Effect on Mental Health of a Participatory Intervention to Improve Psychosocial Work Environment: A Cluster Randomized Controlled Trial among Nurses

Uchiyama, Ayako; Odagiri, Yuko; Ohya, Yumiko; Takamiya, Tomoko; Inoue, Shigeru; Shimomitsu, Teruichi

doi:10.1539/joh.12-0228-oa

Cited by 60 publications

(95 citation statements)

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“…For the purpose of this review (Elo et al 2008;Mattila et al 2006), these two studies were combined and considered together. (4) Studies focused on combined effects of aspects of job design and training (d'Ettorre and Greco 2015; Jones et al 2008;Robertson et al 2008;Uchiyama et al 2013;Umanodan et al 2009Umanodan et al , 2014. These interventions were considered to be related to changes in job design and other employment practices because they give an indication of whether introducing training alongside enhanced job design has more reliable effects on well-being.…”

Section: Papers Included In Systematic Reviewmentioning

confidence: 99%

Job design, employment practices and well-being: a systematic review of intervention studies

et al. 2017

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There is inconsistent evidence that deliberate attempts to improve job design realise improvements in well-being. We investigated the role of other employment practices, either as instruments for job redesign or as instruments that augment job redesign. Our primary outcome was well-being. Where studies also assessed performance, we considered performance as an outcome. We reviewed 33 intervention studies. We found that well-being and performance may be improved by: training workers to improve their own jobs; training coupled with job redesign; and system wide approaches that simultaneously enhance job design and a range of other employment practices. We found insufficient evidence to make any firm conclusions concerning the effects of training managers in job redesign and that participatory approaches to improving job design have mixed effects. Successful implementation of interventions was associated with worker involvement and engagement with interventions, managerial commitment to interventions and integration of interventions with other organisational systems. Practitioner Summary: Improvements in well-being and performance may be associated with system-wide approaches that simultaneously enhance job design, introduce a range of other employment practices and focus on worker welfare. Training may have a role in initiating job redesign or augmenting the effects of job design on well-being.

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Section: Papers Included In Systematic Reviewmentioning

confidence: 99%

Job design, employment practices and well-being: a systematic review of intervention studies

et al. 2017

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“…Otros estudios revelan que intervenciones psicoeducativas en modificación de comportamientos o sintomatología generados en periodos largos, puede ser poco significativa, pero relevante cuando el objetivo es el manejo de la información y de conocimientos relacionados con el constructo tratado (Redhead, Bradsaw, Braynion y Doyle, 2011;Uchiyama et al, 2013, Yilmaz et al, 2009). En nuestra investigación se analizaron planes de acción que pudieran implementar para mejorar la calidad de vida en el trabajo (por ejemplo, observar, atender y colaborar con los compañeros para cumplir con las metas fijadas de la institución y disminuir los estresores laborales, analizadas a partir de la tercera sesión).…”

Section: Discussionunclassified

“…Tradicionalmente, las investigaciones en el ámbito laboral se centran en los programas psicoeducativos que puedan incidir o modificar los comportamientos de los trabajadores con alguna afección, como estrés, burnout, depresión, entre otros (Redhead, Bradsaw, Braynion y Doyle, 2011;Uchiyama et al, 2013;Yilmaz, Soykan, Ayaz, Incekcale, Gürman & Kumbasar, 2009;Yslado, Nuñez y Norabuena, 2010).…”

Section: Introductionunclassified

Intervención psicoeducativa en la calidad de vida laboral en una institución mexicana

González

Serrano

Campos

et al. 2017

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El concepto de calidad de vida en el trabajo involucra dimensiones objetivas y subjetivas, cuyos indicadores valoran las condiciones de vida, del entorno laboral y del individuo. El interés primordial de una organización es que la calidad de vida impacte favorablemente en la salud y en el bienestar de quienes participan en ella, y por ende, en la productividad o en los servicios que ofrece. El objetivo es evaluar el efecto de una intervención psicoeducativa en la calidad de vida profesional de trabajadores del área de atención a usuarios de una organización gubernamental. El método utilizado fue un estudio cuasi-experimental con grupo intervención y dos controles. Participaron 93 trabajadores del área de atención a usuarios, seleccionados aleatoriamente y con colaboración voluntaria. Se utilizó el cuestionario Calidad de Vida Profesional (CVP-35) adaptado al español. La intervención psicoeducativa se estructuró con seis temas, desarrollados uno cada semana con duración de dos horas: 1) concepto de salud en el trabajo, 2) estrategias de afrontamiento, 3) afrontamiento centrado en el problema, 4) plan de vida saludable, 5) lenguaje de las emociones, y 6) calidad de vida en el trabajo. En los resultados, 9 % (3) de los trabajadores del grupo intervención y uno del primer grupo control calificaron como deficiente la dimensión de apoyo directivo, en tanto que el resto se ubicó al nivel regular. Del 14 % al 25 % de los participantes valoraron como regular la carga de trabajo y más del 60 % indicó tener buena o excelente motivación intrínseca. Solamente tres trabajadores indicaron mejoría en la calidad de vida en el trabajo. No se encontraron diferencias significativas entre los grupos. En conclusión, los trabajadores participantes reportaron tener en general buena calidad de vida en el trabajo; los valores bajos refirieron la falta de apoyo directivo y sobre carga de actividades por la ausencia de compañeros.

