Fostering Optimal Regulation of Emotion for Prevention of Secondary Trauma (FOREST)

Официальное название

Fostering Optimal Regulation of Emotion for Prevention of Secondary Trauma (FOREST): Implementation and Evaluation of a Burnout Prevention Program for Staff in Gun Violence Prevention Programs

Обзор

FOREST is a positive emotion skills program designed to target mental health and coping needs for frontline violence prevention workers at UCAN. Ten skills are taught over a period of nine months during existing meetings and wellness activities, as well as in online modules in UCAN's Learning Management System (LMS). Through infusing the FOREST skills throughout UCAN, we hope to inspire organizational culture change that will emphasize the importance of wellbeing and enhance resilience, therefore reducing burnout and turnover.

Подробное описание

All frontline UCAN staff will receive the FOREST program. Each month for 9 months there will be a focus on one to two positive emotion skills. The skill(s) of the month will be taught to the staff during existing one-hour wellness meetings/activities, and will be co-facilitated by Positive Emotion Ambassadors (PEAs; UCAN Staff members nominated to infuse the skills into UCAN culture) and Northwestern University.

The skill sessions will include didactic content defining the skill and explaining the rationale for inclusion, as well as examples of existing research demonstrating the skills benefits. During the session the group will practice the skill together and discuss ways to use the skill in both work and personal situations. Throughout the month, PEAs will implement the FOREST skill of the month in other existing meetings, check-ins, and team outings

The monthly sessions will be observed by a member of the Implementation Resource Team (IRT) who will use a checklist to track that all core pieces of the skill training were delivered. Once a month, the IRT will meet with the PEAs for additional training and support. These sessions will be audio recorded for qualitative data on facilitators and barriers to the skill.

Each month a module in UCAN's learning management system (LMS) that covers that month's skill(s) will also become available. The LMS modules will contain skill-related content similar to what is taught in the skill sessions, including a thorough definition of the skill, examples of ways to utilize the skill, a review or summary of the skill, and several knowledge questions to check for comprehension. The LMS content may include text, audio, images, and video components. All UCAN frontline CVI staff will be required to complete the LMS FOREST skill module of the month. Percentage of staff completing each LMS training will be tracked.

Annual assessments to assess primary and secondary outcomes will be administered via REDCap. Annual interviews and focus groups will ask for feedback on implementation and content.

Вмешательства

• Поведенческое FOREST
  The skill sessions will include didactic content defining the skill, rationale for including the skill in FOREST, and research demonstrating that practice of the skill increases positive emotion. In addition, the group will practice the skill together and will discuss ways to practice the skill at work as well as outside of work. Throughout the month, PEAs will implement the FOREST skill of the month in other existing meetings, check-ins, and team outings. Concurrently, a module in UCAN's learn

Первичные конечные точки

• Decrease in burnout measured by the Maslach Burnout Inventory (MBI). [Срок оценки: 12 months]
• Increase in positive affect measured by PROMIS Short Form v1.0- Positive Affect 15a. [Срок оценки: 12 months]
• Decrease in depression measured by PROMIS Short Form v1.0- Depression 4a. [Срок оценки: 12 months]
• Decrease in anxiety measured by PROMIS Short Form v1.0- Anxiety 4a. [Срок оценки: 12 months]
• Measure of trauma exposure using the Lifetime Events Checklist (LEC). [Срок оценки: 12 months]
• Measure of PTSD symptoms using the the PTSD Checklist for DSM-5 (PCL-5). [Срок оценки: 12 months]
• Increase in meaning and purpose measured by PROMIS Short Form v1.0- Meaning and Purpose 4a. [Срок оценки: 12 months]
• Improvement in professional quality of life/well-being measured by Eudaimonic Workplace Well-being Scale (EWWS). [Срок оценки: 12 months]

Вторичные конечные точки (4)

• Decrease in staff turnover. [Срок оценки: 12 months]
• Increase in staff retention [Срок оценки: 12 months]
• Increase in staff promotion [Срок оценки: 12 months]
• Decrease in use of sick days [Срок оценки: 12 months]

Критерии участия

Критерии включения

• Age 18 and over
• Currently employed by UCAN
• Has internet access
• Speaks and reads English

Критерии исключения

• None

Критерии приведены из реестра в оригинале (на английском). Окончательную оценку соответствия проводит исследовательский центр.

Здоровые добровольцы: Да

Дизайн исследования

Распределение

Не применимо

Модель

Одна группа

Маскирование

Открытое

Основная цель

Поддерживающая терапия

Центры проведения

США · 1 центр

• Northwestern University Feinberg School of Medicine — Chicago

Идентификаторы

NCT: NCT05942469 · STU00219630

Первоисточники (государственные реестры)

• ClinicalTrials.gov (NIH, США)

Открыть это исследование на ClinicalTrials.gov ↗