Improving Employee Well-being Through an Internet-delivered Strengths Use Intervention: A Feasibility Study
试验速览
- 阶段
- 不适用
- 状态
- 已完成
- 入组人数
- 50
- 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 feasibility and acceptability of a novel online-delivered gamification-based intervention for the identification, development, and use of strengths in the organization. The program will be addressed to employees at the beginning of their careers 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
- Na
- 干预模型
- Single Group
- 主要目的
- Other
- 盲法
- None
入排标准
- 年龄范围
- 18 Years 至 35 Years（Adult）
- 性别
- All
- 接受健康志愿者
- 是
入选标准
- •participants should score 4.49 or lower (on a scale from 0 to 6) on work engagement;
排除标准
- •workload which will impede following the intervention program (based on a filter Yes/No question);
- •lack of internet access during the period of the implementation of the program (based on a filter Yes/No question).
结局指标
主要结局
Work engagement
时间窗: Change from baseline to post-intervention (approximately 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 agreement scale (0 = never, 6 = always).
Psychological capital (PsyCap)
时间窗: Change from baseline to post-intervention (approximately 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).
Strengths use
时间窗: Change from baseline to post-intervention (approximately 6 weeks).
Strengths use will be measured with a set of six items, rated on a 0 (almost never) to 6 (almost always) Likert scale. A sample item is "I seek opportunities to do my work in a manner that best suits my strong points".
次要结局
- Burnout(Change from baseline to post-intervention (approximately 6 weeks).)
- Employability(Change from baseline to post-intervention (approximately 6 weeks).)
- Job satisfaction(Change from baseline to post-intervention (approximately 6 weeks).)
- Positive affect(Change from baseline to post-intervention (approximately 6 weeks).)
- Job performance(Change from baseline to post-intervention (approximately 6 weeks).)
- Life satisfaction(Change from baseline to post-intervention (approximately 6 weeks).)