Testing the Efficacy of an Internet-delivered Strengths Use Intervention in Organizations A Waiting-list Randomized Trial
试验速览
- 阶段
- 不适用
- 状态
- 已完成
- 入组人数
- 167
- 试验地点
- 2
- 主要终点
- Work engagement
研究概览
简要总结
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.
研究设计
- 研究类型
- Interventional
- 分配方式
- Randomized
- 干预模型
- Sequential
- 主要目的
- Prevention
- 盲法
- Single (Outcomes Assessor)
入排标准
- 年龄范围
- 18 Years 至 39 Years（Adult）
- 性别
- All
- 接受健康志愿者
- 是
入选标准
- •Not other than the age of the participants.
排除标准
- •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.
结局指标
主要结局
Work engagement
时间窗: Change from baseline to mid-intervention and post-intervention (approximately 3 weeks and 6 weeks).
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.
Psychological capital (PsyCap)
时间窗: Change from baseline to mid-intervention and post-intervention (approximately 3 weeks and 6 weeks).
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.
Strengths identification, use and development
时间窗: Change from baseline to mid-intervention and post-intervention (approximately 3 weeks and 6 weeks).
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.
Strengths use
时间窗: Change from baseline to mid-intervention and post-intervention (approximately 3 weeks and 6 weeks).
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.
次要结局
- Job performance(Change from baseline to post-intervention (approximately 6 weeks).)
- Employability(Change from baseline to post-intervention (approximately 6 weeks).)
- Burnout(Change from baseline to post-intervention (approximately 6 weeks).)
- Job satisfaction(Change from baseline to post-intervention (approximately 6 weeks).)