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Development of a self-management program for employees with complaints of the arm, neck, and/or shoulder: an intervention mapping approach.

Hutting N, Detaille SI, Engels JA, Heerkens YF, Staal JB, Nijhuis-van der Sanden MW - J Multidiscip Healthc (2015)

Bottom Line: Step 3 described how the intervention methods were translated into practical strategies, and goal setting was introduced as an important method for increasing self-efficacy.The product of Step 4 was the final program plan, consisting of 6-weekly group sessions of 2.5 hours each and an eHealth module.In Step 5, a recruitment plan and course materials were developed, a steering committee was set up, trainers were recruited, and the final program was tested.

View Article: PubMed Central - PubMed

Affiliation: Radboud University Medical Center, Radboud Institute for Health Sciences, the Scientific Institute for Quality of Healthcare, Nijmegen, the Netherlands ; Hogeschool van Arnhem en Nijmegen (HAN) University of Applied Sciences, Faculty of Health and Social Studies, Research Group Occupation and Health, Nijmegen, the Netherlands.

ABSTRACT

Purpose: To develop a self-management program with an additional eHealth module, using the six steps of the intervention mapping (IM) protocol, to help employees with complaints of the arm, neck, and/or shoulder (CANS) cope with their problems.

Methods: In Step 1 of the IM protocol, a needs assessment was performed consisting of a review of the Dutch multidisciplinary guidelines on CANS, and of focus group sessions with employees with CANS (n=15) and with relevant experts (n=17). After the needs assessment, the objectives of the intervention and the determinants of self-management at work were formulated (Step 2). Furthermore, theory-based intervention methods and practical strategies were selected (Step 3), and an intervention program (including the eHealth module) was developed (Step 4). Finally, plans for implementation and evaluation of the program were developed (Steps 5 and 6).

Results: Step 1 of the IM protocol revealed that employees with CANS should be stimulated to search for information about the cause of their complaints, about how to deal with their complaints, and in which manner they can influence their complaints themselves. In Step 2, the overall goal of the intervention was defined as "self-management behavior at work" with the aim to alleviate the perceived disability of the participants. Step 3 described how the intervention methods were translated into practical strategies, and goal setting was introduced as an important method for increasing self-efficacy. The product of Step 4 was the final program plan, consisting of 6-weekly group sessions of 2.5 hours each and an eHealth module. In Step 5, a recruitment plan and course materials were developed, a steering committee was set up, trainers were recruited, and the final program was tested. In Step 6, an evaluation plan was developed, which consists of a randomized controlled trial with a 12-month follow-up period and a qualitative evaluation (interviews) with some of the participants.

Conclusion: This study resulted in a theory- and practice-based self-management program, based on behavioral change theories, guideline-related evidence, and practice-based knowledge that fits the needs of employees with CANS.

No MeSH data available.


Related in: MedlinePlus

Visual representation of the six-step intervention mapping protocol.Note: Data from Bartholomew et al. Planning Health Promotion Programs. An Intervention Mapping Approach. 3rd ed.; © 2011 John Wiley and Sons.
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f1-jmdh-8-307: Visual representation of the six-step intervention mapping protocol.Note: Data from Bartholomew et al. Planning Health Promotion Programs. An Intervention Mapping Approach. 3rd ed.; © 2011 John Wiley and Sons.

Mentions: IM is a stepwise approach for theory and evidence-based development and implementation of interventions.23 The IM protocol consists of six steps (Figure 1). Each step of IM comprises several tasks (Figure 1), and completion of the tasks creates a product that guides the next step.23 Program developers use an iterative strategy in which each step is based on the previous steps, moving back and forth between tasks and steps in case new perspectives are gained.23


Development of a self-management program for employees with complaints of the arm, neck, and/or shoulder: an intervention mapping approach.

Hutting N, Detaille SI, Engels JA, Heerkens YF, Staal JB, Nijhuis-van der Sanden MW - J Multidiscip Healthc (2015)

Visual representation of the six-step intervention mapping protocol.Note: Data from Bartholomew et al. Planning Health Promotion Programs. An Intervention Mapping Approach. 3rd ed.; © 2011 John Wiley and Sons.
© Copyright Policy
Related In: Results  -  Collection

License
Show All Figures
getmorefigures.php?uid=PMC4492641&req=5

f1-jmdh-8-307: Visual representation of the six-step intervention mapping protocol.Note: Data from Bartholomew et al. Planning Health Promotion Programs. An Intervention Mapping Approach. 3rd ed.; © 2011 John Wiley and Sons.
Mentions: IM is a stepwise approach for theory and evidence-based development and implementation of interventions.23 The IM protocol consists of six steps (Figure 1). Each step of IM comprises several tasks (Figure 1), and completion of the tasks creates a product that guides the next step.23 Program developers use an iterative strategy in which each step is based on the previous steps, moving back and forth between tasks and steps in case new perspectives are gained.23

Bottom Line: Step 3 described how the intervention methods were translated into practical strategies, and goal setting was introduced as an important method for increasing self-efficacy.The product of Step 4 was the final program plan, consisting of 6-weekly group sessions of 2.5 hours each and an eHealth module.In Step 5, a recruitment plan and course materials were developed, a steering committee was set up, trainers were recruited, and the final program was tested.

View Article: PubMed Central - PubMed

Affiliation: Radboud University Medical Center, Radboud Institute for Health Sciences, the Scientific Institute for Quality of Healthcare, Nijmegen, the Netherlands ; Hogeschool van Arnhem en Nijmegen (HAN) University of Applied Sciences, Faculty of Health and Social Studies, Research Group Occupation and Health, Nijmegen, the Netherlands.

ABSTRACT

Purpose: To develop a self-management program with an additional eHealth module, using the six steps of the intervention mapping (IM) protocol, to help employees with complaints of the arm, neck, and/or shoulder (CANS) cope with their problems.

Methods: In Step 1 of the IM protocol, a needs assessment was performed consisting of a review of the Dutch multidisciplinary guidelines on CANS, and of focus group sessions with employees with CANS (n=15) and with relevant experts (n=17). After the needs assessment, the objectives of the intervention and the determinants of self-management at work were formulated (Step 2). Furthermore, theory-based intervention methods and practical strategies were selected (Step 3), and an intervention program (including the eHealth module) was developed (Step 4). Finally, plans for implementation and evaluation of the program were developed (Steps 5 and 6).

Results: Step 1 of the IM protocol revealed that employees with CANS should be stimulated to search for information about the cause of their complaints, about how to deal with their complaints, and in which manner they can influence their complaints themselves. In Step 2, the overall goal of the intervention was defined as "self-management behavior at work" with the aim to alleviate the perceived disability of the participants. Step 3 described how the intervention methods were translated into practical strategies, and goal setting was introduced as an important method for increasing self-efficacy. The product of Step 4 was the final program plan, consisting of 6-weekly group sessions of 2.5 hours each and an eHealth module. In Step 5, a recruitment plan and course materials were developed, a steering committee was set up, trainers were recruited, and the final program was tested. In Step 6, an evaluation plan was developed, which consists of a randomized controlled trial with a 12-month follow-up period and a qualitative evaluation (interviews) with some of the participants.

Conclusion: This study resulted in a theory- and practice-based self-management program, based on behavioral change theories, guideline-related evidence, and practice-based knowledge that fits the needs of employees with CANS.

No MeSH data available.


Related in: MedlinePlus