Workplace Motivation, Job-Satisfaction, and Wellness, Among Nurses and Managers
试验速览
- 阶段
- 不适用
- 状态
- 终止
- 入组人数
- 106
- 试验地点
- 2
- 主要终点
- Change from Baseline in basic psychological need satisfaction at work
研究概览
简要总结
The purpose of this research project is to assess the impact of a multi-level intervention designed to optimize work motivation and support physical and psychological health among employees. The intervention is based on the principles of self-determination theory; an empirically based approach to human motivation that has been applied to work and health and the job demands resources (JD-R) model; an empirically based model of occupational health.
详细描述
This study will provide insight into the work climate conditions that are necessary to promote healthy, productive employees and organizations. Based on the knowledge gaps identified in the literature, this will be done by examining the motivational underpinnings related to this challenge to understand the temporal processes leading workplace factors to various occupational health consequences and organizational performance.
- Aim 1: Develop, implement, and evaluate the effectiveness of a one-and-a-half-day training for nurse managers on 1) how to provide need support 2) facilitate job crafting and 3) how to conduct values interviews to employees (i.e., staff nurses). Following the training, managers will be prepared to implement a need-supportive style during interactions with employees and conduct a values interview.
- Aim 2: Develop, implement, and evaluate the effectiveness of an intervention for staff nurses to include 1) a one-day training on job crafting and need crafting at work with weekly boosters; 2) a values interview with their manager; and 3) a preventive health assessment and intervention.
研究设计
- 研究类型
- Interventional
- 分配方式
- Randomized
- 干预模型
- Parallel
- 主要目的
- Other
- 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
- •• Registered Nurse, Manager, or Clinical Supervisor employed at the hospital.
- •Employed by Billings Clinic for a minimum of 6 months.
- •Plan to be in the community for 12-18 months.
- •Proficiency in spoken and written English.
排除标准
- •• New employee, defined as <6 months employment
结局指标
主要结局
Change from Baseline in basic psychological need satisfaction at work
时间窗: Baseline, 3 months, 6 months, 9 months, 12 months
Self-Determination Theory (SDT) identifies three basic psychological needs that must be supported for humans to be optimally healthy, at work or otherwise. These needs are for autonomy (the need to feel volition and to endorse one's behavior), competence (that one can achieve desired outcomes), and relatedness (that one feels warmly and positively connected to others).
Change from Baseline in Managerial Autonomy Support
时间窗: Baseline, 3 months, 6 months, 9 months, 12 months
The Work Climate Questionnaire, Short Form (Baard et al. 2004; Schultz et al., 2015) assessed perceptions of autonomy support from the participant's most immediate supervisor over the past 4 weeks. The scale comprises six items, and responses were made on a 7- point scale from 1 (strongly disagree) to 7 (strongly agree), with higher scores indicating greater perceived managerial autonomy support. Sample items include "My supervisor tries to understand how I see things before suggesting a new way to do things" and "I feel that my supervisor provides me with choices and options." Reliability in this sample was good, α=0.94.
Change from Baseline in Organizational need support
时间窗: Baseline, 3 months, 6 months, 9 months, 12 months
6-item questionnaire that contains items related to employee experience at the organization.
Change from Baseline in Work motivation
时间窗: Baseline, 3 months, 6 months, 9 months, 12 months
Questionnaire that assesses external regulation, introjection, identified regulation, intrinsic motivation, and amotivation at work. Response scale: 1 (not at all for this reason), 2 (not really for this reason), 3 (a little for this reason), 4 (moderately for this reason), 5 (strongly for this reason), 6 (very strongly for this reason), 7 (exactly for this reason)
Change from Baseline in Job crafting
时间窗: Baseline, 3 months, 6 months, 9 months, 12 months
Questionnaire assessing how often the employee engages in the following behaviors; optimizing hindering demands, increasing structural resources, increasing social resources, increasing challenging demans, and reframing job conception.
Change in Baseline in Work characteristics
时间窗: Baseline, 3 months, 6 months, 9 months, 12 months
Questionnaire that assesses characteristics of the job including skill variety, task variety, job feedback, job autonomy, social feedback, social impact, role conflict, workload, emotional demands, and cognitive demands. Response scale: 1 (strongly disagree) to 5 (strongly agree)
Change in Baseline in Work stress and burnout
时间窗: Baseline, 3 months, 6 months, 9 months, 12 months
Questionnaire assessing the amount of stress felt at work and how often burnout is experienced. Response scale: 0 (never), 1 (a few times a year or less), 2 (once a month or less), 3 (a few times a month), 4 (once a week), 5 (a few times a week), to 6 (every day)
Change in Baseline in work performance
时间窗: Baseline, 3 months, 6 months, 9 months, 12 months
Questionnaire assessing employee performance over the past year and includes task proficiency, task adaptivity, task proactivity. Response scale: 1 (very little) to 5 (a great deal).
Change in Baseline in Work value orientations
时间窗: Baseline, 3 months, 6 months, 9 months, 12 months
Questionnaire assessing intrinsic work values and extrinsic work values. Response scale: 1 (very unimportant), 2 (slightly unimportant), 3 (neutral), 4 (slightly important) 5 (very important)
Change in Baseline in Vigor
时间窗: Baseline, 3 months, 6 months, 9 months,12 months
Questionnaire assessing energy and vigor over the past year. Response scale: 0 (never), 1 (a few times a year or less), 2 (once a month or less), 3 (a few times a month), 4 (once a week), 5 (a few times a week), to 6 (every day)
Change in Baseline in Turnover intention
时间窗: Baseline, 3 months, 6 months, 9 months, 12 months
Questionnaire that assesses employee view of job change. Response scale: 1 (never), 2 (very rarely), 3 (rarely), 4 (sometimes), 5 (often), 6 (often), 7 (all the time).
Change in Baseline in job and life satsifaction
时间窗: Baseline, 3 months, 6 months, 9 months, 12 months
Assesses overall satisfaction with the job and life; a total of 2 questions. Response scale: 1 (strongly disagree), 2 (disagree), 3 (slightly disagree), 4 (neither agree nor disagree), 5 (slightly agree), 6 (agree), 7 (strongly agree).
Change in Baseline in Need crafting
时间窗: Baseline, 3 months, 6 months, 9 months, 12 months
Questionnaire assessing how often the employee engages in the following behaviors of autonomy crafting, competence crafting, and relatedness crafting. The response scale: 1 (never), 2 (rarely), 3 (sometimes), 4 (often), 5 (very often).
次要结局
- Change in Baseline in Sleep quality(Baseline, 3 months, 6 months, 9 months, 12 months)
- Change in baseline in alcohol use(Baseline, 3 months, 6 months, 9 months, 12 months)
- Change in Baseline in Perceived competence for living a heart healthy lifestyle.(Baseline, 3 months, 6 months, 9 months, 12 months)
- Change in Baseline in Quality of Lide(Baseline, 3 months, 6 months, 9 months, 12 months)
- Change in Baseline Physical Activity(Baseline, 3 months, 6 months, 9 months, 12 months)
- Change in Baseline in somatic symptom burden(Baseline, 3 months, 6 months, 9 months, 12 months)
- Change in Baseline in Clinician need support(Baseline, 3 months, 6 months, 9 months, 12 months)
- Change in Baseline in fruit and vegetable intake(Baseline, 3 months, 6 months, 9 months, 12 months)
- Change in baseline Autonomous motivation for a Heart Healthy Lifestyle and Medications to Optimize My Health(Baseline, 3 months, 6 months, 9 months, 12 months)
研究者
Jamie Besel
Research Scientist
Billings Clinic