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Driskell, James E., Eduardo Salas, and Sandra Hughes. "Collective Orientation and Team Performance: Development of an Individual Differences Measure." Human Factors: The Journal of the Human Factors and Ergonomics Society 52, no. 2 (April 2010): 316–28. http://dx.doi.org/10.1177/0018720809359522.
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Objective: We examine the construct of collective orientation, develop a measure to assess individual differences in collective orientation, and examine the extent to which the collective orientation of team members predicts performance on a variety of team tasks. Background: Scholars increasingly emphasize the importance of teamwork in collaborative work environments, and evidence indicates that a lack of teamwork is a prominent factor in many real-world accidents. Although it is clear that some persons are more team oriented than others are, there are few instruments available to assess individual differences in collective orientation in a team context. Method: We develop a scale to measure collective orientation in teams, gather evidence on reliability and construct validity, and examine the extent to which collective orientation predicts team performance. Results: Results indicate that the Collective Orientation Scale is reliable, correlates with cognate measures, and predicts performance on a variety of team tasks. Conclusion: We discuss the role of collective orientation in teams and the application of this scale to assess and diagnose teamwork deficiencies in work groups. Application: This research should contribute to a further understanding of factors that influence collaboration and coordination in teams.
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Endriulaitienė, Auksė, and Lina Cirtautienė. "TEAM EFFECTIVENESS IN SOFTWARE DEVELOPMENT: THE ROLE OF PERSONALITY AND WORK FACTORS." Business: Theory and Practice 22, no. 1 (February 10, 2021): 55–68. http://dx.doi.org/10.3846/btp.2021.12824.
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Globalization and dynamic economic conditions have exponentially increased the use of virtual work in organizations. Effectiveness in software development teams, therefore, is now a relevant issue in business, psychology or other fields. Despite the uniqueness of software development teams and their work conditions, their effectiveness has not been sufficiently researched to clearly determine how it relates to personality traits, work challenges and the virtualization level. To expand the understanding of the mechanisms that influence team effectiveness in software development, an ecological framework is selected. The purpose of this study is to explore the relationship between personality traits, work factors and team effectiveness within the context of software development teams. Methodology: The exploratory study was conducted in international software development companies operating in Lithuania. Forty-five software development teams (N = 142) filled in the Team task performance scale, Hexaco-PI-R questionnaire and rated perceived work challenges and team virtualization level. The statistical analysis was conducted with SPSS. This survey is an initial stage of a larger project. Findings: Personality traits Conscientiousness and Extraversion relate to team effectiveness. In software development teams the most prevalent work challenges were time zone differences, lack of information when working on a project, and lack of a clear purpose. Lack of information and poor foreign language skills negatively affect team effectiveness. A higher virtualization level is associated with more frequent work challenges (culture and foreign language challenges, time zone differences) and team performance.
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Sousa, Eliana, Chiou-Fen Lin, Filomena Gaspar, and Pedro Lucas. "Translation and Validation of the Indicators of Quality Nursing Work Environments in the Portuguese Cultural Context." International Journal of Environmental Research and Public Health 19, no. 19 (September 28, 2022): 12313. http://dx.doi.org/10.3390/ijerph191912313.
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The Indicators of Quality Nursing Work Environment scale (IQN-WE) with 65 items, developed by Chiou-Fen Lin, Meei-Shiow Lu, and Hsiu-Ying Huang in 2016, aimed to create a set of quality indicators of the nursing work environment. The translation and validation for the Portuguese cultural context of the IQN-WE scale was performed in this study. Objectives: culturally and linguistically adapt the IQN-WE scale, originating from the Portuguese version, and evaluate its psychometric characteristics. Methods: it is a descriptive, cross-sectional, observational and quantitative study. The IQN-WE scale was validated in a sample of 542 nurses belonging to a hospital center in Portugal. The study obtained a response of 21.69%, of whom 78.0% were women and 22% men. The mean age of the sample was 39 years and a standard deviation of 8.1 years. All nurses who work have a bachelor’s degree, and 13.5% have a master’s degree. Results: the study obtained an instrument with a total explained variance of 52.67% and KMO = 0.843. It found a strong-to-moderate linear correlation matrix between the dimensions. The pre-test and the team of experts ensured the content validity. The determination of internal consistency guaranteed reliability, with 0.95. Confirmatory factor analysis validated the construct. The factorial model presented a goodness of fit index, with five factors. Conclusion: the study achieved an instrument with 50 items in five dimensions: Team Support and Professional Development; Team Organization and Management; Safe Nursing Work Environment; Information Systems and Risk Control; Salary and Welfare. The IQN-WE-PT scale proved to be an appropriate instrument to be applied in health organizations in Portugal.
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Eismann, Hendrik, Thomas Palmaers, Vera Hagemann, and Markus Flentje. "Training of airway management for anesthesia teams – Measurement of transfer into daily work routine by questionnaire." Journal of Medical Education and Curricular Development 8 (January 2021): 238212052110633. http://dx.doi.org/10.1177/23821205211063363.
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Theory Problems in airway management are rare in anesthesia but when they occur, they have serious consequences for the patient. For this reason, training is recommended for professionals involved in anesthetic care. Here we investigated, if a newly developed technical/ non-technical hybrid airway training would be relevant for daily practice in a tertiary referral hospital. Hypotheses We hypothesized that: (a) both parts of the validated questionnaires meet the quality criteria for the application in anesthesia teams, (b) even though the team regularly deals with airway management, airway management training is relevant to all professions and (c) contents of the developed training can be integrated into the behaviour of the teams. Method In this observational study, 104 professionals took part in a one-day technical/non-technical hybrid airway training programme. Participants received a questionnaire six months after training, based on selected scales of the validated tools; “Training Evaluation Inventory” and “Transfer Climate Questionnaire”. RESULTS The scales of “perceived usefulness”, “task cues” and “positive reinforcement” showed good internal consistency and all were rated higher than 3.9 on a 5-point Likert scale (1=complete rejection; 5=fullest approval). The scale “negative reinforcement and punishment” showed satisfactory internal consistency for physicians (rated 2.75 ± 0.8). By removing an item in each case, the scales “attitude towards training” (rated 4.93 ± 0.2) and “extinction” (rated 3.02 ± 0.8) showed satisfactory internal consistency for nurses and anesthetic technicians. “Social Cues” did not meet qualitative criteria. There was no difference in the assessment by the professional groups. CONCLUSIONS The presented training course was perceived as useful by both professional groups equally, which supported the interprofessional concept. The content was positively reinforced in practice six months after training and is relevant for professionals who are regularly confronted with the topic “airway management”. Scales which meet qualitative criteria for only one profession and the scale “social cues” should be reconsidered in the context of an interprofessional team.
