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The Work-life Check-ins: a Supervisor-driven Intervention to Reduce Burnout in Primary Care

Primary Purpose

Burnout

Status
Recruiting
Phase
Not Applicable
Locations
United States
Study Type
Interventional
Intervention
Supervisor-employee frequent check-ins to identify and address work stressors
Usual practice waitlist controls
Sponsored by
Oregon Health and Science University
About
Eligibility
Locations
Arms
Outcomes
Full info

About this trial

This is an interventional prevention trial for Burnout focused on measuring burnout, values alignment, supervisor support

Eligibility Criteria

18 Years - undefined (Adult, Older Adult)All SexesAccepts Healthy Volunteers

Inclusion Criteria:

  • At least 18 years of age
  • Employed at one of the 12 OHSU primary care clinics that weren't involved in the pilot study
  • Supervisors (medical director, practice manager, supervisors, leads)
  • Employees (patient-facing; back and front of the clinic)

    • Patient Access Specialists
    • Medical Assistants
    • MDs, RNs, NPs

Exclusion Criteria:

  • Under the age of 18
  • Employed at an OHSU primary care clinic that participated in the pilot study
  • Non-clinic employees

Sites / Locations

  • OHSU
  • OHSURecruiting

Arms of the Study

Arm 1

Arm 2

Arm Type

Experimental

Experimental

Arm Label

Brief and frequent Work-life check-ins between clinic supervisors and each staff member

Usual practice, waitlist controls

Arm Description

Primary care clinics assigned to the intervention will conduct frequent (every 8 weeks) supervisor-employee brief (30 min) check-ins to identify work stressors. Supervisors at such clinics will complete training on how to use the check-ins to address work stressors.

Primary care clinics randomly assigned to the control condition will continue as usual practice. If the check-is are effective in reducing burnout, then supervisor-level training will become available to supervisors at the end of the study

Outcomes

Primary Outcome Measures

Change in Burnout baseline vs. 12th month follow-up
As a primary outcome, we will use the Maslach Burnout Inventory, which is considered the gold standard in burnout research. The MBI-HSS yields a three-factor score of burnout: emotional exhaustion (9 items; e.g., "I feel burned out from my job"), depersonalization (5 items; e.g., "I've become more callous toward people since I took this job"), and low personal accomplishment (8 items; "I feel I'm positively influencing other people's lives through my job).

Secondary Outcome Measures

Change in Turnover intentions baseline vs. 12th month follow-up
We will measure turnover intentions as the average of two questions, scored with a 5-point scale (NIOSH Quality of Work Life), about the extent to which participants are considering leaving their current job and organization (higher scores means higher intentions).
Change in Values alignment with clinic leaders baseline vs. 12th month follow-up
The Mini-Z has 10 questions (continuous variables) for aspects such as value alignment (e.g., "my professional values are well aligned with those of my clinic leader"). Higher scores means higher values alignment.
Change in Family Supportive Supervisor Behaviors (FSSB) baseline vs. 12th month follow-up
The study will include a modified version of the Family-supportive supervisor behaviors (FSSB) questionnaire, created by Dr. Hammer. The FSSB has 4 questions for emotional support, instrumental support, role modeling and creative conflict management (e.g., "my supervisor works effectively with employees to solve conflicts between work and non-work creatively"). Higher scores means higher FSSB.
Change in Organizational constraints baseline vs. 12th month follow-up
Organizational constraints is a scale that inquires the extent to which workers perceive that different barriers affect their performance. This scale (title: Organizational Constraints Scale) asks about equipment, supplies, procedures, supervisors, co-workers, insufficient training, and incorrect instructions, among others (11 items; e.g., "how often do you find it difficult or impossible to do your job because of"). Higher scores mean greater constraints.

Full Information

First Posted
June 21, 2022
Last Updated
June 27, 2023
Sponsor
Oregon Health and Science University
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1. Study Identification

Unique Protocol Identification Number
NCT05436548
Brief Title
The Work-life Check-ins: a Supervisor-driven Intervention to Reduce Burnout in Primary Care
Official Title
The Work-life Check-ins: a Supervisor-driven Intervention to Reduce Burnout in Primary Care
Study Type
Interventional

2. Study Status

Record Verification Date
June 2023
Overall Recruitment Status
Recruiting
Study Start Date
January 3, 2023 (Actual)
Primary Completion Date
September 20, 2025 (Anticipated)
Study Completion Date
August 31, 2026 (Anticipated)

3. Sponsor/Collaborators

Responsible Party, by Official Title
Principal Investigator
Name of the Sponsor
Oregon Health and Science University

