Project for the Liberation of Organizations in an University Hospital in France: A Randomized Controlled Study of the Impact at Two Years of an Intervention Program on the Empowerment of the Medical and Nursing Teams
试验速览
- 阶段
- 不适用
- 状态
- 已完成
- 入组人数
- 1,191
- 试验地点
- 1
- 主要终点
- Structural empowerment, assessed with the Conditions for Work Effectiveness Questionnaire II (CWEQII).
研究概览
简要总结
Health in France asks public hospitals to promote quality of working life (QWL), seen as a performance factor. Consistently with empowerment literature, they define QWL as giving workers mastery over their working life. The problem is, French hospitals follow a bureaucratic model, defined by a managerial culture of control and a stratified organization, which weakens mastery of their work, and hinders their commitment and performance. Main objective of CHRYSALIDE, is to create a managerial and organizational transition program of 1 year, and to test its effect at two years on workers empowerment in an university hospital Sub-Center (SC), in comparison with another SC from the same University Hospital Center (CHU) in a randomized controlled study design.
详细描述
The main objective of CHRYSALIDE is to implement an easy-to-replicate intervention program of 1 year, in order to promote empowering behaviors in directors and front line supervisors in SC, and to test its impact at two years on workers scores of structural empowerment, in comparison with another SC from the same University Hospital Center (CHU).
The secondary objective is to assess the effect of the intervention on psychological empowerment.
To answer to the main objective, quantitative data will be collected three times during the project: Before the implementation, directly after the intervention, and 1 year after the end of the intervention, or 2 years after the beginning. To improve our understanding of what happened during the intervention, a systematic ethnographic report will be done by the investigators and the facilitators engaged in the intervention.
Quantitative data collection will occur during the occupational health visit that is required to be done every two years considering French legislation. For the need of the study, visits will be done every years, and scheduled to match with the beginning and the end of the intervention.
Quantitative data consist in (1) self-reported questionnaires, (2) standardized assessment by medical practitioner during the visit, (3) institutional indicators routinely collected by the SC.
研究设计
- 研究类型
- Observational
- 观察模型
- Other
- 时间视角
- Prospective
入排标准
- 年龄范围
- 18 Years 至 —（Adult, Older Adult）
- 性别
- All
- 接受健康志愿者
- 否
入选标准
- •Working in one of the care units of the SC that has been randomly selected to benefit from the intervention.
排除标准
- •Criteria for not including UHPs
- •Capacity-building or major reorganization planned during the study period. Criteria for not including services
- •Chiefdom of the service opposed to the intervention.
- •Strike movement in the team during the inclusion phase. Criteria for not including professionals
- •Refusal to participate in the study.
- •Physical or psychological condition that prevents the completion of questionnaires.
结局指标
主要结局
Structural empowerment, assessed with the Conditions for Work Effectiveness Questionnaire II (CWEQII).
时间窗: 12 months and 24 months after initial measure.
This self-reported questionnaire is composed of 19 items about how the worker perceives his work environment. They allow calculation of 6 sub-scores and 1 global score of structural empowerment, reflecting access to the aspects of work environment known to mediate the control of workers over their job. The subscores are "formal power", "informal power", "opportunity", "information", "support" and "resources". They are calculated by summing their specific items, and dividing by 3, except for "informal power" for which the sum is divided by 4. Every sub-score is between 1 and 5. The global score of structural empowerment is calculated by summing the 6 sub-scores. The global score is between 5 and 30. There is not any threshold for the sub-scores and the global score: the higher the scores, the more empowering the working conditions are. The global score is the primary outcome in this study. Safety issue : No.
次要结局
- Psychological empowerment, assessed with the Psychological Empowerment Scale (PES).(12 months and 24 months after initial measure.)