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Šramková, Marianna, Jana Janičková, and Katarína Zimermanová. "Innovative Approaches to the Formation of a Social Atmosphere in the Context of Work Team Management." Regional Formation and Development Studies 37, no. 2 (July 18, 2022): 206–17. http://dx.doi.org/10.15181/rfds.v37i2.2435.
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The article deals with innovative approaches to shaping the social atmosphere in work teams in selected children’s and family centres which are also directly influenced by the manager’s personality, leadership styles, and by the application of managerial functions. The aim of the paper is to present survey results about the social atmosphere in work teams in selected children’s and family centres, and to make recommendations for the effective formation of work teams with stakeholders’ benefits. The survey’s institutional objects are children’s and family centres, and the survey’s personnel subjects are employees in individual work teams. The processes of the analysis and evaluation of the selected social facility’s social atmosphere in the work team were chosen as the survey’s subject. The methodology came from a practical survey, by applying the ‘Kollárik social atmosphere scale’, using a guided interview and the analysis of internal documents. It used mainly methods of analysis, synthesis, comparison, deduction, application and mathematical recalculation. The sources of information were primary survey results from the selected social facility. The research results were achieved in accordance with the aim of the contribution. The level of social atmosphere and teamwork is excellent.
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Fleury, Marie-Josée, Guy Grenier, Jean-Marie Bamvita, Marie-Pierre Markon, and François Chiocchio. "Variables associated with perceived work role performance among mental healthcare professionals: The importance of team dynamics." European Journal for Person Centered Healthcare 6, no. 3 (September 28, 2018): 413. http://dx.doi.org/10.5750/ejpch.v6i3.1519.
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Rationale, aims, and objectives: Team effectiveness is associated not only with team design, but also with team dynamics such as work role performance. This study aimed to: (1) identify variables associated with perceived work role performance in a sample of 315 mental health professionals and (2) assess the contributions of team members and team characteristics; organizational and territorial context; team emergent states and team processes.Method: Mental health professionals from 4 health service networks in Quebec, Canada, completed a self-administered questionnaire consisting of standardized scales. Based on a conceptual framework adapted from the Input-Mediator-Output-Input (IMOI) model, independent variables were organized according to: (1) characteristics of team members and their teams, (2) organizational and territorial context, (3) team emergent states and (4) team processes. Their respective contributions to perceived work role performance were tested using a hierarchical regression analysis.Results: Perceived work role performance was associated with younger age (characteristics of team members and their team), familiarity between co-workers (Team emergent states) and belief in interprofessional collaboration, knowledge-sharing, team interdependence and team support (Team processes). Most variation in work role performance was explained by Team emergent states, followed by Team processes.Conclusion: This study tested a large number of variables associated with perceived work role performance in mental healthcare based on a comprehensive and innovative, theory-driven framework. The inclusion of mental health professionals from several types of teams representing mental health networks in different geographical areas added value to the study. The results confirm the need for managers to optimize team emergent states and team processes in order to improve work role performance. Initiatives such as training in teamwork and clinical guidelines are recommended.
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Albrecht, Simon, Andrew Marty, and Nicholas J. Brandon-Jones. "Measuring Values at Work: Extending Existing Frameworks to the Context of Work." Journal of Career Assessment 28, no. 4 (February 10, 2020): 531–50. http://dx.doi.org/10.1177/1069072720901604.
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Personal values have been shown to be associated with a range of important psychological experiences, attitudes, and behaviors. Researchers and practitioners have, however, called for additional models and measures of employee values, specific to the context of work. Drawing from Schwartz’s extensively studied model of personal values, this study aimed to develop a scale that researchers and practitioners can use to measure individual work values. Data from 2,968 participants who were currently working or had previous work experience were analyzed using exploratory and confirmatory factor analyses. An 11-factor model, aligning closely with Schwartz’s original personal values framework, yielded good fit. Furthermore, the 11 newly developed work values correlated significantly with Schwartz’s generalized values, and multidimensional scaling broadly supported a configuration consistent with that previously proposed for general values. Overall, the research makes a contribution by extending Schwartz’s extensively validated personal values framework to the context of work. The results support the psychometrics of a new measure of work values that will enable valid and reliable assessment of the important influence that work values can have on individual, team, and organizational outcomes. Practical implications, research limitations, and proposed future research directions are discussed.
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Filipov, Dmytro. "New Team Roles Typology for Organizational Context." Bulletin of Taras Shevchenko National University of Kyiv. Series “Psychology”, no. 1 (13) (2021): 54–58. http://dx.doi.org/10.17721/bsp.2021.1(13).10.
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A new diagnostic tool has been proposed for use in modern corporations to support a wide range of problems related to the interaction of company staff in solving work tasks. This new development combines the strengths of tools already used in this field, namely, DISC and MBTI. The tool contains a description of 4 factors and 16 types based on these factors, as well as a questionnaire on 33 questions, which identifies the respondent's affiliation to the type based on the assessment of the result for each of the 4 scales. For the types, practical principles for the transition from the type to its place in the corporate organizational structure have been proposed, as well as the types are associated with commonly known archetypes for their intuitive understanding. An example of an organizational structure consisting of the proposed types has been provided, but at the same time it reflects the typical organizational structure of an economical corporation. An empirical study of the reliability for new questionnaire in a sample of more than 2,300 respondents from the Internet search engines users has been conducted. Sufficient levels (> 0.7) of Cronbach's alpha and MacDonald's omega are shown in exploratory and confirmatory factor analysis for each of the factors. The factors independence is shown as well. The proposed scales are also compared with the scales of methods for assessing emotional intelligence and creativity. Thus, the proposed typology is designed to solve a wide range of organizational tasks from building a new organization to optimizing the use of staff in existing project teams, and the work of recruitment and staff development departments.
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Day, Frederick Carl, and Mark Edward Burbach. "An Exploration of the Moderating Effect of Work Motivation on the Relationship between Utilization of Virtual Team Effectiveness Attributes and Work Satisfaction: A Mixed Methods Study." Creighton Journal of Interdisciplinary Leadership 1, no. 2 (November 16, 2015): 86. http://dx.doi.org/10.17062/cjil.v1i2.25.
