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| ID | Type | Description | Link |
|---|---|---|---|
| 2R42AG050347-02A1 | U.S. NIH Grant/Contract | View source |
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| Name | Class |
|---|---|
| National Institute on Aging (NIA) | NIH |
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This study will evaluate the effectiveness of FSST 2.0 (family supportive supervisor training plus support for use of family and sick leaves) using a randomized control trial design. We expect the intervention will increase supervisors' family supportive and leave supportive behaviors, which in turn will increase employees' leave use and decrease employees' work-family conflict, emotional exhaustion, depressive symptoms, and turnover intentions. This study will enroll a minimum 200 groups of managers and their employees. Managers in the intervention condition will complete pre- and 2 post-intervention Workplace Assessments, 2 online training modules, 1 webinar where managers can review intervention content and ask questions and share reactions on the materials. Managers in the control group and employees in both groups will complete pre- and 2 post-intervention Workplace Assessments. The post-intervention Workplace Assessment will be completed 3 and 6 months after the intervention. The total duration of the study is 9 months as the wait list control group will be offered the intervention and 2nd follow up survey after the 6-month trial.
This study will evaluate the effectiveness of FSST 2.0 (family supportive supervisor training plus support for use of family and sick leaves) using a randomized control trial design.
Phase of the Trial Based on the NIH's definition, the current study is a Phase III clinical trial, which usually involves several hundred or more human subjects, for the purpose of evaluating an experimental intervention in comparison with a standard or controlled intervention or comparing two or more existing treatments.
Type of trial - a randomized-control trial
Randomization strategy
Specification of the number of study groups/arms - 2
Duration of the study intervention - 6 months
Follow-up period - 3 and 5 months after the intervention
Name and brief description of study intervention FSST 2.0 is a workplace intervention package designed to increase supervisors' family and leave supportive behaviors and leave supportive behaviors. The package includes Workplace Assessment tool, 2 30-45-minute online training modules (family-supportive supervisor training and supervisors' leave supportive behavior training), a webinar, behavior training, and organizational reports.
Control group The current trial employs a wait-list control group, "whereby participants will receive the usual care and will later receive the intervention in addition to the usual care" (Kinser & Robins, 2013, p.2).
One or more organization will be randomly assigned to receive the intervention and the other organization(s) will serve as a wait-list control group.
Mangers in the intervention group will be asked to:
7. Complete up to 2 post-training surveys. 8. Focus groups may also be conducted to get feedback on the training after the study is over.
Employees in the control group and employees in both groups will be asked to:
1. Complete a base line and follow up surveys over the course of 5 months.
The wait list control group will be offered the training after the trial is over.
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| Label | Type | Description | Intervention Names |
|---|---|---|---|
| Intervention Group - Managers | Experimental | Mangers in the intervention group will be asked to:
|
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| Control Group - Managers | No Intervention | Managers in the control group will be asked to: 1. Complete an online survey three times over the course of 5 months. | |
| Intervention Group - Employees | Experimental | Employees in the intervention group will be asked to: 1. Complete an online survey three times over the course of 6 months. |
|
| Control Group - Employees | No Intervention | Employees in the control group will be asked to: 1. Complete an online survey three times over the course of 5 months. |
| Name | Type | Description | Arm Group Labels | Other Names |
|---|---|---|---|---|
| Family Supportive Supervisor Training 2.0 | Behavioral | FSST 2.0 is a workplace intervention package designed to increase supervisors' family and leave supportive behaviors and leave supportive behaviors. The package includes Workplace Assessment tool, 2 45-60 minute online training modules (family-supportive supervisor training and supervisors' leave supportive behavior training), a webinar, behavior training, and individualized feedback reports. |
| Measure | Description | Time Frame |
|---|---|---|
| Change in Family Supportive Supervisor Behaviors | Family supportive supervisor behavior scale. Original scale: Minimum value = 1, Maximum value = 5. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time (better outcome). Negative scores = decrease in scores over time (worse outcome). | 5 months after the intervention |
