Quality of Work Life of Psychiatric NursesDETERQVTNCT04026854
Determinants of the Quality of Work Life of Psychiatric Nurses and Relief on the Quality of Care
An observational study of Quality of Work Life of Psychiatric Nurses and Impact on Quality of Care, run by University Hospital, Tours.
Trial summary
Psychological well-being at work is a major public health issue. The number of sick personal leaving hospitals has increased by 10% in five years and the average cost of absenteeism is around 3000 euros per agent per year. Read more about this study
- Who is it for?
- Ages 18 to 67 years
- Conditions the study is for
- Quality of Work Life of Psychiatric Nurses, Impact on Quality of Care
- What is being tested?
- Quality of live at work
- Type of treatment
- Lifestyle or therapy programme
- How many people
- 400 participants
- Where
- No sites listed yet
- Study dates
- 4 Jan 2016to 31 Dec 2018
- Phase
- Observational
- 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 to 67 years
- All sexes
- No healthy volunteers
- Adult, Older adult
Study population: * Nurse with a degree in the state or psychiatric sector. * Working in a psychiatric ward that offers full hospitalization, a day hospital (HdJ) or a medico-psychological center (CMP).
Who may be able to join
- Nurse with a degree in the state or psychiatric sector.
- Working in a psychiatric ward that offers full hospitalization, a day hospital (HdJ) or a medico-psychological center (CMP).
Who cannot join
- N/A
About this study
Official title: Individual, Organizational and Managerial Determinants of Quality of Life at Work of Psychiatric Nurses and Relief on the Quality of Care
Psychological well-being at work is a major public health issue. The number of sick personal leaving hospitals has increased by 10% in five years and the average cost of absenteeism is around 3000 euros per agent per year. These changes are associated with the increase in turnover among nurses, thus raising the question of its impact on the quality of care. Psychological suffering at work is one of the main determinants of intention to leave for nurses.The investigators hypothesize that an improvement in the quality of work life of nurses could lead to greater loyalty, greater motivation of nurses and greater attractiveness within the community. 'institution. Among the publications on psychological well-being at work, few have been interested in the structural aspects of the organization of care and in particular to the variables specific to the caregivers themselves, such as the quality of life at work. Nevertheless, studies carried out in industry show significant and positive links between quality of life at work and performance at work. Thus, it seems appropriate to identify the factors likely to lead to an improvement in the quality of work life of psychiatric nurses and to determine the elements that can help to strengthen it. Moreover, it appears that the field of psychiatry could constitute an ideal field of experimentation. Psychiatry teams treat patients with chronic, severe and debilitating conditions, which are subject to significant social stigmatization, and expose nurses to a high rate of burnout. The organization of psychiatric care is also multidisciplinary. The various care procedures allow caregivers to carry out activities that include more or less significant participation in decision-making. Also, studying the determinants of the quality of working life among psychiatric nurses seems to us an important goal in order to put in place actions to strengthen psychological well-being at work, and thus to reduce turn-over and improve the quality of care.
Read the detailed description
Psychological well-being at work is a major public health issue. The number of sick personal leaving hospitals has increased by 10% in five years and the average cost of absenteeism is around 3000 euros per agent per year. These changes are associated with the increase in turnover among nurses, thus raising the question of its impact on the quality of care. Psychological suffering at work is one of the main determinants of intention to leave for nurses. The investigators hypothesize that an improvement in the quality of work life of nurses could allow greater loyalty, greater motivation of nurses and greater attractiveness within the institution. Among the publications on psychological well-being at work, few have been interested in the structural aspects of the organization of care and in particular to the variables specific to the caregivers themselves, such as the quality of life at work. Nevertheless, studies carried out in industry show significant and positive links between quality of life at work and performance at work. Thus, it seems appropriate to identify the factors likely to lead to an improvement in the quality of life at work of psychiatric nurses and to determine the elements that can help reinforce it. Moreover, it appears that the field of psychiatry could constitute an ideal field of experimentation. Psychiatry teams treat patients with chronic, severe and disabling conditions, which are subject to significant social stigma, and expose nurses to a high rate of burnout. The organization of psychiatric care is also multidisciplinary. The various care procedures allow caregivers to carry out activities that include more or less significant participation in decision-making. Also, studying the determinants of the quality of life at work among psychiatric nurses seems to be an important goal in order to implement actions to strengthen psychological well-being at work, and thus reduce turnover and to improve the quality of care.
The main objective is to identify the individual, organizational and managerial factors that can explain changes in the quality of work life of psychiatric nurses.
To study the link between changes in the quality of work life of nurses and the quality of care delivered to patients.
Study the effects of a change in the quality of work life of nurses on turnover.
