Mental HealthNCT04398407
Testing the Effectiveness of Mainstream Management Tools to Increase Organizational Commitment and Job Satisfaction and Decrease Turnover Among Peer Providers
A study testing Coaching and Advancement for Peer Providers (CAPP) in people with Mental Health and Work Related Stress, run by Boston University Charles River Campus at 1 site in United States.
Trial summary
The role of peer support specialists (PSS) has burgeoned in the mental health field. Peer support specialists are individuals with a psychiatric condition who are in recovery and who are employed to provide various kinds of tangible and other supports to individuals with psychiatric conditions, generally in public… Read more about this study
- Who is it for?
- Ages 18 years and older
- Conditions the study is for
- Mental Health, Work Related Stress
- What is being tested?
- Coaching and Advancement for Peer Providers (CAPP)
- Type of treatment
- Lifestyle or therapy programme
- Could I receive a placebo?
- No, everyone receives an active treatment
- How many people
- 122 participants
- Where
- 1 siteUnited States
- Study dates
- 28 May 2021to 30 Nov 2023
- Phase
- Interventional
- Are there results?
- None posted in the registry
Key requirements
Who can take part, as listed by the sponsor. Only the study team can confirm whether you are eligible, so take this list to your doctor.
- Ages 18 years and older
- All sexes
- No healthy volunteers
- Adult, Older adult
Who may be able to join
- Peer support specialists/providers who are:
- are currently employed a minimum of 10 hours per week as an employee in a mental health setting;
- are providing services to individuals with psychiatric disabilities (this will exclude individuals in volunteer positions);
- have been employed as a peer provider for a minimum of 6 months;
- are employed in a mental health program;
- express types of concerns about their work, such as distress or lack of clarity about their job, role stressors and/or burnout, that suggest they could benefit from the intervention;
- express a willingness to engage in the CAPP Coaching intervention;
- have the ability to conduct CAPP sessions and assessments in English.
Who cannot join
- unable or unwilling to provide full and knowing consent for the research study;
- unwilling to participate in the data collection.
Trial locations and contacts
1 site in 1 country.
About this study
The role of peer support specialists (PSS) has burgeoned in the mental health field. Peer support specialists are individuals with a psychiatric condition who are in recovery and who are employed to provide various kinds of tangible and other supports to individuals with psychiatric conditions, generally in public mental health programs. Partially because of the newness of this role, PSS experience confusion about their role and tasks as well as conflict with other mental health providers who are uncertain about how to utilize PSS effectively in services.
This project was designed to bring a coaching service to PSS to assist them to address challenges in their job. The investigators will conduct a randomized control trial to evaluate a novel coaching, Coaching and Advancement for Peer Providers (CAPP). Our hypotheses are that individuals participating in the CAPP intervention will experience a reduction in burnout, role confusion, and intention to leave their job or the field. Participants in CAPP will also experience an increase in job satisfaction, role clarity and organizational commitment.
Read the detailed description
The role of peer support specialists (PSS) has burgeoned in the mental health field. Peer support specialists are individuals with a psychiatric condition who are in recovery and who are employed to provide various kinds of tangible and other supports to individuals with psychiatric conditions, generally in public mental health programs. Partially because of the newness of this role, PSS experience confusion about their role and tasks as well as conflict with other mental health providers who are uncertain about how to utilize PSS effectively in services.
This project was designed to bring a coaching service to PSS to assist them to address challenges in their job. There are three phases of this study:
- The investigators will test components of the intervention with volunteers who are peer specialists. The investigators will collect no data from these individuals and will use the information gathered to refine the intervention.
- Next, the investigators will recruit and randomly assign 140 PSS to participate in this newly developed coaching intervention (Coaching and Advancement for Peer Providers, or CAPP) and to assess their level of role confusion, overload, burnout, and intention to leave their job or their profession.
- Finally, the investigators will conduct a qualitative study of experimental study participants to learn about the experience of CAPP.
