Joel Owen, Laura Biggart, Paul Fisher, Analtina Figueredo, Sharif Al-Rousi, James Colvin-Jarvis, Euan Williamson and Kristy Sanderson
This systematic review aims to identify what works for psychological interventions or teaching strategies designed to improve wellbeing in psychological therapy trainees (PTTs).
Abstract
Purpose
This systematic review aims to identify what works for psychological interventions or teaching strategies designed to improve wellbeing in psychological therapy trainees (PTTs).
Design/methodology/approach
A systematic review was conducted in keeping with best-practice guidelines. The protocol for the review was registered prospectively on PROSPERO.
Findings
Seventy studies were included in the review. The balance of evidence across quantitative, qualitative and mixed-methods studies cautiously suggests that interventions designed to improve PTT wellbeing may be of value. Novel findings regarding barriers and facilitators of successful intervention were identified. Particularly notable in this regard was the finding that providing trainees with a degree of choice or control over elements of the intervention appeared to be an important facilitator of success. Importantly, however, the review identified a number of methodological weaknesses in the literature, undermining the certainty of findings. More high-quality research is needed to answer the questions of the review decisively.
Practical implications
Evidence tentatively suggests that interventions to support trainee wellbeing are often received well by trainees and are frequently perceived by trainees as beneficial. Providing trainees with some degree of choice or control regarding how to engage with wellbeing interventions during training may be important.
Originality/value
To the best of the authors’ knowledge, this is the first review to systematically identify and synthesise findings on this important topic.
Details
Keywords
Fiona Cocker, Angela Martin and Kristy Sanderson
The economic impact of ill‐health in employed individuals is largely experienced via absenteeism‐related and presenteeism‐related productivity loss. Using cognitive interviewing…
Abstract
Purpose
The economic impact of ill‐health in employed individuals is largely experienced via absenteeism‐related and presenteeism‐related productivity loss. Using cognitive interviewing, the purpose of this paper is to evaluate a recently published interview method by which managers determine key job characteristics and their relationship to the cost of acute and chronic illness‐related absenteeism and presenteeism in the workplace: the team production approach.
Design/methodology/approach
Managers (n=20) from various industries in Australia completed the team production interview by telephone. Quantitative items measured replaceability, team production, time sensitivity of output and illness‐related absenteeism and presenteeism costs. Concurrent verbal probes followed five items which assessed the productivity impact of illness‐related presenteeism, identified as cognitively challenging.
Findings
Content analysis of interview outputs examined cognitive processes underlying managers’ responses and revealed difficulties understanding and quantifying chronic illness and presenteeism. Difficulties were categorised as misunderstanding of key concepts/terminology, inability to provide answers due to lack of knowledge, difficulty applying questions/scenarios to employees/workplaces and miscellaneous problems.
Practical implications
Interview modifications are proposed to address concerns of managers. These changes aim to minimise measurement error in future applications of the instrument and improve valuation of chronic illness and presenteeism in the workforce.
Social implications
Improved understanding of chronic illness and presenteeism could enhance estimation of productivity loss recoverable via health management/promotion strategies and may increase managers’ willingness to implement such programs. Development of valuation methods in a manner acceptable to and informed by business leaders/employers ensures findings have “real‐world” value.
Originality/value
To the authors’ knowledge, this is the first use of cognitive interviewing to identify sources of response error in a productivity evaluation method.