Family Supportive Supervisor Training and Workplace Assessment Tool

Study Overview
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Brief Summary
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This study will evaluate the effectiveness of FSST 2.0 (family supportive supervisor training plus support for use of family and sick leaves) using a randomized control trial design. We expect the intervention will increase supervisors' family supportive and leave supportive behaviors, which in turn will increase employees' leave use and decrease employees' work-family conflict, emotional exhaustion, depressive symptoms, and turnover intentions. This study will enroll a minimum 200 groups of managers and their employees. Managers in the intervention condition will complete pre- and 2 post-intervention Workplace Assessments, 2 online training modules, 1 webinar where managers can review intervention content and ask questions and share reactions on the materials. Managers in the control group and employees in both groups will complete pre- and 2 post-intervention Workplace Assessments. The post-intervention Workplace Assessment will be completed 3 and 6 months after the intervention. The total duration of the study is 9 months as the wait list control group will be offered the intervention and 2nd follow up survey after the 6-month trial.

Detailed Description
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This study will evaluate the effectiveness of FSST 2.0 (family supportive supervisor training plus support for use of family and sick leaves) using a randomized control trial design. Phase of the Trial Based on the NIH's definition, the current study is a Phase III clinical trial, which usually involves several hundred or more human subjects, for the purpose of evaluating an experimental intervention in comparison with a standard or controlled intervention or comparing two or more existing treatments. Type of trial - a randomized-control trial Randomization strategy Randomization method The current study employs a cluster randomization strategy to assign organizations to either Condition A (intervention group) or Condition B (control group) for a few key reasons. First, although only the supervisors will receive the training, the effectiveness of the training will be assessed at the employee' level, thereby needing a nested data structure. Second, cluster randomization is effective in reducing contamination (Puffer et al., 2005). Third, when the intervention is offered at a group level, cluster randomization increases the external validity of the results (Donner & Klar, 2000). Within each organization, we will use a balanced group randomization strategy such that there will be an equal number of workgroups/teams/departments in the intervention or control condition. In the event that there is an odd number of such units, a slight imbalance (i.e., groups per condition) will be off by one group, which has minimal impact on statistical power to detect intervention effects. Unit of randomization - organization Allocation ratio - the same number of teams (one supervisor and at least 6 employees) will be recruited in both organization Timing of randomization - before the baseline assessment The statistician of the study will generate and implement the randomization schema. Specification of the number of study groups/arms - 2 Duration of the study intervention - 6 months Follow-up period - 3 and 6 months after the intervention Name and brief description of study intervention FSST 2.0 is a workplace intervention package designed to increase supervisors' family and leave supportive behaviors and leave supportive behaviors. The package includes Workplace Assessment tool, 2 30-45-minute online training modules (family-supportive supervisor training and supervisors' leave supportive behavior training), a webinar, behavior training, and organizational reports. Control group The current trial employs a wait-list control group, whereby participants will receive the usual care and will later receive the intervention in addition to the usual care (Kinser & Robins, 2013, p.2). One or more organization will be randomly assigned to receive the intervention and the other organization(s) will serve as a wait-list control group. Mangers in the intervention group will be asked to: Complete a baseline online survey. Take the Family Supportive Supervisor Training online (FSST). Take the Supervisor Support for Leave Use module training online. Track their behaviors for two weeks Participate in a webinar with the opportunity to ask Q & A and make comments. 7. Complete up to 2 post-training surveys. 8. Focus groups may also be conducted to get feedback on the training after the study is over. Employees in the control group and employees in both groups will be asked to: 1. Complete a base line and follow up surveys over the course of 6 months. The wait list control group will be offered the training after the trial is over.

Official Title
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Family Supportive Supervisor Training and Workplace Assessment Tool

Conditions
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Psychosocial Deprivation, Work-Related Stress, Life-work Imbalance

Intervention / Treatment
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* Behavioral: Family Supportive Supervisor Training 2.0


Participation Criteria
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Eligibility Criteria
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Inclusion Criteria: To be 18 years and older To be a supervisor with at least six employees or an employee of a participating supervisor Exclusion Criteria: There is no exclusion criterion.