Individuals will be randomly assigned to receive CAPP or an informational control group. A total of 16 CAPP sessions will be conducted with coaches that the investigators train and supervise. This will be a telehealth intervention and study. That is, all consenting and coaching sessions will be conducted using platforms such as Zoom (HIPAA compliant version) and assessments will be collected using online platforms (REDCap). Individuals will be assessed at baseline, 4, 6, and 9 months after baseline. The investigators will record selected coaching sessions to insure that the intervention is being delivered with fidelity. Our hypotheses are that individuals participating in the CAPP intervention will experience a reduction in burnout, role confusion, and intention to leave their job or the field. Participants in CAPP will also experience an increase in job satisfaction, role clarity and organizational commitment.
- Conditions
- Mental Health, Work Related Stress
- Being tested
- Coaching and Advancement for Peer Providers (CAPP)
- Keywords
- peer support specialists, coaching
- Medical subject headings
- Psychological Well-Being, Occupational Stress
What participants receive
What participants receive. In a randomised study each person is assigned to one group by chance.
Coaching and Advancement for Peer Providers (CAPP)Behavioural
The CAPP intervention will combine executive coaching approaches and techniques with the specific needs and environmental demands of individuals working as PSS. A person who has been a PSS and trainer of PSS nationally has developed the CAPP intervention using the expertise of Center staff, the Harvard Institute of Coaching (IOC) and our Peer Advisory Group. Individuals randomized to the experimental condition will receive 16 individual coaching sessions tailored to the specific job stressors they are experiencing. CAPP is designed to address the following issues: role confusion, lack of clarity about job tasks, conflict with other providers, burnout, lack of organizational commitment and job satisfaction.
| Study group | Role | What they receive |
|---|---|---|
| Coaching and Achievement of Peer Providers (CAPP) | Experimental | CAPP will consist of 16 individualized, one-on-one sessions using Zoom or other videoconferencing software and occurring over a 4-month period. Coaching meetings will take approximately one hour per week. The coach will tailor and individualize the modules and time spent on modules to meet the goals of each peer provider.
Modules:
Module 1: Establishing and solidifying the working alliance, understanding the work setting and role Module 2: Understand Generic drivers of burnout and role stress Module 3: Discuss specific sources of role stressors and burnout Module 4: Set SMART Goals Module 5: Overcome challenges for workplace success Module 6: Develop Skills for Workplace Success Module 7: Managing co-worker and supervisory relations in the workplace Module 8: Wrap-up sessions
During the first stage of research, the CAPP intervention will be further developed and refined, prior to the Randomized clinical trial. Receives: Behavioral: Coaching and Advancement for Peer Providers (CAPP) |
| Enhanced control | Active comparator | The "enhanced" control condition will include 1 generic informational session conducted by a CAPP coach.During that session, the coach will introduce the key concepts under study and provide information about the drivers of burnout and role stress. The CAPP coach will discuss the need to set goals to overcome these challenges and will provide one article via email describing burnout and role stressors that is suitable for a lay person. Receives: Behavioral: Coaching and Advancement for Peer Providers (CAPP) |
What is being measured
The primary outcome is the main question the study is designed to answer.
Effort-Reward Imbalance Scale-assessing change
Examines role over load and related concepts, including role ambiguity, role conflict, and role overload. Range: 16-64, higher values indicate higher imbalance.
Measured: Baseline, immediately after the intervention, 6 months followup, 9 months followup
Utrecht Work Engagement Scale-Short Form-assessing change
Measures engagement in one's work. The scale measures vigor, dedication and absorption at work. Items include "I am proud of the work I do" and "I am immersed in my work". Respondents answer on a 7-point scale ranging from Never to Always.
Measured: Baseline, immediately after the intervention, 6 months followup, 9 months followup
Quality of Work Life (QWL)-assessing change
Select items from the QWL. The QWL captures many aspects of work life; including various aspects of Work Climate, such as: Safety, Discrimination, Harassment, Respect, Trust, and Management Relationship. Example items include: "My supervisor is concerned with the welfare of those under him or her," "The people I work with take a personal interest in me." Items are rated on a 4-point Likert scale from "Not at all true" to "Very True." National Opinion Research Center reports excellent psychometric properties of the scale. This scale will be primarily used to examine organizational/work climate.
Measured: Baseline, immediately after the intervention, 6 months followup, 9 months followup
Job satisfaction-assessing change
Job Satisfaction will be assessed using the items validated by Lee and his colleagues (Lee, et al., 2018). This measure is designed to assess global job satisfaction and appraisal of one's job responsibilities. Sample items include: "Generally speaking, I am very satisfied with this job" and "I am generally satisfied with the kind of work I do in this job." To assess global job satisfaction, one item from the Michigan Organizational Assessment Questionnaire (MOAQ) ("All in all I am satisfied with my current job") will also be administered.
