Testing the Effectiveness of Mainstream Management Tools to Increase Organizational Commitment and Job Satisfaction and Decrease Turnover Among Peer Providers

NCT04398407 | Unknown

• 1 other identifier: 5348E
• Study Type: interventional
• Target: 122
• Locations: 1 country
• Sites: 1

Brief Summary

The role of peer support specialists (PSS) has burgeoned in the mental health field. Peer support specialists are individuals with a psychiatric condition who are in recovery and who are employed to provide various kinds of tangible and other supports to individuals with psychiatric conditions, generally in public mental health programs. Partially because of the newness of this role, PSS experience confusion about their role and tasks as well as conflict with other mental health providers who are uncertain about how to utilize PSS effectively in services. This project was designed to bring a coaching service to PSS to assist them to address challenges in their job. The investigators will conduct a randomized control trial to evaluate a novel coaching, Coaching and Advancement for Peer Providers (CAPP). Our hypotheses are that individuals participating in the CAPP intervention will experience a reduction in burnout, role confusion, and intention to leave their job or the field. Participants in CAPP will also experience an increase in job satisfaction, role clarity and organizational commitment.

Conditions

Mental Health; Work Related Stress

Keywords

peer support specialists; coaching

Outcome Measures

Primary Outcomes (8)

• Effort-Reward Imbalance Scale-assessing change

  Examines role over load and related concepts, including role ambiguity, role conflict, and role overload. Range: 16-64, higher values indicate higher imbalance.

  Baseline, immediately after the intervention, 6 months followup, 9 months followup

• Utrecht Work Engagement Scale-Short Form-assessing change

  Measures engagement in one's work. The scale measures vigor, dedication and absorption at work. Items include "I am proud of the work I do" and "I am immersed in my work". Respondents answer on a 7-point scale ranging from Never to Always.

  Baseline, immediately after the intervention, 6 months followup, 9 months followup

• Quality of Work Life (QWL)-assessing change

  Select items from the QWL. The QWL captures many aspects of work life; including various aspects of Work Climate, such as: Safety, Discrimination, Harassment, Respect, Trust, and Management Relationship. Example items include: "My supervisor is concerned with the welfare of those under him or her," "The people I work with take a personal interest in me." Items are rated on a 4-point Likert scale from "Not at all true" to "Very True." National Opinion Research Center reports excellent psychometric properties of the scale. This scale will be primarily used to examine organizational/work climate.

  Baseline, immediately after the intervention, 6 months followup, 9 months followup

• Job satisfaction-assessing change

  Job Satisfaction will be assessed using the items validated by Lee and his colleagues (Lee, et al., 2018). This measure is designed to assess global job satisfaction and appraisal of one's job responsibilities. Sample items include: "Generally speaking, I am very satisfied with this job" and "I am generally satisfied with the kind of work I do in this job." To assess global job satisfaction, one item from the Michigan Organizational Assessment Questionnaire (MOAQ) ("All in all I am satisfied with my current job") will also be administered.

  Baseline, immediately after the intervention, 6 months followup, 9 months followup

• Turnover intention-assessing change

  Three items from the Intention-to-Leave scale (XXX \& Levin, 2006) e.g., "In the next few months I intend to leave this organization" will be used to capture turnover intention. Items are rated on a 7-point, Likert-type scale ranging from "Strongly Disagree" (1) to "Strongly Agree" (7). In addition, the investigators will also examine actual job turnover at all assessment time periods.

  Baseline, immediately after the intervention, 6 months followup, 9 months followup

• Goal Attainment Scaling-assessing change

  Goal Attainment Scale provides a structured approach to determining goal achievement regardless of the type or uniqueness of goal. As part of the intervention, individuals will be asked to set two work related goals (from a preestablished list of goals) that addresses their source of distress. At followup, participants will be asked to assess their progress using the Goal Attainment Scale (-2: much lower than expected; 0: expected goal achievement; +2: much higher than expected).

  Baseline, immediately after the intervention, 6 months followup, 9 months followup

• Maslach Burnout Inventory-Human Services Survey-assessing change

  This scale assesses multiple facets of burnout: emotional exhaustion, depersonalization, and sense of personal accomplishment. Items are rated based on frequency of their occurrence from "Never" to "Every Day" and include: "I feel emotionally drained from my work," "I have accomplished many worthwhile things in this job," "I don't really care what happens to some recipients." Scores range from 0-132, with high scores indicating higher burnout.