| Change in Leave Supportive Supervisor Behaviors | Original scale: Minimum value = 1, Maximum value = 5. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time (better outcome). Negative scores = decrease in scores over time (worse outcome). | 5 months after the intervention |
| Measure | Description | Time Frame |
|---|---|---|
| Change in Work-family Conflict | Work family conflict scale. Original scale: Minimum value = 1, Maximum value = 5. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time (worse outcome). Negative scores = decrease in scores over time (better outcome). | 5 months after the intervention |
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Inclusion Criteria:
Exclusion Criteria:
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| Name | Affiliation | Role |
|---|---|---|
| Ellen E Kossek, Ph.D. | Work Life Help LLC | Principal Investigator |
| Facility | Status | City | State | ZIP | Country | Contacts |
|---|---|---|---|---|---|---|
| Purdue University | West Lafayette | Indiana | 47907 | United States |
| PubMed Identifier | Type | Citation | Retractions |
|---|---|---|---|
| Background | Barnett, R. C., Brennan, R. T., & Gareis, K. C.. A closer look at the measurement of Burnout. Journal of Applied Biobehavioral Research.1999; 4(2), 65-78. | ||
| Background | Boroff, K E, & Lewin, D Loyalty, voice, and intent to exit a union firm: A conceptual and empirical analysis. Industrial and Labor Relations Review. 1997; 51(1), 50-63. | ||
| Background | Cammann, C., Fichman, M., Jenkins, G. D., & Klesh, J. Michigan Organizational Assessment Questionnaire.1983. In S. E. Seashore, E. E. Lawler, P. H. Mirvis, & C. Cammann (Eds.), Assessing organizational change: A guide to methods, measures, and practices, (pp. 71-138). New York: Wiley-Interscience | ||
| Background | Carlson, DS, Kacmar, KM, Wayne, JH, & Grzwacz, JG Measuring the positive side of the work-family interface: Development and validation of a work-family enrichment scale. Journal of Vocational Behavior. 2006. 68, 131-164. doi:10.1016/j.jvb.2005.02.002 | ||
| 6668417 |
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All de-identified data and referenced resources from a publication will be made available by depositing them at dataverse.org. The dataset will include variables used for the publication with an accompanying codebook containing variables labels and codes in XLSX format. Metadata will be prepared as an XML file, which is compliant with the Data Documentation Initiative (DDI) specification.
The data and metadata from a publication will be made available by the online publication date.
The location of the public-use data and how to access the data, as well as acknowledgments of the repository and funding source, will be identified in any publications and presentations about these data.
The data and metadata from a publication will be made available by the online publication date.
The data will be deposited and made available through dataverse.org for easy access to qualified researchers and analysts ( i.e., only those affiliated with a university or similar organization that is listed on the Dataverse website as qualified users). The data will be available for use only for research purposes such as replication and secondary studies. User registration will be required in order to access or download files from dataverse.org.
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| ID | Title | Description |
|---|---|---|
| FG000 | Intervention Group - Managers and Employees | Mangers in the intervention group will be asked to:
Employees in the intervention group were asked to: 1. Complete an online survey three times over the course of 5 months. Family Supportive Supervisor Training 2.0: FSST 2.0 is a workplace intervention package designed to increase supervisors' family and leave supportive behaviors and leave supportive behaviors. The package includes Workplace Assessment tool, 2 45-60 minute online training modules (family-supportive supervisor training and supervisors' leave supportive behavior training), a webinar, behavior training, and individualized feedback reports. |
| FG001 | Control Group - Managers and Employees | Managers in the control group will be asked to: 1. Complete an online survey three times over the course of 5 months. Employees in the control group will be asked to: 1. Complete an online survey three times over the course of 5 months. |
| Title | Milestones | Reasons Not Completed | ||||||||||||||||||
|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|
| Overall Study |
|
Participants were invited to complete follow-up surveys, even if they did not complete the baseline surveys. The sample size reported in the "Participant Flow" section includes all managers and employees who completed at least 1 of the 3 surveys. The baseline analysis information only includes participants who completed the baseline survey (which is a smaller sample than those included in the "Participant Flow" section).