Measured: Baseline, immediately after the intervention, 6 months followup, 9 months followup
Turnover intention-assessing change
Three items from the Intention-to-Leave scale (XXX \& Levin, 2006) e.g., "In the next few months I intend to leave this organization" will be used to capture turnover intention. Items are rated on a 7-point, Likert-type scale ranging from "Strongly Disagree" (1) to "Strongly Agree" (7).
In addition, the investigators will also examine actual job turnover at all assessment time periods.
Measured: Baseline, immediately after the intervention, 6 months followup, 9 months followup
Goal Attainment Scaling-assessing change
Goal Attainment Scale provides a structured approach to determining goal achievement regardless of the type or uniqueness of goal. As part of the intervention, individuals will be asked to set two work related goals (from a preestablished list of goals) that addresses their source of distress. At followup, participants will be asked to assess their progress using the Goal Attainment Scale (-2: much lower than expected; 0: expected goal achievement; +2: much higher than expected).
Measured: Baseline, immediately after the intervention, 6 months followup, 9 months followup
Maslach Burnout Inventory-Human Services Survey-assessing change
This scale assesses multiple facets of burnout: emotional exhaustion, depersonalization, and sense of personal accomplishment. Items are rated based on frequency of their occurrence from "Never" to "Every Day" and include: "I feel emotionally drained from my work," "I have accomplished many worthwhile things in this job," "I don't really care what happens to some recipients." Scores range from 0-132, with high scores indicating higher burnout.
Measured: Baseline, immediately after the intervention, 6 months followup, 9 months followup
Three Component Organizational Commitment Scale-assessing change
The three component organization commitment scale evaluates affective, continuance, and normative commitment to an organization. Affective components assess the desire of an employee to remain with an organization ("I would be very happy to spend the rest of my career with this organization") while continuance commitment assesses the person's need to remain with the organization ("It would be very hard for me to leave my organization right now, even if I wanted to"). Finally, normative commitment assesses the person feeling that they should remain with the organization ("I think that people these days move from company to company too often"). Items are measured on a 7-point scale from Strongly Disagree to Strongly Agree.
Measured: Baseline, immediately after the intervention, 6 months followup, 9 months followup
Timeline
From the start of the study to its completion; the mark is today. Estimated dates are the sponsor’s plan.
- First posted21 May 2020
- Study start28 May 2021
- Primary completion30 Nov 2023
- Study completion30 Nov 2023
Resources
- Official record on ClinicalTrials.govThe registry entry this page is built from, with its full change history.
- Other trials for Mental HealthStudies of the same condition, open and under way.
- What the trial phases meanHow a treatment moves from first tests in people to approval.
More details
For doctors and researchers: how the study is designed, who runs it, and its registry IDs.
Study design
- Study type
- Interventional
- Phase
- Phase N/A
- Primary purpose
- Treatment
- Allocation
- Randomised
- Intervention model
- Parallel groups
- Model description
- This study in a randomized control trial, with an enhanced control condition. Prior to the randomized trial, the investigators will conduct a small pilot study. Findings from the pilot study will inform revisions of the intervention prior to the randomized trial.
- Masking
- None (open label)
- Enrolment
- 122 participants (actual)
Sponsor and investigators
- Lead sponsor
- Boston University Charles River Campus
- Sponsor type
- University, hospital or other
- Responsible party
- Sponsor
IDs, dates and publications
- ClinicalTrials.gov ID
- NCT04398407
- Sponsor's protocol ID
- 5348E
- Status last verified
- Aug 2024
- First submitted
- 14 May 2020
- Last updated
- 20 Jul 2026
- Results posted
- No
- Data monitoring committee
- No
- FDA-regulated drug
- No
- FDA-regulated device
- No
- Individual data sharing
- Undecided
Study at a glance
From the registry record, last updated by the sponsor on 20 Jul 2026. Recruitment status is as the sponsor reported it: confirm with the study team.
