MENOS@Work Trial: A Self-help CBT Intervention for Working Women

Measured using the Hot Flush Rating Scale (HFRS) by Hunter & Liao (1995), which includes a score between 1-10 based on the mean of three 3-point Likert scales (1=no problem at all, 10=very much a problem) assessing hot flushes and night sweats (HFNS) bother, interference, and distress.

Measured using the Hot Flush Rating Scale (HFRS) by Hunter & Liao (1995), which includes a score between 1-10 based on the mean of three 3-point Likert scales (1=no problem at all, 10=very much a problem) assessing hot flushes and night sweats (HFNS) bother, interference, and distress.

Measured using the Hot Flush Rating Scale (HFRS) by Hunter & Liao (1995), which gives provides a retrospective recording of the frequency of HFNS and the average severity of the HFNW for the previous week (1=mild, 2=moderate, 3=severe).

Measured using the Hot Flush Rating Scale (HFRS) by Hunter & Liao (1995), which gives provides a retrospective recording of the frequency of HFNS and the average severity of the HFNW for the previous week (1=mild, 2=moderate, 3=severe).

designed to assess women's attributions (identity) of symptoms to the menopause (20 items) and beliefs subscales (cognitive representations) about the menopause (17 items). The belief items are scored on 5-point scales from strongly agree (5) to strongly disagree (1), and mean scores are calculated for beliefs subscales. The identity subscale items are scored from 0 to 2 and summed.

designed to assess women's attributions (identity) of symptoms to the menopause (20 items) and beliefs subscales (cognitive representations) about the menopause (17 items). The belief items are scored on 5-point scales from strongly agree (5) to strongly disagree (1), and mean scores are calculated for beliefs subscales. The identity subscale items are scored from 0 to 2 and summed.

This measures attitude to menopause and work and whether women feel that their job performance has been affected by menopausal symptoms, and whether they feel that menopause has negatively affected manager's and colleagues views of competence at work (Griffiths, et al., 2010). Contains 2 items scored on 5-point scales (agree (5) to strongly disagree (1)).

This measures attitude to menopause and work .e. whether women feel that their job performance has been affected by menopausal symptoms, and whether they feel that menopause has negatively affected manager's and colleagues views of competence at work (Griffiths, et al., 2010). Contains 2 items scored on 5-point scales (agree (5) to strongly disagree (1)).

16 items to measure beliefs about hot flushes and night sweats (HFNS) and behavioural reactions to cope with HFNS using a 6-point scale from strongly disagree (0) to strongly agree (5). This is a shortened and combined version of Hot Flush Belief & Behaviour Scale (Rendall, et al, 2008; Hunter et al, 2011)

16 items to measure beliefs about hot flushes and night sweats (HFNS) and behavioural reactions to cope with HFNS using a 6-point scale from strongly disagree (0) to strongly agree (5). This is a shortened and combined version of Hot Flush Belief & Behaviour Scale (Rendall, et al, 2008; Hunter et al, 2011)

Stanford Presenteeism Scale (SPS6, Koopman, et al 2002) is used to measure workplace presenteeism, comprises of 6 items that are summed to produce a total presenteeism score. Each item asks the respondent to indicate their work experience over the last month using a 5-point scale (1=strongly disagree, 5=strongly agree).

Stanford Presenteeism Scale (SPS6, Koopman, et al 2002) is used to measure workplace presenteeism, comprises of 6 items that are summed to produce a total presenteeism score. Each item asks the respondent to indicate their work experience over the last month using a 5-point scale (1=strongly disagree, 5=strongly agree).

Participants asked to provide detail of number of days they have taken off from work over the last 4 weeks because of the menopause.

Participants asked to provide detail of number of days they have taken off from work over the last 4 weeks because of the menopause.

Participants asked to provide detail of average length of spells of absence from work over the last 4 weeks because of the menopause.

Participants asked to provide detail of average length of spells of absence from work over the last 4 weeks because of the menopause.

Participants asked to provide detail of any time over the last 4 weeks been late to work of left work early because of the menopause.

Participants asked to provide detail of any time over the last 4 weeks been late to work of left work early because of the menopause.

