MotivationNCT05191615
Workplace Motivation, Job-Satisfaction, and Wellness, Among Nurses and Managers
A study testing Job crafting training in people with Motivation and Job Satisfaction, run by Billings Clinic at 1 site in United States.
Trial summary
The purpose of this research project is to assess the impact of a multi-level intervention designed to optimize work motivation and support physical and psychological health among employees. Read more about this study
- Who is it for?
- Ages 18 years and olderHealthy volunteers can take part
- Conditions the study is for
- Motivation, Job Satisfaction, Wellness
- What is being tested?
- Job crafting training
- Type of treatment
- Lifestyle or therapy programme
- Could I receive a placebo?
- No, everyone receives an active treatment
- How many people
- 106 participants
- Where
- 1 siteUnited States
- Study dates
- 25 Jan 2022to 11 May 2022
- 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
- Healthy volunteers accepted
- Adult, Older adult
Who may be able to join
- • Registered Nurse, Manager, or Clinical Supervisor employed at the hospital.
- Employed by Billings Clinic for a minimum of 6 months.
- Plan to be in the community for 12-18 months.
- Proficiency in spoken and written English.
Who cannot join
- • New employee, defined as <6 months employment
Trial locations and contacts
1 site in 1 country.
About this study
The purpose of this research project is to assess the impact of a multi-level intervention designed to optimize work motivation and support physical and psychological health among employees. The intervention is based on the principles of self-determination theory; an empirically based approach to human motivation that has been applied to work and health and the job demands resources (JD-R) model; an empirically based model of occupational health.
Read the detailed description
This study will provide insight into the work climate conditions that are necessary to promote healthy, productive employees and organizations. Based on the knowledge gaps identified in the literature, this will be done by examining the motivational underpinnings related to this challenge to understand the temporal processes leading workplace factors to various occupational health consequences and organizational performance.
- Aim 1: Develop, implement, and evaluate the effectiveness of a one-and-a-half-day training for nurse managers on 1) how to provide need support 2) facilitate job crafting and 3) how to conduct values interviews to employees (i.e., staff nurses). Following the training, managers will be prepared to implement a need-supportive style during interactions with employees and conduct a values interview.
- Aim 2: Develop, implement, and evaluate the effectiveness of an intervention for staff nurses to include 1) a one-day training on job crafting and need crafting at work with weekly boosters; 2) a values interview with their manager; and 3) a preventive health assessment and intervention.
- Conditions
- Motivation, Job Satisfaction, Wellness
- Being tested
- Job crafting training
- Keywords
- Nurse
What participants receive
What participants receive. In a randomised study each person is assigned to one group by chance.
Job crafting trainingBehavioural
Consists of two main parts. In the first part, both managers and employees will be trained in the principles of SDT and JD-R. For managers, particular attention will be paid to the provision of need support and work values. For employees, particular attention will be paid to employees' opportunities for job crafting and promoting their basic psychological need satisfaction at work.
In the second part of the intervention, participants will have the opportunity to discuss their current health status and receive preventive health recommendations from a preventive care specialist.
| Study group | Role | What they receive |
|---|---|---|
| Intervention Group | Experimental | The proposed study will be implemented as an intervention study at two levels within the organization, managerial and registered nurses. The intervention comprises three major phases: a pre-intervention phase, an implementation-intervention phase, and a post-intervention phase. The interventions will be provided face-to-face by trained interventionists. At baseline, all participants will complete questionnaires and get labs completed, blood pressure checked, and weight/height measured.
Consists of two main parts. In the first part, both managers and employees will be trained in the principles of SDT and JD-R. For managers, particular attention will be paid to the provision of need support and work values. For employees, particular attention will be paid to employees' opportunities for job crafting and promoting their basic psychological need satisfaction at work. Receives: Behavioral: Job crafting training |
| Control Group | No intervention | Participants randomized to the control group will complete the baseline questionnaires and lab tests at baseline and three follow-up times. Lab values will be collected using the current standard of care and American Heart Association (AHA) guidelines (2019). |
What is being measured
The primary outcome is the main question the study is designed to answer.