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| ID | Title | Description |
|---|---|---|
| BG000 | Intervention Group - Managers | Mangers in the intervention group will be asked to:
|
| Units | Counts |
|---|---|
| Participants |
|
| Title | Description | Population Description | Parameter Type | Dispersion Type | Unit of Measure | Calculate Percentage | Denominator Units Selected | Denominators | Classes |
|---|---|---|---|---|---|---|---|---|---|
| Age, Continuous | Mean |
| Type | Title | Description | Population Description | Reporting Status | Anticipated Posting Date | Parameter Type | Dispersion Type | Unit of Measure | Calculate Percentage | Time Frame | Units Analyzed | Denominator Units Selected | Arm/Group Information | Denominators | Classes | Analyses | |||
|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|
| Primary | Change in Family Supportive Supervisor Behaviors | Family supportive supervisor behavior scale. Original scale: Minimum value = 1, Maximum value = 5. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time (better outcome). Negative scores = decrease in scores over time (worse outcome). | Employees of trained managers who completed at least one out of three surveys (baseline, 3-month follow-up, 5-month follow-up). Employees could complete follow-up surveys, even if they did not complete the baseline survey. | Posted | Mean | Standard Deviation | units on a scale | 5 months after the intervention |
|
5 months
Supervisors undergoing the training could experience stress from recalling or experiencing challenging interactions that could occur between supervisors and employees regarding managing of the leave or their own family or personal need for sick leave and their supervisors support. Employees completing the survey on supervisor support could recall stress related to disclosure of the need for leaves or less supportive supervisor interactions for requesting policy use.
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| ID | Title | Description | Deaths (Affected) | Deaths (At Risk) | Serious Events (Affected) | Serious Events (At Risk) | Other Events (Affected) | Other Events (At Risk) |
|---|---|---|---|---|---|---|---|---|
| EG000 | Intervention Group - Managers | Mangers in the intervention group will be asked to:
|
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| Title | Organization | Phone | Extension | |
|---|---|---|---|---|
| Dr. Ellen Ernst Kossek | Purdue University | (765) 494-6852 | ekossek@purdue.edu |
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| Type | Includes Protocol | Includes SAP | Includes ICF | Document Label | Document Date | Document Uploaded Date | Document File Name |
|---|---|---|---|---|---|---|---|
| Prot_SAP | Yes | Yes | No | Study Protocol and Statistical Analysis Plan | Jun 10, 2024 | Jun 10, 2024 | Prot_SAP_000.pdf |
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| ID | Term |
|---|---|
| D000073397 | Occupational Stress |
| ID | Term |
|---|---|
| D009784 | Occupational Diseases |
| D013315 | Stress, Psychological |
| D001526 | Behavioral Symptoms |
| D001519 | Behavior |
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The current study employs a cluster randomization strategy to assign organizations to either Condition A (intervention group) or Condition B (control group). One organization will be randomly assigned to the intervention and the other organization to the control group.