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<p>A unique challenge for organizations is in leading diverse, dispersed teams whose members are motivated to work independently, but are willing to collaborate. The purpose of this study was to gain an understanding of how nuanced variations in motivational patterns influences the relationship between work satisfaction and virtual team effectiveness. A sequential, mixed methods design was used to analyze and explain the moderating effects of motivational orientation on this relationship. In the first, quantitative phase, participating virtual team members completed an online survey with items comprising the five motivation source scales from the Motivation Sources Inventory, work satisfaction, and eleven variables measuring utilization of virtual team effectiveness attributes from the Virtual Teams Survey. Seven hypotheses were tested, with support found for three of the hypotheses. Work satisfaction and utilization of the virtual team effectiveness attributes were found to be positively correlated. Support was also found for hypotheses that the relationship between work satisfaction and utilization of the virtual team effectiveness attributes will be stronger for virtual team members (VTMs) with low self-concept external and / or moderate or high goal internalization patterns. In the second, qualitative phase, follow-up interviews were conducted to support and provide rationale for the quantitative results. Qualitative analysis of interviews revealed three major themes focused on concerns regarding team leadership, organizational support, and technology. Viewed in context with the quantitative results, the themes suggest that work satisfaction may be improved for most VTMs, regardless of motivation pattern, by str igning rewards with goals, and enhancing the technology used for team communication.</p><div> </div>
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Paz, Luísa Magalhães Coelho Ávila, and Catarina Cecília Odelius. "Managerial competencies scale in a public management context: development and validation evidences." Organizações & Sociedade 28, no. 97 (June 2021): 370–97. http://dx.doi.org/10.1590/1984-92302021v28n9706en.
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Abstract The purpose of the study was to develop and present validation evidences for a managerial competence mastery scale in the context of public management. The development of the initial instrument for data collection was based on literature analysis, and on theoretical and semantic validation made by judges, in addition to a pre-test. The questionnaire was electronically answered by 447 professionals—managers and non-managers—that belong to different public companies that works at the state level, engaged in technical assistance and rural extension. The results of exploratory factorial analysis presented signs of validity and reliability, indicating thirty competency items that were grouped into three factors: contribution for strategy, public service rendering and team management. As conclusion, the evidence indicates the validity of the scale to measure the managerial competence mastery, contributing to the evolution of managerial studies and increasing the reliability thereof. Additionally, the identified competencies reinforce the role of the managers in the alignment and management of organizational strategy, they indicate the existence of common characteristics of managers that work in different organizations and also demonstrate the adequacy of this instrument to the public sector reality. Finally, the use of the scale is suggested in other research contexts in order to confirm its structure and generalization potential.
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Cannata, Marisa, and Tuan D. Nguyen. "Collaboration versus Concreteness: Tensions in Designing for Scale." Teachers College Record: The Voice of Scholarship in Education 122, no. 12 (December 2020): 1–34. http://dx.doi.org/10.1177/016146812012201207.
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Background Substantial research on reform implementation highlights numerous challenges to implementing innovations at scale with depth and sustainability, yet new reforms continue to encounter many of the same challenges. This has led to calls for researchers to work in partnership with practitioners to design, implement, and scale educational innovations. Although these approaches hold promise, little is known about the internal operations of these improvement approaches and the experiences of their participants. Purpose Through a case study of a research–practice partnership that uses a continuous improvement approach to design and development, this article explores how the collaborative design process shaped the resulting innovation design. Research Design: This is a qualitative case study that included interviews with members of the district and school design teams, observations and field notes from design team meetings, and participant feedback forms. Findings/Results The evidence converges on three main challenges in the design process. These challenges point to tensions in maximizing all the design factors because they sometimes conflicted with each other: (1) Members were most engaged when the work was very specific and deemed feasible in a particular context, (2) Efforts to develop more specificity in the design emphasis were limited by efforts to engage educators in a collaborative process in which school-level actors had ownership over key design decisions, and (3) The abstractness of the emerging reform led to difficulties in establishing a shared deep understanding of each core component of the reform. Finally, the ability of school teams to productively resolve these tensions was related to the existing capacity of the school. Conclusions This case study of a collaborative design process in a research–practice partnership illustrates the complexities of the co-construction of a set of reform practices between researchers, practitioners, and other stakeholders and highlights the need for a delicate balance between specificity of the design and local engagement. We showed how a collaborative process fostered high engagement as researchers and practitioners co-constructed the reform, and how the team struggled to define the core strategies in sufficient detail to allow for implementation planning in a way that maintained the co-constructed design. There appeared to be a tension between achieving the necessary concreteness or specificity in the reform design that would be implemented across contexts, and a process that valued local ownership and collaborative decision-making.
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Romero-Díaz de la Guardia, José Javier, Marina García-Garnica, Ramón Chacón-Cuberos, and Jorge Expósito-López. "Psychometric Validation of a Teamwork Skills Scale in a Vocational Training Context." SAGE Open 12, no. 2 (April 2022): 215824402211032. http://dx.doi.org/10.1177/21582440221103256.
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The ability to work in a team is currently one of the most demanded competencies of professionals and, therefore, constitutes one of the key transversal aspects to be targeted by educational systems. This is especially important at stages prior to job insertion. The aim of the present study was to validate a scale measuring perceptions of teamwork skills within a sample of students undertaking vocational training in the south of Spain. For this, both exploratory ( n = 879) and confirmatory ( n = 1,843) factor analyses were performed using the IBM SPSS® 26 and IBM Amos Graphics® 23.0 software packages. This permitted a scale to be developed which was formed of ten indicators of teamwork skills. These indicators were grouped into three dimensions, namely, teamwork behaviors, ratings the importance of teamwork and self-perceptions of teamwork capabilities. Adequate fit indices were obtained (KMO = 0.845; CFI = 0.984; NFI = 0.978; IFI = 0.984; RMSEA = 0.037; and SRMR = 0.044). Thus, a robust and reliable scale is presented that rates student perspectives of essential aspects of Vocational Training, such as teamwork skills.
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Romero-Díaz de la Guardia, José Javier, Marina García-Garnica, Ramón Chacón-Cuberos, and Jorge Expósito-López. "Psychometric Validation of a Teamwork Skills Scale in a Vocational Training Context." SAGE Open 12, no. 2 (April 2022): 215824402211032. http://dx.doi.org/10.1177/21582440221103256.