Change from Baseline in basic psychological need satisfaction at work
Self-Determination Theory (SDT) identifies three basic psychological needs that must be supported for humans to be optimally healthy, at work or otherwise. These needs are for autonomy (the need to feel volition and to endorse one's behavior), competence (that one can achieve desired outcomes), and relatedness (that one feels warmly and positively connected to others).
Measured: Baseline, 3 months, 6 months, 9 months, 12 months
Change from Baseline in Managerial Autonomy Support
The Work Climate Questionnaire, Short Form (Baard et al. 2004; Schultz et al., 2015) assessed perceptions of autonomy support from the participant's most immediate supervisor over the past 4 weeks. The scale comprises six items, and responses were made on a 7- point scale from 1 (strongly disagree) to 7 (strongly agree), with higher scores indicating greater perceived managerial autonomy support. Sample items include "My supervisor tries to understand how I see things before suggesting a new way to do things" and "I feel that my supervisor provides me with choices and options." Reliability in this sample was good, α=0.94.
Measured: Baseline, 3 months, 6 months, 9 months, 12 months
Change from Baseline in Organizational need support
6-item questionnaire that contains items related to employee experience at the organization.
Measured: Baseline, 3 months, 6 months, 9 months, 12 months
Change from Baseline in Work motivation
Questionnaire that assesses external regulation, introjection, identified regulation, intrinsic motivation, and amotivation at work. Response scale: 1 (not at all for this reason), 2 (not really for this reason), 3 (a little for this reason), 4 (moderately for this reason), 5 (strongly for this reason), 6 (very strongly for this reason), 7 (exactly for this reason)
Measured: Baseline, 3 months, 6 months, 9 months, 12 months
Change from Baseline in Job crafting
Questionnaire assessing how often the employee engages in the following behaviors; optimizing hindering demands, increasing structural resources, increasing social resources, increasing challenging demans, and reframing job conception.
Measured: Baseline, 3 months, 6 months, 9 months, 12 months
Change in Baseline in Need crafting
Questionnaire assessing how often the employee engages in the following behaviors of autonomy crafting, competence crafting, and relatedness crafting. The response scale: 1 (never), 2 (rarely), 3 (sometimes), 4 (often), 5 (very often).
Measured: Baseline, 3 months, 6 months, 9 months, 12 months
Change in Baseline in Work value orientations
Questionnaire assessing intrinsic work values and extrinsic work values. Response scale: 1 (very unimportant), 2 (slightly unimportant), 3 (neutral), 4 (slightly important) 5 (very important)
Measured: Baseline, 3 months, 6 months, 9 months, 12 months
Change in Baseline in Work characteristics
Questionnaire that assesses characteristics of the job including skill variety, task variety, job feedback, job autonomy, social feedback, social impact, role conflict, workload, emotional demands, and cognitive demands. Response scale: 1 (strongly disagree) to 5 (strongly agree)
Measured: Baseline, 3 months, 6 months, 9 months, 12 months
Change in Baseline in Work stress and burnout
Questionnaire assessing the amount of stress felt at work and how often burnout is experienced. Response scale: 0 (never), 1 (a few times a year or less), 2 (once a month or less), 3 (a few times a month), 4 (once a week), 5 (a few times a week), to 6 (every day)
Measured: Baseline, 3 months, 6 months, 9 months, 12 months
Change in Baseline in Vigor
Questionnaire assessing energy and vigor over the past year. Response scale: 0 (never), 1 (a few times a year or less), 2 (once a month or less), 3 (a few times a month), 4 (once a week), 5 (a few times a week), to 6 (every day)
Measured: Baseline, 3 months, 6 months, 9 months,12 months
Change in Baseline in work performance
Questionnaire assessing employee performance over the past year and includes task proficiency, task adaptivity, task proactivity. Response scale: 1 (very little) to 5 (a great deal).
