A Hybrid Effectiveness-Implementation RCT of Virtual Interview Training for Autistic Transition-Age Youth
试验速览
- 阶段
- 不适用
- 状态
- Enrolling By Invitation
- 入组人数
- 200
- 试验地点
- 15
- 主要终点
- Change in Job Interview Skills from Mock Interview Rating Scale (MIRS)
研究概览
简要总结
The purpose of the study is to see if an internet job interview training program can help people that have autism improve interview skills and access to jobs.
Participants will be randomized to use Virtual Interview Training (VIT) or continue services as usual (active control group).
详细描述
Participants will have assessments that will be done over the computer or in-person at school or program site. Assessments will be about participants background, employment history, mood and feelings, autistic traits, memory, mental health issues, such as depression and anxiety, and other things. Some assessments will be audio and/or video recorded.
Please note that there will be teachers and staff consented (approximately n=32) to deliver the intervention, however, will not count for the clinical trial. Therefore, the information will not be added to the anticipated enrollment numbers in study design.
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
- 16 Years 至 26 Years（Child, Adult）
- 性别
- All
- 接受健康志愿者
- 否
入选标准
- •Participants have a diagnosis on the autism spectrum
- •Participants are enrolled in pre-employment transition services
- •Participants have at least a third-grade reading level
- •Are unemployed or employed and job-seeking
排除标准
- •- Not enrolled in pre-employment transition services
研究组 & 干预措施
Virtual Interview Training
干预措施: Virtual Interview Training (VIT) (Behavioral)
Services-as-usual
干预措施: Services-as-usual (Behavioral)
结局指标
主要结局
Change in Job Interview Skills from Mock Interview Rating Scale (MIRS)
时间窗: Pre-Test (baseline), post-test (approximately 6 weeks)
Interviewing skills will be measured using a role-play measure in which subjects act out two job interview scenarios with trained actors. Interviews will be video recorded and scored. There is one pre-test score and one post-test score. There are 15 questions on a scale from 1 to 7 (scores range from 15 to 105), with higher scores indicating a better outcome (better interview skills).
Time to Employment
时间窗: Approximately 9 months after randomization
The number of days between randomization and obtaining employment using a questionnaire.
Competitive Employment based on self-report employment surveys
时间窗: Approximately 9 months after randomization
Self-report employment surveys completed. Employment will be tracked as 0 (no job) and 1 (job). Higher scores indicate a better outcome.
次要结局
- Change in Interview Anxiety using a modified version of the brief Personal Report of Public Speaking Apprehension (PRSPA)(Pre-Test (baseline), post-test (approximately 6 weeks))
- Change in Interview Motivation(Pre-Test (baseline), post-test (approximately 6 weeks))
- Change in Work Readiness using the Work Readiness Scale (WRS)(Pre-Test (baseline), post-test (approximately 6 weeks))
- Change in Work Motivation using the Work Motivation Scale (WMS)(Pre-Test (baseline), post-test (approximately 6 weeks))
- Change in Social Cognition using the Bell-Lysaker Emotion Recognition Task Adult (BLERT-A)(Pre-Test (baseline), post-test (approximately 6 weeks))
- Change in Interview Knowledge(Pre-Test (baseline), post-test (approximately 6 weeks))
研究者
Matthew Smith
Professor
University of Michigan