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The change construct was defined as the movement of an organization from its present to a future state, and was operationalized using a four-item scale.
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The content and delivery of sessions was operationalized using the principles of Social Cognitive Theory [ 42] and a chronic disease self-management framework [ 43].
Team coordination was operationalized using network centrality and density measures.
Disability was operationalized using the Roland and Morris disability questionnaire (RMDQ) [ 19], fear avoidance beliefs were operationalized with the 17-item-version of the Tampa Scale of Kinesiophobia (TSK) [ 20], catastrophizing with the Pain Catastrophizing Scale (PCS) [ 21] and depression with the Hospital Anxiety and Depression Scale (HADS) [ 22].
Workplace well-being was operationalized using three constructs: negative stress, positive stress, and satisfaction.
Coparenting was operationalized using four dimensions, that is, coparental cooperation, agreement, conflict, and triangulation.
Legal framework was operationalized using the work of Easterly et al. [47].
Social participation was operationalized using items that measured social engagement.
Number of pain sites was operationalized using participant responses on the Nordic Pain Questionnaire [ 8].
Pathological worry was operationalized using the Penn State Worry Questionnaire (PSWQ; Meyer et al. 1990).
Internalizing behaviour was operationalized using the 12-item scale of the Generalized Health Questionnaire (GHQ-12).
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