Measured: Baseline, 3 months, 6 months, 9 months, 12 months
Change in Baseline in Turnover intention
Questionnaire that assesses employee view of job change. Response scale: 1 (never), 2 (very rarely), 3 (rarely), 4 (sometimes), 5 (often), 6 (often), 7 (all the time).
Measured: Baseline, 3 months, 6 months, 9 months, 12 months
Change in Baseline in job and life satsifaction
Assesses overall satisfaction with the job and life; a total of 2 questions. Response scale: 1 (strongly disagree), 2 (disagree), 3 (slightly disagree), 4 (neither agree nor disagree), 5 (slightly agree), 6 (agree), 7 (strongly agree).
Measured: Baseline, 3 months, 6 months, 9 months, 12 months
Secondary outcomes (9)
Change in Baseline in somatic symptom burden
Using a response scale of 0 (not at all) to 4 (very much), participants are asked how much they have been bothered by 8 different symptoms during the past 4 weeks.
Measured: Baseline, 3 months, 6 months, 9 months, 12 months
Change in Baseline in Clinician need support
Participants will be asked to rate their agreement on a scale of 1-5, with 5 meaning strongly agree and 1 meaning strongly disagree.
Measured: Baseline, 3 months, 6 months, 9 months, 12 months
Change in baseline Autonomous motivation for a Heart Healthy Lifestyle and Medications to Optimize My Health
Participants are sked to rate their agreement on a scale of 1-5 regarding their motivation toward a heart healthy lifestyle.
Measured: Baseline, 3 months, 6 months, 9 months, 12 months
Change in Baseline in Perceived competence for living a heart healthy lifestyle.
This questionnaire asks participants to rate their agreement on a scale of 1-5 regarding their perceived competence for living and maintaining a heart healthy lifestyle.
Measured: Baseline, 3 months, 6 months, 9 months, 12 months
Change in Baseline in Quality of Lide
Participants are asked one question each regarding their general health status, physically unhealthy days, mentally unhealthy days, and activity limitation days.
Measured: Baseline, 3 months, 6 months, 9 months, 12 months
Change in Baseline in Sleep quality
Participants are asked if they've experienced sleep issues during the past month. A total of 2 questions are asked using the response scale 1 (never), 2 (sometimes), 3 (often, 4 (almost every night).
Measured: Baseline, 3 months, 6 months, 9 months, 12 months
Change in baseline in alcohol use
Participants are asked about average days per week they drink alcohol and the amount.
Measured: Baseline, 3 months, 6 months, 9 months, 12 months
Change in Baseline Physical Activity
Assess how many times a week the participant does vigorous and moderate physical activity.
Measured: Baseline, 3 months, 6 months, 9 months, 12 months
Change in Baseline in fruit and vegetable intake
Assesses over the last month how many pieces of fruit and vegetables eaten.
Measured: Baseline, 3 months, 6 months, 9 months, 12 months
Timeline
From the start of the study to its completion; the mark is today. Estimated dates are the sponsor’s plan.
- First posted13 Jan 2022
- Study start25 Jan 2022
- Primary completion11 May 2022
- Study completion11 May 2022
Why it stopped: Unable to recruit sufficient sample size to reach power.
Resources
- Official record on ClinicalTrials.govThe registry entry this page is built from, with its full change history.
- Other trials for MotivationStudies 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
- Other
- Allocation
- Randomised
- Intervention model
- Parallel groups
- Model description
- A Randomized Controlled Trial (RCT) design will be used to evaluate the effect of job-crafting, need crafting, and preventative health visits based on motivational underpinnings. As a basis for collecting data through the different time points and evaluate the intervention, the study will adopt a mixed method approach. That is, both qualitative (i.e., focus groups and interviews) and quantitative (i.e., questionnaires) methods will be applied to evaluate the interventions implemented.
