An adaptation of the Minds@Work intervention to improve quality of life at work for adults living with attention deficit disorder with/without hyperactivity (ADHD), following a group format.
In this study, the research team has developed a psychosocial group intervention specifically aimed at improving quality of life at work for ADHD workers. Work-related themes cover motivation, accommodations, problem solving, cognitive functions (i.e. attention and memory), hyperactivity and impulsivity, interpersonal interactions, and medication management. The general objective of this project is to evaluate the effectiveness of this new psychosocial intervention aimed at improving the quality of life at work of workers living with ADHD, using a randomized controlled trial design. More specifically, the project will aim to: Objective #1: Evaluate the effectiveness of the intervention on the quality of life at work of workers living with ADHD (primary outcome). Objective #2: Evaluate the effectiveness of the intervention on secondary variables, namely the satisfaction of psychological needs, job satisfaction, well-being at work, self-esteem as a worker, occupational self-efficacy, cognitive functioning, self-compassion and the quality of the relationship with members of the workplace (secondary outcomes). * Hypothesis #1: There will be a statistically significant improvement in the quality of life at work between the pre- and post-intervention measurements in participants receiving the experimental condition. * Hypothesis #2: There will be a statistically significant condition\*time interaction indicating that the improvement in quality of work life among participants receiving the experimental condition between the pre- and post-intervention measurement times will be greater than that of the control condition. * Hypotheses #3 to 10: There will be a statistically significant improvement in the secondary outcomes mentioned above between the pre- and post-intervention measurements among participants receiving the experimental condition. * Hypothesis #11: For participants receiving the experimental condition, there will be no statistically significant difference in quality of work life between the follow-up times, indicating that the gains acquired during the intervention will be maintained at 3, 6, 9, and 12 months. Our research team collaborates with the PANDA Les Deux-Rives association, which is a non-profit organization specializing in ADHD. The psychosocial intervention was co-designed, which allows the involvement of field stakeholders in all stages of the research. This involvement promotes the creation of a final research output that will meet the needs of the target population and that will be easily implemented in the organizational structures already in place.
Study Type
INTERVENTIONAL
Allocation
RANDOMIZED
Purpose
SUPPORTIVE_CARE
Masking
SINGLE
Enrollment
60
Minds@Work-ADHD-Quality of Life
Weekly 15-minute scripted phone calls made individually by a member of the research team to offer minimal support, without any active intervention.
Université du Québec à Montréal
Montreal, Quebec, Canada
Change in Quality of Work Life as Measured by Quality of Work Life Questionnaire (QWLQ) Total Score
The QWLQ will be used to assess multiple dimensions of work-related quality of life, including work tasks, workplace environment and conditions, self-esteem as a worker, sense of belonging to a workgroup, and relationships with coworkers/supervisors. The questionnaire consists of 40 items rated on a 4-point Likert scale (1 = completely disagree to 5 = completely agree). Total scores range 40-200, with higher scores indicating greater perceived quality of work life.
Time frame: Assessed at baseline (pre-intervention), immediately after the intervention, and at 3, 6, 9, and 12 months post-intervention
Change in Psychological Need States at Work Scale (PNSW-S) Score
The PNSW-S assesses satisfaction, frustration, and unfulfillment of basic psychological needs (autonomy, competence, relatedness) in the workplace. The 37-item questionnaire uses a Likert scale, with higher scores (Min = 37, Max = 259) indicating greater psychological need satisfaction. The scale measures intrinsic motivation based on self-determination theory.
Time frame: Assessed at baseline (pre-intervention), immediately after the intervention, and at 3, 6, 9, and 12 months post-intervention
Change in Minnesota Satisfaction Questionnaire-Short Form (MSQ-SF) Scores
The MSQ-SF is a 20-item measure assessing three domains: Intrinsic Job Satisfaction (task-related attitudes), Extrinsic Job Satisfaction (working conditions/environment), and General Satisfaction. Items are rated on a Likert scale, with higher scores indicating greater job satisfaction in each domain (Min = 20, Max = 100) .
Time frame: Assessed at baseline (pre-intervention), immediately after the intervention, and at 3, 6, 9, and 12 months post-intervention
Change in Index of Psychological Well-Being at Work (IPWBW) Score
The IPWBW is a 25-item measure assessing five dimensions of well-being at work: Interpersonal Fit, Thriving, Feeling of Competency, Desire for Involvement, and Perceived Recognition at Work. Items are rated on a Likert scale, with higher scores indicating greater psychological well-being at work (Min = 0, Max = 100) .
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Time frame: Assessed at baseline (pre-intervention), immediately after the intervention, and at 3, 6, 9, and 12 months post-intervention
Change in Individual Self-Esteem as a Worker (ISEW) Scale Score
The ISEW is a 10-item scale measuring individual and social dimensions of worker self-esteem. Items are rated on a Likert scale, with higher scores indicating greater self-esteem as a worker (Min = 10, Max = 40).
Time frame: Assessed at baseline (pre-intervention), immediately after the intervention, and at 3, 6, 9, and 12 months post-intervention
Change in Occupational Self-Efficacy Scale-Short Version (OSES) Score
The OSES is a 6-item measure assessing workers' sense of self-efficacy based on Bandura's self-efficacy theory. Items are rated on a Likert scale, with higher scores indicating greater occupational self-efficacy (Min = 6, Max = 36).
Time frame: Assessed at baseline (pre-intervention), immediately after the intervention, and at 3, 6, 9, and 12 months post-intervention
Change in Self-Compassion Scale-Short Form (SCS-S) Score
The SCS-S is a 12-item measure assessing self-kindness, self-judgment, and feelings of loneliness. Items are rated on a Likert scale, with higher scores indicating greater self-compassion in work settings (Min = 12, Max = 60).
Time frame: Assessed at baseline (pre-intervention), immediately after the intervention, and at 3, 6, 9, and 12 months post-intervention
Change in Cognitive Function at Work Questionnaire (CFWQ) Score
The CFWQ is a 29-item measure assessing subjective cognitive difficulties in six domains: Memory, Language, Executive Function, Speed of Processing, Cognitive Control, and Name Memory. Items are rated on a Likert scale, with higher scores indicating better cognitive functioning at work (Min = 0, Max = 58).
Time frame: Assessed at baseline (pre-intervention), immediately after the intervention, and at 3, 6, 9, and 12 months post-intervention
Change in Team-Member Exchange (TMX) Survey Score
The TMX is a 9-item survey measuring the quality of professional relationships between adults with ADHD and workplace stakeholders. Items are rated on a Likert scale, with higher scores indicating better quality of work relationships (Min = 9, Max = 63).
Time frame: Assessed at baseline (pre-intervention), immediately after the intervention, and at 3, 6, 9, and 12 months post-intervention