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Development and evaluation of online menopause awareness training for line managers in UK organizations

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Development and evaluation of online menopause awareness training for line managers in UK organizations. / Hardy, Claire; Griffiths, Amanda; Hunter, Myra S.

In: Maturitas, Vol. 120, 02.2019, p. 83-89.

Research output: Contribution to journalArticle

Harvard

Hardy, C, Griffiths, A & Hunter, MS 2019, 'Development and evaluation of online menopause awareness training for line managers in UK organizations', Maturitas, vol. 120, pp. 83-89. https://doi.org/10.1016/j.maturitas.2018.12.001

APA

Hardy, C., Griffiths, A., & Hunter, M. S. (2019). Development and evaluation of online menopause awareness training for line managers in UK organizations. Maturitas, 120, 83-89. https://doi.org/10.1016/j.maturitas.2018.12.001

Vancouver

Hardy C, Griffiths A, Hunter MS. Development and evaluation of online menopause awareness training for line managers in UK organizations. Maturitas. 2019 Feb;120:83-89. https://doi.org/10.1016/j.maturitas.2018.12.001

Author

Hardy, Claire ; Griffiths, Amanda ; Hunter, Myra S. / Development and evaluation of online menopause awareness training for line managers in UK organizations. In: Maturitas. 2019 ; Vol. 120. pp. 83-89.

Bibtex Download

@article{7442aa2936b647c5b01638af47101204,
title = "Development and evaluation of online menopause awareness training for line managers in UK organizations",
abstract = "Objectives To develop and evaluate a 30-minute online training for managers, in order to improve menopause-related knowledge, attitudes and confidence in having supportive discussions with women experiencing menopausal symptoms at work. The study also explored intentions and behaviour in terms of having conversations. Study design A prospective, pre-post design involved collecting data at three time points: pre-training, immediately after training, and four weeks post-training. Three UK organizations (one public, two private sector) participated. On-line questionnaires collected sociodemographic and background data. Qualitative and quantitative evaluation data were collected in post-intervention questionnaires. Paired t-tests and McNemar tests examined statistical differences pre- and post-training; thematic content analysis was performed on qualitative data. Main outcome measures Menopause knowledge, attitudes and confidence in talking about the menopause at work, intentions, and actual behaviour. Results 270 staff were invited and 98 consented to participate; 62 and 61 provided data immediately and 4 weeks post training, respectively. Compared to pre-training scores, statistically significant improvements were found in menopause-related knowledge, attitude (not viewing the menopause as an embarrassing topic to talk about at work), confidence in talking about the menopause with staff, and intentions to discuss menopause, at both follow-up assessments. Over 90{\%} of respondents reported that they found the training useful and would recommend it to others. Conclusions A brief menopause awareness training may be a feasible and effective way to help managers become more knowledgeable about menopause-related problems and more confident in discussing and exploring solutions with their staff.",
keywords = "Attitude, Knowledge, Menopause, Symptoms, Training, Work",
author = "Claire Hardy and Amanda Griffiths and Hunter, {Myra S.}",
year = "2019",
month = "2",
doi = "10.1016/j.maturitas.2018.12.001",
language = "English",
volume = "120",
pages = "83--89",
journal = "Maturitas",
issn = "0378-5122",
publisher = "Elsevier Ireland Ltd",

}

RIS (suitable for import to EndNote) Download

TY - JOUR

T1 - Development and evaluation of online menopause awareness training for line managers in UK organizations

AU - Hardy, Claire

AU - Griffiths, Amanda

AU - Hunter, Myra S.

PY - 2019/2

Y1 - 2019/2

N2 - Objectives To develop and evaluate a 30-minute online training for managers, in order to improve menopause-related knowledge, attitudes and confidence in having supportive discussions with women experiencing menopausal symptoms at work. The study also explored intentions and behaviour in terms of having conversations. Study design A prospective, pre-post design involved collecting data at three time points: pre-training, immediately after training, and four weeks post-training. Three UK organizations (one public, two private sector) participated. On-line questionnaires collected sociodemographic and background data. Qualitative and quantitative evaluation data were collected in post-intervention questionnaires. Paired t-tests and McNemar tests examined statistical differences pre- and post-training; thematic content analysis was performed on qualitative data. Main outcome measures Menopause knowledge, attitudes and confidence in talking about the menopause at work, intentions, and actual behaviour. Results 270 staff were invited and 98 consented to participate; 62 and 61 provided data immediately and 4 weeks post training, respectively. Compared to pre-training scores, statistically significant improvements were found in menopause-related knowledge, attitude (not viewing the menopause as an embarrassing topic to talk about at work), confidence in talking about the menopause with staff, and intentions to discuss menopause, at both follow-up assessments. Over 90% of respondents reported that they found the training useful and would recommend it to others. Conclusions A brief menopause awareness training may be a feasible and effective way to help managers become more knowledgeable about menopause-related problems and more confident in discussing and exploring solutions with their staff.

AB - Objectives To develop and evaluate a 30-minute online training for managers, in order to improve menopause-related knowledge, attitudes and confidence in having supportive discussions with women experiencing menopausal symptoms at work. The study also explored intentions and behaviour in terms of having conversations. Study design A prospective, pre-post design involved collecting data at three time points: pre-training, immediately after training, and four weeks post-training. Three UK organizations (one public, two private sector) participated. On-line questionnaires collected sociodemographic and background data. Qualitative and quantitative evaluation data were collected in post-intervention questionnaires. Paired t-tests and McNemar tests examined statistical differences pre- and post-training; thematic content analysis was performed on qualitative data. Main outcome measures Menopause knowledge, attitudes and confidence in talking about the menopause at work, intentions, and actual behaviour. Results 270 staff were invited and 98 consented to participate; 62 and 61 provided data immediately and 4 weeks post training, respectively. Compared to pre-training scores, statistically significant improvements were found in menopause-related knowledge, attitude (not viewing the menopause as an embarrassing topic to talk about at work), confidence in talking about the menopause with staff, and intentions to discuss menopause, at both follow-up assessments. Over 90% of respondents reported that they found the training useful and would recommend it to others. Conclusions A brief menopause awareness training may be a feasible and effective way to help managers become more knowledgeable about menopause-related problems and more confident in discussing and exploring solutions with their staff.

KW - Attitude

KW - Knowledge

KW - Menopause

KW - Symptoms

KW - Training

KW - Work

UR - http://www.scopus.com/inward/record.url?scp=85057760457&partnerID=8YFLogxK

U2 - 10.1016/j.maturitas.2018.12.001

DO - 10.1016/j.maturitas.2018.12.001

M3 - Article

VL - 120

SP - 83

EP - 89

JO - Maturitas

JF - Maturitas

SN - 0378-5122

ER -

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