Table 2.
Overview of evaluation measures and instruments
| Type of measure | Measure | Measure description | Time of data collection | Type of evaluation | ||||
|---|---|---|---|---|---|---|---|---|
| Baseline | 6 months | 9 months | Outcome | Process | Economic | |||
| 6 validated scales | WHO-5: wellbeing [63] | The WHO-5 consists of 5 items measuring mental wellbeing. The questionnaire uses solely positively phrased items (thus no symptom-related language), which participants have to rate on a 6-point Likert scale ranging from 0 to 5 | X | X | X | X | X | |
| PHQ-9: depression [64] | The PHQ-9 consists of 9 items that measure symptoms of depression over the last two weeks. The items need to be rated on a 4-point Likert scale (i.e. not at all – several days – more than half the days – nearly every day) | X | X | X | X | X | ||
| GAD-7: anxiety [64] | The GAD-7 is a 7-item scale that measures the presence of anxiety-related problems over the last two weeks. The items need to be rated on a 4-point Likert scale (i.e. not at all – several days – more than half the days – nearly every day). An eighth item assesses the level of difficulty with certain aspects of life due to anxiety-related problems and ranges from 0 (i.e. not difficult at all) to 3 (i.e. extremely difficult) | X | X | X | X | X | ||
| DSS: personal stigma [65] | The personal stigma subscale of The DSS consists of 9 items and measures respondents’ personal attitudes towards depression. As for the pilot, the items are slightly reformulated and measure attitudes towards depression and anxiety, instead of only attitudes towards depression. This is a common practice and does not affect the validity or reliability of the scale. The items need to be rated on 5-point Likert scale | X | X | X | X | X | ||
| BAT: burnout [66] | The BAT consists of 12 items and measures 4 dimensions of burnout: exhaustion, mental distance, emotional impairment, cognitive impairment. Contrary to the Maslach Burnout inventory it measures cognitive malfunctioning and produces a single burnout score that is easy to interpret. The items need to be rated on a 5-point Likert scale | X | X | X | X | X | ||
| COPSOQ-III: psychosocial factors in the workplace [67] | Ten psychosocial work environment dimensionsa plus three higher-level constructsb measured with a total of 19 items, are selected to measure the psychosocial environment in MENTUPP. The items are derived from the Copenhagen Psychosocial Questionnaire, version III (COPSOQ-III) | X | X | X | X | X | ||
| 2 bespoke surveys | Pre-intervention bespoke survey | Two bespoke surveys, a pre- and post-intervention survey, will be used to measure various aspects related to the outcome, process, and economic evaluation of the MENTUPP intervention. The bespoke survey at baseline consists of 34 items | X | X | X | X | ||
| Post-intervention bespoke survey | The bespoke survey completed at 6-month and 9-month follow-up consists of 28 items and overlaps largely with the baseline bespoke survey | X | X | X | X | X | ||
| Monitoring instrument | Characteristics of the SME and implementation | A monitoring instrument developed by the MENTUPP consortium will be used to collect information from each SME in close consultation with the main contact person or designated ‘Champion’ to track relevant information about the organisation, the implementation of MENTUPP within the organisation, and cost-related outcomes | X | X | X | X | X | |
| User data | User information on participants’ use of the Hub | Participant User data will be collected within the MENTUPP Hub to provide the frequency (total number) of registration, logins, and visits to pages and intensity (length of time) for the various pages and overall time spent in the Hub | X | X | X | X | ||
| Focus group | With ROs | Focus groups will be carried out with the ROs to collect additional information on the implementation process of MENTUPP | X | X | X | |||
*1. Quantitative demands at work (2 items), 2. Work pace (1 item), 3. Influence at work (4 items), 4. Recognition (1 item), 5. Quality of leadership (4 items), 6. Mutual trust between employees (1 items), 7. Trust regarding management (2 items), 8. Justice at work (2 items), 9. Social support from colleagues (1 item), 10. Social support from supervisors (1 item)
**Combinations of selected items from the dimensions above will be used to approximate higher-level constructs of work stress (job strain and effort-reward imbalance) [6, 7] and of workplace social capital [72, 73]