 2017 Jan 20.
Nieuwenhuijsen K, Verbeek JH, de Boer AG, Blonk RW, van Dijk FJ. Supervisory behaviour as a predictor of return to work in employees absent from work due to mental health problems. Occup Environ Med. 2004 Oct;61(10):817-23. doi: 10.1136/oem.2003.009688.
Ladegaard Y, Skakon J, Elrond AF, Netterstrom B. How do line managers experience and handle the return to work of employees on sick leave due to work-related stress? A one-year follow-up study. Disabil Rehabil. 2019 Jan;41(1):44-52. doi: 10.1080/09638288.2017.1370733. Epub 2017 Aug 28.
Bryan BT, Gayed A, Milligan-Saville JS, Madan I, Calvo RA, Glozier N, Harvey SB. Managers' response to mental health issues among their staff. Occup Med (Lond). 2018 Sep 13;68(7):464-468. doi: 10.1093/occmed/kqy103.
Tafvelin S, Hasson H, Nielsen K, Von Thiele Schwarz U. Integrating a transfer perspective into evaluations of leadership training. Leadership and Organization Development Journal. 2021;ahead-of-print.
von Thiele Schwarz U, Nielsen K, Edwards K, Hasson H, Ipsen C, Savage C, Simonsen Abildgaard J, Richter A, Lornudd C, Mazzocato P, Reed JE. How to design, implement and evaluate organizational interventions for maximum impact: the Sigtuna Principles. Eur J Work Organ Psychol. 2020 Aug 26;30(3):415-427. doi: 10.1080/1359432X.2020.1803960. eCollection 2021.
Lacerenza CN, Reyes DL, Marlow SL, Joseph DL, Salas E. Leadership training design, delivery, and implementation: A meta-analysis. J Appl Psychol. 2017 Dec;102(12):1686-1718. doi: 10.1037/apl0000241. Epub 2017 Jul 27.
Nielsen K, Abildgaard JS. Organizational interventions: A research-based framework for the evaluation of both process and effects. Work & Stress. 2013;27:278-97.
Franke, F., Felfe, J., and Pundt, A. (2014). The impact of health-oriented leadership on follower health: development and test of a new instrument measuring health-promoting leadership. German J. Hum. Resour. Manag. 28, 139-161. doi: 10.1177/239700221402800108
Eskildsen A, Dalgaard VL, Nielsen KJ, Andersen JH, Zachariae R, Olsen LR, Jorgensen A, Christiansen DH. Cross-cultural adaptation and validation of the Danish consensus version of the 10-item Perceived Stress Scale. Scand J Work Environ Health. 2015 Sep 1;41(5):486-90. doi: 10.5271/sjweh.3510. Epub 2015 Jun 25.
Kristensen TS, Borritz M, Villadsen E, Christensen KB. The Copenhagen Burnout Inventory: a new tool for the assessment of burnout. Work Stress 2005;19:192-207.
Clausen T, Madsen IE, Christensen KB, Bjorner JB, Poulsen OM, Maltesen T, Borg V, Rugulies R. The Danish Psychosocial Work Environment Questionnaire (DPQ): Development, content, reliability and validity. Scand J Work Environ Health. 2019 Jul 1;45(4):356-369. doi: 10.5271/sjweh.3793. Epub 2018 Dec 28.
Olsen LR, Mortensen EL, Bech P. The SCL-90 and SCL-90R versions validated by item response models in a Danish community sample. Acta Psychiatr Scand. 2004 Sep;110(3):225-9. doi: 10.1111/j.1600-0447.2004.00399.x.
Bech P, Olsen LR, Kjoller M, Rasmussen NK. Measuring well-being rather than the absence of distress symptoms: a comparison of the SF-36 Mental Health subscale and the WHO-Five Well-Being Scale. Int J Methods Psychiatr Res. 2003;12(2):85-91. doi: 10.1002/mpr.145.
Dalgaard VL, Gayed A, Hansen AKL, Grytnes R, Nielsen K, Kirkegaard T, Uldall L, Ingerslev K, Skakon J, Jacobsen CB. A study protocol outlining the development and evaluation of a training program for frontline managers on leading well-being and the psychosocial work environment in Danish hospital settings - a cluster randomized waitlist controlled trial. BMC Public Health. 2023 May 10;23(1):848. doi: 10.1186/s12889-023-15728-2.
Other Identifiers
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Matterhorn
Identifier Type: -
Identifier Source: org_study_id
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