Bridges: A Digital Intervention to Increase Workplace Belonging (Bridges)
The purpose of this study is to evaluate Bridges, a digital program designed to support workplace belonging among LGBTQ+ employees.
Belonging is an important part of health and well-being. People who feel accepted, valued, connected, and included often experience better mental and physical health. However, many LGBTQ+ individuals experience discrimination, stigma, exclusion, or isolation in workplace settings, which can negatively affect their sense of belonging and overall well-being.
Bridges was developed to help LGBTQ+ employees build a stronger sense of belonging at work. The program combines personalized text messages with online activities, self-reflection exercises, practical workplace strategies, and opportunities to learn skills that may support connection, inclusion, and well-being.
This study will enroll LGBTQ+ adults who are currently employed. Participants will use the Bridges program for approximately 30 days. During the study, participants will receive text messages and have access to online tools and activities. Participants will also complete surveys to assess their experiences, sense of workplace belonging, and feedback about the program.
The primary purpose of this pilot study is to determine whether the Bridges program is feasible and acceptable to participants. Researchers will examine participant engagement with the program and satisfaction with its content and usability. The study will also explore whether participation in Bridges is associated with improvements in workplace belonging, well-being, and related outcomes.
Information gathered from this study will be used to improve the program and guide future research on digital interventions designed to support belonging and well-being among LGBTQ+ employees.
Studienübersicht
Status
Bedingungen
Intervention / Behandlung
Detaillierte Beschreibung
Workplace belonging is increasingly recognized as an important contributor to employee well-being, engagement, and overall quality of life. Belonging refers to the experience of feeling accepted, valued, respected, supported, and connected to others. Individuals who experience low levels of belonging may report feelings of isolation, exclusion, loneliness, or disconnection, which can negatively affect mental health, physical health, workplace satisfaction, and professional fulfillment.
Changes in the workplace following the COVID-19 pandemic have altered how employees connect with one another. The growth of remote and hybrid work arrangements has created new opportunities for flexibility and autonomy, while also reducing opportunities for workplace interaction and social connection. As a result, many organizations are seeking innovative approaches to support employee well-being and foster a sense of belonging in increasingly digital work environments.
LGBTQ+ employees may face additional challenges related to workplace belonging. Experiences of discrimination, stigma, exclusion, or lack of organizational support can contribute to lower levels of belonging and well-being. Although many workplace wellness and diversity initiatives exist, few evidence-based programs have been developed specifically to address workplace belonging among LGBTQ+ employees.
To address this need, researchers developed Bridges, a digital intervention designed to promote workplace belonging and well-being among LGBTQ+ workers. Bridges combines personalized text messaging with web-based activities, self-reflection exercises, educational content, opportunities for self-appraisal, and practical workplace strategies designed to strengthen workplace belonging. The program is designed to help participants better understand belonging, reflect on their workplace experiences, develop skills that support connection and inclusion, and identify actionable steps that may strengthen their sense of belonging at work.
The Bridges intervention was developed using principles from behavior change science and a participatory design approach. LGBTQ+ worker advisors were actively involved in informing program content, design, usability, and overall user experience throughout development.
The purpose of this Phase I study was to evaluate the feasibility, acceptability, and preliminary effects of the Bridges intervention. A total of 136 LGBTQ+ employees participated in a 30-day pilot study. Of the 136 enrolled participants, 127 completed the one-month follow-up assessment. Participants received text messages and access to online program content and activities during the study period. Participants completed baseline and one-month follow-up assessments measuring workplace belonging, professional fulfillment, burnout, emotional well-being, resilience, confidence, anxiety, depression, and related psychosocial outcomes.
This study used a single-arm pre-post pilot design. Eligible participants completed a baseline assessment, received access to the Bridges intervention for approximately 30 days, and completed a follow-up assessment at the end of the intervention period. Feasibility and acceptability outcomes were evaluated alongside exploratory assessments of psychosocial and workplace well-being outcomes.