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|
|
| Change in Emotional Exhaustion | Emotional exhaustion scale. Original scale: Minimum value = 1, Maximum value = 5. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time (worse outcome). Negative scores = decrease in scores over time (better outcome). | 5 months after the intervention |
| Change in Employee's Leave Use | Number of days of leave used for sick or family leave in the past 6 months. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time. Negative scores = decrease in scores over time. Note: higher scores do not represent better or worse outcomes. They are descriptions of use needed for sick or family leave. | 5 months after the intervention |
| Change in Turnover Intentions | Turnover intentions scale. Original scale: Minimum value = 1, Maximum value = 5. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time (worse outcome). Negative scores = decrease in scores over time (better outcome). | 5 months after the intervention |
| Change in Control Over Work | Control over work scale. Original scale: Minimum value = 1, Maximum value = 5. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time (better outcome). Negative scores = decrease in scores over time (worse outcome). | 5 months after the intervention |
| Change in Boundary Countrol | Boundary control scale. Original scale: Minimum value = 1, Maximum value = 5. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time (better outcome). Negative scores = decrease in scores over time (worse outcome). | 5 months after the intervention |
| Change in Work-life Climate | Work-life climate scale. Original scale: Minimum value = 1, Maximum value = 5. Higher scores = expected to make more family sacrifices. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time (worse outcome). Negative scores = decrease in scores over time (better outcome). | 5 months after the intervention |
| Change in Work-to-family Positive Spillover | WTF positive spillover scale. Original scale: Minimum value = 1, Maximum value = 5. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time (better outcome). Negative scores = decrease in scores over time (worse outcome). | 5 months after the intervention |
| Change in General Supervisor Support | General supervisor support scale. Original scale: Minimum value = 1, Maximum value = 5. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time (better outcome). Negative scores = decrease in scores over time (worse outcome). | 5 months after the intervention |
| Change in Supervisor Performance Support | Supervisor performance support scale. Original scale: Minimum value = 1, Maximum value = 5. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time (better outcome). Negative scores = decrease in scores over time (worse outcome). | 5 months after the intervention |
| Change in Job Satisfaction | Job satisfaction scale. Original scale: Minimum value = 1, Maximum value = 5. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time (better outcome). Negative scores = decrease in scores over time (worse outcome). | 5 months after the intervention |
| Change in Job Performance | Job performance scale. Original scale: Minimum value = 1, Maximum value = 5. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time (better outcome). Negative scores = decrease in scores over time (worse outcome). | 5 months after the intervention |
| Change in Organizational Commitment | Organizational commitment item. Original scale: Minimum value = 1, Maximum value = 5. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time (better outcome). Negative scores = decrease in scores over time (worse outcome). | 5 months after the intervention |
| Change in Perceived Health | Perceived health item. Original scale: Minimum value = 1, Maximum value = 5. Higher scores = better health. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time (better outcome). Negative scores = decrease in scores over time (worse outcome). | 5 months after the intervention |
| Change in Psychological Distress | Psychological distress scale. Original scale: Minimum value = 1, Maximum value = 5. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time (worse outcome). Negative scores = decrease in scores over time (better outcome). | 5 months after the intervention |
| Change in Perceived Stress | Perceived stress scale. Original scale: Minimum value = 1, Maximum value = 5. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time (worse outcome). Negative scores = decrease in scores over time (better outcome). | 5 months after the intervention |
| Background |
| Cohen S, Kamarck T, Mermelstein R. A global measure of perceived stress. J Health Soc Behav. 1983 Dec;24(4):385-96. No abstract available. |
| Background | Griffin, MA, Neal, A, & Parker, SK. A new model of work role performance: Positive behavior in uncertain and interdependent contexts. 2007; Academy of Management Journal, 50(2), 327-347. |
| 23730803 | Background | Hammer LB, Ernst Kossek E, Bodner T, Crain T. Measurement development and validation of the Family Supportive Supervisor Behavior Short-Form (FSSB-SF). J Occup Health Psychol. 2013 Jul;18(3):285-96. doi: 10.1037/a0032612. Epub 2013 Jun 3. |
| Background | Hobfoll, SE, Vinokur, AD, Pierce, PF, & Lewandowski-Romps, L. The combined stress of family life, work, and war in Air Force men and women: A test of conservation of resources theory. International Journal of Stress Management. 2012; 19(3), 217-237. |
