An interventional study of ontological coaching in Ontological Coaching and Psychological Wellbeing, sponsored by National University of Singapore. Active, not recruiting at 4 sites in Singapore. Open to participants aged 21 Years to 65 Years, including healthy volunteers. Per ClinicalTrials.gov, last updated 2025-03-18.
Sponsored by National University of Singapore · Not applicable, Interventional, and Other
This study aims to develop and evaluate ontological coaching among novice nurses in Singapore. The specific aims of this project are: (1) to develop theory based Ontological Coaching among Nurses (OCN) intervention for novice nurses; (2) examine its effectiveness on nurses' psychological wellbeing (primary outcome), help-seeking behavior (social support), goal setting, resilience, intention to leave and job satisfaction (Secondary outcomes); and (3) examine the perceptions of nurses in receiving this intervention.
The specific research questions we plan to answer in this project are:
National University of Singapore is the lead sponsor of 206 studies on the registry; 52 are open to participants now.
Counted across the registry records on this site, refreshed daily.
Nurses:
Facilitators:
Exclusion Criteria:
Nurses:
Facilitators:
In the form of small groups (3-6 participants), the nurses will receive a knowledge based session (maximum 1 hour long) to share about ontological coaching. After the group session, each nurse will receive 4 individual sessions (30-60 minutes) on monthly basis.
Behavioral: ontological coaching
Participants do not undergo any ontological coaching.
Group session: This session will provide an overview of coaching and the following topics will be covered: 1) Experience coaching in teams, 2) The Ideal Life, 3) The Coaching Distinction, 4) Introduction to Body, Emotions, Language (BEL), 5) Deeper understanding of BEL, 6) Applying BEL to clinical scenarios, 7) The coaching perspective in Nursing, 8) Re-visit the Ideal Life, 9) Explore mental/emotional/physical challenges in practicing nursing, 10) Time and stress management, work-life balance; Individual Session: This individualized session will cover the discussions on the topic brought up by novice nurses. The aim of this session is to: 1) Help novice nurses design the steps in their journey towards what they care about, 2) Explore the nurses' world by asking encouraging and evoking questions, 3) Collaborate with nurses in a stimulating and imaginative manner that help them to optimize their potential, 4) Co-create with nurses the professional and personal identity they strive for
Effectiveness on nurses' psychological wellbeing
Ryff Scales of Psychological Well-Being: a 42-item instrument Psychological Wellbeing (PWB) Scale measures six aspects of wellbeing and happiness: autonomy, environmental mastery, personal growth, positive relations with others, purpose in life, and self-acceptance. Respondents rate how strongly they agree or disagree with 42 statements using a 7-point scale (1 = strongly agree; 7 = strongly disagree).
Time frame: baseline, 2-3 months (intervention), 4-6 months (post intervention)
Stress
Nursing Stress Scale: a 34-item instrument that describe situations that have been identified as causing stress for nurses in the performance of their duties. Respondents how strongly they agree or disagree with 34 statements using a 4-point scale (1 = never; 4 = very frequently).
Time frame: baseline, 2-3 months (intervention), 4-6 months (post intervention)
Help-seeking behavior (social support)
Sarason's social support questionnaire - short form (SSQSR): a 6-item instrument to evaluate the availability and satisfaction associated with an individual's social support systems. Respondents indicate the number of people available to provide support in 6 areas and then rate the overall level of satisfaction with the support given in each of the areas using a 6-point scale (1 = very dissatisfied; 6 = very satisfied).
Time frame: baseline, 2-3 months (intervention), 4-6 months (post intervention)
Goal Setting
Goal Setting Questionnaire (GSQ): an 18-item instrument to evaluate individuals' competencies in three areas: setting meaningful goals, focusing on personal improvement, and incorporating prior experiences, interests, skills, and feedback from family, peers, or a trusted individual. Respondents rate how strongly they agree or disagree with 18 statements using a 5-point scale (1 = not very like me; 5 = very like me)
Time frame: baseline, 2-3 months (intervention), 4-6 months (post intervention)
Intention to Leave
Roodt's turnover scale (TIS-6): a 6-item instrument to measure turnover intention. Respondents rate how strongly they agree or disagree with 6 statements using a 5-point scale (1 = never; 5 = always)
Time frame: baseline, 2-3 months (intervention), 4-6 months (post intervention)
Job Satisfaction
Bowling Green State University's The Job Satisfaction Scale: measures employee attitudes such as job satisfaction. Respondents indicate their satisfaction in 5 areas (Y = Yes; N = No; ? = Cannot Decide).
Time frame: baseline, 2-3 months (intervention), 4-6 months (post intervention)
This study is active, not recruiting, as verified in Mar 2025. You cannot join it, but the record below documents what was studied.
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National University of Singapore