Limits...
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

Based on the PRECEDE model of behavior, determinants, and environment in employees with CANS.Abbreviations: PRECEDE, predisposing, reinforcing, and enabling constructs in educational diagnosis and evaluation; CANS, complaints of the arm, neck, and/or shoulder.
© Copyright Policy
Related In: Results  -  Collection

License
getmorefigures.php?uid=PMC4492641&req=5

f3-jmdh-8-307: Based on the PRECEDE model of behavior, determinants, and environment in employees with CANS.Abbreviations: PRECEDE, predisposing, reinforcing, and enabling constructs in educational diagnosis and evaluation; CANS, complaints of the arm, neck, and/or shoulder.

Mentions: The results of the focus groups with employees and experts indicated that the employee’s behavior was considered as an important factor related to the onset of symptoms of CANS. It appeared 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 about the manner they can influence their complaints themselves. Therefore, for example, information and skills with regard to setting limits, dealing with stress, and communication were considered important. The results of the focus group sessions with employees with CANS, and with the experts, have been described extensively elsewhere.16,27Table 1 presents a summary of the results of the focus group sessions with employees with CANS and of the focus group sessions with experts. Figure 3 presents the modified PRECEDE model23,25 of behavior, determinants, and environment in employees with CANS, based on the three parts of the needs assessment.


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)

Based on the PRECEDE model of behavior, determinants, and environment in employees with CANS.Abbreviations: PRECEDE, predisposing, reinforcing, and enabling constructs in educational diagnosis and evaluation; CANS, complaints of the arm, neck, and/or shoulder.
© Copyright Policy
Related In: Results  -  Collection

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

f3-jmdh-8-307: Based on the PRECEDE model of behavior, determinants, and environment in employees with CANS.Abbreviations: PRECEDE, predisposing, reinforcing, and enabling constructs in educational diagnosis and evaluation; CANS, complaints of the arm, neck, and/or shoulder.
Mentions: The results of the focus groups with employees and experts indicated that the employee’s behavior was considered as an important factor related to the onset of symptoms of CANS. It appeared 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 about the manner they can influence their complaints themselves. Therefore, for example, information and skills with regard to setting limits, dealing with stress, and communication were considered important. The results of the focus group sessions with employees with CANS, and with the experts, have been described extensively elsewhere.16,27Table 1 presents a summary of the results of the focus group sessions with employees with CANS and of the focus group sessions with experts. Figure 3 presents the modified PRECEDE model23,25 of behavior, determinants, and environment in employees with CANS, based on the three parts of the needs assessment.

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