Managing Minds at Work: A Feasibility Pilot Cluster Randomised Control Trial for Online Interactive Training for Managers (Managing Minds at Work)
试验速览
- 阶段
- 不适用
- 状态
- 已完成
- 入组人数
- 224
- 试验地点
- 1
- 主要终点
- change in line managers confidence to create a mentally healthy workplace from baseline to 6 weeks
研究概览
简要总结
This feasibility pilot cluster RCT aims to pilot and feasibility test an online training toolkit (Managing Minds at Work) for line managers to develop their knowledge and confidence in preventing work-related stress and promoting mental health at work. The setting is work organisations of different types and sectors across the Midlands region of the United Kingdom. Participants must have direct managerial or supervisor responsibilities for 3 or more staff members.
The intervention consists of five modules of online learning: Looking after your own Mental Health; Designing and managing work to promote mental well-being; Management competencies to prevent work-related stress; Developing a psychologically safe work environment; Having conversations about mental health at work. Each module includes some descriptive content, interactive elements and opportunities for reflections, and take between 20-30 minutes to complete.
Participating organisations will be allocated to either the intervention or control arm. A waiting list control will be used, with line managers in the control organisations starting the intervention 3-months after baseline.
Data will be collected through online surveys with the intervention group at baseline, immediately post-intervention (around 6 weeks post baseline), 3-months follow-up and 6-months follow-up. Control group will complete the online surveys at baseline and 3-months (as they start the intervention) and immediately after completing the intervention. As a feasibility pilot study, analysis will be focused on acceptability of the intervention, feasibility of recruitment, retention and data collection, and estimating parameters for a larger trial. The primary outcome measure is line managers' confidence to create a mentally healthy workplace. The secondary outcomes line manger mental health knowledge, line manager workplace mental health literacy, line manager self-rating of behaviour. In addition, the direct reports of line managers will be invited to participate to assess the feasibility of collecting the outcome data related to: employee well-being, employee rating of line manager behaviour, employee sickness absence, employee productivity.
A process evaluation will be conducted to assess intervention acceptability, usability, implementation and effectiveness. Qualitative data will be collected via module feedback forms and in-depth interviews with a sample of line managers from the intervention arm and stakeholders.
详细描述
Study Aim
The overall aim of this project is to develop, pilot and feasibility test a new online training course (Managing Minds at Work) for line managers which provides guidance on preventing work-related stress and promoting mental health at work. This study will aim to assess the feasibility of a full cluster Randomised Controlled Trial (RCT) to assess the effectiveness of the training on improving line managers' outcomes (confidence, knowledge, behaviour) and employee outcomes (well-being, perceptions of line manager behaviours, sickness absence). In order to assess the feasibility and the potential effectiveness of the intervention, the study will test:
Study Objectives
The specific objectives are to test:
- The potential for uptake within small, medium and large organisations by identifying and monitoring the:
研究设计
- 研究类型
- Interventional
- 分配方式
- Randomized
- 干预模型
- Crossover
- 主要目的
- Supportive Care
- 盲法
- None
入排标准
- 年龄范围
- 18 Years 至 —（Adult, Older Adult）
- 性别
- All
- 接受健康志愿者
- 是
入选标准
- •Aged 18 years or older
- •Direct managerial or supervision responsibility for three or more staff.
- •Has a work computer or mobile phone and email address with which to access the training and receive reminders
- •Ability to provide informed consent
排除标准
- •Not employed
- •Employed but due to retire or be made redundant in the next 6 months
- •Have undertaken work-based training on mental health at work within last 6 months
结局指标
主要结局
change in line managers confidence to create a mentally healthy workplace from baseline to 6 weeks
时间窗: Baseline to 6 weeks follow-up
Self-report scale assessing Confidence to Create Mentally Healthy Workplace (Gayed et al, 2109; Gayed et al, 2018). 6 items measured on 1 to 5 scale. Minimum value 5 (lowest confidence), maximum value 30 (highest confidence). Higher score means a better outcome.
change in line managers confidence to create a mentally healthy workplace from baseline to 3 months
时间窗: Baseline to 3 months follow-up
Self-report scale assessing Confidence to Create Mentally Healthy Workplace (Gayed et al, 2109; Gayed et al, 2018). 6 items measured on 1 to 5 scale. Minimum value 5 (lowest confidence), maximum value 30 (highest confidence). Higher score means a better outcome
change in line managers confidence to create a mentally healthy workplace from baseline to 6 months
时间窗: Baseline to 6 months follow-up
Self-report scale assessing Confidence to Create Mentally Healthy Workplace (Gayed et al, 2109; Gayed et al, 2018). 6 items measured on 1 to 5 scale. Minimum value 5 (lowest confidence), maximum value 30 (highest confidence). Higher score means a better outcome
次要结局
- change in line manager self-rating of behaviour from baseline to 6 weeks(Baseline to 6 weeks follow-up)
- change in line manager self-rating of behaviour from baseline to 6 months(Baseline to 6 months follow-up)
- change in employee rating of line manager behaviour from baseline to 6 months(Baseline and 6 months follow-up)
- change in employee productivity from baseline to 3 months(Baseline and 3 months follow-up)
- change in employee productivity from baseline to 6 months(Baseline and 6 months follow-up)
- change in line manger mental health knowledge from baseline to 6 weeks(Baseline to 6 weeks follow-up)
- change in line manger mental health knowledge from baseline to 6 months(Baseline to 6 months follow-up)
- change in line manager workplace mental health literacy from baseline to 6 weeks(Baseline to 6 weeks follow-up)
- change in line manager workplace mental health literacy from baseline to 3 months(Baseline to 3 months follow-up)
- change in line manager workplace mental health literacy from baseline to 6 months(Baseline to 6 months follow-up)
- change in line manger mental health knowledge from baseline to 3 months(Baseline to 3 months follow-up)
- change in line manager self-rating of behaviour from baseline to 3 months(Baseline to 3 months follow-up)
- change in employee well-being from baseline to 3 months(Baseline and 3 months follow-up)
- change in employee well-being from baseline to 6 months(Baseline and 6 months follow-up)
- change in employee rating of line manager behaviour from baseline to 3 months(Baseline and 3 months follow-up)
- change employee sickness absence baseline to 6 months(Baseline and 6 months follow-up)
研究者
Louise Thomson
Associate Professor
University of Nottingham