Evaluation of a workplace intervention to implement supported wellbeing centres in a healthcare workplace during and after the COVID-19 pandemic. Mixed-Methods Evaluation study - including collection of service use monitoring data, online survey and qualitative interviews.
Project Aims: 1. To describe the cost, reach and usage of the Staff Wellbeing Centres 2. To gather insight into experiences of those who access the facility ('service users') as well as those of support workers ('wellbeing buddies'). 3. To identify any facilitators, obstacles or barriers to accessing the facility. 4. To identify perceptions of facility users and non-users towards the value of the facilities during and after the coronavirus pandemic. 5. To establish recommendations for longer-term sustainability of the wellbeing centres. Interviews will be conducted with up to 45 interview participants (10-15 Wellbeing Buddies, 25-30 Staff). Online survey will be conducted - all Nottingham University Hospitals National Health Service (NHS) staff invited to take part (\>14,000). The survey will include measures of mental wellbeing (Warwick-Edinburgh Wellbeing Scale, 14-item - license received), and single items measures of job stressfulness, job satisfaction, presenteeism, turnover intentions and work engagement.
Study Type
INTERVENTIONAL
Allocation
NA
Purpose
OTHER
Masking
NONE
Enrollment
819
2 Centres (rooms) accessible to staff for rest and relaxation, work breaks, supports advice and signposting. They are manned by support workers called Wellbeing Buddies.
Nottingham University Hospitals NHS Trust
Nottingham, Nottinghamshire, United Kingdom
Warwick-Edinburgh Mental Wellbeing Scale
14-item scale to measure mental wellbeing. Total scores range from 14 to 70 and higher scores indicate greater positive mental wellbeing.
Time frame: Baseline
Single Item Measure of Global Job Stressfulness (Houdmont et al, 2019)
Single-item measure. Scores range from 1 to 5 and higher scores indicated greater job stressfulness.
Time frame: Baseline
Single Item Global Job Satisfaction Measure (Dolbier et al, 2005)
Single-item measure. Scores range from 1 to 5 and higher scores indicated greater job satisfaction.
Time frame: Baseline
Single Item Measure of Presenteeism (Aronsson & Gustafsson, 2004)
Single-item measure. Scores range from 1 to 4, with higher scores indicating greater presenteeism.
Time frame: Baseline
Single Item Measure of Turnover intentions (Ryan et al, 2017)
Single-item measure. Scored 1=no intent to leave, 2=intent to leave
Time frame: Baseline
Work Engagement (Shaufeli et al, 2006)
Dedication subscale of the 9-item Utrecht Work Engagement Scale (3 items will be used: 2, 3 and 4). Scores range from 0 to 6, with higher scores indicating greater work engagement.
Time frame: Baseline
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