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).
Study Type
INTERVENTIONAL
Allocation
RANDOMIZED
Purpose
TREATMENT
Masking
NONE
Enrollment
4,000
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.
UConn Health
Farmington, Connecticut, United States
Work Stress
The "All-Employee Survey for Educators" includes 1 question related to stress. The score ranges from 1-10, where higher scores indicate more stress.
Time frame: Prior to random selection of immediate and delayed intervention site, and 1 years later
Perceived 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.
Time frame: Prior to random selection of immediate and delayed intervention site, and 1 years later
Anxiety Symptoms
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.
Time frame: Prior to random selection of immediate and delayed intervention site, and 1 years later
Depression 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.
Time frame: Prior to random selection of immediate and delayed intervention site, and 1 years later
Well-being
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.
Time frame: Prior to random selection of immediate and delayed intervention site, and 1 year later
Burnout (Emotional Exhaustion)
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.
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Time frame: Prior to random selection of immediate and delayed intervention site, and 1 year later
Burnout (Personal Accomplishment)
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.
Time frame: Frame: Prior to random selection of immediate and delayed intervention site, and 1 year later
Burnout (Depersonalization)
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.
Time frame: Prior to random selection of immediate and delayed intervention site, and 1 year later
Work-life conflict
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.
Time frame: Prior to random selection of immediate and delayed intervention site, and 1 year later
Intention to Turnover
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.
Time frame: Prior to random selection of immediate and delayed intervention site, and 1 year later
Change in Team Attendance
Attendance for each Educator Design Team meeting (1-4 times per month)
Time frame: Through study completion, an average of two years
Change in Team Engagement
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.
Time frame: Through study completion, an average of two years
Change in Level of Committee Activity
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.
Time frame: Through study completion, an average of two years
Change in team-selected health/safety/well-being issue
Targeted pre- and post-intervention surveys will be designed and administered by the Educator Design Team
Time frame: Through study completion, an average of two years
Proportion of content followed according to the Educator Well-being Program protocol
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)
Time frame: Through study completion, an average of two years
Supportive School Climate
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.
Time frame: Prior to random selection of immediate and delayed intervention site, and 1 years later