Ages Eligible for Study
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Minimum Age: 18 Years

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: Prevention
Allocation: Randomized
Intervention Model: Parallel Assignment
Interventional Model Description: The current study employs a cluster randomization strategy to assign organizations to either Condition A (intervention group) or Condition B (control group). One organization will be randomly assigned to the intervention and the other organization to the control group.
Masking: Single


Arms and Interventions

| Participant Group/Arm | Intervention/Treatment |
| --- | --- |
| Experimental: Intervention Group<br>Mangers in the intervention group will be asked to: Complete an online survey; Take the Family Supportive Supervisor Training online (FSST); Take the Supervisor Support for Leave Use module; Track their behaviors for two weeks; Participate in a webinar and have the opportunity to ask questions and give comments; Complete a post-training survey; 8-10 managers may also participate in the focus group. Employees in the intervention group will be asked to: 1. Complete an online survey three times over the course of 6 months. | Behavioral: Family Supportive Supervisor Training 2.0<br>* FSST 2.0 is a workplace intervention package designed to increase supervisors' family and leave supportive behaviors and leave supportive behaviors. The package includes Workplace Assessment tool, 2 45-60 minute online training modules (family-supportive supervisor training and supervisors' leave supportive behavior training), a webinar, behavior training, and individualized feedback reports.<br>* Other names: FSST 2.0;|
| No Intervention: Control Group<br>Managers and employees in the control group will be asked to: 1. Complete an online survey three times over the course of 6 months. | |

What is the study measuring?
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Primary Outcome Measures

| Outcome Measure | Measure Description | Time Frame |
| --- | --- | --- |
| change in Family supportive supervisor behaviors | Family supportive behavior scale Hammer et al., 2013 | at baseline and 3 and 6 months after the intervention | 
| change in Leave supportive supervisor behaviors | developed by Kossek & Hammer (2022) | at baseline and 3 and 6 months after the intervention | 

Secondary Outcome Measures

| Outcome Measure | Measure Description | Time Frame |
| --- | --- | --- |
| change in work-family conflict | Matthews et al., 2010 work family conflict scale | at baseline and 3 and 6 months after the intervention | 
| change in emotional exhaustion | Barnett et al., 1999 emotional exhaustion scale | at baseline and 3 and 6 months after the intervention | 
| change in employee's leave use | number of days of leave used | at baseline and 3 and 6 months after the intervention | 
| change in turnover intentions | Boroff & Lewin, 1997 turnover intentions scale | at baseline and 3 and 6 months after the intervention | 
| change in control over work | Thomas & Ganster (1995) control over work scale | at baseline and 3 and 6 months after the intervention | 
| change in boundary countrol | Kossek et al. (2012) boundary control scale | at baseline and 3 and 6 months after the intervention | 
| change in work-life climate | Allen (2001) adapted, Kossek et al (2001) work-life climate scale | at baseline and 3 and 6 months after the intervention | 
| change in work-to-family positive spillover | Carlson et al (2006) WTF positive spillover scale | at baseline and 3 and 6 months after the intervention | 
| change in general supervisor support | Yoon, J., & Lim, J. (1999) general supervisor support scale | at baseline and 3 and 6 months after the intervention | 
| change in supervisor performance support | work family health network supervisor performance support scale | at baseline and 3 and 6 months after the intervention | 
| change in job satisfaction | Cammann et al., (1983) job satisfaction scale | at baseline and 3 and 6 months after the intervention | 
| change in job performance | Griffin et al., (2007) job performance scale | at baseline and 3 and 6 months after the intervention | 
| change in organizational commitment | Matthews et al. (2022) organizational commitment item | at baseline and 3 and 6 months after the intervention | 
| change in perceived health | Hobfoll et al. (2012), perceived health item | at baseline and 3 and 6 months after the intervention | 
| change in psychological distress | K6 (Kessler et al., 2003) psychological distress scale | at baseline and 3 and 6 months after the intervention | 
| change in perceived stress | Cohen, Kamarck, & Mermelstein (1983) perceived stress scale | at baseline and 3 and 6 months after the intervention | 

 Terms related to the study
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Keywords Provided by Centre Hospitalier Valida
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family supportive supervisor behaviors, work-family intervention, supervisor support for family, sick leave, family leave, workplace intervention, work life balance, supervisor training, manager training, work-family conflict, turnover intentions, flexible workplace, psychosocial intervention