- Being tested
- Quality of live at work
- Keywords
- Quality of life at work;Nurse;Quality of care;psychiatric
What participants receive
What participants receive. In a randomised study each person is assigned to one group by chance.
Quality of live at workBehavioural
The judging criteria will be collected using two questionnaires: a questionnaire sent to the local referent of each center and a questionnaire for each nurse. Because the study is longitudinal (two collections of data), the questionnaires will be completed twice to twelve months apart by the same nurses.
| Study group | Role | What they receive |
|---|---|---|
| Psychiatric nurses | Nurse with a degree in the state or psychiatric sector. Work in a psychiatric ward that offers full hospitalization, a day hospital (HdJ) or a medico-psychological center (CMP). Receives: Behavioral: Quality of live at work |
What is being measured
The primary outcome is the main question the study is designed to answer.
Measuring the quality of work life of nurses by the French version of the quality of life (QOL) at work scale of Elizur and Shye (1990).
The quality of work life of nurses as measured by the French version of the quality of life at work scale of Elizur and Shye (1990). This scale assesses four dimensions of quality of life at work. It has 16 items that can be answered using a Likert scale ranging from 1 (very little) to 6 (mostly). The higher the score, the better the quality of life at work.
Measured: 1 year
Secondary outcomes (9)
Measuring psychological well-being at work using the scale of Gilbert, Dagenais-Desmarais and Savoie (2011).
Psychological well-being at work measure using the scale of Gilbert, Dagenais-Desmarais and Savoie (2011).This scale assesses psychological well-being at work. It has 22 items that can be answered using a Likert scale ranging from 1 (never) to 5 (almost always). The higher the score, the better the quality of life at work.
Measured: 1 year
Measuring job satisfaction using an adaptation of the job satisfaction scale of Fouquereau and Rioux (2002).
Job satisfaction measure using an adaptation of the job satisfaction scale of Fouquereau and Rioux (2002).It has 5 items that can be answered using a Likert scale ranging from 1 (very unsatisfied) to 5 (very satisfied). The higher the score, the better the quality of life at work.
Measured: 1 year
Measuring work engagement using the French version of UWES-9 (Schaufeli, Bakker, Salanova, 2006).
Work engagement measured using the French version of Utrecht Work Engagement Scale (UWES-9) (Schaufeli, Bakker, Salanova, 2006).It has 9 items that can be answered using a Likert scale ranging from 1 (never) to 6 (always). The higher the score, the better the work engagement.
Measured: 1 year
Measuring the satisfaction of psychological needs at work using the satisfaction scale of the psychological needs of Gillet, Rosnet and Vallerand (2008).
The satisfaction of psychological needs at work measured using the satisfaction scale of the psychological needs of Gillet, Rosnet and Vallerand (2008).It has 28 items that can be answered using a Likert scale ranging from 1 (strongly disagree) to 7 (strongly agree). The higher the score, the better the satisfaction.
Measured: 1 year
Measuring the feeling of self-efficacy from the questionnaire referring to specific behaviors in General Self-Efficacy Scale (GSE) Nagels (2008)
The feeling of self-efficacy (GSE) measured from the questionnaire referring to specific behaviors in Nagels (2008); It has 10 items that can be answered using a Likert scale ranging from 1 (strongly disagree) to 4 (strongly agree). The range is from 10 to 40 points. The higher the score, the better feeling of self-efficacy.
Measured: 1 year
Measuring thetransformational leadership using the Global Transformational Leasership scale (GTL) developed by Carless, Wearing and Mann (2000).
Transformational leadership measured using the GTL scale developed by Carless, Wearing and Mann (2000). It has 7 items that can be answered using a Likert scale ranging from 1 (not at all) to 5 (frequently, if not always). The higher the score, the better the Transformational leadership
Measured: 1 year
Measuring the support for autonomy using a version adapted to the work context of the Measuring the Perceived Autonomy Support Scale for Exercise Settings (PASSES) of Gillet, Vallerand, Paty, Gobancé and Berjot (2010).
Support for autonomy measured using a version adapted to the work context of the PASSES scale; Gillet, Vallerand, Paty, Gobancé and Berjot (2010).It has 12 items that can be answered using a Likert scale ranging from 1 (strongly disagree)) to 7 (strongly agree).The higher the score, the better the perceived autonomy.
Measured: 1 year
Measuring the personality using Big Five Inventory (BFI) by John, Donahue and Kentle (1991).
Personality measured using BFI by John, Donahue and Kentle (1991).It has 44 items that can be answered using a Likert scale ranging from 1 (disagree a lot) to 5 (agree a lot). The higher the score, the better the personality
Measured: 1 year
Measuring the well-treatment by a self-evaluation of patient well-being practices, Terrien,Anthoine and Mouret (2012).
