The role of peer support specialists (PSS) has burgeoned in the mental health field. Peer support specialists are individuals with a psychiatric condition who are in recovery and who are employed to provide various kinds of tangible and other supports to individuals with psychiatric conditions, generally in public mental health programs. Partially because of the newness of this role, PSS experience confusion about their role and tasks as well as conflict with other mental health providers who are uncertain about how to utilize PSS effectively in services. This project was designed to bring a coaching service to PSS to assist them to address challenges in their job. The investigators will conduct a randomized control trial to evaluate a novel coaching, Coaching and Advancement for Peer Providers (CAPP). Our hypotheses are that individuals participating in the CAPP intervention will experience a reduction in burnout, role confusion, and intention to leave their job or the field. Participants in CAPP will also experience an increase in job satisfaction, role clarity and organizational commitment.
Age range
18 Years
Sex
ALL
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AI-rewrites the medical criteria so a patient or caregiver can understand them. Always confirm with the trial site.
Bring these to your next appointment. They're a starting point for a shared conversation — not a sign you qualify or a recommendation to enrol.
Generated to help you prepare — always confirm anything about your own eligibility and care with the study team and your doctor.
The trial coordinator is the person who runs the study day to day. These cover the practical side — logistics, costs, and what taking part would actually mean for your life. The study team confirms whether you meet the criteria; these are questions to ask, not a sign you qualify.
A starting point for the conversation — always confirm anything about your own eligibility, costs, and care with the study team and your doctor.
Effort-Reward Imbalance Scale-assessing change
Timeframe: Baseline, immediately after the intervention, 6 months followup, 9 months followup
Utrecht Work Engagement Scale-Short Form-assessing change
Timeframe: Baseline, immediately after the intervention, 6 months followup, 9 months followup
Quality of Work Life (QWL)-assessing change
Timeframe: Baseline, immediately after the intervention, 6 months followup, 9 months followup
Job satisfaction-assessing change
Timeframe: Baseline, immediately after the intervention, 6 months followup, 9 months followup
Turnover intention-assessing change
Timeframe: Baseline, immediately after the intervention, 6 months followup, 9 months followup
Goal Attainment Scaling-assessing change
Timeframe: Baseline, immediately after the intervention, 6 months followup, 9 months followup
Maslach Burnout Inventory-Human Services Survey-assessing change
Timeframe: Baseline, immediately after the intervention, 6 months followup, 9 months followup
Three Component Organizational Commitment Scale-assessing change
Timeframe: Baseline, immediately after the intervention, 6 months followup, 9 months followup