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The ability to work in a team is currently one of the most demanded competencies of professionals and, therefore, constitutes one of the key transversal aspects to be targeted by educational systems. This is especially important at stages prior to job insertion. The aim of the present study was to validate a scale measuring perceptions of teamwork skills within a sample of students undertaking vocational training in the south of Spain. For this, both exploratory ( n = 879) and confirmatory ( n = 1,843) factor analyses were performed using the IBM SPSS® 26 and IBM Amos Graphics® 23.0 software packages. This permitted a scale to be developed which was formed of ten indicators of teamwork skills. These indicators were grouped into three dimensions, namely, teamwork behaviors, ratings the importance of teamwork and self-perceptions of teamwork capabilities. Adequate fit indices were obtained (KMO = 0.845; CFI = 0.984; NFI = 0.978; IFI = 0.984; RMSEA = 0.037; and SRMR = 0.044). Thus, a robust and reliable scale is presented that rates student perspectives of essential aspects of Vocational Training, such as teamwork skills.
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Rulli, Danielle, Vinoothna Bavireddy, Laura J. Smith, Melissa Gross, Debra Mattison, Mark Fitzgerald, Thomas W. Bishop, Nicole Trupiano, Peggy Ursuy, and Olivia S. Anderson. "Socialisation into interprofessional teams: A mixed-methods study among early health professional learners who engaged in a teams and teamwork module / Sozialisierung in interprofessionellen Teams: Eine Mixed-Methods-Studie zum Effekt eines Team- und Teamwork-Moduls bei Auszubildenden im Gesundheitswesen." International Journal of Health Professions 9, no. 1 (January 1, 2022): 164–73. http://dx.doi.org/10.2478/ijhp-2022-0014.
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Abstract Introduction Early health profession learners hold stereotypes about their own and other professions. Socialising students through interprofessional education (IPE) early in their training facilitates the development of their beliefs and values surrounding their professional and interprofessional identities. This study evaluates the effect of a 3-week, virtual IPE intervention in early health professional learners. Methods Students reflected on their functioning as an interprofessional team through discussion and written prompts which were coded by two faculty members for themes and trends. Exposure to developing an interprofessional identity and socialisation within an IPE team were measured through pre- and post-intervention surveys containing the Interprofessional Socialisation and Valuing Scale (ISVS). Results Students increased their positive attitudes towards IPE from pre- to post-intervention module as well as socialisation and readiness across all ISVS subscales: self-perception of working together, value, and comfort (all p < .001). Students reflected that ‘taking time to get to know each other’ (n = 23 teams; 42%) and ‘allowing everyone to contribute’ (= 17; 31%) were key factors for team development. Individual reflections on what students would work on the next time they worked in an interprofessional team revealed ‘communication’ as important (n = 87; 45%). Discussion Health profession students who engaged in the module reflected on how their interprofessional team functioned and identified what helped or hindered them to work as a team. The opportunities to reflect on how their own professional identity within the context of an interprofessional team led to evidence of socialising into an interprofessional team. Students who are challenged to socialise into a team early in their education will better understand their beliefs and values surrounding interprofessional collaboration.
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Amon-Tanoh, Maud Akissi, Maria Knight Lapinski, Jim McCambridge, Patrice Konan Blon, Hermann Aka Kouamé, George Ploubidis, Patrick Nguipdop-Djomo, and Simon Cousens. "Measuring social norms related to handwashing: development and psychometric testing of measurement scales in a low-income urban setting in Abidjan, Côte d’Ivoire." BMJ Open 12, no. 4 (April 2022): e048929. http://dx.doi.org/10.1136/bmjopen-2021-048929.
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ObjectivesTo design and test the psychometric properties of four context-specific norm-related scales around handwashing with soap after toilet use: (1) perceived handwashing descriptive norms (HWDN); (2) perceived handwashing injunctive norms (HWIN); (3) perceived handwashing behaviour publicness (HWP); and (4) perceived handwashing outcome expectations (HWOE).DesignScale items were developed based on previous work and pilot tested in an iterative process. Content experts and members of the study team assessed the face validity of the items. The psychometric properties of the scales were assessed in a cross-sectional study.SettingThe study was conducted in communal housing compounds in Abidjan, Côte d’Ivoire.ParticipantsA convenience sample of 201 adult residents (≥16 years old) from 60 housing compounds completed the final questionnaire.Outcome measureConfirmatory factor analysis was used to assess the goodness of fit of the global model. We assessed the internal consistency of each scale using Cronbach’s alpha (α) and the Spearman-Brown coefficient (ρ).ResultsThe results of the psychometric tests supported the construct validity of three of the four scales, with no factor identified for the HWOE (α=0.15). The HWDN and HWP scales were internally consistent with correlations of ρ=0.74 and ρ=0.63, respectively. The HWIN scale appeared reliable (α=0.83).ConclusionWe were able to design three reliable context-specific handwashing norm-related scales, specific to economically disadvantaged community settings in Abidjan, Côte d’Ivoire, but failed to construct a reliable scale to measure outcome expectations around handwashing. The social desirability of handwashing and the narrow content area of social norms constructs relating to handwashing present significant challenges when designing items to measure such constructs. Future studies attempting to measure handwashing norm-related constructs will need to take this into account when developing such scales, and take care to adapt their scales to their study context.
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Pernencar, Claudia, Paulo Aguilar, Inga Saboia, Ivana Barreto, Rebecca Theophilo, Deivith Oliveira, and Luiz Odorico Monteiro. "Systematic mapping of digital health apps – A methodological proposal based on the World Health Organization classification of interventions." DIGITAL HEALTH 8 (January 2022): 205520762211290. http://dx.doi.org/10.1177/20552076221129071.
