From Yearly Checks to Daily Progress: Evaluating Goal Attainment Scaling (GAS) in Systematic Work Environment Management (SAM) Within the Municipal Sector
For patients and families
In plain language
An automatic summary of structured registry data. It is an orientation aid, not a substitute for the official protocol or a physician assessment.
- What is being studied
- The protocol lists: GAS for SAM.
- Who it may be relevant to
- Registry conditions: Behavior Change Interventions, Work Environment Adverse Effects, Health Factors, Goal Attainment Scaling. Basic parameters: No limits · All.
- What needs checking
- Age, condition and sex are only basic indicators. Prior treatment, laboratory values and other mandatory requirements appear in the eligibility criteria below.
- Where it takes place
- Sweden
- Next step
- Save the trial, show it to the treating physician, and confirm current recruitment with the study center. Costs, documents and travel →
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Official title
From Annual Measurements to Daily Improvements: Evaluation of a Method for Improving Systematic Work Environment Management
Overview
The goal of this project is to evaluate a practical method for improving systematic work environment management (SAM) by focusing on health-promoting factors rather than identifying risk-factors, and deficiencies. It will also explore how Goal Attainment Scaling (GAS) can support goal-setting and evaluation within SAM. The main questions it aims to answer are: * Which health-promoting factors are prioritized, and what organizational-level initiatives are developed? * How does using GAS influence goal achievement related to health-promoting factors? * How do employees, managers, and HR representatives perceive the use of GAS? * What factors help or hinder the implementation of GAS and goal attainment? Participants will: Apply GAS within their organizations to set and evaluate goals Engage in a participatory process to identify key health-promoting factors Assess progress and the impact of interventions over time Researchers will analyze the effectiveness of GAS in enhancing SAM (experiment vs control group) and develop tools to support sustainable, healthy workplaces in the municipal sector.
Detailed description
This project aims to test and evaluate a practical method for enhancing systematic work environment management (SAM), shifting the focus from identifying deficiencies to achieving goals centered on health-promoting factors. Competence supply is one of the greatest challenges for Swedish municipalities, and deficiencies in organizational and social work environments contribute significantly to sickness absence, poor mental health, and well-being. This issue threatens municipalities' ability to fulfill their responsibilities to citizens. Active systematic work environment management (SAM) has been identified as a potential solution, yet many municipalities rely on annual assessments focused on shortcomings, without providing indicators for concrete solutions, goal achievement, or measurable progress.
There is a lack of knowledge on how SAM should be designed to prioritize health-promoting factors (i.e., workplace conditions that support employee health and sustainable employment) at an organizational level. Additionally, there is a need for goal indicators that are motivating, measurable, and applicable at both unit and organizational levels.
To address these pressing needs, we propose applying the Goal Attainment Scaling (GAS) method. GAS serves as both a goal-setting and evaluation methodology, previously applied successfully at the individual level. We suggest that GAS can help organizations formulate concrete and tailored desired states related to specific interventions, thereby enhancing improvements in health-promoting factors.
GAS offers several advantages for enhancing SAM. First, goal-setting theory suggests that GAS facilitates the establishment of achievable and relevant goals. A participatory design is crucial, fostering a shared mental model of objectives. Second, GAS promotes data-driven decision-making and accountability within SAM, enabling workplaces to systematically assess progress and the impact of work environment initiatives. Third, GAS is versatile and universal, serving as a general framework adaptable to different organizations and their specific contexts and objectives.
The project will address the following research questions:
1. Which health-promoting factors are prioritized, and what organizational-level initiatives are generated to address them? 2. How does the application of GAS (as part of SAM) influence the achievement of goals related to health-promoting factors? 3. How is the use of GAS perceived by different stakeholders (employees, managers, HR representatives)? 4. What facilitators and barriers influence the implementation of GAS and the attainment of goals? The project will identify and highlight prioritized organizational-level health-promoting factors while mapping successful strategies and practices for addressing them. The expected outcome is the development of a systematic, participatory, and practical method that fosters local engagement in initiative development, goal setting, and follow-up of health-promoting factors within SAM. This work will contribute to the development of measurement methods and outcome metrics for organizational-level health-promoting factors. The resulting knowledge and tools can support the creation of long-term healthy, sustainable, and attractive workplaces within the municipal sector
Interventions
- Other GAS for SAM
This study adapts Goal Attainment Scaling (GAS) for group-level goal setting within systematic work environment management. Developed collaboratively with organizational stakeholders, the method is: Tailormade - Allows flexibility in defining and scaling goals. Co-created - Encourages ownership and employee involvement. Standardized - Uses a five-level scale (-2 to +2) for tracking progress and enabling comparisons. Data-driven - Includes a Progress Graph for systematic follow-up and documenta
Primary outcome measures
- Employee survey results [Time frame: From enrollment to the end of treatment at 2 years]
Eligibility criteria
Inclusion criteria
- work unit must have >3 employees, working within municipal sector, no other major organizational changes
Exclusion criteria
- Units with <3 employees, other major organizational changes
Criteria are shown verbatim from the registry (in English). Final eligibility is always assessed by the study center.
Healthy volunteers: Yes
Study design
- Allocation
- Randomized
- Model
- Parallel assignment
- Masking
- Open label
- Primary purpose
- Prevention
Study locations
Sweden · 1 center
- Hudiksvall municipality — Hudiksvall
Identifiers
NCT: NCT06893471 · 20240063 (AFA-grant) · 20240063