Reducing Individual Work Stress in Healthcare Professionals Through Exchange of Job Resources

NCT06853561 | Recruiting

• 2 other identifiers: ETH2425-032414160503.001
• Study Type: observational
• Target: 75
• Locations: 1 country
• Sites: 1

Brief Summary

The present study focuses on prosocial job crafting as a novel strategy to reduce burnout and foster well-being among nurse professionals. Specifically, we will examine whether prosocial job crafting enhances individual and team-level well-being by increasing own and others' resources.

Conditions

Job Crafting

Keywords

job crafting; work-related well-being; healthcare; nursing

Outcome Measures

Primary Outcomes (4)

• Burnout

  Burnout symptoms will be assessed using the ultra-short version of the Burnout Assessment Tool (BAT4) consisting of 4 items. The tool assesses perceptions of symptoms like exhaustion, mental distance, emotional impairment, and cognitive impairment based on self-reported responses. Notably, the different symptoms (e.g., exhaustion) are combined into a composite score to give an overall burnout measure rather than being treated as separate outcomes.

  From the start of the study (i.e., at baseline, day 0) to the end of the study (i.e., at day 10).

• Work engagement

  Work engagement will be assessed using a shortened, 3-item version of the Utrecht Work Engagement Scale (UWES), which captures a work-related and positive state of mind, characterized by vigor, dedication, and absorption. Items will be combined into a composite score to give an overall work engagement measure.

  From start of study (i.e., at baseline, day 0) to end of study (i.e., at day 10).

• Flourishing

  Flourishing will be assessed with Diener's 8-item Flourishing Scale. The scale captures self-perceived success in important areas of life, such as relationships, self-esteem, purpose, and optimism. The score for flourishing is calculated by averaging the responses to these 8 items, with higher scores reflecting greater flourishing.

  From the start of the study (i.e., at baseline, day 0) to the end of the study (day 10).

• Job Resources Exchange

  Frequency of job resources exchange with other team members will be assessed based on scale developed by Edelmann and colleagues (not published). The scale assesses the extent to which individuals provide and receive feedback and knowledge to and from other members of their team.

  From the start of the study (i.e., at baseline, day 0) to the end of the study (day 10).

Secondary Outcomes (1)

• Workload

  From the start of the study (i.e., at baseline, day 0) to end of the study (i.e., day 10).

Eligibility Criteria

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

Study Population

Nurse professionals working in an EU hospital.

You may not qualify if:

• Part-time workers with small contracts (less than 3 days a week) or individuals not engaged in team-based work.
• Participants who do not complete the baseline survey or a minimum of 5 daily surveys.

Sponsors & Collaborators

• Erasmus University Rotterdam: lead

Study Sites (1)

Erasmus University Rotterdam

Rotterdam, Netherlands

RECRUITING

Related Publications (9)

• Anderson, N., & West, M. A. (1996). The team climate inventory: Development of the TCI and its applications in team building for innovativeness. European Journal of Work and Organizational Psychology, 5(1), 5366

  BACKGROUND

• Campion, M. A., Medsker, G. J., & Higgs, A. C. (1993). Relations between work group characteristics and effectiveness: Implications for designing effective work groups. Personnel Psychology, 46(4), 823-847.

  BACKGROUND

• Diener, E., Wirtz, D., Tov, W., Kim-Prieto, C., Choi, D. W., Oishi, S., & Biswas-Diener, R. (2010). New well-being measures: Short scales to assess flourishing and positive and negative feelings. Social Indicators Research, 97, 143-156.

  BACKGROUND

• Grant AM. Does intrinsic motivation fuel the prosocial fire? Motivational synergy in predicting persistence, performance, and productivity. J Appl Psychol. 2008 Jan;93(1):48-58. doi: 10.1037/0021-9010.93.1.48.

  PMID: 18211134 BACKGROUND

• Hadzibajramovic E, Schaufeli W, De Witte H. The ultra-short version of the Burnout Assessment Tool (BAT4)-development, validation, and measurement invariance across countries, age and gender. PLoS One. 2024 Feb 23;19(2):e0297843. doi: 10.1371/journal.pone.0297843. eCollection 2024.

  PMID: 38394265 BACKGROUND

• Luthans, F., & Youssef-Morgan, C. M. (2017). Psychological capital: An evidence-based positive approach. Annual Review of Organizational Psychology and Organizational Behavior, 4(1), 339-366.

  BACKGROUND

• Perugini, M., Gallucci, M., Presaghi, F., & Ercolani, A. P. (2003). The personal norm of reciprocity. European Journal of Personality, 17(4), 251-283.

  BACKGROUND

• Schaufeli, W. B., Shimazu, A., Hakanen, J., Salanova, M., & De Witte, H. (2017). An ultra-short measure for work engagement. European Journal of Psychological Assessment.

  BACKGROUND

• Viragos, Anna (2018) Investigating job crafting from a prosocial perspective. PhD thesis, University of Leeds. https://etheses.whiterose.ac.uk/id/eprint/23965/

  BACKGROUND

Related Links

• This webpage provides general information on the KEEPCARING project. The study registered here is part of this project.

Central Study Contacts

Luisa Solms, MSc

CONTACT

+31 619949815; solms@essb.eur.nl

Study Design

• Study Type: observational
• Observational Model: COHORT
• Time Perspective: PROSPECTIVE
• Sponsor Type: OTHER
• Responsible Party: PRINCIPAL INVESTIGATOR
• PI Title: Postdoctoral researcher

Study Record Dates

• First Submitted: February 17, 2025
• First Posted: March 3, 2025
• Study Start: August 1, 2025
• Primary Completion: November 1, 2025
• Study Completion: November 1, 2025
• Last Updated: August 22, 2025

Record last verified: 2025-08

Data Sharing

• IPD Sharing: Will not share

Locations

NL (1)