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Coronavirus disease 2019 was identified as a pandemic and Brazil is one of the major epicentres. One of the Brazilian states affected is Ceará, where this research group works. This group was challenged by a Hospital stakeholder to develop a communication channel with the health professionals and the coronavirus disease 2019 patient's family. This article presents a part of this whole project. The main methodological approach was the user-centred design based on user experience elements. Benchmarking was applied to understand the state-of-art of Brazilian apps that were related to coronavirus disease 2019. The research process was based on a systematic approach that was carried out by a multidisciplinary team that worked through four work cycles (identification, classification, screening, analysis). This work was based on two main points: (a) World Health Organization digital health guidelines, specifically digital health interventions (b) System Usability Scale. As a result, apps features were gathered according to the digital health interventions and their experiences were analysed on System Usability Scale. This work has provided an overview of apps that were available and how they support the coronavirus disease 2019 context. Another valuable contribution is the understanding of how the industry was satisfying the user's needs. These two results can provide a holistic view for future product development that can be used in different contexts of health issues. One of the highlighted conclusions was that digital health interventions should be adapted to the local context because these World Health Organization guidelines were open. Moreover, the System Usability Scale is an effective method to compare different digital health solutions.
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Fisher, Rebecca J., Niki Chouliara, Adrian Byrne, Trudi Cameron, Sarah Lewis, Peter Langhorne, Thompson Robinson, et al. "Large-scale implementation of stroke early supported discharge: the WISE realist mixed-methods study." Health Services and Delivery Research 9, no. 22 (November 2021): 1–150. http://dx.doi.org/10.3310/hsdr09220.
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Background In England, the provision of early supported discharge is recommended as part of an evidence-based stroke care pathway. Objectives To investigate the effectiveness of early supported discharge services when implemented at scale in practice and to understand how the context within which these services operate influences their implementation and effectiveness. Design A mixed-methods study using a realist evaluation approach and two interlinking work packages was undertaken. Three programme theories were tested to investigate the adoption of evidence-based core components, differences in urban and rural settings, and communication processes. Setting and interventions Early supported discharge services across a large geographical area of England, covering the West and East Midlands, the East of England and the North of England. Participants Work package 1: historical prospective patient data from the Sentinel Stroke National Audit Programme collected by early supported discharge and hospital teams. Work package 2: NHS staff (n = 117) and patients (n = 30) from six purposely selected early supported discharge services. Data and main outcome Work package 1: a 17-item early supported discharge consensus score measured the adherence to evidence-based core components defined in an international consensus document. The effectiveness of early supported discharge was measured with process and patient outcomes and costs. Work package 2: semistructured interviews and focus groups with NHS staff and patients were undertaken to investigate the contextual determinants of early supported discharge effectiveness. Results A variety of early supported discharge service models had been adopted, as reflected by the variability in the early supported discharge consensus score. A one-unit increase in early supported discharge consensus score was significantly associated with a more responsive early supported discharge service and increased treatment intensity. There was no association with stroke survivor outcome. Patients who received early supported discharge in their stroke care pathway spent, on average, 1 day longer in hospital than those who did not receive early supported discharge. The most rural services had the highest service costs per patient. NHS staff identified core evidence-based components (e.g. eligibility criteria, co-ordinated multidisciplinary team and regular weekly multidisciplinary team meetings) as central to the effectiveness of early supported discharge. Mechanisms thought to streamline discharge and help teams to meet their responsiveness targets included having access to a social worker and the quality of communications and transitions across services. The role of rehabilitation assistants and an interdisciplinary approach were facilitators of delivering an intensive service. The rurality of early supported discharge services, especially when coupled with capacity issues and increased travel times to visit patients, could influence the intensity of rehabilitation provision and teams’ flexibility to adjust to patients’ needs. This required organising multidisciplinary teams and meetings around the local geography. Findings also highlighted the importance of good leadership and communication. Early supported discharge staff highlighted the need for collaborative and trusting relationships with patients and carers and stroke unit staff, as well as across the wider stroke care pathway. Limitations Work package 1: possible influence of unobserved variables and we were unable to determine the effect of early supported discharge on patient outcomes. Work package 2: the pragmatic approach led to ‘theoretical nuggets’ rather than an overarching higher-level theory. Conclusions The realist evaluation methodology allowed us to address the complexity of early supported discharge delivery in real-world settings. The findings highlighted the importance of context and contextual features and mechanisms that need to be either addressed or capitalised on to improve effectiveness. Trial registration Current Controlled Trials ISRCTN15568163. Funding This project was funded by the National Institute for Health Research (NIHR) Health Services and Delivery Research programme and will be published in full in Health Services and Delivery Research; Vol. 9, No. 22. See the NIHR Journals Library website for further project information.
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Stawiarska‑Lietzau, Monika, and Magdalena Łużniak‑Piecha. "To Yell Out or Not to Yell Out – Managerial Communication and Work Productivity." Kwartalnik Ekonomistów i Menedżerów 44, no. 2 (April 1, 2017): 56–68. http://dx.doi.org/10.5604/01.3001.0010.5938.
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Although many years have passed since the publication of the OSHA, the document describing the conditions of safety and health at work, “undoubtedly, many managers do not even know that their communication style, whether it is yelling, shouting, or cursing at employees is a form of workplace violence and could be precursors to violence” (Shane‑Joyce, Bell, 2010, p. 39). Therefore, it seems important to constantly disseminate the results of research and to bring recommendations to resolve the dilemmas regarding effective managerial behavior and personal and organizational development of employees and team leaders. The authors of the article analyze the long‑term effects of verbal aggression in the context of the organizational effectiveness at the micro‑ and macro‑scale, as well as point out the effective communication strategies in terms of managing people.
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Newton, Olivia B., Stephen M. Fiore, and Jihye Song. "Expertise and Complexity as Mediators of Knowledge Loss in Open Source Software Development." Proceedings of the Human Factors and Ergonomics Society Annual Meeting 63, no. 1 (November 2019): 1580–84. http://dx.doi.org/10.1177/1071181319631445.
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This paper describes an approach integrating cognitive engineering with computational social science in the context of open source software (OSS) development. Through an analysis of large-scale collaborations in a complex operational setting, we study how expertise and task complexity predict changes in productivity when knowledge loss occurs. Using team data from thousands of software files, we model the effects of expertise, complexity, and knowledge loss on productivity. On its own, knowledge loss had a negative effect on productivity, but this effect was reversed when knowledge loss was combined with high complexity and high numbers of newcomers, suggesting that experts are better able to utilize crowdsourced work. We identify opportunities for research to inform prediction of outcomes in OSS projects based on team and task characteristics and demonstrate the value of integrating cognitive engineering with computational social science to study collaborative work in sociotechnical systems.
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Rehman, Tehreem, and Oyinkansola Okubanjo. "Pilot project on use of social simulation to improve multidisciplinary medical education on health-related social needs." MedEdPublish 13 (August 1, 2023): 41. http://dx.doi.org/10.12688/mep.19534.1.