| 12578436 | Background | Kessler RC, Barker PR, Colpe LJ, Epstein JF, Gfroerer JC, Hiripi E, Howes MJ, Normand SL, Manderscheid RW, Walters EE, Zaslavsky AM. Screening for serious mental illness in the general population. Arch Gen Psychiatry. 2003 Feb;60(2):184-9. doi: 10.1001/archpsyc.60.2.184. |
| Background | Kossek, EE, Ruderman, MN, Braddy, PW, & Hannum, KM Work-nonwork boundary management profiles: A person-centered approach. Journal of Vocational Behavior.2012; 81, 112-128. doi:10.1016/j.jvb.2012.04.003 |
| Background | Kossek, EE, Colquitt, JA, & Noe, RA. Caregiving decisions, well-being, and performance: The effects of place and provider as a function of dependent type and work-family climates, Academy of Management Journal.2001; 44(1), 29-44. |
| 20063960 | Background | Matthews RA, Kath LM, Barnes-Farrell JL. A short, valid, predictive measure of work-family conflict: item selection and scale validation. J Occup Health Psychol. 2010 Jan;15(1):75-90. doi: 10.1037/a0017443. |
| Background | Matthews, RA, Pineault, L, & Hong, YH. Normalizing the use of single-item measures. Validation of the single-item compendium for organizational psychology, Journal of Business and Psychology. 2022; Doi:10.1007/s10869-022-09813-3 |
| Background | Thomas, LT, & Ganster, DC. Impact of family-supportive work variables on work-family conflict and strain: A control perspective. Journal of Applied Psychology. 1995; 80(1), 6-15. |
| Background | Yoon, J, , Lim, J. Organizational support in the workplace: The case of Korean hospital employees. Human Relations. 1999; 82, 923-945. |
| Background | Kossek, E. E., Lawson, K. M., Hammer, L. B., Allen, S., Bodner, T., Perry, M., & Xu, J. (April, 2024). Supervisor support for family/sick leaves intervention: An organizational field experiment. Paper presented at the Society for Industrial and Organizational Psychology (SIOP), Conference, Chicago, IL. |
| Background | Kossek, E. E., Lawson, K. M., Hammer, L. B., Bodner, T., Perry, M., Xu, J., & Allen, S. (June, 2024). Leaders and leaves: Validating and evaluating a new measure of paid family supportive supervisor behaviors for family and sick leave. In E. E. Kossek (Chair), Fostering family supportive work scheduling (or not): Links to family and work outcomes. Symposium presented at the Work Family Researchers Network Conference, Montreal, Canada. |
| BG001 | Control Group - Managers | Managers in the control group will be asked to: 1. Complete an online survey three times over the course of 5 months. |
| BG002 | Intervention Group - Employees | Employees in the intervention group will be asked to: 1. Complete an online survey three times over the course of 5 months. Family Supportive Supervisor Training 2.0: FSST 2.0 is a workplace intervention package designed to increase supervisors' family and leave supportive behaviors and leave supportive behaviors. The package includes Workplace Assessment tool, 2 45-60 minute online training modules (family-supportive supervisor training and supervisors' leave supportive behavior training), a webinar, behavior training, and individualized feedback reports. |
| BG003 | Control Group - Employees | Employees in the control group will be asked to: 1. Complete an online survey three times over the course of 5 months. |
| BG004 | Total | Total of all reporting groups |
| Years |
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| Sex/Gender, Customized | Count of Participants | Participants |
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| Ethnicity (NIH/OMB) | Count of Participants | Participants |
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| Race (NIH/OMB) | Count of Participants | Participants |
|
| Region of Enrollment | Number | participants |
|
| OG001 | Control Group - Employees | Employees in the control group will be asked to: 1. Complete an online survey three times over the course of 5 months. |
|
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| Primary | Change in Leave Supportive Supervisor Behaviors | Original scale: Minimum value = 1, Maximum value = 5. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time (better outcome). Negative scores = decrease in scores over time (worse outcome). | Employees of trained managers who completed at least one out of three surveys (baseline, 3-month follow-up, 5-month follow-up). Employees could complete follow-up surveys, even if they did not complete the baseline survey. | Posted | Mean | Standard Deviation | units on a scale | 5 months after the intervention |
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| Secondary | Change in Work-family Conflict | Work family conflict scale. Original scale: Minimum value = 1, Maximum value = 5. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time (worse outcome). Negative scores = decrease in scores over time (better outcome). | Employees of trained managers who completed at least one out of three surveys (baseline, 3-month follow-up, 5-month follow-up). Employees could complete follow-up surveys, even if they did not complete the baseline survey. | Posted | Mean | Standard Deviation | units on a scale | 5 months after the intervention |
