The study is a multiple cohort, staggered-entry, waitlist randomized controlled trial evaluating the effectiveness of a comprehensive resiliency-based program in reducing stress for correctional officers employed by the Leon County Sheriff's Office in Tallahassee, FL.
The primary objective of the study is to implement and evaluate the effectiveness of a comprehensive resiliency-based intervention, HeartMath, designed to reduce stress for correctional officers (COs) currently employed with the Leon County Sherriff's Office in Tallahassee, Florida. The study will also examine whether the intervention 1) improves perceptions of job satisfaction, workplace safety, and occupational stress; 2) improves CO retention and decreases absenteeism; 3) results in less punitive attitudes and greater apprehension to employ use of force.
Study Type
INTERVENTIONAL
Allocation
RANDOMIZED
Purpose
TREATMENT
Masking
NONE
Enrollment
300
Resiliency-based intervention designed to reduce stress, build resilience, and maintain energy levels.
Leon County Detention Facilities
Tallahassee, Florida, United States
RECRUITINGChange In Perceived Chronic Stress Level
Utilizing Wheaton Chronic Stress Inventory participants will rate their perceived stress on a three-point Likert scale (0 = "not true," 1 = "somewhat true," and 2 = "very true"). Scores are summed where higher values indicate more exposure to chronic stress. Scores range from 0 to 102.
Time frame: Baseline, 3 months, 6 months, 9 months, 12 months
Change in Perceived Work Stress Level
Utilizing the Work Stress scale participants will rate their perceived work stress on a 4-point Likert scale and summed where higher values indicate more exposure to work stress. Response categories range between 1 (strongly disagree) and 4 (strongly agree). Scores range between 14 and 56.
Time frame: Baseline, 3 months, 6 months, 9 months, 12 months
Change in Workplace Safety Perceptions
Utilizing a five-item index tapping overall perceptions of the danger of the officer's workplace (e.g., My job is more dangerous than other jobs). Responses are assessed using four response categories ranging from 1 (strongly disagree) to 4 (strongly agree). Scores summed with lower values representing increased perception of safety.
Time frame: Baseline, 3 months, 6 months, 9 months, 12 months
Change in Job Satisfaction
Utilizing a five-item scale based on the general scale developed by Brayfield and Rothe and subsequently modified for use with COs. Response categories range from 1 (strongly disagree) to 4 (strongly agree). Scores summed with higher values representing increased levels of job satisfaction.
Time frame: Baseline, 3 months, 6 months, 9 months, 12 months
Change in Support for Punishment
Utilizing the Support for Punishment index originally developed by Cullen et al. It is a nine-item self-report index to assess officer attitudes toward punishment and has been used previously to assess CO support for more punitive treatment of incarcerated individuals. Response categories range from 1 (strongly disagree) to 4 (strongly agree). Scores summed with higher values representing greater support for punishment. Scores range from 9 to 36.
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Time frame: Baseline, 3 months, 6 months, 9 months, 12 months
Change in Support for Treatment
Utilizing the Support for Treatment index developed by Cullen et al. to be used with COs and consists of eight items tapping officer support for a more treatment-oriented approach to corrections. Response categories range from 1 (strongly disagree) to 4 (strongly agree). Higher values representing greater support for treatment. Scores range from 8 to 32.
Time frame: Baseline, 3 months, 6 months, 9 months, 12 months
Change in Readiness to Use Force
Utilizing a six-item measure originally developed by Griffin and used previously to assess CO attitudes toward the use of force in commonly encountered situations to assess officers' propensity to use force. Responses are assessed using four response categories ranging from 1 (strongly disagree) to 4 (strongly agree). Higher values representing increased levels of readiness to use force.
Time frame: Baseline, 3 months, 6 months, 9 months, 12 months
Change in Officer Absenteeism
Utilizing human resources data provided by LCSO, absenteeism will be measured as the number of days officers called in sick or did not report for a scheduled shift during the study period.
Time frame: Baseline, 3 months, 6 months, 9 months, 12 months
Officer Employment Status
Utilizing human resources data provided by LCSO to determine whether an officer was still employed at the end of the study period.
Time frame: Baseline, 3 months, 6 months, 9 months, 12 months
Change in Organizational Committment
Utilizing a five-item index tapping officers' connection to their current organization and whether they plan to stay with the organization in the future. Response categories range from 1 (strongly disagree) to 4 (strongly agree). Scores summed with higher values representing increased levels of organizational commitment. Scores range from 5 to 20.
Time frame: Baseline, 3 months, 6 months, 9 months, 12 months
Change in Turnover Intent
Utilizing a four-item index originally developed by Lambert and colleagues to assess COs' intentions to leave their current place of employment. Response categories range from 1 (strongly disagree) to 4 (strongly agree). Higher values represent greater intent to change employment. Scores range from 4 to 16.
Time frame: Baseline, 3 months, 6 months, 9 months, 12 months
Change in Views on Absenteeism
Utilizing a two-item index adapted from previous measures tapping sick leave use and adapted for use with COs to assess officers' perceptions of missing work. Response categories range from 1 (strongly disagree) to 4 (strongly agree). Higher scores indicate greater willingness to miss work with scores ranging from 2 to 8.
Time frame: Baseline, 3 months, 6 months, 9 months, 12 months