Bridges: A Digital Intervention to Increase Workplace Belonging
试验速览
- 阶段
- 不适用
- 状态
- 已完成
- 发起方
- 入组人数
- 136
- 试验地点
- 1
研究概览
简要总结
The purpose of this study is to evaluate Bridges, a digital program designed to support workplace belonging among LGBTQ+ employees.
Belonging is an important part of health and well-being. People who feel accepted, valued, connected, and included often experience better mental and physical health. However, many LGBTQ+ individuals experience discrimination, stigma, exclusion, or isolation in workplace settings, which can negatively affect their sense of belonging and overall well-being.
Bridges was developed to help LGBTQ+ employees build a stronger sense of belonging at work. The program combines personalized text messages with online activities, self-reflection exercises, practical workplace strategies, and opportunities to learn skills that may support connection, inclusion, and well-being.
This study will enroll LGBTQ+ adults who are currently employed. Participants will use the Bridges program for approximately 30 days. During the study, participants will receive text messages and have access to online tools and activities. Participants will also complete surveys to assess their experiences, sense of workplace belonging, and feedback about the program.
The primary purpose of this pilot study is to determine whether the Bridges program is feasible and acceptable to participants. Researchers will examine participant engagement with the program and satisfaction with its content and usability. The study will also explore whether participation in Bridges is associated with improvements in workplace belonging, well-being, and related outcomes.
Information gathered from this study will be used to improve the program and guide future research on digital interventions designed to support belonging and well-being among LGBTQ+ employees.
详细描述
Workplace belonging is increasingly recognized as an important contributor to employee well-being, engagement, and overall quality of life. Belonging refers to the experience of feeling accepted, valued, respected, supported, and connected to others. Individuals who experience low levels of belonging may report feelings of isolation, exclusion, loneliness, or disconnection, which can negatively affect mental health, physical health, workplace satisfaction, and professional fulfillment.
Changes in the workplace following the COVID-19 pandemic have altered how employees connect with one another. The growth of remote and hybrid work arrangements has created new opportunities for flexibility and autonomy, while also reducing opportunities for workplace interaction and social connection. As a result, many organizations are seeking innovative approaches to support employee well-being and foster a sense of belonging in increasingly digital work environments.
LGBTQ+ employees may face additional challenges related to workplace belonging. Experiences of discrimination, stigma, exclusion, or lack of organizational support can contribute to lower levels of belonging and well-being. Although many workplace wellness and diversity initiatives exist, few evidence-based programs have been developed specifically to address workplace belonging among LGBTQ+ employees.
To address this need, researchers developed Bridges, a digital intervention designed to promote workplace belonging and well-being among LGBTQ+ workers. Bridges combines personalized text messaging with web-based activities, self-reflection exercises, educational content, opportunities for self-appraisal, and practical workplace strategies designed to strengthen workplace belonging. The program is designed to help participants better understand belonging, reflect on their workplace experiences, develop skills that support connection and inclusion, and identify actionable steps that may strengthen their sense of belonging at work.
The Bridges intervention was developed using principles from behavior change science and a participatory design approach. LGBTQ+ worker advisors were actively involved in informing program content, design, usability, and overall user experience throughout development.
研究设计
- 研究类型
- Interventional
- 分配方式
- Na
- 干预模型
- Single Group
- 主要目的
- Supportive Care
- 盲法
- None
入排标准
- 年龄范围
- 21 Years 至 —（Adult, Older Adult）
- 性别
- All
- 接受健康志愿者
- 是
入选标准
- •Able to speak and read English
- •Lives in the U.S.
- •Works 32+ hours per week
- •Works for an organization that provides health or human services
- •Identity aligns with study/program purpose (i.e., identifies as LGBTQ+)
- •Low to moderate level of belonging (as assessed by the IOWA-B)
排除标准
- •Only employee of the organization
- •Unwilling to receive program text messages
研究组 & 干预措施
Bridges Intervention Pilot
After completing the baseline assessment, all pilot participants will have access to the Bridges pilot program for 30 days. At the end of the 30 day pilot, they will be directed to the follow-up assessment.
干预措施: Bridges (Behavioral)
结局指标
主要结局
未指定
次要结局
- Duke Emotional Exhaustion(1 month)
- Duke Emotional Thriving(1 month)
- Iowa Workplace Belonging Scale (IOWA-B)(1 month)
研究者
Kerry E. Evers
Co-President and CEO
Pro-Change Behavior Systems