Occupational HardinessNCT06706648
Examining the Role of Nursing-Led Psychological Capital Interventions on Staff Nurses' Occupational Hardiness and Engagement
A study testing Nursing-Led Psychological Capital Interventions in people with Occupational Hardiness and Work Engagement, run by Helwan University at 1 site in Egypt.
Trial summary
This study aimed to evaluate the effect of nursing-led psychological capital intervention on nurses' occupational hardiness and work engagement. The main hypothesis was that staff nurses who received tailored nursing-led psychological capital intervention (study group (SG)) will demonstrate significantly greater… Read more about this study
- Who is it for?
- Ages 20 to 60 years
- Conditions the study is for
- Occupational Hardiness, Work Engagement, Psychological Capital Interventions
- What is being tested?
- Nursing-Led Psychological Capital Interventions
- Type of treatment
- Lifestyle or therapy programme
- Could I receive a placebo?
- No, everyone receives an active treatment
- How many people
- 174 participants
- Where
- 1 siteEgypt
- Study dates
- 1 Apr 2024to 1 Sep 2024
- 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 20 to 60 years
- All sexes
- No healthy volunteers
- Adult
Who may be able to join
- ICU Nurse Nurse hold license. More than 6 Months of Experience Aged Between 20-60
Who cannot join
- Working in any place rather than ICU. attended training about psychological capital intervention in the last 12 months
Trial locations and contacts
1 site in 1 country.
About this study
Official title: Examining the Role of Nursing-Led Psychological Capital Interventions on Staff Nurses' Occupational Hardiness and Engagement: a Randomized Controlled Trial
This study aimed to evaluate the effect of nursing-led psychological capital intervention on nurses' occupational hardiness and work engagement. The main hypothesis was that staff nurses who received tailored nursing-led psychological capital intervention (study group (SG)) will demonstrate significantly greater improvements in occupational hardiness and work engagement compared to those who received an educational booklet (control group (CG)).
Read the detailed description
This study recruited nurses working 12 hours per shift for 144-180 hours a month at Damietta university hospitals in Damietta Governorate, Egypt. Nurses who were licensed staff nurses, worked in ICU, and had at least 6 months of experience been included in the analysis. In contrast, nurses who were involved in any other intervention program within the last 12 months, working in either wards or any department rather than ICU, or holding an administrative position were excluded. The psychological capital intervention program was developed based on the principles of psychological capital, which include hope, optimism, resilience, and self-efficacy. The intervention aimed to train participants in enhancing their psychological resources. This included fostering hope and optimism, building resilience to cope with challenges, and strengthening self-efficacy to manage job demands. The intervention assists staff nurses in cultivating a positive mindset, boosting their work engagement, and adapting to challenges in the workplace. Ultimately, it sought to enhance their occupational hardiness, foster a greater sense of work passion, and strengthen their career commitment.
Prior to the implementation of the PCI program, interviews were held with potential participants and nursing managers. These interviews explored staff nurses' perceptions of what constitutes good performance, the barriers they face in achieving it, the factors that support them in providing high-quality care, the tasks which they perceive as challenging, and the reasons which make them avoid these challenges. The discussions also focused on factors influencing occupational hardiness and work engagement, including nurses' ability to adapt to new challenges, their work passion, and career commitment. This comprehensive understanding of the work environment was used to design a tailored Psychological Capital Intervention (PCI) program, incorporating customized examples to address these specific challenges, with the goal of enhancing both occupational hardiness and work engagement among staff nurses.
Committee included Five-expert in nursing field as the following one nursing administration professor, one chief of nursing officer (CNO), Deputy of CNO for critical area, Critical area nursing supervisor and one staff nurse with master's degrees were asked for suggestions on the content and structure of the intervention materials. The intervention materials were modified based on their suggestions and sent back to the committee for approval. Then the intervention materials were pilot tested to ensure their quality and clarity.
- Being tested
- Nursing-Led Psychological Capital Interventions
- Keywords
- Nurses, Occupational Hardiness, Work Engagement
What participants receive
What participants receive. In a randomised study each person is assigned to one group by chance.