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Background: Competence in system-based practice in medical education must include training on functioning as an interprofessional team member to address health-related social needs (HRSN). This pilot targets the existing gap on teaching residents how to leverage interprofessional expertise and larger context of HRSN in patient care.This pilot applied the principles of social simulation to teach residents how to work with interprofessional partners to effectively address patients’ HRSN. Methods: We developed simulation cases on HRSN commonly encountered in our Emergency Department. A 9-item instrument using a Likert 5-level scale assessed participants’ knowledge and skills on HRSN before and after the simulation implemented in 2021. Unmatched data largely from missing ID in responses were omitted. The Wilcoxon signed-rank test was used to assess for significant changes pre- and post-intervention. Results: Thirty-three of forty eligible Emergency Medicine (EM) residents (82.5%) participated in the study. Eighteen of thirty-three participants (response rate 54.5%) were included when matching data based on ID. We found significant differences in self-reported ability to identify patients’ HRSN (p=.0014), differentiate between the roles of interdisciplinary team members (p=.0007), and ability to identify hospital resources patients could be referred to (p=.0018). There was no difference in self-reported sense of empowerment in response to perceived ability in addressing a patient’s HRSN. Conclusions: Findings from this pilot suggest that social simulation can be an effective tool for teaching residents how to function in interprofessional teams and navigate the dynamic larger healthcare context of social determinants of health (SDOH) in addressing a patient’s HRSN. Competence in system-based practice in multidisciplinary medical education must include training on functioning as an interprofessional team member to address SDOH. This pilot targets the existing gap in teaching residents how to leverage interprofessional expertise and the larger context of SDOH in patient care.
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Silberg, Slavka, Luděk Stehlík, Michal Silberg, and Rastislav Duriš. "The factors affecting team performance and ability to innovate in a globalised world." SHS Web of Conferences 129 (2021): 05013. http://dx.doi.org/10.1051/shsconf/202112905013.
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Research background: Industry 4.0 and globalisation phenomena are rapidly changing the organisational environment and exert transformation pressure on organisations to be more agile and to keep up with global competition. These challenges create problems that require effective teamwork solutions. Hence, the need to identify potential barriers of effective team performance to sustain the competitive advantages through innovation. Purpose of the article: The aim of this paper is to map the collaboration patterns and factors influencing teamwork and teams’ ability to innovate and to measure their current level in the Slovak work teams. Methods: The research of related studies and descriptive analysis of data from the TAS-II survey measures 8 key dimensions of team effectiveness (Context, Mission, Talent, Norms, Buy-in, Power, Morale, and Results) administered to the sample of 85 work teams from different economic sectors in the Slovak Republic between 12/2014 and 3/2021. Findings & Value added: Our research confirmed the importance of focusing on factors of team cooperation (e.g. right mix and quantity of talents, personally identify with mission, goals and metrics, empowerment, etc.). The so-called “Heartbeat analysis” of responses to 13 individual items from 3 TAS-II scales essential for effective team performance and ability to innovate (Mission, Talent, Power) indicated that 8 items had more “down” than “up” respondent votes. The most unfavourable were votes skewed in case of Mission-Metrics, Power-Budget, Talent-Number, Power-Authority and Power-Obstacles items in contrast to Mission-Purpose and Talent-Follower items. We discuss the possible causes, advantages of team-based learning, necessity of systemic approach and the holistic view on teamwork.
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Marchena-Giráldez, Carlos, Jorge Acebes-Sánchez, Francisco J. Román, and Miriam Granado-Peinado. "Validation of the Spanish Version of the Work Group Emotional Intelligence Profile Short Version (WEIP-S) in the Sports Context." International Journal of Environmental Research and Public Health 18, no. 2 (January 15, 2021): 715. http://dx.doi.org/10.3390/ijerph18020715.
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Emotional intelligence (EI) is related to better performance in sports. To measure this construct, many tools have been developed and validated in the sports context. However, these tools are based on an individual’s ability to manage their own emotions, but do not consider the emotions of the rest of the team (teammates, coaches, etc.). In this regard, the Workgroup Emotional Intelligence Profile short version (WEIP-S) is a self-reported measure designed to measure the EI of individuals who are part of a team. The aim of this study was to validate the WEIP-S structure to measure EI in the sports context, and to analyze the psychometric properties of this tool in the sample in terms of validity and reliability. A cross-sectional study was conducted among 273 athletes to examine the reliability, factor structure, and evidence of validity (convergent, discriminant, nomological, and concurrent) of the WEIP-S. Confirmatory factor analysis showed that the original four-factor structure is the most appropriate for the sports context. Composite reliability was adequate for all factors except management of one’s own emotions, which also showed poor convergent validity. Evidence of convergent, discriminant, and nomological validity are discussed. This study represents an advance in the use of specific scales to measure EI in the sports context.
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Nishiuchi, Takumi. "Reconstruction of the eating habits of the Japonesians by proteomics." Impact 2021, no. 3 (March 29, 2021): 86–88. http://dx.doi.org/10.21820/23987073.2021.3.86.
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The study of ancient civilisations enables us to establish an understanding of how societies have changed over thousands of years and helps provide useful context for present-day civilisations, as well as highlighting similarities between past and present civilisations. The large-scale study of proteins – proteomics – is one way that scientists can discover the foodstuffs that ancient civilisations grew and ate and gain interesting insights into what life was like back then. This is done through the identification of proteins in materials found during excavations and is at the heart of the work of Associate Professor Takumi Nishiuchi, Advanced Science Research Center, Kanazawa University, Japan. Through the analysis of ancient proteins, Nishiuchi and his team are stimulating ancient food and using archeological data to envisage the lifestyles of ancient civilisations. The researchers are working at ruins in China and South Korea, as well as at two Japanese ruins in Fukuoka prefecture, with a view to better understanding the propagation of rice food culture and, in the process, providing context to Asia's ongoing food culture. In innovative work involving Orbitrap mass spectrometry, the team has performed protein analysis in plant remains and food crusts found at various sites, which is something that has not been done many times before. The researchers hope their work will lay the foundations for similar studies at sites across the globe, providing insights into other civilisations.
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Dwyer, Brendan, Gregory P. Greenhalgh, and Carrie W. LeCrom. "Exploring Fan Behavior: Developing a Scale to Measure Sport eFANgelism." Journal of Sport Management 29, no. 6 (November 2015): 642–56. http://dx.doi.org/10.1123/jsm.2014-0201.
