Internet-delivered Strengths Use Intervention

Study Overview
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Brief Summary
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The aim of the study will be to test the feasibility and acceptability of a novel online-delivered gamification-based intervention for the identification, development, and use of strengths in the organization. The program will be addressed to employees at the beginning of their careers and will have the aim of boosting their well-being and performance.

Official Title
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Improving Employee Well-being Through an Internet-delivered Strengths Use Intervention: A Feasibility Study

Conditions
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Burnout, Professional, Mental Health Wellness 1

Intervention / Treatment
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* Behavioral: Internet-delivered strengths use intervention


Participation Criteria
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Eligibility Criteria
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Inclusion Criteria: - participants should score 4.49 or lower (on a scale from 0 to 6) on work engagement; Exclusion Criteria: workload which will impede following the intervention program (based on a filter Yes/No question); lack of internet access during the period of the implementation of the program (based on a filter Yes/No question).

Ages Eligible for Study
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Minimum Age: 18 Years
Maximum Age: 35 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: Other
Intervention Model: Single Group Assignment
Interventional Model Description: One-armed study with baseline and post-intervention measurements.
Masking: None (Open Label)


Arms and Interventions

| Participant Group/Arm | Intervention/Treatment |
| --- | --- |
| Experimental: Intervention group<br>The experimental arm will receive the online strengths use intervention program over a period of 6 weeks, through an LMS software solution. | Behavioral: Internet-delivered strengths use intervention<br>* The online strengths use intervention program, will be based on Miglianico et al.'s (2020) general framework, following the theorized five stages: (1) preparation and commitment, (2) identification, (3) integration, (4) action, and (5) evaluation. As to increase participant engagement and motivation, gamification components will be embedded in several of these stages. The entire intervention will be delivered online via an LMS software solution.<br>|

What is the study measuring?
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Primary Outcome Measures

| Outcome Measure | Measure Description | Time Frame |
| --- | --- | --- |
| Work engagement | Work engagement will be measured with the Utrecht Work Engagement Scale (UWES-9). It has 9 items that form three dimensions, each with 3 items: vigor (e.g., At my work, I feel bursting with energy), dedication (e.g., I am enthusiastic about my job), and absorption (e.g., I am immersed in my work). This measure uses a 7-point agreement scale (0 = never, 6 = always). | Change from baseline to post-intervention (approximately 6 weeks). | 
| Psychological capital (PsyCap) | Psychological capital will be measured with the 12-item Psychological Capital Questionnaire. It has four subscales: hope (At the moment, I feel quite fulfilled at work.), self-efficacy (I feel confident presenting information to a group of colleagues.), resilience (Usually, at work, I easily get over the stressful aspects.), and optimism (I am optimistic about what will happen to me in the future regarding my job.). All 12-item are reported on a 6-point Likert scale (1 = strongly disagree, 6 = strongly agree). | Change from baseline to post-intervention (approximately 6 weeks). | 
| Strengths use | Strengths use will be measured with a set of six items, rated on a 0 (almost never) to 6 (almost always) Likert scale. A sample item is I seek opportunities to do my work in a manner that best suits my strong points. | Change from baseline to post-intervention (approximately 6 weeks). | 

Secondary Outcome Measures

| Outcome Measure | Measure Description | Time Frame |
| --- | --- | --- |
| Burnout | Burnout will be assessed with the 12-item Burnout Assessment Tool (BAT). This questionnaire has four subscales: exhaustion (3 items; At work, I feel mentally exhausted.), emotional impairment (3 items; At work, I feel unable to control my emotions.), cognitive impairment (3 items; At work, I have trouble staying focused.) and mental distance (3 items; I struggle to find any enthusiasm for my work.). All items will be scored on a 5-point scale ranging from 1 (never) to 5 (always). | Change from baseline to post-intervention (approximately 6 weeks). | 
| Job satisfaction | Job satisfaction will be measured with the Michigan Organizational Assessment Questionnaire. The scale has three items with a response on a 7-point scale (1 = total disagreement, 7 = total agreement). A sample item reads: In general, I like working here.. | Change from baseline to post-intervention (approximately 6 weeks). | 
| Job performance | Job performance will be assessed with a 7-item scale. Response options range on a Likert scale from 1 (strongly disagree) to 5 (strongly agree). A sample item is I adequately complete my assigned duties.. | Change from baseline to post-intervention (approximately 6 weeks). | 
| Positive affect | Positive Affect (PA) will be measured with the 10 items of the Positive Affect Negative Affect Schedule (PANAS), representing different types of positive emotions (e.g., excited, inspired, and enthusiastic). Respondents will be asked to indicate to what extent they experienced these in the time frame of the intervention on a 5-point scale (1 = very slightly or not at all; 5 = very much). | Change from baseline to post-intervention (approximately 6 weeks). | 
| Life satisfaction | Life satisfaction will be measured with the five items of the Satisfaction with Life Scale. All answers are reported on a 7-point Likert scale (1 = totally disagree; 7 = totally agree); one item example being, I am satisfied with my life. | Change from baseline to post-intervention (approximately 6 weeks). | 
| Employability | Employability will be measured with the four-item Perceived Employability Scale. Each item is rated on a 5-point liker scale (1 = totally disagree; 5 = totally agree). Higher scores represent higher levels of employability. | Change from baseline to post-intervention (approximately 6 weeks). | 

 Terms related to the study
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Keywords Provided by Centre Hospitalier Valida
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work engagement, burnout, employee wellbeing