Nursing-Led Psychological Capital InterventionsBehavioural
The participating nurses received session about Nursing-Led Psychological Capital Interventions
| Study group | Role | What they receive |
|---|---|---|
| control group | No intervention | Not described |
| Study Group | Experimental | Study group who recived Nursing-Led Psychological Capital Interventions Receives: Behavioral: Nursing-Led Psychological Capital Interventions |
What is being measured
The primary outcome is the main question the study is designed to answer.
Occupational hardiness
Occupational hardiness is measured by Occupational hardiness questionnaire (OHQ) was developed by Moreno-Jiménez and colleagues, (2014). This questionnaire is used to measure hardihood and resoluteness among employees. It is a 5-point Likert- scale with 17 items and responses range from 1 = Strongly Disagree to 5 = Strongly Agree. This scale assessed the influence of the three aspects of employees' hardiness, namely, commitment, control, and challenge. Sample items on the OHQ are: "I do everything I can to make sure I control the results of my work" and "In my job I feel attracted to tasks and situations involving a personal challenge". Cronbach's alpha reliability coefficients for the three sub-scales of this scale as reported by the developers were.78, .73, and 0.72 respectively for commitment, control, and challenge. Cronbach's alpha for the scale as a whole was .75, indicating strong internal consistency reliability.
Measured: 3 months
Secondary outcomes (1)
Work Engagement
Work Engagement is measured by Work Engagement Scale (WES-17) was developed by Schaufeli and Bakker, (2006). This scale to measure three related factors of work engagement: vigour, dedication, and absorption. Categorized by levels of high energy and mental resilience. It consists of 17 items divided into three domains and as follows vigor represented 6 items. vigour describes a willingness to persevere in the face of obstacles in the workplace or the willingness to continue to invest effort in one's work when confronted with a challenge. Dedication represents 5 items, it implies heavy involvement in one's work and through this work, one experiences a sense of challenge, pride, and inspiration, Individuals with high levels of dedication see their work as meaningful and inspiring. Lastly Absorption represented 6 items, it is defined as being happily engrossed in and concentrated on one's work, where time seems to pass rather quickly, and where one has difficulty detaching themselves.
Measured: 3 months
Timeline
From the start of the study to its completion; the mark is today. Estimated dates are the sponsor’s plan.
- First posted26 Nov 2024
- Study start1 Apr 2024
- Primary completion1 Sep 2024
- Study completion1 Sep 2024
Resources
- Official record on ClinicalTrials.govThe registry entry this page is built from, with its full change history.
- Other trials for Occupational HardinessStudies 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
- Prevention
- Allocation
- Randomised
- Intervention model
- Parallel groups
- Masking
- None (open label)
- Enrolment
- 174 participants (actual)
Sponsor and investigators
- Lead sponsor
- Helwan University
- Sponsor type
- University, hospital or other
- Responsible party
- Principal investigator, Alaa El Din Moustafa Hamed Abd Elaleem, Helwan University
IDs, dates and publications
- ClinicalTrials.gov ID
- NCT06706648
- Sponsor's protocol ID
- HUNURREC2024340/13
- Status last verified
- May 2024
- First submitted
- 22 Nov 2024
- Last updated
- 26 Nov 2024
- 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 26 Nov 2024. Recruitment status is as the sponsor reported it: confirm with the study team.
- Official title
- Examining the Role of Nursing-Led Psychological Capital Interventions on Staff Nurses' Occupational Hardiness and Engagement: a Randomized Controlled Trial
- ClinicalTrials.gov ID
- NCT06706648
- Acronym / sponsor ID
- HUNURREC2024340/13
- Keywords
- Nurses, Occupational Hardiness, Work Engagement
- Study type
- Interventional
- Recruitment status
- Completed
- Enrolment
- 174 participants (actual)
- Lead sponsor
- Helwan UniversityUniversity, hospital or other
- Study start
- 1 Apr 2024 (actual)
- Primary completion
- 1 Sep 2024 (actual)
- Study completion
- 1 Sep 2024 (actual)
- First posted
- 26 Nov 2024 (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.
This study aimed to evaluate the effect of nursing-led psychological capital intervention on nurses' occupational hardiness and work engagement. The main hypothesis was that staff nurses who received tailored nursing-led psychological capital intervention (study group (SG)) will demonstrate significantly greater improvements in occupational hardiness and work engagement compared to those who received an educational booklet (control group (CG)).
