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Cluster Sampling Method

Cluster Sampling Method

Appropriate sampling methods ensure that samples are drawn without bias and accurately represent the population. Because measuring the entire population in a study is not practical, researchers use samples to represent the population of interest.
To choose a cluster sample, divide the population into clusters (groups) and then randomly select some of the clusters. All the members from these clusters are in the cluster sample. For example, if you randomly sample four departments from your...

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Digital Training Program for Line Managers (Managing Minds at Work): Protocol for a Feasibility Pilot Cluster

Louise Thomson¹, Juliet Hassard², Alexandra Frost³

¹School of Medicine, University of Nottingham, Nottingham, United Kingdom.

JMIR Research Protocols

|October 24, 2023

Summary

This study piloted the Managing Minds at Work (MMW) digital training for line managers, aiming to improve workplace mental health prevention. Results will guide future trials on manager skills and well-being.

Keywords:

acceptability anxiety burnout cluster randomised control trial depression digital training feasibility intervention managers mental health stress usability work workplace

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Area of Science:

Occupational Health
Digital Health Interventions
Workplace Mental Well-being

Background:

Workplace mental health issues, including stress, anxiety, and depression, cause significant sickness absence.
Line managers are crucial for preventing poor workplace mental health but often lack proactive management skills.
The Managing Minds at Work (MMW) digital intervention was developed to equip managers with these essential skills.

Purpose of the Study:

To pilot and feasibility test the Managing Minds at Work (MMW) digital training intervention.
To assess the intervention's potential for improving line manager and direct report outcomes.
To inform the design of future large-scale trials on workplace mental health.

Main Methods:

A multicenter, cluster randomized controlled trial with an intervention arm and a 3-month waitlist control group.
Participants included line managers and their direct reports, completing questionnaires at baseline and follow-up.
Feasibility metrics guided the study, with a minimum of 8 clusters sought for future trial planning.

Main Results:

Recruitment successfully closed in January 2022, enrolling 24 organizations and 224 line managers.
Data analysis was completed in August 2023.
The study provides a foundation for understanding intervention uptake and impact.

Conclusions:

Findings will offer insights into the usability and acceptability of the MMW digital intervention.
The study's results are expected to inform the development of subsequent trials.
This research supports the potential of digital training to enhance manager competencies in promoting workplace mental health.