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| Secondary | Change in Emotional Exhaustion | Emotional exhaustion scale. Original scale: Minimum value = 1, Maximum value = 5. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time (worse outcome). Negative scores = decrease in scores over time (better outcome). | Employees of trained managers who completed at least one out of three surveys (baseline, 3-month follow-up, 5-month follow-up). Employees could complete follow-up surveys, even if they did not complete the baseline survey. | Posted | Mean | Standard Deviation | units on a scale | 5 months after the intervention |
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| Secondary | Change in Employee's Leave Use | Number of days of leave used for sick or family leave in the past 6 months. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time. Negative scores = decrease in scores over time. Note: higher scores do not represent better or worse outcomes. They are descriptions of use needed for sick or family leave. | Employees of trained managers who completed at least one out of three surveys (baseline, 3-month follow-up, 5-month follow-up). Employees could complete follow-up surveys, even if they did not complete the baseline survey. | Posted | Mean | Standard Deviation | days | 5 months after the intervention |
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| Secondary | Change in Turnover Intentions | Turnover intentions scale. Original scale: Minimum value = 1, Maximum value = 5. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time (worse outcome). Negative scores = decrease in scores over time (better outcome). | Employees of trained managers who completed at least one out of three surveys (baseline, 3-month follow-up, 5-month follow-up). Employees could complete follow-up surveys, even if they did not complete the baseline survey. | Posted | Mean | Standard Deviation | units on a scale | 5 months after the intervention |
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| Secondary | Change in Control Over Work | Control over work scale. Original scale: Minimum value = 1, Maximum value = 5. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time (better outcome). Negative scores = decrease in scores over time (worse outcome). | Employees of trained managers who completed at least one out of three surveys (baseline, 3-month follow-up, 5-month follow-up). Employees could complete follow-up surveys, even if they did not complete the baseline survey. | Posted | Mean | Standard Deviation | units on a scale | 5 months after the intervention |
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| Secondary | Change in Boundary Countrol | Boundary control scale. Original scale: Minimum value = 1, Maximum value = 5. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time (better outcome). Negative scores = decrease in scores over time (worse outcome). | Employees of trained managers who completed at least one out of three surveys (baseline, 3-month follow-up, 5-month follow-up). Employees could complete follow-up surveys, even if they did not complete the baseline survey. | Posted | Mean | Standard Deviation | units on a scale | 5 months after the intervention |
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| Secondary | Change in Work-life Climate | Work-life climate scale. Original scale: Minimum value = 1, Maximum value = 5. Higher scores = expected to make more family sacrifices. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time (worse outcome). Negative scores = decrease in scores over time (better outcome). | Employees of trained managers who completed at least one out of three surveys (baseline, 3-month follow-up, 5-month follow-up). Employees could complete follow-up surveys, even if they did not complete the baseline survey. | Posted | Mean | Standard Deviation | units on a scale | 5 months after the intervention |
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| Secondary | Change in Work-to-family Positive Spillover | WTF positive spillover scale. Original scale: Minimum value = 1, Maximum value = 5. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time (better outcome). Negative scores = decrease in scores over time (worse outcome). | Employees of trained managers who completed at least one out of three surveys (baseline, 3-month follow-up, 5-month follow-up). Employees could complete follow-up surveys, even if they did not complete the baseline survey. | Posted | Mean | Standard Deviation | units on a scale | 5 months after the intervention |
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| Secondary | Change in General Supervisor Support | General supervisor support scale. Original scale: Minimum value = 1, Maximum value = 5. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time (better outcome). Negative scores = decrease in scores over time (worse outcome). | Employees of trained managers who completed at least one out of three surveys (baseline, 3-month follow-up, 5-month follow-up). Employees could complete follow-up surveys, even if they did not complete the baseline survey. | Posted | Mean | Standard Deviation | units on a scale | 5 months after the intervention |
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| Secondary | Change in Supervisor Performance Support | Supervisor performance support scale. Original scale: Minimum value = 1, Maximum value = 5. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time (better outcome). Negative scores = decrease in scores over time (worse outcome). | Employees of trained managers who completed at least one out of three surveys (baseline, 3-month follow-up, 5-month follow-up). Employees could complete follow-up surveys, even if they did not complete the baseline survey. | Posted | Mean | Standard Deviation | units on a scale | 5 months after the intervention |