- Masking
- None (open label)
- Enrolment
- 106 participants (actual)
Sponsor and investigators
- Lead sponsor
- Billings Clinic
- Sponsor type
- University, hospital or other
- Collaborators
- University of South-Eastern Norway, University of Rochester
- Responsible party
- Principal investigator, Jamie Besel, Billings Clinic
- Investigators
- Jamie M Besel, PhD, Principal investigator, Billings Clinic
IDs, dates and publications
- ClinicalTrials.gov ID
- NCT05191615
- Sponsor's protocol ID
- 21.019
- Status last verified
- May 2022
- First submitted
- 16 Dec 2021
- Last updated
- 25 May 2022
- Results posted
- No
- Data monitoring committee
- No
- FDA-regulated drug
- No
- FDA-regulated device
- No
- Individual data sharing
- No
Study at a glance
From the registry record, last updated by the sponsor on 25 May 2022. Recruitment status is as the sponsor reported it: confirm with the study team.
- Official title
- Workplace Motivation, Job-Satisfaction, and Wellness, Among Nurses and Managers
- ClinicalTrials.gov ID
- NCT05191615
- Acronym / sponsor ID
- 21.019
- Conditions
- Motivation, Job Satisfaction, Wellness
- Keywords
- Nurse
- Study type
- Interventional
- Recruitment status
- TerminatedReason stopped: Unable to recruit sufficient sample size to reach power.
- Enrolment
- 106 participants (actual)
- Lead sponsor
- Billings ClinicUniversity, hospital or other
- Collaborators
- University of South-Eastern Norway, University of Rochester
- Study start
- 25 Jan 2022 (actual)
- Primary completion
- 11 May 2022 (actual)
- Study completion
- 11 May 2022 (actual)
- First posted
- 13 Jan 2022 (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 purpose of this research project is to assess the impact of a multi-level intervention designed to optimize work motivation and support physical and psychological health among employees. The intervention is based on the principles of self-determination theory; an empirically based approach to human motivation that has been applied to work and health and the job demands resources (JD-R) model; an empirically based model of occupational health.
Detailed description
This study will provide insight into the work climate conditions that are necessary to promote healthy, productive employees and organizations. Based on the knowledge gaps identified in the literature, this will be done by examining the motivational underpinnings related to this challenge to understand the temporal processes leading workplace factors to various occupational health consequences and organizational performance.
- Aim 1: Develop, implement, and evaluate the effectiveness of a one-and-a-half-day training for nurse managers on 1) how to provide need support 2) facilitate job crafting and 3) how to conduct values interviews to employees (i.e., staff nurses). Following the training, managers will be prepared to implement a need-supportive style during interactions with employees and conduct a values interview.
- Aim 2: Develop, implement, and evaluate the effectiveness of an intervention for staff nurses to include 1) a one-day training on job crafting and need crafting at work with weekly boosters; 2) a values interview with their manager; and 3) a preventive health assessment and intervention.
Study design
- Primary purpose
- Other
- Allocation
- Randomised
- Intervention model
- Parallel groups
- Masking
- None (open label)
- Number of arms
- 2
- Model description
- A Randomized Controlled Trial (RCT) design will be used to evaluate the effect of job-crafting, need crafting, and preventative health visits based on motivational underpinnings. As a basis for collecting data through the different time points and evaluate the intervention, the study will adopt a mixed method approach. That is, both qualitative (i.e., focus groups and interviews) and quantitative (i.e., questionnaires) methods will be applied to evaluate the interventions implemented.