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“…In general, there is little knowledge of what works at an organisational level to improve employee well-being. A RCT of a participatory intervention involving action planning with nurses and sharing good practice and obstacles was associated with changes in work characteristics but not mental health 29 and a participatory risk management intervention in an Australian public sector organisation was associated with significant improvements in job design, training and morale and a reduction in organisational sickness absence duration. 30 There are undoubtedly difficulties in carrying out RCTs in organisations in which there are many complex influences on the behaviour and well-being of employees and managers.…”

Section: Methodological Problems In Organisational Interventionsmentioning

confidence: 99%

Pilot study of a randomised trial of a guided e-learning health promotion intervention for managers based on management standards for the improvement of employee well-being and reduction of sickness absence: the GEM (Guided E-learning for Managers) study

et al. 2015

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BackgroundPsychosocial work environments influence employee well-being. There is a need for an evaluation of organisational-level interventions to modify psychosocial working conditions and hence employee well-being.ObjectiveTo test the acceptability of the trial and the intervention, the feasibility of recruitment and adherence to and likely effectiveness of the intervention within separate clusters of an organisation.DesignMixed methods: pilot cluster randomised controlled trial and qualitative study (in-depth interviews, focus group and observation).ParticipantsEmployees and managers of a NHS trust. Inclusion criteria were the availability of sickness absence data and work internet access. Employees on long-term sick leave and short-term contracts and those with a notified pregnancy were excluded.InterventionE-learning program for managers based on management standards over 10 weeks, guided by a facilitator and accompanied by face-to-face meetings. Three clusters were randomly allocated to receive the guided e-learning intervention; a fourth cluster acted as a control.Main outcome measuresRecruitment and participation of employees and managers; acceptability of the intervention and trial; employee subjective well-being using the Warwick–Edinburgh Mental Wellbeing Scale (WEMWBS); and feasibility of collecting sickness absence data.ResultsIn total, 424 employees out of 649 approached were recruited and 41 managers out of 49 were recruited from the three intervention clusters. Of those consenting, 350 [83%, 95% confidence interval (CI) 79% to 86%] employees completed the baseline assessment and 291 (69%, 95% CI 64% to 73%) completed the follow-up questionnaires. Sickness absence data were available from human resources for 393 (93%, 95% CI 90% to 95%) consenting employees. In total, 21 managers adhered to the intervention, completing at least three of the six modules. WEMWBS scores fell slightly in all groups, from 50.4 to 49.0 in the control group and from 51.0 to 49.9 in the intervention group. The overall intervention effect was 0.5 (95% CI –3.2 to 4.2). The fall in WEMWBS score was significantly less among employees whose managers adhered to the intervention than among those employees whose managers did not (–0.7 vs. 1.6, with an adjusted difference of 1.6, 95% CI 0.1 to 3.2). The intervention and trial were acceptable to managers, although our study raises questions about the widely used concept of ‘acceptability’. Managers reported insufficient time to engage with the intervention and lack of senior management ‘buy-in’. It was thought that the intervention needed better integration into organisational processes and practice.ConclusionsThe mixed-methods approach proved valuable in illuminating reasons for the trial findings, for unpacking processes of implementation and for understanding the influence of study context. We conclude from the results of our pilot study that further mixed-methods research evaluating the intervention and study design is needed. We found that it is feasible to carry out an economic evaluation of the intervention. We plan a further mixed-methods study to re-evaluate the intervention boosted with additional elements to encourage manager engagement and behaviour change in private and public sector organisations with greater organisational commitment.Study registrationCurrent Controlled Trials ISRCTN58661009.FundingThis project was funded by the NIHR Public Health Research programme and will be published in full inPublic Health Research; Vol. 3, No. 9. See the NIHR Journals Library website for further project information.

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Effect on Mental Health of a Participatory Intervention to Improve Psychosocial Work Environment: A Cluster Randomized Controlled Trial among Nurses

Cited by 60 publications

References 38 publications

Job design, employment practices and well-being: a systematic review of intervention studies

Job design, employment practices and well-being: a systematic review of intervention studies

Intervención psicoeducativa en la calidad de vida laboral en una institución mexicana

Pilot study of a randomised trial of a guided e-learning health promotion intervention for managers based on management standards for the improvement of employee well-being and reduction of sickness absence: the GEM (Guided E-learning for Managers) study

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