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Brand evangelism, an advanced form of marketing where consumers voluntarily advocate on behalf of the brand, can bring numerous benefits to a firm. Pro-brand behaviors such as word-of-mouth promotion, recruitment of consumers, and disparagement of rivals are just a few of the many actions associated with brand evangelism. With highly impassioned and provocative fans, an opportunity exists to explore brand evangelism within the spectator sport context. The purpose of this study was to develop and validate a scale to measure sport team (brand) evangelism. Guided by Fournier’s (1998) brand extension of relationship theory and following Churchill’s (1979) eight-step method for developing marketing measures, two focus groups of fans were interviewed and an additional 450 sport fans were surveyed through two distinct data collections in an attempt to identify sport team evangelistic behaviors, and test a measure of such behaviors. The assessment of the instrument included two forms of reliability analysis and three modes of validity analysis as the scale was parsimoniously reduced from 88 initial behaviors to four factors and 14 items.
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Ilchenko, Petro. "Formation Of The Fundamental Principles Of Lev Venediktov's Creativity In The Performing Activities Of The Song And Dance Ensemble At The Kiev Military District." Часопис Національної музичної академії України ім.П.І.Чайковського, no. 1(50) (March 18, 2021): 133–47. http://dx.doi.org/10.31318/2414-052x.1(50).2021.233148.
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The little-studied period at the beginning of Lev Venediktov's creative activity in the Song and Dance Ensemble at the Kyiv Military District is considered. The scale of personality and creative work of an outstanding musician, brilliant choirmaster, conductor, teacher, artistic director of a well-known ensemble is studied. The ways of formation of professional skill of the artist, gradual formation of his individual creative method are analyzed. The influence of the Master’s personality on the professional growth of the team, education of a galaxy of talented youth, which is now the golden fund of Ukrainian culture — outstanding choirmasters, conductors, musicians, teachers, state awards, degrees, honorary titles. The peculiarities of the creative atmosphere, the moral climate in the team, the motivation of its participants to achieve significant artistic goals are described. The specific nature of the artistic director's activity during the preparation and conducting of the band's tours in Ukraine and abroad is revealed. The basic principles of the Master 's creative activity, which received their further development in the conditions of the Kyiv Opera House, are determined. His personnel policy, which was distinguished by a personal individual approach to the formation of the team is outlined. The specifics of Lev Venediktov's repertoire policy in the ensemble, its multi-vector approach with the presence of works of army patriotic, modern themes, Ukrainian folk songs, classical repertoire focused on the philharmonic, academic artistically prepared audience are established. It is proved that in the work on the repertoire the colossal erudition of the Master was shown, directed on application of synthesis of various means of stage expression in the context of theatricalization of concert programs. It is noted that Lev Venediktov's professional activity organically combined organizational-managerial, staging-demonstration, pedagogical-educational aspects of work with the team, which contributed to the creative growth and wide popularity of the ensemble in Ukraine and abroad.
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Eames, Vicky, Catherine Shippen, and Helen Sharp. "The Team of Life: A narrative approach to building resilience in UK school children." Educational and Child Psychology 33, no. 2 (June 2016): 57–68. http://dx.doi.org/10.53841/bpsecp.2016.33.2.57.
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Concern about children and young people’s mental health is high on the UK national agenda. Access to specialist Child and Adolescent Mental Health Services (CAMHS) is perceived as problematic due to high thresholds, clinic-based service delivery and associated stigma. Schools and youth work contexts present alternative and more accessible settings for early intervention and preventative work aimed at promoting positive mental health. The Team of Life is a narrative group methodology with sporting metaphors, which encourages young people to recognise the strength and resilience in their life teams. The approach has been used within diverse contexts internationally, for example with former child soldiers in Uganda, young men from refugee backgrounds and young people in Australian schools. Innovative partnership work between health and education has led to the implementation of the Team of Life in a UK school and the development of a manualised Team of Life Programme. We now report findings from pilot work evaluating feasibility and outcomes for the programme within a UK secondary school setting. Quantitative findings include significant positive change in Goal Based Outcomes as well as significant reductions in emotional and behaviour difficulties measured by the Child Behaviour Checklist. Qualitative thematic analysis of participant feedback indicates benefits relating to the experience of ‘shared understanding’, ‘confidence’, ‘peer support’ and the ‘positive impact of sport’. Further research is planned to evaluate the effectiveness on a larger scale. This pilot study was undertaken as part of CAMHS Extended Schools work. Potential for collaboration between clinical and education psychology colleagues in relation to the promotion of positive mental health in schools is discussed.
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Painter, Gilbert, Pamela Posey, Douglas Austrom, Ramkrishnan Tenkasi, Betty Barrett, and Betsy Merck. "Sociotechnical systems design: coordination of virtual teamwork in innovation." Team Performance Management 22, no. 7/8 (October 10, 2016): 354–69. http://dx.doi.org/10.1108/tpm-12-2015-0060.
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Purpose This paper aims to report on a qualitative comparative case study of coordination in three ongoing research and development projects, each conducted by teams working virtually across multiple, geographically dispersed sites and involving varying degrees of task uncertainty at differing stages on an innovation continuum, from basic fundamental research to scale-up and commercial development. Design/methodology/approach This study investigated characteristics of effective virtual innovation teamwork, primarily using structured interviews, observation and a limited number of surveys. The analysis was based upon Pava’s (1983) methodology of sociotechnical systems (STS) for non-linear work and was used to assess the influence of virtuality and task uncertainty on the quality of team deliberations and the knowledge development barriers experienced at the various stages on the innovation continuum. Findings The study identified different technical and social coordination mechanisms and their impact in mitigating knowledge barriers for differing levels of task uncertainty. Technical elements, many based in digital information technology, appeared most significant for coordination where task uncertainty and ambiguity were low. However, with high task uncertainty, the most significant mechanisms were closely tied to the formal and informal social systems of virtual organization. Research limitations/implications The key implication for future research is the development of further applications to evaluate this coordination model for modern teamwork in virtual contexts. Practical implications The findings extend previous theory about coordination of innovation to include fundamental research and virtual collaboration. Based on the results, a four-step STS methodology for design of virtual team coordination mechanisms was developed and piloted successfully by scientific teams at a prominent North American research laboratory. Originality/value This research project has shown that modern STS methodology, updated for non-routine work in a virtual context, can provide a way to assess and mitigate “coordination costs” associated with virtual teamwork. Further, it has identified clear categories of coordination mechanisms that are most effective when teams are working at different stages in the innovation process.