| Arm | Type | Receives |
|---|---|---|
| Intervention Group | Experimental | Behavioral: Job crafting trainingThe proposed study will be implemented as an intervention study at two levels within the organization, managerial and registered nurses. The intervention comprises three major phases: a pre-intervention phase, an implementation-intervention phase, and a post-intervention phase. The interventions will be provided face-to-face by trained interventionists. At baseline, all participants will complete questionnaires and get labs completed, blood pressure checked, and weight/height measured. Consists of two main parts. In the first part, both managers and employees will be trained in the principles of SDT and JD-R. For managers, particular attention will be paid to the provision of need support and work values. For employees, particular attention will be paid to employees' opportunities for job crafting and promoting their basic psychological need satisfaction at work. |
| Control Group | No intervention | –Participants randomized to the control group will complete the baseline questionnaires and lab tests at baseline and three follow-up times. Lab values will be collected using the current standard of care and American Heart Association (AHA) guidelines (2019). |
Who may qualify
- Ages
- 18 years and older
- Sex
- All
- Healthy volunteers
- Accepted
- Age groups
- Adult, Older adult
Key inclusion criteria (4 listed)
- • Registered Nurse, Manager, or Clinical Supervisor employed at the hospital.
Key exclusion criteria (1 listed)
- • New employee, defined as <6 months employment
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 |
|---|---|---|
| Job crafting trainingConsists of two main parts. In the first part, both managers and employees will be trained in the principles of SDT and JD-R. For managers, particular attention will be paid to the provision of need support and work values. For employees, particular attention will be paid to employees' opportunities for job crafting and promoting their basic psychological need satisfaction at work. In the second part of the intervention, participants will have the opportunity to discuss their current health status and receive preventive health recommendations from a preventive care specialist. | Behavioural | Intervention Group |
Primary outcome
Change from Baseline in basic psychological need satisfaction at work
Time frame: Baseline, 3 months, 6 months, 9 months, 12 months
Self-Determination Theory (SDT) identifies three basic psychological needs that must be supported for humans to be optimally healthy, at work or otherwise. These needs are for autonomy (the need to feel volition and to endorse one's behavior), competence (that one can achieve desired outcomes), and relatedness (that one feels warmly and positively connected to others).
Change from Baseline in Managerial Autonomy Support
Time frame: Baseline, 3 months, 6 months, 9 months, 12 months
The Work Climate Questionnaire, Short Form (Baard et al. 2004; Schultz et al., 2015) assessed perceptions of autonomy support from the participant's most immediate supervisor over the past 4 weeks. The scale comprises six items, and responses were made on a 7- point scale from 1 (strongly disagree) to 7 (strongly agree), with higher scores indicating greater perceived managerial autonomy support. Sample items include "My supervisor tries to understand how I see things before suggesting a new way to do things" and "I feel that my supervisor provides me with choices and options." Reliability in this sample was good, α=0.94.
Change from Baseline in Organizational need support
Time frame: Baseline, 3 months, 6 months, 9 months, 12 months
6-item questionnaire that contains items related to employee experience at the organization.
Change from Baseline in Work motivation
Time frame: Baseline, 3 months, 6 months, 9 months, 12 months
Questionnaire that assesses external regulation, introjection, identified regulation, intrinsic motivation, and amotivation at work. Response scale: 1 (not at all for this reason), 2 (not really for this reason), 3 (a little for this reason), 4 (moderately for this reason), 5 (strongly for this reason), 6 (very strongly for this reason), 7 (exactly for this reason)
Change from Baseline in Job crafting
Time frame: Baseline, 3 months, 6 months, 9 months, 12 months
Questionnaire assessing how often the employee engages in the following behaviors; optimizing hindering demands, increasing structural resources, increasing social resources, increasing challenging demans, and reframing job conception.
Change in Baseline in Need crafting
Time frame: Baseline, 3 months, 6 months, 9 months, 12 months
Questionnaire assessing how often the employee engages in the following behaviors of autonomy crafting, competence crafting, and relatedness crafting. The response scale: 1 (never), 2 (rarely), 3 (sometimes), 4 (often), 5 (very often).