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| Secondary | Change in Job Satisfaction | Job satisfaction scale. Original scale: Minimum value = 1, Maximum value = 5. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time (better outcome). Negative scores = decrease in scores over time (worse outcome). | Employees of trained managers who completed at least one out of three surveys (baseline, 3-month follow-up, 5-month follow-up). Employees could complete follow-up surveys, even if they did not complete the baseline survey. | Posted | Mean | Standard Deviation | units on a scale | 5 months after the intervention |
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| Secondary | Change in Job Performance | Job performance scale. Original scale: Minimum value = 1, Maximum value = 5. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time (better outcome). Negative scores = decrease in scores over time (worse outcome). | Employees of trained managers who completed at least one out of three surveys (baseline, 3-month follow-up, 5-month follow-up). Employees could complete follow-up surveys, even if they did not complete the baseline survey. | Posted | Mean | Standard Deviation | units on a scale | 5 months after the intervention |
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| Secondary | Change in Organizational Commitment | Organizational commitment item. Original scale: Minimum value = 1, Maximum value = 5. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time (better outcome). Negative scores = decrease in scores over time (worse outcome). | Employees of trained managers who completed at least one out of three surveys (baseline, 3-month follow-up, 5-month follow-up). Employees could complete follow-up surveys, even if they did not complete the baseline survey. | Posted | Mean | Standard Deviation | units on a scale | 5 months after the intervention |
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| Secondary | Change in Perceived Health | Perceived health item. Original scale: Minimum value = 1, Maximum value = 5. Higher scores = better health. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time (better outcome). Negative scores = decrease in scores over time (worse outcome). | Employees of trained managers who completed at least one out of three surveys (baseline, 3-month follow-up, 5-month follow-up). Employees could complete follow-up surveys, even if they did not complete the baseline survey. | Posted | Mean | Standard Deviation | units on a scale | 5 months after the intervention |
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| Secondary | Change in Psychological Distress | Psychological distress scale. Original scale: Minimum value = 1, Maximum value = 5. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time (worse outcome). Negative scores = decrease in scores over time (better outcome). | Employees of trained managers who completed at least one out of three surveys (baseline, 3-month follow-up, 5-month follow-up). Employees could complete follow-up surveys, even if they did not complete the baseline survey. | Posted | Mean | Standard Deviation | units on a scale | 5 months after the intervention |
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| Secondary | Change in Perceived Stress | Perceived stress scale. Original scale: Minimum value = 1, Maximum value = 5. Reported numbers represent change in these values over time: Time 3 (5-months post-baseline survey) - Time 1 (baseline survey) scores. Positive scores = increase in scores over time (worse outcome). Negative scores = decrease in scores over time (better outcome). | Employees of trained managers who completed at least one out of three surveys (baseline, 3-month follow-up, 5-month follow-up). Employees could complete follow-up surveys, even if they did not complete the baseline survey. | Posted | Mean | Standard Deviation | units on a scale | 5 months after the intervention |
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| 0 |
| 172 |
| 0 |
| 172 |
| 0 |
| 172 |
| EG001 | Control Group - Managers | Managers in the control group will be asked to: 1. Complete an online survey three times over the course of 5 months. | 0 | 80 | 0 | 80 | 0 | 80 |
| EG002 | Intervention Group - Employees | Employees in the intervention group will be asked to: 1. Complete an online survey three times over the course of 5 months. Family Supportive Supervisor Training 2.0: FSST 2.0 is a workplace intervention package designed to increase supervisors' family and leave supportive behaviors and leave supportive behaviors. The package includes Workplace Assessment tool, 2 45-60 minute online training modules (family-supportive supervisor training and supervisors' leave supportive behavior training), a webinar, behavior training, and individualized feedback reports. | 0 | 630 | 0 | 630 | 0 | 630 |
| EG003 | Control Group - Employees | Employees in the control group will be asked to: 1. Complete an online survey three times over the course of 5 months. | 0 | 293 | 0 | 293 | 0 | 293 |
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