Well-treatment measured by a self-evaluation of patient well-being practices, Terrien, Anthoine and Mouret (2012).
It has 16 items that can be answered using a Likert scale ranging from 1 (always) to 5 (never ). The lower the score, the better the well-treatement.
.
Measured: 1 year
Timeline
From the start of the study to its completion; the mark is today. Estimated dates are the sponsor’s plan.
- First posted19 Jul 2019
- Study start4 Jan 2016
- Primary completion31 Dec 2016
- Study completion31 Dec 2018
Resources
- Official record on ClinicalTrials.govThe registry entry this page is built from, with its full change history.
- Other trials for Quality of Work Life of Psychiatric NursesStudies of the same condition, open and under way.
- More trials run by University Hospital, ToursThe sponsor's other registered studies.
- 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
- Observational
- Observational model
- Cohort
- Time perspective
- Prospective
- Enrolment
- 400 participants (actual)
Sponsor and investigators
- Lead sponsor
- University Hospital, Tours
- Sponsor type
- University, hospital or other
- Responsible party
- Sponsor
- Investigators
- Pierre CHEYROUX, Study director, University Hospital of TOURS
IDs, dates and publications
- ClinicalTrials.gov ID
- NCT04026854
- Sponsor's protocol ID
- PHRIP13-PC-DETERQVT
- Acronym
- DETERQVT
- Status last verified
- Nov 2022
- First submitted
- 17 Jul 2019
- Last updated
- 14 Nov 2022
- Results posted
- No
- Data monitoring committee
- No
- FDA-regulated drug
- No
- FDA-regulated device
- No
Study at a glance
From the registry record, last updated by the sponsor on 14 Nov 2022. Recruitment status is as the sponsor reported it: confirm with the study team.
- Official title
- Individual, Organizational and Managerial Determinants of Quality of Life at Work of Psychiatric Nurses and Relief on the Quality of Care
- ClinicalTrials.gov ID
- NCT04026854
- Acronym / sponsor ID
- DETERQVT / PHRIP13-PC-DETERQVT
- Keywords
- Quality of life at work;Nurse;Quality of care;psychiatric
- Study type
- Observational
- Recruitment status
- Completed
- Enrolment
- 400 participants (actual)
- Lead sponsor
- University Hospital, ToursUniversity, hospital or other
- Study start
- 4 Jan 2016 (actual)
- Primary completion
- 31 Dec 2016 (actual)
- Study completion
- 31 Dec 2018 (actual)
- First posted
- 19 Jul 2019 (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.
Psychological well-being at work is a major public health issue. The number of sick personal leaving hospitals has increased by 10% in five years and the average cost of absenteeism is around 3000 euros per agent per year. These changes are associated with the increase in turnover among nurses, thus raising the question of its impact on the quality of care. Psychological suffering at work is one of the main determinants of intention to leave for nurses.The investigators hypothesize that an improvement in the quality of work life of nurses could lead to greater loyalty, greater motivation of nurses and greater attractiveness within the community. 'institution. Among the publications on psychological well-being at work, few have been interested in the structural aspects of the organization of care and in particular to the variables specific to the caregivers themselves, such as the quality of life at work. Nevertheless, studies carried out in industry show significant and positive links between quality of life at work and performance at work. Thus, it seems appropriate to identify the factors likely to lead to an improvement in the quality of work life of psychiatric nurses and to determine the elements that can help to strengthen it. Moreover, it appears that the field of psychiatry could constitute an ideal field of experimentation. Psychiatry teams treat patients with chronic, severe and debilitating conditions, which are subject to significant social stigmatization, and expose nurses to a high rate of burnout. The organization of psychiatric care is also multidisciplinary. The various care procedures allow caregivers to carry out activities that include more or less significant participation in decision-making. Also, studying the determinants of the quality of working life among psychiatric nurses seems to us an important goal in order to put in place actions to strengthen psychological well-being at work, and thus to reduce turn-over and improve the quality of care.
Detailed description
Psychological well-being at work is a major public health issue. The number of sick personal leaving hospitals has increased by 10% in five years and the average cost of absenteeism is around 3000 euros per agent per year. These changes are associated with the increase in turnover among nurses, thus raising the question of its impact on the quality of care. Psychological suffering at work is one of the main determinants of intention to leave for nurses. The investigators hypothesize that an improvement in the quality of work life of nurses could allow greater loyalty, greater motivation of nurses and greater attractiveness within the institution. Among the publications on psychological well-being at work, few have been interested in the structural aspects of the organization of care and in particular to the variables specific to the caregivers themselves, such as the quality of life at work. Nevertheless, studies carried out in industry show significant and positive links between quality of life at work and performance at work. Thus, it seems appropriate to identify the factors likely to lead to an improvement in the quality of life at work of psychiatric nurses and to determine the elements that can help reinforce it. Moreover, it appears that the field of psychiatry could constitute an ideal field of experimentation. Psychiatry teams treat patients with chronic, severe and disabling conditions, which are subject to significant social stigma, and expose nurses to a high rate of burnout. The organization of psychiatric care is also multidisciplinary. The various care procedures allow caregivers to carry out activities that include more or less significant participation in decision-making. Also, studying the determinants of the quality of life at work among psychiatric nurses seems to be an important goal in order to implement actions to strengthen psychological well-being at work, and thus reduce turnover and to improve the quality of care.
