This study will evaluate the effectiveness of FSST 2.0 (family supportive supervisor training plus support for use of family and sick leaves) using a randomized control trial design. We expect the intervention will increase supervisors' family supportive and leave supportive behaviors, which in turn will increase employees' leave use and decrease employees' work-family conflict, emotional exhaustion, depressive symptoms, and turnover intentions. This study will enroll a minimum 200 groups of managers and their employees. Managers in the intervention condition will complete pre- and 2 post-intervention Workplace Assessments, 2 online training modules, 1 webinar where managers can review intervention content and ask questions and share reactions on the materials. Managers in the control group and employees in both groups will complete pre- and 2 post-intervention Workplace Assessments. The post-intervention Workplace Assessment will be completed 3 and 6 months after the intervention. The total duration of the study is 9 months as the wait list control group will be offered the intervention and 2nd follow up survey after the 6-month trial.
This study will evaluate the effectiveness of FSST 2.0 (family supportive supervisor training plus support for use of family and sick leaves) using a randomized control trial design. * Phase of the Trial Based on the NIH's definition, the current study is a Phase III clinical trial, which usually involves several hundred or more human subjects, for the purpose of evaluating an experimental intervention in comparison with a standard or controlled intervention or comparing two or more existing treatments. * Type of trial - a randomized-control trial * Randomization strategy * Randomization method The current study employs a cluster randomization strategy to assign organizations to either Condition A (intervention group) or Condition B (control group) for a few key reasons. First, although only the supervisors will receive the training, the effectiveness of the training will be assessed at the employee' level, thereby needing a nested data structure. Second, cluster randomization is effective in reducing contamination (Puffer et al., 2005). Third, when the intervention is offered at a group level, cluster randomization increases the external validity of the results (Donner \& Klar, 2000). Within each organization, we will use a balanced group randomization strategy such that there will be an equal number of workgroups/teams/departments in the intervention or control condition. In the event that there is an odd number of such units, a slight imbalance (i.e., groups per condition) will be off by one group, which has minimal impact on statistical power to detect intervention effects. * Unit of randomization - organization * Allocation ratio - the same number of teams (one supervisor and at least 6 employees) will be recruited in both organization * Timing of randomization - before the baseline assessment * The statistician of the study will generate and implement the randomization schema. * Specification of the number of study groups/arms - 2 * Duration of the study intervention - 6 months * Follow-up period - 3 and 5 months after the intervention * Name and brief description of study intervention FSST 2.0 is a workplace intervention package designed to increase supervisors' family and leave supportive behaviors and leave supportive behaviors. The package includes Workplace Assessment tool, 2 30-45-minute online training modules (family-supportive supervisor training and supervisors' leave supportive behavior training), a webinar, behavior training, and organizational reports. * Control group The current trial employs a wait-list control group, "whereby participants will receive the usual care and will later receive the intervention in addition to the usual care" (Kinser \& Robins, 2013, p.2). One or more organization will be randomly assigned to receive the intervention and the other organization(s) will serve as a wait-list control group. Mangers in the intervention group will be asked to: 1. Complete a baseline online survey. 2. Take the Family Supportive Supervisor Training online (FSST) - http://wlhmodule1.s3-website.us-east-2.amazonaws.com/ 3. Take the Supervisor Support for Leave Use module training online - http://wlhmodule2.s3-website.us-east-2.amazonaws.com/ 4. Track their behaviors for two weeks 5. Participate in a webinar with the opportunity to ask Q \& A and make comments. 7\. Complete up to 2 post-training surveys. 8. Focus groups may also be conducted to get feedback on the training after the study is over. Employees in the control group and employees in both groups will be asked to: 1\. Complete a base line and follow up surveys over the course of 5 months. The wait list control group will be offered the training after the trial is over.
Study Type
INTERVENTIONAL
Allocation
RANDOMIZED
Purpose
PREVENTION
Masking
SINGLE
Enrollment
1,175
FSST 2.0 is a workplace intervention package designed to increase supervisors' family and leave supportive behaviors and leave supportive behaviors. The package includes Workplace Assessment tool, 2 45-60 minute online training modules (family-supportive supervisor training and supervisors' leave supportive behavior training), a webinar, behavior training, and individualized feedback reports.
