Strategy for recruitment and factors associated with motivation and satisfaction in a randomized trial with 210 healthy volunteers without financial compensation

Abstract

BackgroundThe aim was to describe a strategy for recruitment of healthy volunteers (HV) to a randomized trial that assessed the efficacy of different telephone techniques to assist HV in performing cardiac massage for vital emergency. Participation in the randomized trial was not financially compensated, however HV were offered emergency first-aid training. We also studied factors associated with HV motivation and satisfaction regarding participation in the trial.MethodsStrategy for recruitment of 210 HV aged 18 to 60 years was based on: (1) the updated records of all telephone number since January 2000 of HV registered in the Rouen Clinical Investigation Centre HV database, (2) a communication campaign for the general public focussing on posters and media advertisements. Data on the recruitment, socio-demographics, motivation and satisfaction of the 210 HV were collected by anonymous self-administered questionnaire.ResultsOf the 210 HV included, 63.3% (n = 133) were recruited from the HV database and 36.7% (n = 77) by the communication campaign. On the one hand, the HV database enabled screening of 1315 HV, 54.8% (n = 721) of whom were reached by phone, 55.2% (n = 398) of these latter accepted to participate in the study and 10.1% of the initial screening (n = 133) were finally included. One the other hand, for the 77 HV not recruited from the HV database, word-of-mouth (56.1%) was the main means of recruitment. The male/female ratio of the 210 HV was 0.5 and mean age 43.5 years (Standard Deviation = 12.4). The main motivations given for participating in the trial were to support research (87.6%) and receive emergency first-aid training (85.7%). Overall satisfaction with the welcome process was significantly higher for older HV (46–60 years) (adjusted odds ratio (AOR): 3.44; 95% confidence interval (95% CI): 1.48-7.99), and for HV in management jobs (AOR: 4.26; 95% CI: 1.22-14.87). Satisfaction with protocol management was higher for women (AOR: 2.33; 95% CI: 1.18-4.60) and for older HV (46–60 years) (AOR: 4.76; 95% CI: 1.97-11.52).ConclusionsRecruitment of non-compensated HV required broad screening with a primary HV database alongside word-of-mouth communication which seemed more efficient than media advertising. To enhance HV recruitment to randomized trials without financial compensation it seems crucial to provide them not only with a direct interest but also to ensure their satisfaction.

Qualitative study investigating the underlying motivations of healthy participants in phase I clinical trials

“…Given that over half of the participants in the current study (n=17) were university students or had completed tertiary education, their desire to learn may be a greater motivating factor than those without a tertiary education. Previous quantitative studies have similarly found that the opportunity to learn was an important motivator36 as well as the opportunity for expanded social contact 21…”

Effectiveness and cost of recruiting healthy volunteers for clinical research studies using an electronic patient portal: A randomized study

“…We could find only one previous study that described strategies for recruiting healthy volunteers [20], which compared 2 methods to find volunteers to test a telephone-based education program in emergency Figure 1. Top: percent of subjects who responded to the follow-up survey who ranked the listed method as their first or second choice to be contacted about research studies.…”

“…We could find only one previous study that described strategies for recruiting healthy volunteers [20], which compared 2 methods to find volunteers to test a telephone-based education program in emergency cardiac massage: a previously developed healthy volunteer database Versus posters and media advertisements aimed at the general public. Ten percent of the subjects they called from their database enrolled in the study, while they had little success with posters and media advertisements.…”

Job Satisfaction among College Student Volunteers

“…Explainable variance for the prediction of job involvement from a combination of participation frequency, on-job training, achievement orientation and job satisfaction was 33.6% (Li, Lin, & Chen, 2007). Job satisfaction positively influenced intention and it acted as a full mediator in the relationship between intrinsic motivation and intention to continue volunteering (Luzurier, Damm, Lion, Pellerin, & Tavolacci, 2015). Bennett & Barkensjo (2005) found strong connection between job satisfaction and a volunteer's personal commitment to providing high-quality services in a helping and caring charitable organization.…”

“…However, turnover among volunteer presents a significant problem for nonprofits (Scherer, Allen & Harp, 2016). It seems crucial to provide volunteers not only with a direct interest but also to ensure their satisfaction in order to enhance their recruitment (Luzurier, Damm, Lion, Pellerin, & Tavolacci, 2015). Results showed that job satisfaction mediated the relationship between perceived investment in employee development and intention to stay for both volunteers and paid employees (Fallon & Rice, 2015).…”