- Official title
- Testing the Effectiveness of Mainstream Management Tools to Increase Organizational Commitment and Job Satisfaction and Decrease Turnover Among Peer Providers
- ClinicalTrials.gov ID
- NCT04398407
- Acronym / sponsor ID
- 5348E
- Conditions
- Mental Health, Work Related Stress
- Keywords
- peer support specialists, coaching
- Study type
- Interventional
- Recruitment status
- Completed
- Enrolment
- 122 participants (actual)
- Lead sponsor
- Boston University Charles River CampusUniversity, hospital or other
- Study start
- 28 May 2021 (actual)
- Primary completion
- 30 Nov 2023 (actual)
- Study completion
- 30 Nov 2023 (actual)
- First posted
- 21 May 2020 (actual)
- Results
- Not posted in the source record
Clinical summary
The research question as the sponsor registered it. This describes what the study plans to test, not what it found.
The role of peer support specialists (PSS) has burgeoned in the mental health field. Peer support specialists are individuals with a psychiatric condition who are in recovery and who are employed to provide various kinds of tangible and other supports to individuals with psychiatric conditions, generally in public mental health programs. Partially because of the newness of this role, PSS experience confusion about their role and tasks as well as conflict with other mental health providers who are uncertain about how to utilize PSS effectively in services.
This project was designed to bring a coaching service to PSS to assist them to address challenges in their job. The investigators will conduct a randomized control trial to evaluate a novel coaching, Coaching and Advancement for Peer Providers (CAPP). Our hypotheses are that individuals participating in the CAPP intervention will experience a reduction in burnout, role confusion, and intention to leave their job or the field. Participants in CAPP will also experience an increase in job satisfaction, role clarity and organizational commitment.
Detailed description
The role of peer support specialists (PSS) has burgeoned in the mental health field. Peer support specialists are individuals with a psychiatric condition who are in recovery and who are employed to provide various kinds of tangible and other supports to individuals with psychiatric conditions, generally in public mental health programs. Partially because of the newness of this role, PSS experience confusion about their role and tasks as well as conflict with other mental health providers who are uncertain about how to utilize PSS effectively in services.
This project was designed to bring a coaching service to PSS to assist them to address challenges in their job. There are three phases of this study:
- The investigators will test components of the intervention with volunteers who are peer specialists. The investigators will collect no data from these individuals and will use the information gathered to refine the intervention.
- Next, the investigators will recruit and randomly assign 140 PSS to participate in this newly developed coaching intervention (Coaching and Advancement for Peer Providers, or CAPP) and to assess their level of role confusion, overload, burnout, and intention to leave their job or their profession.
- Finally, the investigators will conduct a qualitative study of experimental study participants to learn about the experience of CAPP.
Individuals will be randomly assigned to receive CAPP or an informational control group. A total of 16 CAPP sessions will be conducted with coaches that the investigators train and supervise. This will be a telehealth intervention and study. That is, all consenting and coaching sessions will be conducted using platforms such as Zoom (HIPAA compliant version) and assessments will be collected using online platforms (REDCap). Individuals will be assessed at baseline, 4, 6, and 9 months after baseline. The investigators will record selected coaching sessions to insure that the intervention is being delivered with fidelity. Our hypotheses are that individuals participating in the CAPP intervention will experience a reduction in burnout, role confusion, and intention to leave their job or the field. Participants in CAPP will also experience an increase in job satisfaction, role clarity and organizational commitment.
Study design
- Primary purpose
- Treatment
- Allocation
- Randomised
- Intervention model
- Parallel groups
- Masking
- None (open label)
- Number of arms
- 2
- Model description
- This study in a randomized control trial, with an enhanced control condition. Prior to the randomized trial, the investigators will conduct a small pilot study. Findings from the pilot study will inform revisions of the intervention prior to the randomized trial.