  Baseline, immediately after the intervention, 6 months followup, 9 months followup

• Three Component Organizational Commitment Scale-assessing change

  The three component organization commitment scale evaluates affective, continuance, and normative commitment to an organization. Affective components assess the desire of an employee to remain with an organization ("I would be very happy to spend the rest of my career with this organization") while continuance commitment assesses the person's need to remain with the organization ("It would be very hard for me to leave my organization right now, even if I wanted to"). Finally, normative commitment assesses the person feeling that they should remain with the organization ("I think that people these days move from company to company too often"). Items are measured on a 7-point scale from Strongly Disagree to Strongly Agree.

  Baseline, immediately after the intervention, 6 months followup, 9 months followup

Other Outcomes (1)

• Working alliance inventory

  Immediately after the intervention for experimental condition only

Study Arms (2)

Coaching and Achievement of Peer Providers (CAPP)

EXPERIMENTAL

CAPP will consist of 16 individualized, one-on-one sessions using Zoom or other videoconferencing software and occurring over a 4-month period. Coaching meetings will take approximately one hour per week. The coach will tailor and individualize the modules and time spent on modules to meet the goals of each peer provider. Modules: Module 1: Establishing and solidifying the working alliance, understanding the work setting and role Module 2: Understand Generic drivers of burnout and role stress Module 3: Discuss specific sources of role stressors and burnout Module 4: Set SMART Goals Module 5: Overcome challenges for workplace success Module 6: Develop Skills for Workplace Success Module 7: Managing co-worker and supervisory relations in the workplace Module 8: Wrap-up sessions During the first stage of research, the CAPP intervention will be further developed and refined, prior to the Randomized clinical trial.

Behavioral: Coaching and Advancement for Peer Providers (CAPP)

Enhanced control

ACTIVE COMPARATOR

The "enhanced" control condition will include 1 generic informational session conducted by a CAPP coach.During that session, the coach will introduce the key concepts under study and provide information about the drivers of burnout and role stress. The CAPP coach will discuss the need to set goals to overcome these challenges and will provide one article via email describing burnout and role stressors that is suitable for a lay person.

Behavioral: Coaching and Advancement for Peer Providers (CAPP)

Interventions

Coaching and Advancement for Peer Providers (CAPP) BEHAVIORAL

The CAPP intervention will combine executive coaching approaches and techniques with the specific needs and environmental demands of individuals working as PSS. A person who has been a PSS and trainer of PSS nationally has developed the CAPP intervention using the expertise of Center staff, the Harvard Institute of Coaching (IOC) and our Peer Advisory Group. Individuals randomized to the experimental condition will receive 16 individual coaching sessions tailored to the specific job stressors they are experiencing. CAPP is designed to address the following issues: role confusion, lack of clarity about job tasks, conflict with other providers, burnout, lack of organizational commitment and job satisfaction.

Coaching and Achievement of Peer Providers (CAPP); Enhanced control

Eligibility Criteria

• Age: 18 Years+
• Sex: all
• Healthy Volunteers: No
• Age Groups: Adult (18-64), Older Adult (65+)

You may qualify if:

• Peer support specialists/providers who are:
• are currently employed a minimum of 10 hours per week as an employee in a mental health setting;
• are providing services to individuals with psychiatric disabilities (this will exclude individuals in volunteer positions);
• have been employed as a peer provider for a minimum of 6 months;
• are employed in a mental health program;
• express types of concerns about their work, such as distress or lack of clarity about their job, role stressors and/or burnout, that suggest they could benefit from the intervention;
• express a willingness to engage in the CAPP Coaching intervention;
• have the ability to conduct CAPP sessions and assessments in English.

You may not qualify if:

• unable or unwilling to provide full and knowing consent for the research study;
• unwilling to participate in the data collection.

Sponsors & Collaborators

• Boston University Charles River Campus: lead

Study Sites (1)

Boston University

Boston, Massachusetts, 02215, United States

Location

MeSH Terms

Conditions

Psychological Well-Being; Occupational Stress

Condition Hierarchy (Ancestors)

Personal Satisfaction; Behavior; Occupational Diseases; Stress, Psychological; Behavioral Symptoms

Study Design

• Study Type: interventional
• Phase: not applicable
• Allocation: RANDOMIZED
• Masking: NONE
• Purpose: TREATMENT
• Intervention Model: PARALLEL
• Sponsor Type: OTHER
• Responsible Party: SPONSOR

Model Details: This study in a randomized control trial, with an enhanced control condition. Prior to the randomized trial, the investigators will conduct a small pilot study. Findings from the pilot study will inform revisions of the intervention prior to the randomized trial.

Study Record Dates

• First Submitted: May 14, 2020
• First Posted: May 21, 2020
• Study Start: May 28, 2021
• Primary Completion: October 1, 2023
• Study Completion: January 1, 2024
• Last Updated: February 13, 2023

Record last verified: 2023-02

Locations

US (1)