No registrations found.
ID
Source
Health condition
the intervention is aimed at healthy employees
Sponsors and support
Intervention
Outcome measures
Primary outcome
perceived supervisor support
Secondary outcome
perceived co-worker support, skills discretion, attitude, (occupational) self-efficacy, beliefs, behavioral intention
Background summary
The overall aim of this project is to contribute to the health and wellbeing of nurses in order to facilitate their sustainable employability. Together with a Dutch hospital we will develop an intervention which consists of: 1) the use of the Vitality Scan, a signal list for recognition and discussion of possible stagnation in sustainable employability of nurses, 2) learning both nurses and supervisors to use an accompanying interview guide for dialogue between nurse and supervisor, and 3) arranging tailored follow-up actions. The effectiveness and applicability of the intervention will be examined through an intervention study.
Study objective
The overall aim of this project is to contribute to the health and wellbeing of nurses in order to facilitate their sustainable employability. we will develop an intervention which consists of: 1) the use of the Vitality Scan, a signal list for recognition and discussion of possible stagnation in sustainable employability of nurses, 2) learning both nurses and supervisors to use an accompanying interview guide for dialogue between nurse and supervisor, and 3) arranging tailored follow-up actions. The effectiveness and applicability of the intervention will be examined through an intervention study.
Study design
workrelated wellbeing, vitality and performance
Intervention
Central goal in this proposed research plan is an effect evaluation of an intervention aiming at the described outcomes. Starting point is the existing Vitality Scan, which monitors signals of possible stagnation on essential factors related to sustainable employability: balance & competence, motivation & involvement, resilience, physical & mental health, and social support at work [27]. This scan will be used as guideline for the dialogue between supervisor and nurse. The intervention further includes supervisor training on effective solution-focused dialogue and support in arranging follow-up strategies. On behalf of the planned cluster-RCT nursing staff and their supervisors will be randomised to either an intervention group (IG) or a ‘care as usual’ group (control group, CG).
Livia Brouwers
Verlengde Groenestraat 75
Nijmegen 6525 EJ
The Netherlands
06-52466739
livia.brouwers@han.nl
Livia Brouwers
Verlengde Groenestraat 75
Nijmegen 6525 EJ
The Netherlands
06-52466739
livia.brouwers@han.nl
Inclusion criteria
inclusion at supervisor level; minimum of 10 employees (with regular contracts) and >1 year functioning as supervisor
Exclusion criteria
exclusion criteria for supervisors and nurses: temporary contracts, (expected) long-term absence during the project, current long-term (sickness absence) and expected termination of the contract (because of retirement or other)
Design
Recruitment
Followed up by the following (possibly more current) registration
No registrations found.
Other (possibly less up-to-date) registrations in this register
No registrations found.
In other registers
| Register | ID |
|---|---|
| NTR-new | NL5685 |
| NTR-old | NTR5829 |
| Other | METC 2016.041 : WC2015-063 |