| Arm | Type | Receives |
|---|---|---|
| Coaching and Achievement of Peer Providers (CAPP) | Experimental | Behavioral: Coaching and Advancement for Peer Providers (CAPP)CAPP will consist of 16 individualized, one-on-one sessions using Zoom or other videoconferencing software and occurring over a 4-month period. Coaching meetings will take approximately one hour per week. The coach will tailor and individualize the modules and time spent on modules to meet the goals of each peer provider. Modules: Module 1: Establishing and solidifying the working alliance, understanding the work setting and role Module 2: Understand Generic drivers of burnout and role stress Module 3: Discuss specific sources of role stressors and burnout Module 4: Set SMART Goals Module 5: Overcome challenges for workplace success Module 6: Develop Skills for Workplace Success Module 7: Managing co-worker and supervisory relations in the workplace Module 8: Wrap-up sessions During the first stage of research, the CAPP intervention will be further developed and refined, prior to the Randomized clinical trial. |
| Enhanced control | Active comparator | Behavioral: Coaching and Advancement for Peer Providers (CAPP)The "enhanced" control condition will include 1 generic informational session conducted by a CAPP coach.During that session, the coach will introduce the key concepts under study and provide information about the drivers of burnout and role stress. The CAPP coach will discuss the need to set goals to overcome these challenges and will provide one article via email describing burnout and role stressors that is suitable for a lay person. |
Who may qualify
- Ages
- 18 years and older
- Sex
- All
- Healthy volunteers
- Not accepted
- Age groups
- Adult, Older adult
Key inclusion criteria (8 listed)
- are currently employed a minimum of 10 hours per week as an employee in a mental health setting;
- are providing services to individuals with psychiatric disabilities (this will exclude individuals in volunteer positions);
- have been employed as a peer provider for a minimum of 6 months;
- are employed in a mental health program;
- express types of concerns about their work, such as distress or lack of clarity about their job, role stressors and/or burnout, that suggest they could benefit from the intervention;
Key exclusion criteria (2 listed)
- unable or unwilling to provide full and knowing consent for the research study;
- unwilling to participate in the data collection.
Eligibility is decided by the study team after screening; this overview does not establish that a patient qualifies. Full inclusion and exclusion criteria.
Interventions
| Intervention | Type | Arms |
|---|---|---|
| Coaching and Advancement for Peer Providers (CAPP)The CAPP intervention will combine executive coaching approaches and techniques with the specific needs and environmental demands of individuals working as PSS. A person who has been a PSS and trainer of PSS nationally has developed the CAPP intervention using the expertise of Center staff, the Harvard Institute of Coaching (IOC) and our Peer Advisory Group. Individuals randomized to the experimental condition will receive 16 individual coaching sessions tailored to the specific job stressors they are experiencing. CAPP is designed to address the following issues: role confusion, lack of clarity about job tasks, conflict with other providers, burnout, lack of organizational commitment and job satisfaction. | Behavioural | Coaching and Achievement of Peer Providers (CAPP), Enhanced control |
Primary outcome
Effort-Reward Imbalance Scale-assessing change
Time frame: Baseline, immediately after the intervention, 6 months followup, 9 months followup
Examines role over load and related concepts, including role ambiguity, role conflict, and role overload. Range: 16-64, higher values indicate higher imbalance.
Utrecht Work Engagement Scale-Short Form-assessing change
Time frame: Baseline, immediately after the intervention, 6 months followup, 9 months followup
Measures engagement in one's work. The scale measures vigor, dedication and absorption at work. Items include "I am proud of the work I do" and "I am immersed in my work". Respondents answer on a 7-point scale ranging from Never to Always.
Quality of Work Life (QWL)-assessing change
Time frame: Baseline, immediately after the intervention, 6 months followup, 9 months followup
Select items from the QWL. The QWL captures many aspects of work life; including various aspects of Work Climate, such as: Safety, Discrimination, Harassment, Respect, Trust, and Management Relationship. Example items include: "My supervisor is concerned with the welfare of those under him or her," "The people I work with take a personal interest in me." Items are rated on a 4-point Likert scale from "Not at all true" to "Very True." National Opinion Research Center reports excellent psychometric properties of the scale. This scale will be primarily used to examine organizational/work climate.
Job satisfaction-assessing change
Time frame: Baseline, immediately after the intervention, 6 months followup, 9 months followup
Job Satisfaction will be assessed using the items validated by Lee and his colleagues (Lee, et al., 2018). This measure is designed to assess global job satisfaction and appraisal of one's job responsibilities. Sample items include: "Generally speaking, I am very satisfied with this job" and "I am generally satisfied with the kind of work I do in this job." To assess global job satisfaction, one item from the Michigan Organizational Assessment Questionnaire (MOAQ) ("All in all I am satisfied with my current job") will also be administered.