The primary objectives of the study were:
- To evaluate the feasibility of the Bridges intervention, as measured by participant engagement with text messaging and online program components during the 30-day pilot period.
- To evaluate the acceptability of the intervention, as measured through usability, satisfaction, and participant willingness to recommend the program to others.
- To explore preliminary changes in workplace belonging, professional fulfillment, burnout, emotional well-being, resilience, confidence, anxiety, depression, and related psychosocial outcomes following participation in the program.
Study findings will be used to refine the Bridges intervention and inform future research on digital interventions designed to promote workplace belonging and well-being for LGBTQ+ employees and other populations experiencing challenges related to workplace belonging and connection.
Studientyp
Einschreibung (Tatsächlich)
Phase
- Unzutreffend
Kontakte und Standorte
Studienorte
-
-
Rhode Island
-
Narragansett, Rhode Island, Vereinigte Staaten, 02882-3468
- Pro-Change Behavior Systems
-
-
Teilnahmekriterien
Zulassungskriterien
Studienberechtigtes Alter
- Erwachsene
- Älterer Erwachsener
Akzeptiert gesunde Freiwillige
Beschreibung
Inclusion Criteria:
- Able to speak and read English
- Lives in the U.S.
- Employed
- Works 32+ hours per week
- Works for an organization that provides health or human services
- Identity aligns with study/program purpose (i.e., identifies as LGBTQ+)
- Low to moderate level of belonging (as assessed by the IOWA-B)
Exclusion Criteria:
- Only employee of the organization
- Unwilling to receive program text messages
Studienplan
Wie ist die Studie aufgebaut?
Designdetails
- Hauptzweck: Unterstützende Pflege
- Zuteilung: N / A
- Interventionsmodell: Einzelgruppenzuweisung
- Maskierung: Keine (Offenes Etikett)
Waffen und Interventionen
Teilnehmergruppe / Arm |
Intervention / Behandlung |
|---|---|
|
Experimental: Bridges Intervention Pilot
After completing the baseline assessment, all pilot participants will have access to the Bridges pilot program for 30 days.
At the end of the 30 day pilot, they will be directed to the follow-up assessment.
|
Bridges is a digital behavioral intervention designed to support workplace belonging and well-being among LGBTQ+ employees. The program combines personalized text messaging with web-based educational content, self-reflection activities, self-assessment tools, and practical workplace strategies. Participants received tailored text messages throughout the 30-day intervention period and were provided access to an online platform containing interactive activities and resources. Program content focused on helping participants understand workplace belonging, reflect on workplace experiences, develop skills that support connection and inclusion, build confidence in addressing workplace challenges, and identify actionable steps to enhance belonging and well-being at work. The intervention was developed using behavior change science principles and a participatory design approach involving LGBTQ+ worker advisors. |
Was misst die Studie?
Primäre Ergebnismessungen
Ergebnis Maßnahme |
Maßnahmenbeschreibung |
Zeitfenster |
|---|---|---|
|
Modified Professional Fulfillment Index-Professional Fulfillment Score
Zeitfenster: 1 month
|
Six items that assess positive intrinsic rewards and meaningfulness at work on a 5 point Likert scale.
Scores are standardized to a 0-100 scale with higher scores on the fulfillment subscale signifying thriving occupational well-being.
|
1 month
|
|
Modified Professional Fulfillment Index-Work Exhaustion
Zeitfenster: 1 month
|
Four items that assess physical and emotional fatigue on a 5 point Likert scale.
Scores are standardized to a 0-100 scale with higher scores signifying higher levels of fatigue.
|
1 month
|
|
Modified Professional Fulfillment Index-Interpersonal Disengagement
Zeitfenster: 1 month
|
Three items that assess a loss of empathy and connection with colleagues on a 5 point Likert Scale.
Scores are standardized on a 0-100 scale with elevated scores indicating individuals at a high risk for burnout.
|
1 month
|
|
Modified Professional Fulfillment Index-Burnout
Zeitfenster: 1 month
|
Combines items from work exhaustion and disengagement subscales.
