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Wirksamkeit des Beteiligungsprogramms „Gesunder Arbeitsplatz“ für Pädagogen

5. November 2026 aktualisiert von: Jennifer Cavallari, UConn Health

CPH-NEW IV - Gesamtgesundheit der Arbeiter - Gesamtgesundheit der Lehrer

Using a stepped wedge design (prospective cohort with concurrent controls) among six paired, elementary schools, investigators will implement and evaluate the Educator Well-being Program. The investigators will evaluate whether the process improves organizational-level factors, teacher mental well-being (stress, depression and anxiety symptoms).

Studienübersicht

Status

Anmeldung auf Einladung

Bedingungen

Intervention / Behandlung

Studientyp

Interventionell

Einschreibung (Geschätzt)

4000

Phase

  • Unzutreffend

Kontakte und Standorte

Dieser Abschnitt enthält die Kontaktdaten derjenigen, die die Studie durchführen, und Informationen darüber, wo diese Studie durchgeführt wird.

Studienorte

    • Connecticut
      • Farmington, Connecticut, Vereinigte Staaten, 06030
        • UConn Health

Teilnahmekriterien

Forscher suchen nach Personen, die einer bestimmten Beschreibung entsprechen, die als Auswahlkriterien bezeichnet werden. Einige Beispiele für diese Kriterien sind der allgemeine Gesundheitszustand einer Person oder frühere Behandlungen.

Zulassungskriterien

Studienberechtigtes Alter

18 Jahre und älter (Erwachsene, Älterer Erwachsener)

Akzeptiert gesunde Freiwillige

Ja

Studienberechtigte Geschlechter

Alle

Beschreibung

Inclusion Criteria:

  • All staff aged 18 years or older at the time of survey administration within the three school districts will be eligible for participation.

Exclusion Criteria:

  • None.

Studienplan

Dieser Abschnitt enthält Einzelheiten zum Studienplan, einschließlich des Studiendesigns und der Messung der Studieninhalte.

Wie ist die Studie aufgebaut?

Designdetails

  • Hauptzweck: Behandlung
  • Zuteilung: Zufällig
  • Interventionsmodell: Crossover-Aufgabe
  • Maskierung: Keine (Offenes Etikett)

Waffen und Interventionen

Teilnehmergruppe / Arm
Intervention / Behandlung
Experimental: Educator Well-being Program

Staff at participating schools will experience the Educator Well-being Program process and complete pre- and post-intervention survey.

The Center for the Promotion of Health in the New England Workplace's (CPH-NEW's) Healthy Workplace Participatory Program (HWPP) is a participatory process in which end-users design TWH interventions that simultaneously change organizational and individual behavior to improve the health, safety and well-being of their workforce. The HWPP uses a process to empower workers to identify the root causes of health and safety concerns and then design, implement and evaluate interventions to address those problems. The Total Teacher Health Project adapted the HWPP for educators and refer to it as the Educator Well-being Program.

Aktiver Komparator: Delayed Intervention

Status quo program remains in place with new ongoing data collection, then experimental intervention as above.

The Center for the Promotion of Health in the New England Workplace's (CPH-NEW's) Healthy Workplace Participatory Program (HWPP) is a participatory process in which end-users design TWH interventions that simultaneously change organizational and individual behavior to improve the health, safety and well-being of their workforce. The HWPP uses a process to empower workers to identify the root causes of health and safety concerns and then design, implement and evaluate interventions to address those problems. The Total Teacher Health Project adapted the HWPP for educators and refer to it as the Educator Well-being Program.

Was misst die Studie?

Primäre Ergebnismessungen

Ergebnis Maßnahme
Maßnahmenbeschreibung
Zeitfenster
Work Stress
Zeitfenster: Prior to random selection of immediate and delayed intervention site, and 1 years later

The "All-Employee Survey for Educators" includes 1 question related to stress. The score ranges from 1-10, where higher scores indicate more stress.

Prior to random selection of immediate and delayed intervention site, and 1 years later
Perceived Stress
Zeitfenster: Prior to random selection of immediate and delayed intervention site, and 1 years later

The "All-Employee Survey for Educators" includes 10 items from the Perceived Stress Scale. A summary score is created with score ranges from 0-40, where higher scores indicate more stress.

Prior to random selection of immediate and delayed intervention site, and 1 years later
Anxiety Symptoms
Zeitfenster: Prior to random selection of immediate and delayed intervention site, and 1 years later

The "All-Employee Survey for Educators" includes 7 items from the GAD-7. A summary score is created and scores range from 0-21, where higher scores indicate greater anxiety symptoms.

Prior to random selection of immediate and delayed intervention site, and 1 years later
Depression Symptoms
Zeitfenster: Prior to random selection of immediate and delayed intervention site, and 1 years later

The "All-Employee Survey Educator" includes 10 from the CES-D. A summary score is created by summing items score ranges from 0-30, where higher scores indicate greater depression symptoms.

Prior to random selection of immediate and delayed intervention site, and 1 years later
Well-being
Zeitfenster: Prior to random selection of immediate and delayed intervention site, and 1 year later

The "All-Employee Survey for Educators" includes 2 items adapted from the SF-36. One item assesses physical health, the other mental health with both on a scale from 1 (poor) to 5 (excellent) A summary score is created by averaging the two items with a range from 1-5, where higher scores indicate better well-being.

Prior to random selection of immediate and delayed intervention site, and 1 year later
Burnout (Emotional Exhaustion)
Zeitfenster: Prior to random selection of immediate and delayed intervention site, and 1 year later

The "All-Employee Survey for Educators" includes 9 items from Maslach Burnout Inventory for Educators. A summary score is created by summing the nine items, after reverse coding as required, with a range from 0-54, where higher scores indicate higher burnout.

