Reducing Individual Work Stress in Healthcare Professionals Through Exchange of Job Resources

Not yet recruiting

• Conditions: Job Crafting

• Registration Number: NCT06853561
• Lead Sponsor: Erasmus University Rotterdam

Brief Summary

The present study focuses on prosocial job crafting as a novel strategy to reduce burnout and foster well-being among nurse professionals. Specifically, we will examine whether prosocial job crafting enhances individual and team-level well-being by increasing own and others' resources.

Detailed Description

Below, we provide more information on the study design, study procedure, data collection, data management, and data analysis.

Study Design:

Type: Prospective, longitudinal, observational diary study. Duration: 10 workdays of daily surveys with a baseline survey at the start (Day 0).

Setting: Online survey tool (Castor), accessible via smartphones.

Study Procedure:

Day 0 - Baseline Survey: Collects demographic data and job-related information.

Days 1-10 - Daily Surveys:

Workday Verification: Confirmation of work on that day.

In addition to the outcomes listed under primary and secondary outcome measures, daily surveys will include measures of:

Prosocial Job Crafting: 12 items adapted to measure crafting behaviors to benefit other team members, using the Prosocial Job Crafting Measure (PSJCM).

Psychological Capital: 12 items measuring hope, self-efficacy, optimism, and resilience, using a shortened version of the Psychological Capital Questionnaire (PCQ).

Day 11 - Post-Study Survey: Summary of results and feedback opportunity.

Data Collection:

Survey Platform: Mobile-friendly (Castor). Questionnaire Format: Self-report measures adapted for daily context.

Data Management:

Anonymity: Participants are assigned anonymous codes for data matching. Confidentiality: Data is securely stored with access only for researchers on the project.

Statistical Analysis:

Multilevel modeling will be used to analyze the nested nature of daily data and relationships between job crafting, resource exchange, and work outcomes.

Study Timeline

• Status Verified: 2025-02
• Study First Submitted: 2025-02-17
• Study First Submitted QC: 2025-02-26
• Last Update Submitted: 2025-02-26
• Study First Posted: 2025-03-03
• Last Update Posted: 2025-03-03
• Study Start: 2025-05
• Primary Completion: 2025-08
• Study Completion: 2025-09

Recruitment & Eligibility

• Status: NOT_YET_RECRUITING
• Sex: All
• Target Recruitment: 75

Inclusion Criteria

Not provided

Exclusion Criteria

• Part-time workers with small contracts (less than 3 days a week) or individuals not engaged in team-based work.
• Participants who do not complete the baseline survey or a minimum of 5 daily surveys.

Study & Design

• Study Type: OBSERVATIONAL
• Study Design: Not specified

Primary Outcome Measures

Name	Time	Method
Burnout	From the start of the study (i.e., at baseline, day 0) to the end of the study (i.e., at day 10).	Burnout symptoms will be assessed using the ultra-short version of the Burnout Assessment Tool (BAT4) consisting of 4 items. The tool assesses perceptions of symptoms like exhaustion, mental distance, emotional impairment, and cognitive impairment based on self-reported responses. Notably, the different symptoms (e.g., exhaustion) are combined into a composite score to give an overall burnout measure rather than being treated as separate outcomes.
Work engagement	From start of study (i.e., at baseline, day 0) to end of study (i.e., at day 10).	Work engagement will be assessed using a shortened, 3-item version of the Utrecht Work Engagement Scale (UWES), which captures a work-related and positive state of mind, characterized by vigor, dedication, and absorption. Items will be combined into a composite score to give an overall work engagement measure.
Flourishing	From the start of the study (i.e., at baseline, day 0) to the end of the study (day 10).	Flourishing will be assessed with Diener's 8-item Flourishing Scale. The scale captures self-perceived success in important areas of life, such as relationships, self-esteem, purpose, and optimism. The score for flourishing is calculated by averaging the responses to these 8 items, with higher scores reflecting greater flourishing.
Job Resources Exchange	From the start of the study (i.e., at baseline, day 0) to the end of the study (day 10).	Frequency of job resources exchange with other team members will be assessed based on scale developed by Edelmann and colleagues (not published). The scale assesses the extent to which individuals provide and receive feedback and knowledge to and from other members of their team.

Secondary Outcome Measures

Name	Time	Method
Workload	From the start of the study (i.e., at baseline, day 0) to end of the study (i.e., day 10).	Workload will be measured with five items from the Questionnaire on the Experience and Evaluation of Work (QEEW). Responses will be combined into a composite score.

Trial Locations

Locations (1)

Erasmus University Rotterdam; 🇳🇱 Rotterdam, Netherlands