Scores are on a 0-100 scale with higher scores indicating high risk for burnout.
|
1 month
|
|
Percentage of participants who continued receiving text messages
Zeitfenster: 1 month
|
Proportion of participants who continued receiving text messages throughout the intervention period.
Range is 0-100, with 100% indicating everyone continued receiving messages.
|
1 month
|
|
Percentage rating program 7 or higher on the Net Promoter Score
Zeitfenster: 1 month
|
Percentage of participants providing a recommendation rating of 7 or higher.
Range is 0-100% with 100% indicating everyone rated the program a 7 or higher.
|
1 month
|
Sekundäre Ergebnismessungen
Ergebnis Maßnahme |
Maßnahmenbeschreibung |
Zeitfenster |
|---|---|---|
|
Patient Health Questionnaire-2 (PHQ-2)
Zeitfenster: 1 month
|
The PHQ-2 is a 2-item screening measure of depressive symptoms that asks respondents to rate the frequency of depressed mood and loss of interest or pleasure over the past two weeks on a 4-point scale ranging from 0 ("Not at all") to 3 ("Nearly every day"), with higher total scores (range 0-6) indicating greater depressive symptom severity.
|
1 month
|
|
Generalized Anxiety Disorder-2 (GAD-2)
Zeitfenster: 1 month
|
The GAD-2 is a 2-item screening measure of anxiety symptoms that asks respondents to rate the frequency of feeling nervous, anxious, or on edge and inability to control worrying over the past two weeks on a 4-point scale ranging from 0 ("Not at all") to 3 ("Nearly every day"), with higher total scores (range 0-6) indicating greater anxiety symptom severity.
|
1 month
|
|
Resilience Evaluation Measure-3 (REM-3)
Zeitfenster: 1 month
|
The REM-3 is a 3-item self-report measure that assesses key components of resilience, including positive thinking, meaning and purpose, and meaningful social connections.
Items are rated on a 5-point Likert scale and transformed to a standardized score ranging from 0 to 100, with higher scores indicating greater resilience.
|
1 month
|
|
Duke Emotional Exhaustion
Zeitfenster: 1 month
|
Five items measure the frequency and severity of physical and emotional fatigue from work on a 5 point Likert scale with a range of 0-100.
Higher scores function as a key diagnostic indicator for individuals or organizational units experiencing high rates of burnout.
|
1 month
|
|
Duke Emotional Thriving
Zeitfenster: 1 month
|
Four items measure psychological flourishing and the daily use of personal strengths on a 5 point Likert scale with a range 0-100.
Higher scores indicate higher professional fulfillment and vitality.
|
1 month
|
|
Iowa Workplace Belonging Scale (IOWA-B)
Zeitfenster: 1 month
|
The IOWA-B is a 3 item self-report measure of workplace belonging that assesses employees' perceptions of acceptance, inclusion, connection, and value within their workplace on a 5 point Likert scale; higher scores indicate greater workplace belonging on the 0-100 scale.
|
1 month
|
Mitarbeiter und Ermittler
Sponsor
Mitarbeiter
Studienaufzeichnungsdaten
Haupttermine studieren
Studienbeginn (Tatsächlich)
Primärer Abschluss (Tatsächlich)
Studienabschluss (Tatsächlich)
Studienanmeldedaten
Zuerst eingereicht
Zuerst eingereicht, das die QC-Kriterien erfüllt hat
Zuerst gepostet (Tatsächlich)
Studienaufzeichnungsaktualisierungen
Letztes Update gepostet (Tatsächlich)
Letztes eingereichtes Update, das die QC-Kriterien erfüllt
Zuletzt verifiziert
Mehr Informationen
Begriffe im Zusammenhang mit dieser Studie
Schlüsselwörter
Zusätzliche relevante MeSH-Bedingungen
Andere Studien-ID-Nummern
- Bridges 2024-2
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