Menopausal symptom disclosure to managers is measured using a single dichotomous item ('yes' or 'no'; Griffiths, et al, 2010, 2013) and whether participants have told their manager about any reduced working hours (i.e. arriving late, leaving early) due to their menopausal symptoms (if appropriate) 'yes', 'no', 'sometimes').

Menopausal symptom disclosure to managers is measured using a single dichotomous item ('yes' or 'no'; Griffiths, et al, 2010, 2013) and whether participants have told their manager about any reduced working hours (i.e. arriving late, leaving early) due to their menopausal symptoms (if appropriate) 'yes', 'no', 'sometimes').

Work turnover intentions are measured with 4 items (Shore and Martin, 1980), to assess how likely the individual is to leave their organisation). Each item contains 5 response options indicating low (1) to high (5) intentions to remain in their organisation that can be averaged to provide an overall score. Two further items are used to measure the degree to which the individual has considered reducing their working hours or leaving the workforce altogether ('yes', 'no', 'sometimes').

Work turnover intentions are measured with 4 items (Shore and Martin, 1980), to assess how likely the individual is to leave their organisation). Each item contains 5 response options indicating low (1) to high (5) intentions to remain in their organisation that can be averaged to provide an overall score. Two further items are used to measure the degree to which the individual has considered reducing their working hours or leaving the workforce altogether ('yes', 'no', 'sometimes').

A single-item 7-point Likert scale (1=extremely dissatisfied, 4=neither dissatisfied or satisfied, 7=extremely satisfied) to indicate an individual's level of contentment with their job (Griffiths et al, 2010,2013).

A single-item 7-point Likert scale (1=extremely dissatisfied, 4=neither dissatisfied or satisfied, 7=extremely satisfied) to indicate an individual's level of contentment with their job (Griffiths et al, 2010,2013).

A single self-report item. Participants are asked to rate their performance compared to others in a similar role or position to themselves usinf a 5-point Likert scale (1=poor, 5=excellent).

A single self-report item. Participants are asked to rate their performance compared to others in a similar role or position to themselves usinf a 5-point Likert scale (1=poor, 5=excellent).

A single, self-report item asking participants to indicate on a 4-point Likert scale how stressful they find their job (1=not stressful, 4=extremely stressful) (Houdmont et al, 2012).

A single, self-report item asking participants to indicate on a 4-point Likert scale how stressful they find their job (1=not stressful, 4=extremely stressful) (Houdmont et al, 2012).

Women's Health Questionnaire (Hunter, 1992) used to assess participant perceptions of symptoms using a 4-point Likert scale. Includes 37 items.

Women's Health Questionnaire (Hunter, 1992) used to assess participant perceptions of symptoms using a 4-point Likert scale. Includes 37 items.

Single item from Pittsburgh Sleep Quality Index (PSQI) (Buysse et al., 1989) that measures quality of sleep over the last month using a 5-point likert scale (very good=5 to very bad = 1).

Single item from Pittsburgh Sleep Quality Index (PSQI) (Buysse et al., 1989) that measures quality of sleep over the last month using a 5-point likert scale (very good=5 to very bad = 1).

Single item that measures participants' self-perceived level of resilience in the work context (Hardy et al, in prep) used using a 9-point scale (1=low resilience to 9=high resilience).

Single item that measures participants' self-perceived level of resilience in the work context (Hardy et al, in prep) used using a 9-point scale (1=low resilience to 9=high resilience).

The use of medical resources for menopause and treatments for HFNS will be monitored, to determine how often visited their GP/hospital doctor/nurse about the menopause since starting the trial.

The use of medical resources for treatments for HFNS will be monitored, by asking whether they have/are currently taking any treatment (medical or non-medical) for HFNS (dichotomous: yes/no).

Question about how much of the booklet they read using a 4-point likert scale (not at all - all of it).

Question about how much of the booklet they read using a 4-point likert scale (not at all - all of it).

Six items using a 5-point Likert scale (1=not at all to 5 =extremely) asking whether the guide has affected their management of dealing with stress and coping in the past 4 weeks.

Six items using a 5-point Likert scale (1=not at all to 5 =extremely) asking whether the guide has affected their management of dealing with stress and coping in the past 4 weeks.

4 items using 5-point scales to evaluate the relaxation and breathing exercises.

4 items using 5-point scales to evaluate the relaxation and breathing exercises.