Table 5 Step 3: selected theoretical methods and practical strategies for the determinants identified for the SAW-SG intervention
Determinant | Method | Practical strategy | Parameters for use by OHP or supervisor |
|---|---|---|---|
Intention | |||
 Attitude | - Belief selection [31] | - Identify current beliefs and strengthen positive beliefs and weaken negative beliefs, Introduce new beliefs | - Self-study or discussion with OHP individually or in group with other SVs |
- Select (un)supportive believes on CMHP and work—OHP leads sessions about GL by providing information, questions, arguments and dilemma’s | |||
- Modelling [46] | Identify role models Provide encouragement by stories and testimonials | - Mental health ambassadors discuss their work-related experiences with EM and SV in general | |
- OHP speaks about success stories on how to SAW, possibly from within organization or videos | |||
 Social influence | - Social pressure [31] | Create sense of urgency on economic and societal impact Show success stories | - Movie with success stories in GL |
- OHP creates sense of urgency, shows numbers, risks on negative work outcomes, and examples | |||
- Social comparison among SV [47] | Provide opportunities for interaction among SV, Peer support groups | - Create support systems among SV about GL | |
- OHP/HR department brainstorms or facilitates peer learning through intercollegial consultation | |||
 Self-efficacy | - Feedback [48] | Providing feedback Training and sharing of learned lessons among SV | - SV conducts self-study on GL, self-reflection |
- OHP advices SV per case about supportive behaviour, based on GL themes, in interactive sessions, consultation | |||
- OHP facilitates sessions in which SV introduces case and actions, in constructive feedback loops | |||
Evaluation and action plans (if this, then I will…-plans) | - SV identify peer/coach to discuss | ||
- OHP coaches SV before dialogue with employee (if this, then I will…-plans), supported by GL | |||
Skills | |||
 Skills | - Guided practice [46] | Conversation checklist Guided practice Skills training on communication about MH | - SV identify peer/coach to receive coaching on skills development |
- Use of checklists in GL on conversational skills | |||
- Example movies or referral to other courses | |||
- OHP encourages SV to use reflection tools and GL | |||
 Knowledge | - Awareness raising [51] Discussion [38] | Evaluating understanding of magnitude of problem | - OHP and GL provides information about risks of absenteeism |
- OHP and SV discuss statistics of absenteeism in organization | |||
- OHP tailors information about organization | |||
- Active transfer of information [52] | Providing written and verbal information | - Information web tool/pdf about MH and role SV | |
- Links to reliable external resources OHP shows and discusses content of GL with SV | |||
 Self-regulation and deal with barriers | - Feedback [48] | Define current approach, strengths and weaknesses Feedback on behaviour | - SV identify current approach, asks employees |
- OHP and SV identify solutions in GL for dilemmas in targets, internal processes that interfere with supporting SAW | |||
Behaviour | |||
| Â | Diagram of actions Conversation checklist | - SV uses GL with diagram of actions to prepare | |
- SV and OHP identify and evaluate goals and actions to increase employee’s MH | |||
| Â | - Tailoring [53] | Tailoring material to needs Consulting a professional (OHP) | - SV uses GL according to own needs and time |
- Organization facilitates regular and low-key opportunity to receive coaching to apply GL | |||
| Â | - Action learning in group [54] | Inter-collegial working groups Peer support through inter-collegial consultation | - SV in group discuss recent cases and their actions, advice each other on alternative actions or tips |