4. Oversight

Studies a U.S. FDA-regulated Drug Product
No
Studies a U.S. FDA-regulated Device Product
No
Data Monitoring Committee
No

5. Study Description

Brief Summary
The objective of this study is to evaluate the effectiveness and process of frequent supervisor-employee check-ins in reducing burnout among employees of primary care clinics in Portland, OR. Healthcare workers are at risk for burnout and associated adverse health and safety outcomes, including chronic diseases and occupational injuries. Not only does burnout affect healthcare workers, but burnout also affects the quality of patient care. The proposed study will create a check-in process between supervisors and healthcare workers, which addresses supervisor support, awareness of services and resources, and work-life balance. The Work-life Check-ins project expects to see reduced burnout among employees participating in the check-ins intervention compared to those in the control group.
Detailed Description
Burnout is a manifestation of chronic work stress characterized by emotional exhaustion, cynicism, and diminished self-efficacy. The burden of burnout is alarming, especially within healthcare where it affects at least one-third of the workforce, including clinicians and support staff. The causes of healthcare worker burnout are multifactorial, including systemic pressures (e.g., intensification of charting duties, prolonged work hours with circadian and work-life disruptions, exposure to trauma), and unit-level characteristics (e.g., value misalignment and mistrust between team members and leadership, and lack of supportive services or resources). The modification of these systemic factors requires the lengthy action of stakeholders that have competing agendas. In the meantime, the healthcare workforce remains in urgent need of practical, adaptable, and meaningful solutions to start addressing this pervasive problem. In this conundrum, interventions aimed at improving leader-staff relations - a more readily modifiable target than systemic pressures- have reduced the most proximal emotional effects of burnout. However, new approaches are required so that leadership-focused interventions generate and sustain impactful organizational transformations. The need for such interventions is even more significant amid the exploding levels of work stress related to the COVID-19 crisis. The objective of this five-year proposal is to conduct a cluster randomized controlled trial (CRT) across 10 OHSU primary care clinics to evaluate the effectiveness and process of a supervisor-focused intervention to reduce burnout. The intervention titled "Work-life Check-ins" will create a process designed to reduce burnout by boosting supervisor support, trust, and value alignment, increasing awareness of appropriate services and resources, and addressing workflow or work-life problems. The central hypothesis is that employees at the six clinics randomly assigned to the intervention will have reduced burnout at the 12- month follow-up compared to waitlist-control clinics. The investigators expect that the intervention will reduce burnout based on our preliminary studies and the integration of evidence-based techniques, including supportive supervision training, goal setting, feedback sessions, and quality improvement cycles. This proposal will accomplish the following specific aims. Aim 1: Determine the Work-life Check-ins' effectiveness on burnout and secondary outcomes. The investigators will evaluate the effectiveness of the Work-life Check-ins via surveys conducted among eligible employees (N=552 across the 10 clinics). As the primary outcome, it will be surveyed burnout at baseline and after 12 months. As secondary outcomes, we will examine safety and well-being variables (e.g., turnover intentions, values alignment, supervisor support and safety climate,). Aim 2: Identify organizational changes produced by the Work-life check-ins. The investigators will conduct a multi-method process evaluation, including implementation metrics (e.g., number and frequency of check-ins) and in-depth interviews with supervisors and workers after implementation. The process evaluation will reveal the extent to which the intervention influenced the adoption of environmental, procedural or educational burnout control and prevention measures.

6. Conditions and Keywords

Primary Disease or Condition Being Studied in the Trial, or the Focus of the Study
Burnout
Keywords
burnout, values alignment, supervisor support

7. Study Design

Primary Purpose
Prevention
Study Phase
Not Applicable
Interventional Study Model
Parallel Assignment
Model Description
Primary care clinics randomly assigned to the intervention will conduct frequent supervisor-employee check-ins. Supervisors at those clinics will receive training to conduct such check-ins. Control clinics will continue as usual practice.
Masking
None (Open Label)
Allocation
Randomized
Enrollment
500 (Anticipated)

