Evaluation of Staff COVID-19 Wellbeing Centres in a Healthcare Workplace: COVID-WELL Study

Study Overview
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Brief Summary
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Evaluation of a workplace intervention to implement supported wellbeing centres in a healthcare workplace during and after the COVID-19 pandemic. Mixed-Methods Evaluation study - including collection of service use monitoring data, online survey and qualitative interviews.

Detailed Description
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Project Aims: To describe the cost, reach and usage of the Staff Wellbeing Centres To gather insight into experiences of those who access the facility ('service users') as well as those of support workers ('wellbeing buddies'). To identify any facilitators, obstacles or barriers to accessing the facility. To identify perceptions of facility users and non-users towards the value of the facilities during and after the coronavirus pandemic. To establish recommendations for longer-term sustainability of the wellbeing centres. Interviews will be conducted with up to 45 interview participants (10-15 Wellbeing Buddies, 25-30 Staff). Online survey will be conducted - all Nottingham University Hospitals National Health Service (NHS) staff invited to take part (>14,000). The survey will include measures of mental wellbeing (Warwick-Edinburgh Wellbeing Scale, 14-item - license received), and single items measures of job stressfulness, job satisfaction, presenteeism, turnover intentions and work engagement.

Official Title
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Evaluation of a Workplace Intervention to Implement Supported COVID-19 Wellbeing Centres in a Healthcare Workplace During and After the Coronavirus Pandemic: The COVID-WELL Study

Conditions
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Mental Health Wellness 1

Intervention / Treatment
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* Other: Staff Wellbeing Centres


Participation Criteria
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Eligibility Criteria
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Inclusion Criteria: National Health Service staff which includes employees, volunteers or healthcare students, as well as bank staff (all have access to the Staff Wellbeing Centres). Ability to give informed consent. For survey element: Ability to access the internet (to complete the online survey) For interview element: Ability to attend an individual interview. Exclusion Criteria: • Inability to communicate in spoken English.
Sexes Eligible for Study
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All

Accepts Healthy Volunteers
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Accepts Healthy Volunteers

Study Plan
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How is the study designed?
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Design Details

Primary Purpose: Other
Intervention Model: Single Group Assignment
Interventional Model Description: All staff have access to the Staff Wellbeing Centres (usual practice). In this study the investigators will conduct a questionnaire survey with all Nottingham University Hospitals National Health Service (NHS) staff about their mental wellbeing, and use of this facility. The investigators will conduct qualitative interviews with users and non-users of the Wellbeing Centres (staff) as well as the Wellbeing Buddies (support workers).
Masking: None (Open Label)


Arms and Interventions

| Participant Group/Arm | Intervention/Treatment |
| --- | --- |
| Experimental: Staff Wellbeing Centre<br>Wellbeing Centres are rooms where staff employed at the hospital trust can go for a break, rest, relaxation, quiet time out, advice support or signposting. They are manned by Wellbeing Buddies who are support workers who offer advice and signposting services. The Centres are accessible to all staff at the Trust. | Other: Staff Wellbeing Centres<br>* 2 Centres (rooms) accessible to staff for rest and relaxation, work breaks, supports advice and signposting. They are manned by support workers called Wellbeing Buddies.<br>|

What is the study measuring?
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Primary Outcome Measures

| Outcome Measure | Measure Description | Time Frame |
| --- | --- | --- |
| Warwick-Edinburgh Mental Wellbeing Scale | 14-item scale to measure mental wellbeing. Total scores range from 14 to 70 and higher scores indicate greater positive mental wellbeing. | Baseline | 

Secondary Outcome Measures

| Outcome Measure | Measure Description | Time Frame |
| --- | --- | --- |
| Single Item Measure of Global Job Stressfulness (Houdmont et al, 2019) | Single-item measure. Scores range from 1 to 5 and higher scores indicated greater job stressfulness. | Baseline | 
| Single Item Global Job Satisfaction Measure (Dolbier et al, 2005) | Single-item measure. Scores range from 1 to 5 and higher scores indicated greater job satisfaction. | Baseline | 
| Single Item Measure of Presenteeism (Aronsson & Gustafsson, 2004) | Single-item measure. Scores range from 1 to 4, with higher scores indicating greater presenteeism. | Baseline | 
| Single Item Measure of Turnover intentions (Ryan et al, 2017) | Single-item measure. Scored 1=no intent to leave, 2=intent to leave | Baseline | 
| Work Engagement (Shaufeli et al, 2006) | Dedication subscale of the 9-item Utrecht Work Engagement Scale (3 items will be used: 2, 3 and 4). Scores range from 0 to 6, with higher scores indicating greater work engagement. | Baseline |