Efficacy of 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 efficacy of a novel online-delivered gamification-based intervention for the identification, development, and use of strengths in the workplace. The program will be addressed to young employees and will have the aim of boosting their well-being and performance.

Official Title
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Testing the Efficacy of an Internet-delivered Strengths Use Intervention in Organizations A Waiting-list Randomized Trial

Conditions
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Mental Health Wellness, Professional Burnout

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


Participation Criteria
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Eligibility Criteria
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Inclusion Criteria: Not other than the age of the participants. Exclusion Criteria: Lack of internet access during the period of the implementation of the program (prescreened during enrolment). Controlled variables: Participants levels of work engagement and work experience will be controlled for by stratified randomization. For each of the two factors we will created three strata (low level: lowest - 33rd percentile; moderate level: 34th - 66th percentile; high level: 67th percentile - highest), and the randomization will be applied for each stratum.

Ages Eligible for Study
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Minimum Age: 18 Years
Maximum Age: 39 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: Sequential Assignment
Interventional Model Description: Two-armed randomized trial with waiting-list control and pre-, mid-, and post-intervention measurements.
Masking: Single


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 4 weeks, through an LMS software solution. | Behavioral: Internet-delivered strengths use intervention<br>* The online strengths use intervention program follows the theorized five stages of strengths use interventions: (1) preparation and commitment, (2) identification, (3) integration, (4) action, and (5) evaluation. To increase participant engagement and motivation, gamification components are embedded in several stages. The intervention was previously tested through a feasibility and acceptability trial (NCT05474807). The entire intervention will be delivered online via an LMS software solution.<br>|
| Other: Waiting-list control group<br>The waiting-list control arm will receive the same intervention immediately after the intervention group finishes and will have filled in the post-test outcomes measures. | Behavioral: Waiting-list<br>* The waiting-list arm will serve as the control group, filling in only the outcome measure at the same time as the intervention group participants. After the intervention group finishes participating in the intervention, the waiting-list participants will benefit from the same internet-delivered strengths use program.<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 scale (0 =never, 6 = always). Higher scores represent higher work engagement. | Change from baseline to mid-intervention and post-intervention (approximately 3 weeks and 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). Higher scores represent higher PsyCap. | Change from baseline to mid-intervention and post-intervention (approximately 3 weeks and 6 weeks). | 
| Strengths use | The Strengths Use subscale from the Strengths Use and Deficit Correction questionnaire (SUDCO). I has 6 items, rated on a 0 (almost never) to 6 (almost always) scale. A sample item is I seek opportunities to do my work in a manner that best suits my strong points. Higher scores represent higher levels of strengths use. | Change from baseline to mid-intervention and post-intervention (approximately 3 weeks and 6 weeks). | 
| Strengths identification, use and development | A set of 18 items, rated on a 0 (almost never) to 6 (almost always) scale, was developed by the team of experts involved in this study. Higher scores represent higher levels of strengths use, identification, and development. | Change from baseline to mid-intervention and post-intervention (approximately 3 weeks and 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 are scored on a 5-point scale ranging from 1(never) to 5 (always). Higher scores represent elevated symptoms of burnout. | 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 Likert scale (1 = total disagreement, 7 = total agreement). A sample item reads: In general, I like working here.. Higher scores represent higher job satisfaction. | 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.. Higher scores represent higher performance. | 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 Likert scale (1 = totally disagree; 5 = totally agree). Higher scores represent higher levels of employability. | Change from baseline to post-intervention (approximately 6 weeks). |