An interventional study of Tea(m)Time in Resilience, Psychological and Personnel, Hospital, sponsored by Catholic University of Applied Sciences Mainz. Recruiting at 3 sites in Germany. Open to participants aged 18 Years and older. Per ClinicalTrials.gov, last updated 2026-03-20.
Sponsored by Catholic University of Applied Sciences Mainz · Not applicable, Interventional, and Prevention
Employees in hospitals are exposed to various stressors and can be at risk of psychological stress. To counteract this, resilience programs are increasingly being offered. Most interventions focus on individual resilience. In this study, the focus is on the resilience of teams. For this reason, this research paper will focus on the Tea(m)Time intervention. Tea(m)Time is a health promotion intervention that combines the risk assessment of mental stress with a focus on team resilience. In order to generate knowledge about the Tea(m)Time intervention, this study aims to identify factors that promote and inhibit its implementation and mediate its effectiveness. The aim is to gain insights into the promotion of resilience in teams. The aim is to conduct the survey of the participants in the intervention group and the control group at three different points in time.
This is the only study on the registry with Catholic University of Applied Sciences Mainz as lead sponsor.
Counted across the registry records on this site, refreshed daily.
Exclusion criteria:
Receives no intervention
Tea(m)Time intervention: Tea(m)Time is divided into two phases, starting with the qualification of team leaders. The qualification is followed by the implementation of Tea(m)Time in the various teams.
Behavioral: Tea(m)Time
Tea(m)Time is divided into two phases, starting with the qualification of team leaders. This starts with knowledge transfer about healthy leadership, resilience, occupational health and safety, posture work, psychological empowerment, agile management and the role of the manager. The team leaders also learn various moderation/coaching techniques. The qualification is followed by the implementation of Tea(m)Time. The teams start each hour with self-reflection. This is followed by a stress assessment and prioritization. The teams then work on the problems identified and look for solutions together.
FITOR questionnaire (questionnaire on individual, team and organizational resilience)
Schulte, E.M. et al. (2021)
Time frame: t0 baseline, t1 6 months follow-up, t2 12 months follow-up
Psychological empowerment
Schermuly, C.C. (2019)
Time frame: t0 baseline, t1 6 months follow-up, t2 12 months follow-up
Instrument to Measure the Culture for Psychological Empowerment in Organizations (IMPEC)
Schermuly, C.C. et al. (2022)
Time frame: t0 baseline, t1 6 months follow-up, t2 12 months follow-up
Organizational Commitment Questionnaire (OCQ-G) German version of the Organizational Commitment Questionaire
Maier, G.W. \& Woschée, R. (2014) individual items were used
Time frame: t0 baseline, t1 6 months follow-up, t2 12 months follow-up
Assessment of Interprofessional Team Collaboration Scale II (AITCS-II)
Orchard C. (2015) individual items were used
Time frame: t0 baseline, t1 6 months follow-up, t2 12 months follow-up
Big-Five-Inventory-10 (BFI-10)
Rammstedt, B. et al. (2012)
Time frame: t0 baseline
The questionnaire to record the willingness to change (FEVER)
Hasler, G. et al. (2003). Testing of the German version of the University of Rhode Island Change Assessment Scale (URICA) individual items used and adapted
Time frame: t0 baseline, t1 6 months follow-up, t2 12 months follow-up
German standard version of the COPSOQ (Copenhagen Psychosocial Questionnaire)
FFAW (2023) individual items were used
Time frame: t0 baseline, t1 6 months follow-up, t2 12 months follow-up
Plan to share: No
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