The main objective is to identify the individual, organizational and managerial factors that can explain changes in the quality of work life of psychiatric nurses.
To study the link between changes in the quality of work life of nurses and the quality of care delivered to patients.
Study the effects of a change in the quality of work life of nurses on turnover.
Study design
- Observational model
- Cohort
- Time perspective
- Prospective
- Number of arms
- 1
| Arm | Type | Receives |
|---|---|---|
| Psychiatric nurses | – | Behavioral: Quality of live at workNurse with a degree in the state or psychiatric sector. Work in a psychiatric ward that offers full hospitalization, a day hospital (HdJ) or a medico-psychological center (CMP). |
Who may qualify
- Ages
- 18 to 67 years
- Sex
- All
- Healthy volunteers
- Not accepted
- Age groups
- Adult, Older adult
- Study population
- * Nurse with a degree in the state or psychiatric sector. * Working in a psychiatric ward that offers full hospitalization, a day hospital (HdJ) or a medico-psychological center (CMP).
Key inclusion criteria (2 listed)
- Nurse with a degree in the state or psychiatric sector.
- Working in a psychiatric ward that offers full hospitalization, a day hospital (HdJ) or a medico-psychological center (CMP).
Key exclusion criteria (1 listed)
- N/A
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 |
|---|---|---|
| Quality of live at workThe judging criteria will be collected using two questionnaires: a questionnaire sent to the local referent of each center and a questionnaire for each nurse. Because the study is longitudinal (two collections of data), the questionnaires will be completed twice to twelve months apart by the same nurses. | Behavioural | Psychiatric nurses |
Primary outcome
Measuring the quality of work life of nurses by the French version of the quality of life (QOL) at work scale of Elizur and Shye (1990).
Time frame: 1 year
The quality of work life of nurses as measured by the French version of the quality of life at work scale of Elizur and Shye (1990). This scale assesses four dimensions of quality of life at work. It has 16 items that can be answered using a Likert scale ranging from 1 (very little) to 6 (mostly). The higher the score, the better the quality of life at work.
9 secondary outcomes
Measuring psychological well-being at work using the scale of Gilbert, Dagenais-Desmarais and Savoie (2011).
Time frame: 1 year
Measuring job satisfaction using an adaptation of the job satisfaction scale of Fouquereau and Rioux (2002).
Time frame: 1 year
Measuring work engagement using the French version of UWES-9 (Schaufeli, Bakker, Salanova, 2006).
Time frame: 1 year
Measuring the satisfaction of psychological needs at work using the satisfaction scale of the psychological needs of Gillet, Rosnet and Vallerand (2008).
Time frame: 1 year
Measuring the feeling of self-efficacy from the questionnaire referring to specific behaviors in General Self-Efficacy Scale (GSE) Nagels (2008)
Time frame: 1 year
Measuring thetransformational leadership using the Global Transformational Leasership scale (GTL) developed by Carless, Wearing and Mann (2000).
Time frame: 1 year
Measuring the support for autonomy using a version adapted to the work context of the Measuring the Perceived Autonomy Support Scale for Exercise Settings (PASSES) of Gillet, Vallerand, Paty, Gobancé and Berjot (2010).
Time frame: 1 year
Measuring the personality using Big Five Inventory (BFI) by John, Donahue and Kentle (1991).
Time frame: 1 year
Measuring the well-treatment by a self-evaluation of patient well-being practices, Terrien,Anthoine and Mouret (2012).
Time frame: 1 year
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 14 Nov 2022.
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.
Pierre CHEYROUX study director
University Hospital of TOURS
Questions about this trial
What is this clinical trial studying?
An observational study of Quality of Work Life of Psychiatric Nurses and Impact on Quality of Care, run by University Hospital, Tours.
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 2 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 14 Nov 2022. Status can change between updates, so confirm with the study contact before making plans.
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?
Measuring the quality of work life of nurses by the French version of the quality of life (QOL) at work scale of Elizur and Shye (1990). (time frame: 1 year). 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 14 Nov 2022.