Prior to random selection of immediate and delayed intervention site, and 1 year later
Burnout (Personal Accomplishment)
Zeitfenster: Frame: Prior to random selection of immediate and delayed intervention site, and 1 year later

The "All-Employee Survey for Educators" includes 8 items from Maslach Burnout Inventory for Educators. A summary score is created by summing the nine items, after reverse coding as required, with a range from 0-48, where lower scores indicate higher burnout.

Frame: Prior to random selection of immediate and delayed intervention site, and 1 year later
Burnout (Depersonalization)
Zeitfenster: Prior to random selection of immediate and delayed intervention site, and 1 year later

The "All-Employee Survey for Educators" includes 5 items from Maslach Burnout Inventory for Educators. A summary score is created by summing the nine items, after reverse coding as required, with a range from 0-30, where higher scores indicate higher burnout.

Prior to random selection of immediate and delayed intervention site, and 1 year later
Work-life conflict
Zeitfenster: Prior to random selection of immediate and delayed intervention site, and 1 year later

The "All-Employee Survey for Educators" includes 1 item on work-life conflict. The item is assessed on a scale from 1 to 5 (strongly disagree to strongly agree) where higher scores indicate higher work-life conflict.

Prior to random selection of immediate and delayed intervention site, and 1 year later
Intention to Turnover
Zeitfenster: Prior to random selection of immediate and delayed intervention site, and 1 year later

The "All-Employee Survey for Educators" includes 2 items to assess turnover intention. The items are assessed on a scale from 1 to 5 (strongly disagree to strongly agree) and averaged where higher scores indicate higher intent to turnover.

Prior to random selection of immediate and delayed intervention site, and 1 year later

Sekundäre Ergebnismessungen

Ergebnis Maßnahme
Maßnahmenbeschreibung
Zeitfenster
Change in Team Attendance
Zeitfenster: Through study completion, an average of two years

Attendance for each Educator Design Team meeting (1-4 times per month)

Through study completion, an average of two years
Change in Team Engagement
Zeitfenster: Through study completion, an average of two years

Percentage of combined agree and strongly agree responses for 1 survey item collected following Educator Design Team meetings (1-4 times per month): "The discussion was meaningful for achieving health, safety, and well-being goals." (Strongly Agree, Agree, Disagree, Strongly Disagree, Not Applicable). Items are computed individually.

Through study completion, an average of two years
Change in Level of Committee Activity
Zeitfenster: Through study completion, an average of two years

A qualitative summary of field notes collected by research personnel following Educator Design Team and Administrator Team meetings (1-4 times per month) over the course of the study.

Through study completion, an average of two years
Change in team-selected health/safety/well-being issue
Zeitfenster: Through study completion, an average of two years

Targeted pre- and post-intervention surveys will be designed and administered by the Educator Design Team

Through study completion, an average of two years
Proportion of content followed according to the Educator Well-being Program protocol
Zeitfenster: Through study completion, an average of two years

A process measure that will be determined by adherence to Educator Well-being Program protocol and pre-designed agendas for Educator Design Team meetings (1-4 times per month)

Through study completion, an average of two years
Supportive School Climate
Zeitfenster: Prior to random selection of immediate and delayed intervention site, and 1 years later

The "All-Employee Survey Educator" includes 6 from the School Climate sub-scale for staff connection. A summary score is created by averaging the items with score ranges from 1-4, where higher scores indicate a greater more supportive school climate.

Prior to random selection of immediate and delayed intervention site, and 1 years later

Mitarbeiter und Ermittler

Hier finden Sie Personen und Organisationen, die an dieser Studie beteiligt sind.

Sponsor

Mitarbeiter

Ermittler

  • Hauptermittler: Jennifer Cavallari, ScD, UConn Health

Studienaufzeichnungsdaten

Diese Daten verfolgen den Fortschritt der Übermittlung von Studienaufzeichnungen und zusammenfassenden Ergebnissen an ClinicalTrials.gov. Studienaufzeichnungen und gemeldete Ergebnisse werden von der National Library of Medicine (NLM) überprüft, um sicherzustellen, dass sie bestimmten Qualitätskontrollstandards entsprechen, bevor sie auf der öffentlichen Website veröffentlicht werden.

Haupttermine studieren

Studienbeginn (Tatsächlich)

9. November 2022

Primärer Abschluss (Geschätzt)

1. Juni 2027

Studienabschluss (Geschätzt)

1. August 2027

Studienanmeldedaten

Zuerst eingereicht

29. November 2022

Zuerst eingereicht, das die QC-Kriterien erfüllt hat

29. November 2022

Zuerst gepostet (Tatsächlich)

8. Dezember 2022

Studienaufzeichnungsaktualisierungen

Letztes Update gepostet (Tatsächlich)

10. November 2026

Letztes eingereichtes Update, das die QC-Kriterien erfüllt

5. November 2026

Zuletzt verifiziert

1. August 2026

Mehr Informationen

Begriffe im Zusammenhang mit dieser Studie

Andere Studien-ID-Nummern

  • 22-123S-2
  • 1 U19OH012299-01-00 (Andere Zuschuss-/Finanzierungsnummer: National Institute for Occupational Safety and Health)
  • 1U19OH012299-01 (US NIH Stipendium/Vertrag)

Plan für individuelle Teilnehmerdaten (IPD)

Planen Sie, individuelle Teilnehmerdaten (IPD) zu teilen?

NEIN

Arzneimittel- und Geräteinformationen, Studienunterlagen

Studiert ein von der US-amerikanischen FDA reguliertes Arzneimittelprodukt

Nein

Studiert ein von der US-amerikanischen FDA reguliertes Geräteprodukt

Nein

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