Turnover intention-assessing change
Time frame: Baseline, immediately after the intervention, 6 months followup, 9 months followup
Three items from the Intention-to-Leave scale (XXX \& Levin, 2006) e.g., "In the next few months I intend to leave this organization" will be used to capture turnover intention. Items are rated on a 7-point, Likert-type scale ranging from "Strongly Disagree" (1) to "Strongly Agree" (7). In addition, the investigators will also examine actual job turnover at all assessment time periods.
Goal Attainment Scaling-assessing change
Time frame: Baseline, immediately after the intervention, 6 months followup, 9 months followup
Goal Attainment Scale provides a structured approach to determining goal achievement regardless of the type or uniqueness of goal. As part of the intervention, individuals will be asked to set two work related goals (from a preestablished list of goals) that addresses their source of distress. At followup, participants will be asked to assess their progress using the Goal Attainment Scale (-2: much lower than expected; 0: expected goal achievement; +2: much higher than expected).
Maslach Burnout Inventory-Human Services Survey-assessing change
Time frame: Baseline, immediately after the intervention, 6 months followup, 9 months followup
This scale assesses multiple facets of burnout: emotional exhaustion, depersonalization, and sense of personal accomplishment. Items are rated based on frequency of their occurrence from "Never" to "Every Day" and include: "I feel emotionally drained from my work," "I have accomplished many worthwhile things in this job," "I don't really care what happens to some recipients." Scores range from 0-132, with high scores indicating higher burnout.
Three Component Organizational Commitment Scale-assessing change
Time frame: Baseline, immediately after the intervention, 6 months followup, 9 months followup
The three component organization commitment scale evaluates affective, continuance, and normative commitment to an organization. Affective components assess the desire of an employee to remain with an organization ("I would be very happy to spend the rest of my career with this organization") while continuance commitment assesses the person's need to remain with the organization ("It would be very hard for me to leave my organization right now, even if I wanted to"). Finally, normative commitment assesses the person feeling that they should remain with the organization ("I think that people these days move from company to company too often"). Items are measured on a 7-point scale from Strongly Disagree to Strongly Agree.
Results and safety
The study is completed, but results are not available in the source record. That does not mean the treatment did or did not work.
Research links
- Official record on ClinicalTrials.govLast updated by the sponsor 20 Jul 2026.
- Individual participant dataSharing planned: Undecided
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Referral and contact
AzTrials does not enrol participants or take referrals. Contact the study team or a site listed below; they decide who can take part. This study is not recruiting at the moment.
The record lists no contact. Use the official record to reach the sponsor.
1 site in 1 country: see every site and its status.
Questions about this trial
What is this clinical trial studying?
A study testing Coaching and Advancement for Peer Providers (CAPP) in people with Mental Health and Work Related Stress, run by Boston University Charles River Campus at 1 site in United States.
The full registered description is in the About this study section and the official record.
Who may be eligible to take part?
The sponsor lists 8 inclusion and 2 exclusion criteria. Eligibility is decided by the study team after screening, so read the full criteria and contact a listed site.
Is this clinical trial currently recruiting?
The record says: finished, as of the sponsor's last update on 20 Jul 2026. Status can change between updates, so confirm with the study contact before making plans.
Where is the study taking place?
The record lists 1 site in United States. Whether a site is taking part right now should be confirmed with that site. See every site.
What are the possible benefits and risks?
They depend on the study and the treatment, and no study can promise a benefit. The study team explains the known risks during informed consent, before anyone joins; the record itself does not list them.
Are results available for this study?
The study is completed, but results are not available in the source record. That does not mean the treatment did or did not work.
How can a doctor refer a patient or contact the research team?
The record lists no contact. The official record names the sponsor, who can be asked directly. AzTrials does not enrol participants or take referrals.
What does the primary outcome measure?
Effort-Reward Imbalance Scale-assessing change (time frame: Baseline, immediately after the intervention, 6 months followup, 9 months followup). The study lists 8 primary outcomes in all. It is what the study was designed to measure, not a finding.
Where can I read the original study information?
Does a listing mean the treatment is approved or proven to work?
No. A listing means the study is registered. It does not show that the treatment is safe, works, or is approved by a regulator.
How often is this information updated?
AzTrials copies changed records from ClinicalTrials.gov every night and reloads the whole registry every week. The sponsor last updated this record on 20 Jul 2026.