Detailed description
This study recruited nurses working 12 hours per shift for 144-180 hours a month at Damietta university hospitals in Damietta Governorate, Egypt. Nurses who were licensed staff nurses, worked in ICU, and had at least 6 months of experience been included in the analysis. In contrast, nurses who were involved in any other intervention program within the last 12 months, working in either wards or any department rather than ICU, or holding an administrative position were excluded. The psychological capital intervention program was developed based on the principles of psychological capital, which include hope, optimism, resilience, and self-efficacy. The intervention aimed to train participants in enhancing their psychological resources. This included fostering hope and optimism, building resilience to cope with challenges, and strengthening self-efficacy to manage job demands. The intervention assists staff nurses in cultivating a positive mindset, boosting their work engagement, and adapting to challenges in the workplace. Ultimately, it sought to enhance their occupational hardiness, foster a greater sense of work passion, and strengthen their career commitment.
Prior to the implementation of the PCI program, interviews were held with potential participants and nursing managers. These interviews explored staff nurses' perceptions of what constitutes good performance, the barriers they face in achieving it, the factors that support them in providing high-quality care, the tasks which they perceive as challenging, and the reasons which make them avoid these challenges. The discussions also focused on factors influencing occupational hardiness and work engagement, including nurses' ability to adapt to new challenges, their work passion, and career commitment. This comprehensive understanding of the work environment was used to design a tailored Psychological Capital Intervention (PCI) program, incorporating customized examples to address these specific challenges, with the goal of enhancing both occupational hardiness and work engagement among staff nurses.
Committee included Five-expert in nursing field as the following one nursing administration professor, one chief of nursing officer (CNO), Deputy of CNO for critical area, Critical area nursing supervisor and one staff nurse with master's degrees were asked for suggestions on the content and structure of the intervention materials. The intervention materials were modified based on their suggestions and sent back to the committee for approval. Then the intervention materials were pilot tested to ensure their quality and clarity.
Study design
- Primary purpose
- Prevention
- Allocation
- Randomised
- Intervention model
- Parallel groups
- Masking
- None (open label)
- Number of arms
- 2
| Arm | Type | Receives |
|---|---|---|
| control group | No intervention | – |
| Study Group | Experimental | Behavioral: Nursing-Led Psychological Capital InterventionsStudy group who recived Nursing-Led Psychological Capital Interventions |
Who may qualify
- Ages
- 20 to 60 years
- Sex
- All
- Healthy volunteers
- Not accepted
- Age groups
- Adult
Key inclusion criteria (1 listed)
- ICU Nurse Nurse hold license. More than 6 Months of Experience Aged Between 20-60
Key exclusion criteria (1 listed)
- Working in any place rather than ICU. attended training about psychological capital intervention in the last 12 months
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 |
|---|---|---|
| Nursing-Led Psychological Capital InterventionsThe participating nurses received session about Nursing-Led Psychological Capital Interventions | Behavioural | Study Group |
Primary outcome
Occupational hardiness
Time frame: 3 months
Occupational hardiness is measured by Occupational hardiness questionnaire (OHQ) was developed by Moreno-Jiménez and colleagues, (2014). This questionnaire is used to measure hardihood and resoluteness among employees. It is a 5-point Likert- scale with 17 items and responses range from 1 = Strongly Disagree to 5 = Strongly Agree. This scale assessed the influence of the three aspects of employees' hardiness, namely, commitment, control, and challenge. Sample items on the OHQ are: "I do everything I can to make sure I control the results of my work" and "In my job I feel attracted to tasks and situations involving a personal challenge". Cronbach's alpha reliability coefficients for the three sub-scales of this scale as reported by the developers were.78, .73, and 0.72 respectively for commitment, control, and challenge. Cronbach's alpha for the scale as a whole was .75, indicating strong internal consistency reliability.
1 secondary outcome
Work Engagement
Time frame: 3 months
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 26 Nov 2024.
- Individual participant dataSharing planned: No
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 Nursing-Led Psychological Capital Interventions in people with Occupational Hardiness and Work Engagement, run by Helwan University at 1 site in Egypt.
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 1 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: finished, as of the sponsor's last update on 26 Nov 2024. 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 Egypt. 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?
Occupational hardiness (time frame: 3 months). 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 26 Nov 2024.