Work-to-Prevent: Employment as HIV Prevention for Young Men Who Have Sex With Men (YMSM) and Young Transgender Women (YTW)
试验速览
- 阶段
- 不适用
- 状态
- 已完成
- 入组人数
- 92
- 试验地点
- 2
- 主要终点
- Information Systems Success Model Score
研究概览
简要总结
The investigators aim to pilot-test a novel social and structural-level HIV intervention for YMSM and YTW of color ages 16-24.
详细描述
Work2Prevent will advance the science by adapting, tailoring, and pilot-testing a novel social and structural-level HIV intervention for YMSM and YTW of color ages16-24 aimed at increasing economic stability (i.e., employment) through youth empowerment and asset development, and decreasing HIV risk behaviors (i.e., sex work) associated with social and economic marginalization.
研究设计
- 研究类型
- Interventional
- 分配方式
- Na
- 干预模型
- Single Group
- 主要目的
- Prevention
- 盲法
- None
入排标准
- 年龄范围
- 16 Years 至 24 Years（Child, Adult）
- 性别
- Male
- 接受健康志愿者
- 是
入选标准
- •Being male or assigned male at birth (YTW)
- •Identifies as a man who has sex with men (YMSM) and/or a gay bisexual man or transgender woman/transwoman
- •Identifies as African American/Black or Hispanic/Latino
- •16-24 years old
- •English-speaking (primary)
- •Currently unemployed but seeking employment, or employed only part-time (35 hrs or less on avg/wk)
- •Is able to attend a 4-session employment program
排除标准
- •Individuals identifying as non-Hispanic White
- •Individuals not assigned male at birth
- •Individuals with a known HIV positive-status at time of consent
- •Phase 3 Inclusion Criteria:
- •Being male or assigned male at birth (YTW)
- •Identifies as a man who has sex with men (YMSM) and/or a gay bisexual man or transgender woman/transwoman
- •Identifies as African American/Black or Hispanic/Latino
- •16-24 years old
- •English-speaking (primary)
- •Currently unemployed but seeking employment, or employed only part-time (35 hrs or less on avg/wk)
- •Is able to attend a 4-session employment program
- •Did not participate in Phase 2
- •Phase 3 Exclusion Criteria:
- •Individuals identifying as non-Hispanic White
- •Individuals not assigned male at birth
结局指标
主要结局
Information Systems Success Model Score
时间窗: Post-Intervention (up to 2 weeks after completion of intervention)
The Information Systems Success Model (ISSM) will be used to assess for intervention acceptability and satisfaction. The 21-item scale measures four sub-domains: information quality, handbook quality, perceived usefulness, and overall satisfaction. Every item is scored on a 1-5 scale, with 1 being "Strongly Disagree" and 5 being "Strongly Agree". Responses are averaged within each sub-domain to produce four sub-domain scores. The four sub-domain scores are then averaged to produce an overall ISSM score (1-5; higher scores indicate higher acceptability/satisfaction).
Number of Participants Completing Two or More Workshop Sessions
时间窗: Post-Intervention (up to 2 weeks after completion of intervention)
Workshop completion will be used to assess for intervention feasibility, as the workshop sessions are the intervention. Workshop completion will be defined as having attended at least two of the four workshop sessions and will be measured by tracking participant attendance.
Change From Baseline in Job Seeking Self-Efficacy Scale Score
时间窗: Baseline, Follow-Up (8 months for Phase 2, 3 months for Phase 3)
Job seeking self-efficacy is defined as one's perceived ability and confidence to perform job search and application activities. The 12-item Job Seeking Self-Efficacy (JSS) scale uses response values on a 1-10 score, with 1 being "Not at All Confident" and 10 being "Very Confident". Responses are averaged to yield a total score, with higher scores indicating higher self-efficacy. Change in JSS will be calculated by subtracting the JSS score at baseline (T1) from the JSS score at the 8-month follow-up (T3) (-9 to +9; negative change indicates decreased self-efficacy, while positive change indicates increased self-efficacy).
Change From Baseline in Protean Career Attitudes Scale Score
时间窗: Baseline, Follow-Up (8 months for Phase 2, 3 months for Phase 3)
Protean career attitudes (PCAs) are defined as having self-direction in the pursuit of success in one's work. PCAs have previously been found to be associated with positive career satisfaction and self-perceived success. The validated 7-item scale measures two sub-domains: self-directed attitudes and values-driven attitudes. Every item is scored on a 1-5 scale, with 1 being "Strongly Disagree" and 5 being "Strongly Agree". Responses are averaged within each sub-domain to produce two sub-domain scores, which are then averaged as well to produce an overall PCA score. Change in PCA score will be calculated by subtracting the score at baseline (T1) from the score at the 8-month follow-up (T3) (-4 to +4; negative change indicates decreased PCAs, while positive change indicates increased PCAs).
次要结局
- Change From Baseline in Self-Reported Hours Worked Per Week(Baseline, Follow-Up (8 months for Phase 2, 3 months for Phase 3))
- Change From Baseline in Self-Reported Sexual Risk Behaviors(Baseline, Follow-Up (8 months for Phase 2, 3 months for Phase 3))
- Change From Baseline in Oral Chlamydia Test Result(Baseline, Follow-Up (8 months for Phase 2, 3 months for Phase 3))
- Change From Baseline in Anal Chlamydia Test Result(Baseline, Follow-Up (8 months for Phase 2, 3 months for Phase 3))
- Change From Baseline in Urine Chlamydia Test Result(Baseline, Follow-Up (8 months for Phase 2, 3 months for Phase 3))
- Change From Baseline in Oral Gonorrhea Test Result(Baseline, Follow-Up (8 months for Phase 2, 3 months for Phase 3))
- Change From Baseline in Anal Gonorrhea Test Result(Baseline, Follow-Up (8 months for Phase 2, 3 months for Phase 3))
- Change From Baseline in Urine Gonorrhea Test Result(Baseline, Follow-Up (8 months for Phase 2, 3 months for Phase 3))
- Reactive HIV Result or Reported New HIV+ Status(Follow-Up (8 months for Phase 2, 3 months for Phase 3))