Feasibility and Safety of a Virtual-Reality Based Job Interview Training Tool in Teenagers With High-Functioning Autism
试验速览
- 阶段
- 不适用
- 状态
- 已完成
- 发起方
- 入组人数
- 12
- 试验地点
- 1
- 主要终点
- Mock Interview Rating Scale; MIRS.
研究概览
简要总结
The current project involves the application of a VR job training software. We propose to use an interactive VR job interview practice system, Virtual Reality Job Interview Training (VR-JIT), in youths with ASD at the highschool level. This system was developed to bolster job interview practice skills and to help reduce anxiety in adults with ASD. However, it has never before been used in individuals under the age of 18. Our hope is that if this program is utilized in individuals while they are still in highschool, we can target those persons before the window for which risk of unemployment appears to be highest for ASD youths, immediately after high school graduation.
研究设计
- 研究类型
- Interventional
- 分配方式
- Na
- 干预模型
- Single Group
- 主要目的
- Treatment
- 盲法
- None
入排标准
- 年龄范围
- 13 Years 至 18 Years（Child, Adult）
- 性别
- All
- 接受健康志愿者
- 是
入选标准
- •Be between the ages of 13 and 18
- •Have a diagnosis of ASD or a typically developing child
- •Be able to speak and read English fluently
排除标准
- •I had a stroke, TBI, or neurologic injury or disease in the past
- •I have a history of significant psychiatric illness (like bipolar, schizophrenia, or psychosis)
- •I have uncontrolled seizures or other unstable medical complications
研究组 & 干预措施
VR-JIT
干预措施: VR-JIT (Other)
结局指标
主要结局
Mock Interview Rating Scale; MIRS.
时间窗: Baseline, Immediate Post-Test
The job interview role-plays are video recorded and later coded on 13 domains by trained raters. The domains include: 1. Overall likeliness to be hired, 2. Being confident, 3. Being positive, 4. Being professional, 5. Showing interest, 6. Being honest, 7. Being depend-able/hardworking, 8. Working well with others, 9. Sharing strengths and skills, 10. Sharing relevant past experiences, 11. Sharing how weaknesses have been improved, and 12. Overall rapport with interviewer. Primary outcomes from the video ratings are the "overall likelihood to be hired" rating as well as a composite score of "inter-viewee performance" (formed by averaging scores for domains 4, 6, 7, and 13) and a composite of "job-relevant performance" (formed by averaging scores for domains 5, 8, and 9). For exploratory analysis, "personal questions" are measured, by averaging scores for domains 10, 11, and 12. A total interview performance score of items 1-13 is included. A higher score indicated better performance.
次要结局
未报告次要终点
研究者
Helen Genova
Assistant Director
Kessler Foundation