Enhancement of Quality of Work And Life

Need for recovery after work is measured using the subscale need for recovery after work of the Dutch language version of the Questionnaire on the Experience and Evaluation of Work questionnaire (VBBA 2.0).

Perceived self-efficacy at work is measured with the self-efficacy at work scale. It measures one's perceived self-efficacy in solving work- and disease-related problems and consists of 14 5-point Likert scale items. A higher score indicates a higher level of self-efficacy.

Work home interference (WHI) is measured with the subscale negative work-home interaction of the Survey Work-home Interaction - NijmeGen (SWING).

Limitations in work is measured with the Dutch language version of the Work Limitations Questionnaire (WLQ-mdlv).

Work-related stress is measured with an 11-point single-item measure. The minimum value is 0 and maximum value is 10. A higher score indicates a higher level of experienced work-related stress.

Job satisfaction is measured wit an 7-point Likert scale single-item measure. The minimum value is 1 and maximum value is 7. A higher score indicates a higher level of job satisfaction.

Percieved balance in daily activities as a parameter life balance, will be measured with the Dutch language version of the Occupational Balance Questionnaire (OBQ11-NL).

Health-related QoL is measured with the EuroQuality of Life Five Dimension (EuroQol 5D (EQ-5D-5L)).

Overall life satisfaction is measured with a single-item life satisfaction measure with an 11- point answer scale. The minimum value is 0 and maximum value is 10. A higher score indicates a higher level of life satisfaction.

Absenteeism data include dates of sick and recovery notifications, working hours of absence, and whether the sick notification was related to the movement disorder. At the baseline measurement, absenteeism data will be collected through a questionnaire applying a recall period of three months. Upon participation, we ask participants to keep track of their absenteeism on a scheme we provide them with.

Presenteeism refers to when employees show up to work despite being ill, that leads to reduced productivity. Presenteeism is measured with the presenteeism subscale of the iMTA Productivity Cost Questionnaire (iPCQ).

Primary and secondary healthcare and occupational service utilization (e.g. appointment with a rehabilitation physician, a physiotherapist or an occupational physician) will be measured through questionnaires. Participants will be asked to keep track of their healthcare and occupational service utilization over the past six months prior to each measurement. For this purpose, we provide participants with a scheme.

Healthcare costs will be obtained by multiplying the utilization quantities with the costs per quantity, based on the cost calculation guidelines established for healthcare in the Netherlands in 2024. Occupational service utilization costs are calculated using tariffs for occupational service professionals.

Absenteeism data that are collected for the purpose of the effect evaluation, will be included as a third component.

For the absenteeism costs, different calculation approaches will be used for the societal and employer's perspective (for the purpose of the economic evaluation). The societal perspective applies the iPCQ calculation guidelines, using the friction cost method. This method is based on the assumption that employees on long-term sick leave are eventually replaced. As a result, productivity losses primarily occur during the period required for an employer to replace an absent employee, known as the friction period. For the employer's perspective, absenteeism costs will be estimated using the Human Capital Approach (HCA).

Productivity loss due to presenteeism and loss unpaid work will be measured and valued using two iMTA Productivity Cost Questionnaire (iPCQ) modules [50], measuring productivity losses of paid work due to presenteeism and losses related to unpaid work. Costs will be calculated according to the iPCQ calculation guidelines and a standard production costs per hour.

At T3, participants will be asked whether any work-related adjustments have been implemented during the study period and, if so, which adjustments were made. Participants are asked to fill in workplace adjustments, such as an adapted desk chair, and 'other' types of work-related adjustments. To estimate the associated costs, average acquisition costs for each adjustment will be applied.

Data on time spent on the PPWI trajectory by process facilitators will be collected continuously through checklists. Process facilitators will report the actual (direct) time and indirect participant-related time spent per meeting, and, if applicable, the travel time. The intervention costs will be calculated by multiplying the hours registered by the process facilitators with the tariffs for occupational therapy in the Netherlands.

Recruitment strategies that are used to reach and recruit participants. The recruitment strategies are registered by the investigator.

Proportion of the target audience that participates in the intervention. Reach is determined, based on: the number of individuals invited to participate in the trial, number of individuals potentially interested and the number of participants who participated (in the intervention group).

Data on these variables are registered by the intervention providers.

Dose delivered is determined by the amount of meetings planned and intervention steps provided according to the protocol by the intervention providers. Dose delivered is determined, based on: the number of meetings that have taken place and the number of process steps that have been performed.

Data on these variables will be retrieved from the intervention providers, by questionnaires.

Dose received is the extent to which participants actively engage with the intervention. Dose received is determined, based on: the extent to which all stakeholders involved have implemented the solutions as proposed during the participatory workplace intervention.

Data on this outcome is retrieved by both participants and intervention providers, by questionnaires.

Fidelity is the extent to which the intervention steps are delivered according to the protocol. Fidelity is determined, based on: whether the predefined fidelity criteria have been reached.

Data on fidelity is retrieved from the intervention providers, by a questionnaire.

Satisfaction with the intervention in general, intervention steps, materials of the intervention, the intervention provider and the solutions that came out of the intervention.

Data on satisfaction with the intervention will be retrieved from participants, by a questionnaire.

Perceived impact/effect is determined, based on: whether and how participants experienced that the intervention improved working and/or living conditions and functioning and which components of the intervention contributed to that (or not) Data on perceived impact of the intervention will be retrieved from (a subset of) participants, through semi-structured in-depth interviews.

Perceived benefit for participants is determined, based on: whether and how intervention providers perceived that the intervention improved working and/or living conditions and functioning of participants and which components of the intervention contributed to that (or not).

Data on perceived benefit will be retrieved from the intervention providers, through focus-group interviews.

Factors that either facilitate or hamper functioning and implementation of the intervention.

Data will be retrieved from both intervention providers through focus-group interviews and from (a subset of) participants, through semi-structured in-depth interviews.