Change in Baseline in Work value orientations
Time frame: Baseline, 3 months, 6 months, 9 months, 12 months
Questionnaire assessing intrinsic work values and extrinsic work values. Response scale: 1 (very unimportant), 2 (slightly unimportant), 3 (neutral), 4 (slightly important) 5 (very important)
Change in Baseline in Work characteristics
Time frame: Baseline, 3 months, 6 months, 9 months, 12 months
Questionnaire that assesses characteristics of the job including skill variety, task variety, job feedback, job autonomy, social feedback, social impact, role conflict, workload, emotional demands, and cognitive demands. Response scale: 1 (strongly disagree) to 5 (strongly agree)
Change in Baseline in Work stress and burnout
Time frame: Baseline, 3 months, 6 months, 9 months, 12 months
Questionnaire assessing the amount of stress felt at work and how often burnout is experienced. Response scale: 0 (never), 1 (a few times a year or less), 2 (once a month or less), 3 (a few times a month), 4 (once a week), 5 (a few times a week), to 6 (every day)
Change in Baseline in Vigor
Time frame: Baseline, 3 months, 6 months, 9 months,12 months
Questionnaire assessing energy and vigor over the past year. Response scale: 0 (never), 1 (a few times a year or less), 2 (once a month or less), 3 (a few times a month), 4 (once a week), 5 (a few times a week), to 6 (every day)
Change in Baseline in work performance
Time frame: Baseline, 3 months, 6 months, 9 months, 12 months
Questionnaire assessing employee performance over the past year and includes task proficiency, task adaptivity, task proactivity. Response scale: 1 (very little) to 5 (a great deal).
Change in Baseline in Turnover intention
Time frame: Baseline, 3 months, 6 months, 9 months, 12 months
Questionnaire that assesses employee view of job change. Response scale: 1 (never), 2 (very rarely), 3 (rarely), 4 (sometimes), 5 (often), 6 (often), 7 (all the time).
Change in Baseline in job and life satsifaction
Time frame: Baseline, 3 months, 6 months, 9 months, 12 months
Assesses overall satisfaction with the job and life; a total of 2 questions. Response scale: 1 (strongly disagree), 2 (disagree), 3 (slightly disagree), 4 (neither agree nor disagree), 5 (slightly agree), 6 (agree), 7 (strongly agree).
9 secondary outcomes
Change in Baseline in somatic symptom burden
Time frame: Baseline, 3 months, 6 months, 9 months, 12 months
Change in Baseline in Clinician need support
Time frame: Baseline, 3 months, 6 months, 9 months, 12 months
Change in baseline Autonomous motivation for a Heart Healthy Lifestyle and Medications to Optimize My Health
Time frame: Baseline, 3 months, 6 months, 9 months, 12 months
Change in Baseline in Perceived competence for living a heart healthy lifestyle.
Time frame: Baseline, 3 months, 6 months, 9 months, 12 months
Change in Baseline in Quality of Lide
Time frame: Baseline, 3 months, 6 months, 9 months, 12 months
Change in Baseline in Sleep quality
Time frame: Baseline, 3 months, 6 months, 9 months, 12 months
Change in baseline in alcohol use
Time frame: Baseline, 3 months, 6 months, 9 months, 12 months
Change in Baseline Physical Activity
Time frame: Baseline, 3 months, 6 months, 9 months, 12 months
Change in Baseline in fruit and vegetable intake
Time frame: Baseline, 3 months, 6 months, 9 months, 12 months
Results and safety
The study was stopped early (reason given: Unable to recruit sufficient sample size to reach power.). Results are not available in the source record.
Research links
- Official record on ClinicalTrials.govLast updated by the sponsor 25 May 2022.
- Individual participant dataSharing planned: No
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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.
Jamie M Besel, PhD principal investigator
Billings Clinic
1 site in 1 country: see every site and its status.
Questions about this trial
What is this clinical trial studying?
A study testing Job crafting training in people with Motivation and Job Satisfaction, run by Billings Clinic 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 4 inclusion and 1 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: stopped early, as of the sponsor's last update on 25 May 2022. 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 was stopped early (reason given: Unable to recruit sufficient sample size to reach power.). Results are not available in the source record.
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?
Change from Baseline in basic psychological need satisfaction at work (time frame: Baseline, 3 months, 6 months, 9 months, 12 months). The study lists 13 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 25 May 2022.