Efficacia del programma partecipativo sul posto di lavoro sano per gli educatori

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.

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.

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

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.

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.

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.

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.

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.

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.

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.

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.

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.

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

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.

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.

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

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)

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.