Workplace Motivation, Job-Satisfaction, and Wellness, Among Nurses and Managers

NCT05191615 | Terminated

• 1 other identifier: 21.019
• Study Type: interventional
• Target: 106
• Locations: 1 country
• Sites: 1

Brief Summary

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.

Conditions

Motivation; Job Satisfaction; Wellness

Keywords

Nurse

Outcome Measures

Primary Outcomes (13)

• Change from Baseline in basic psychological need satisfaction at work

  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).

  Baseline, 3 months, 6 months, 9 months, 12 months

• Change from Baseline in Managerial Autonomy Support

  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.

  Baseline, 3 months, 6 months, 9 months, 12 months

• Change from Baseline in Organizational need support

  6-item questionnaire that contains items related to employee experience at the organization.

  Baseline, 3 months, 6 months, 9 months, 12 months

• Change from Baseline in Work motivation

  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)

  Baseline, 3 months, 6 months, 9 months, 12 months

• Change from Baseline in Job crafting

  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.

  Baseline, 3 months, 6 months, 9 months, 12 months

• Change in Baseline in Need crafting

  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).

  Baseline, 3 months, 6 months, 9 months, 12 months

• Change in Baseline in Work value orientations

  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)

  Baseline, 3 months, 6 months, 9 months, 12 months

• Change in Baseline in Work characteristics

  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)

  Baseline, 3 months, 6 months, 9 months, 12 months

• Change in Baseline in Work stress and burnout

  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)

  Baseline, 3 months, 6 months, 9 months, 12 months

• Change in Baseline in Vigor

  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)

  Baseline, 3 months, 6 months, 9 months,12 months

• Change in Baseline in work performance

  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).

  Baseline, 3 months, 6 months, 9 months, 12 months

• Change in Baseline in Turnover intention

  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).

  Baseline, 3 months, 6 months, 9 months, 12 months

• Change in Baseline in job and life satsifaction

  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).

  Baseline, 3 months, 6 months, 9 months, 12 months

Secondary Outcomes (9)

• 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 Autonomous motivation for a Heart Healthy Lifestyle and Medications to Optimize My Health

  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

Study Arms (2)

Intervention Group

EXPERIMENTAL

The proposed study will be implemented as an intervention study at two levels within the organization, managerial and registered nurses. The intervention comprises three major phases: a pre-intervention phase, an implementation-intervention phase, and a post-intervention phase. The interventions will be provided face-to-face by trained interventionists. At baseline, all participants will complete questionnaires and get labs completed, blood pressure checked, and weight/height measured. Consists of two main parts. In the first part, both managers and employees will be trained in the principles of SDT and JD-R. For managers, particular attention will be paid to the provision of need support and work values. For employees, particular attention will be paid to employees' opportunities for job crafting and promoting their basic psychological need satisfaction at work.

Behavioral: Job crafting training

Control Group

NO INTERVENTION

Participants randomized to the control group will complete the baseline questionnaires and lab tests at baseline and three follow-up times. Lab values will be collected using the current standard of care and American Heart Association (AHA) guidelines (2019).

Interventions

Job crafting training BEHAVIORAL

Consists of two main parts. In the first part, both managers and employees will be trained in the principles of SDT and JD-R. For managers, particular attention will be paid to the provision of need support and work values. For employees, particular attention will be paid to employees' opportunities for job crafting and promoting their basic psychological need satisfaction at work. In the second part of the intervention, participants will have the opportunity to discuss their current health status and receive preventive health recommendations from a preventive care specialist.

Intervention Group

Eligibility Criteria

• Age: 18 Years+
• Sex: all
• Healthy Volunteers: Yes
• Age Groups: Adult (18-64), Older Adult (65+)

You may qualify if:

• 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.

You may not qualify if:

• New employee, defined as \<6 months employment

Sponsors & Collaborators

• Billings Clinic: lead
• University of South-Eastern Norway: collaborator
• University of Rochester: collaborator

Study Sites (1)

Billings Clinic

Billings, Montana, 59101, United States

Location

Study Officials

• Jamie M Besel, PhD

  Billings Clinic

  PRINCIPAL INVESTIGATOR

Study Design

• Study Type: interventional
• Phase: not applicable
• Allocation: RANDOMIZED
• Masking: NONE
• Purpose: OTHER
• Intervention Model: PARALLEL
• Sponsor Type: OTHER
• Responsible Party: PRINCIPAL INVESTIGATOR
• PI Title: Research Scientist

Model Details: A Randomized Controlled Trial (RCT) design will be used to evaluate the effect of job-crafting, need crafting, and preventative health visits based on motivational underpinnings. As a basis for collecting data through the different time points and evaluate the intervention, the study will adopt a mixed method approach. That is, both qualitative (i.e., focus groups and interviews) and quantitative (i.e., questionnaires) methods will be applied to evaluate the interventions implemented.

Study Record Dates

• First Submitted: December 16, 2021
• First Posted: January 13, 2022
• Study Start: January 25, 2022
• Primary Completion: May 11, 2022
• Study Completion: May 11, 2022
• Last Updated: May 25, 2022

Record last verified: 2022-05

Data Sharing

• IPD Sharing: Will not share

Locations

US (1)