8. Arms, Groups, and Interventions

Arm Title
Brief and frequent Work-life check-ins between clinic supervisors and each staff member
Arm Type
Experimental
Arm Description
Primary care clinics assigned to the intervention will conduct frequent (every 8 weeks) supervisor-employee brief (30 min) check-ins to identify work stressors. Supervisors at such clinics will complete training on how to use the check-ins to address work stressors.
Arm Title
Usual practice, waitlist controls
Arm Type
Experimental
Arm Description
Primary care clinics randomly assigned to the control condition will continue as usual practice. If the check-is are effective in reducing burnout, then supervisor-level training will become available to supervisors at the end of the study
Intervention Type
Other
Intervention Name(s)
Supervisor-employee frequent check-ins to identify and address work stressors
Intervention Description
Supervisors will complete three training modules: 1) how and why the check-ins are expected to address burnout; 2) how to demonstrate supportive supervision during the check-ins process, and 3) principle of quality improvement applied to the check-ins
Intervention Type
Other
Intervention Name(s)
Usual practice waitlist controls
Intervention Description
If the check-ins are successful in reducing burnout, supervisors at the control clinics will be offered the training modules
Primary Outcome Measure Information:
Title
Change in Burnout baseline vs. 12th month follow-up
Description
As a primary outcome, we will use the Maslach Burnout Inventory, which is considered the gold standard in burnout research. The MBI-HSS yields a three-factor score of burnout: emotional exhaustion (9 items; e.g., "I feel burned out from my job"), depersonalization (5 items; e.g., "I've become more callous toward people since I took this job"), and low personal accomplishment (8 items; "I feel I'm positively influencing other people's lives through my job).
Time Frame
12 months post supervisor check-ins training
Secondary Outcome Measure Information:
Title
Change in Turnover intentions baseline vs. 12th month follow-up
Description
We will measure turnover intentions as the average of two questions, scored with a 5-point scale (NIOSH Quality of Work Life), about the extent to which participants are considering leaving their current job and organization (higher scores means higher intentions).
Time Frame
12 months post supervisor check-ins training
Title
Change in Values alignment with clinic leaders baseline vs. 12th month follow-up
Description
The Mini-Z has 10 questions (continuous variables) for aspects such as value alignment (e.g., "my professional values are well aligned with those of my clinic leader"). Higher scores means higher values alignment.
Time Frame
12 months post supervisor check-ins training
Title
Change in Family Supportive Supervisor Behaviors (FSSB) baseline vs. 12th month follow-up
Description
The study will include a modified version of the Family-supportive supervisor behaviors (FSSB) questionnaire, created by Dr. Hammer. The FSSB has 4 questions for emotional support, instrumental support, role modeling and creative conflict management (e.g., "my supervisor works effectively with employees to solve conflicts between work and non-work creatively"). Higher scores means higher FSSB.
Time Frame
12 months post supervisor check-ins training
Title
Change in Organizational constraints baseline vs. 12th month follow-up
Description
Organizational constraints is a scale that inquires the extent to which workers perceive that different barriers affect their performance. This scale (title: Organizational Constraints Scale) asks about equipment, supplies, procedures, supervisors, co-workers, insufficient training, and incorrect instructions, among others (11 items; e.g., "how often do you find it difficult or impossible to do your job because of"). Higher scores mean greater constraints.
Time Frame
12 months post supervisor check-ins training

10. Eligibility

Sex
All
Minimum Age & Unit of Time
18 Years
Accepts Healthy Volunteers
Accepts Healthy Volunteers
Eligibility Criteria
Inclusion Criteria: At least 18 years of age Employed at one of the 12 OHSU primary care clinics that weren't involved in the pilot study Supervisors (medical director, practice manager, supervisors, leads) Employees (patient-facing; back and front of the clinic) Patient Access Specialists Medical Assistants MDs, RNs, NPs Exclusion Criteria: Under the age of 18 Employed at an OHSU primary care clinic that participated in the pilot study Non-clinic employees
Facility Information:
Facility Name
OHSU
City
Portland
State/Province
Oregon
ZIP/Postal Code
97239
Country
United States
Individual Site Status
Not yet recruiting
Facility Contact:
First Name & Middle Initial & Last Name & Degree
David A Hurtado, ScD
Phone
503-494-3132
Email
hurtadod@ohsu.edu
First Name & Middle Initial & Last Name & Degree
David A Hurtado, ScD
First Name & Middle Initial & Last Name & Degree
Abigail Lenhart, MD
Facility Name
OHSU
City
Portland
State/Province
Oregon
ZIP/Postal Code
97239
Country
United States
Individual Site Status
Recruiting
Facility Contact:
First Name & Middle Initial & Last Name & Degree
David A Hurtado, ScD
Phone
617-510-4114
Email
hurtadod@ohsu.edu

12. IPD Sharing Statement

Plan to Share IPD
No

Learn more about this trial

The Work-life Check-ins: a Supervisor-driven Intervention to Reduce Burnout in Primary Care

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