Purdue University
West Lafayette, Indiana, United States
Change in Family Supportive Supervisor Behaviors
Family supportive supervisor behavior scale. Original scale: Minimum value = 1, Maximum value = 5. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time (better outcome). Negative scores = decrease in scores over time (worse outcome).
Time frame: 5 months after the intervention
Change in Leave Supportive Supervisor Behaviors
Original scale: Minimum value = 1, Maximum value = 5. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time (better outcome). Negative scores = decrease in scores over time (worse outcome).
Time frame: 5 months after the intervention
Change in Work-family Conflict
Work family conflict scale. Original scale: Minimum value = 1, Maximum value = 5. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time (worse outcome). Negative scores = decrease in scores over time (better outcome).
Time frame: 5 months after the intervention
Change in Emotional Exhaustion
Emotional exhaustion scale. Original scale: Minimum value = 1, Maximum value = 5. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time (worse outcome). Negative scores = decrease in scores over time (better outcome).
Time frame: 5 months after the intervention
Change in Employee's Leave Use
Number of days of leave used for sick or family leave in the past 6 months. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time. Negative scores = decrease in scores over time. Note: higher scores do not represent better or worse outcomes. They are descriptions of use needed for sick or family leave.
Time frame: 5 months after the intervention
Change in Turnover Intentions
Turnover intentions scale. Original scale: Minimum value = 1, Maximum value = 5. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time (worse outcome). Negative scores = decrease in scores over time (better outcome).
Time frame: 5 months after the intervention
Change in Control Over Work
Control over work scale. Original scale: Minimum value = 1, Maximum value = 5. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time (better outcome). Negative scores = decrease in scores over time (worse outcome).
Time frame: 5 months after the intervention
Change in Boundary Countrol
Boundary control scale. Original scale: Minimum value = 1, Maximum value = 5. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time (better outcome). Negative scores = decrease in scores over time (worse outcome).
Time frame: 5 months after the intervention
Change in Work-life Climate
Work-life climate scale. Original scale: Minimum value = 1, Maximum value = 5. Higher scores = expected to make more family sacrifices. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time (worse outcome). Negative scores = decrease in scores over time (better outcome).
Time frame: 5 months after the intervention
Change in Work-to-family Positive Spillover
WTF positive spillover scale. Original scale: Minimum value = 1, Maximum value = 5. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time (better outcome). Negative scores = decrease in scores over time (worse outcome).
Time frame: 5 months after the intervention
Change in General Supervisor Support
General supervisor support scale. Original scale: Minimum value = 1, Maximum value = 5. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time (better outcome). Negative scores = decrease in scores over time (worse outcome).
Time frame: 5 months after the intervention
Change in Supervisor Performance Support
Supervisor performance support scale. Original scale: Minimum value = 1, Maximum value = 5. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time (better outcome). Negative scores = decrease in scores over time (worse outcome).
Time frame: 5 months after the intervention
Change in Job Satisfaction
Job satisfaction scale. Original scale: Minimum value = 1, Maximum value = 5. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time (better outcome). Negative scores = decrease in scores over time (worse outcome).
Time frame: 5 months after the intervention
Change in Job Performance
Job performance scale. Original scale: Minimum value = 1, Maximum value = 5. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time (better outcome). Negative scores = decrease in scores over time (worse outcome).
Time frame: 5 months after the intervention
Change in Organizational Commitment
Organizational commitment item. Original scale: Minimum value = 1, Maximum value = 5. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time (better outcome). Negative scores = decrease in scores over time (worse outcome).
Time frame: 5 months after the intervention
Change in Perceived Health
Perceived health item. Original scale: Minimum value = 1, Maximum value = 5. Higher scores = better health. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time (better outcome). Negative scores = decrease in scores over time (worse outcome).
Time frame: 5 months after the intervention
Change in Psychological Distress
Psychological distress scale. Original scale: Minimum value = 1, Maximum value = 5. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time (worse outcome). Negative scores = decrease in scores over time (better outcome).
Time frame: 5 months after the intervention
Change in Perceived Stress
Perceived stress scale. Original scale: Minimum value = 1, Maximum value = 5. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time (worse outcome). Negative scores = decrease in scores over time (better outcome).
Time frame: 5 months after the intervention
This platform is for informational purposes only and does not constitute medical advice. Always consult a qualified healthcare professional.