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Nieto-Guerrero, Manuel, Mirko Antino, and Jose M. Leon-Perez. "Validation of the Spanish version of the intragroup conflict scale (ICS-14)." International Journal of Conflict Management 30, no. 1 (February 11, 2019): 24–44. http://dx.doi.org/10.1108/ijcma-11-2017-0139.
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PurposeThere is increasing evidence about the key role that intragroup conflicts have for teams’ performance and its members’ well-being. However, the existing measures in the Spanish-speaking context to address intragroup conflicts suffer from important theoretical and methodological flaws. In response, this study aims to provide a valid and reliable scale to measure intragroup conflicts in organizational settings: the Intragroup Conflict Scale in its 14-item version (ICS-14: Jehn et al., 2008).Design/methodology/approachIn a cross-sectional survey design, the authors analyze the ICS’s internal consistency and reliability, factor solution and external validity by using a multilevel approach in a sample consisting of 588 workers nested in 55 production teams from a Spanish company.FindingsResults indicated that the ICS-14 exhibited good Cronbach’s alpha (0.62-0.95), omega (0.63-0.95) and multilevel alpha coefficient (0.82-0.98). In addition, in line with the theoretical conception of three types of intragroup conflicts, results from a multilevel confirmatory factor analysis revealed that a three multilevel-factor solution presented the best fit to the data. Finally, multilevel analyses also showed that intragroup conflicts are associated to burnout, engagement at work and perceived team’s quality of service, which provided additional support for using the ICS-14 in the Spanish context.Practical implicationsThis study offers a reliable and valid measurement of intragroup conflict, considering the whole instrument and its different dimensions, which can be used to develop team strategies and evaluate the effect of specific interventions on conflict.Originality/valueThe authors validate the most recent 14-item version of the ICS-14 by applying a multilevel approach to a group-level construct that overcomes previous methodological flaws.
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Kardaleska, Ljubica, and Gabriela Nedelkoska. "TEACHERS AS MATERIAL DESIGNERS - INSIGHTS FROM DESIGNING AN ESP COURSE BOOK (ENGLISH FOR POLITICAL SCIENCE AND DIPLOMACY)." Journal of Teaching English for Specific and Academic Purposes 5, no. 3 (October 12, 2017): 545. http://dx.doi.org/10.22190/jtesap1703545k.
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The inexistence of ready-made context-responsive materials for English for Specific Purposes (ESP) areas is a major drawback, but in such an environment teachers can become active agents. This is a small-scale empirical study on the actual processes employed by a team of authors engaged in designing their own ESP materials to suit their unique realities. Material design for this practical pedagogical approach is a time consuming and challenging process, but by collaborative work teachers can explore new avenues for professional development and reflect on the ESP principles. The learning focus and the intended outcomes, as well as contributing to functional knowledge and skills, were the leading factors in these dual-focused materials integrating content and language. To that end, the focus in the ESP coursebook analyzed in this paper is on the vocabulary acquisition and reading comprehension.
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Smolensky, Luba. "4319 Team Science in Parkinson’s Research: Connecting Clinicians and Computational Teams." Journal of Clinical and Translational Science 4, s1 (June 2020): 118–19. http://dx.doi.org/10.1017/cts.2020.359.
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OBJECTIVES/GOALS: This team science pilot program aims to elevate the quality of Parkinson’s disease modeling initiatives by strengthening connections between clinical researchers and computational teams. As many data science projects in Parkinson’s research would benefit from deeper clinical expertise, many clinical engagements would be improved by upfront integration of computational requirements. These team science programs, developed from design thinking methodologies, provide structured, sustainable, and scalable means for multi-disciplinary teams to come together and co-create translational science in PD. METHODS/STUDY POPULATION: Design Thinking (DT) could help yield an effective learning experience. DT is grounded in ethnographic research strategies and prototyping, relying heavily on grantee interviews and feedback. This approach is commonly used to navigate and design amidst complexity; its applications range from product to healthcare to instructional design. The following is an overview of the process as applied to this project: Discover: Once the core team (MJFF and project designers) has refined the key question they would like to answer, the team will begin gathering both primary and secondary data. This phase may include focus groups, one-on-one interviews, expert interviews, and immersive data-gathering. The purpose of this phase is to capture complexity and lay the groundwork to understand grantees’ perspectives and lexicon around their work. The deliverables of this phase are primarily unstructured research findings, such as transcribed interviews and secondary sources. Define: When sufficient data has been gathered, the core team will move into an initial round of synthesis and sense-making (making connections and assumptions to explain emerging themes in the data). This phase may include one to two in-person engagements with the core team. The purpose of this phase is to define the guiding principles for subsequent prototypes. It will also help reveal potential opportunity areas, both latent or apparent. The deliverables of this phase are agreed upon key themes, insights, and an informed “How Might We” question that will anchor the ideation process. Develop: Armed with informed themes, the core team will begin to brainstorm potential solutions. Following a set of brainstorming techniques, they will initially aim for quantity versus quality in order to allow potentially innovative and/or risky solutions to surface. Eventually, these ideas will be distilled into three robust and unique prototypes. Like the prior phase, ideation may also require one to two in-person engagements. The deliverables here are three unique prototypes; the reason for three is the ensure that the team does not anchor themselves in just one solution, but rather remains in an exploratory mindset as they solicit feedback on these prototypes from the grantees. Deliver: In this final phase, the core team revisits the grantees and presents the three prototypes. This phase may include conducting three small-scale pilots or simply just explaining the prototypes. Either way, it is important to solicit another round of feedback to ensure the solutions are indeed addressing the needs and context of grantees. Once completed, the core team will iterate a final pilot design and identify any remaining questions and assumptions they would like the pilot to inform. RESULTS/ANTICIPATED RESULTS: The team science pilot identifies five main opportunities to tighten collaboration, communication, and expectations across clinical and computational teams. Firstly, in-person events, held regularly in a central location, can act as an incubating space for these teams to partner, ideate, and pitch for grant funding. Secondly, co-developed guidelines for research questions would ensure consistent availability of clinically-relevant, computationally-feasible research topics. Thirdly, increasing the presence of Parkinson’s cohort data resources at computational conferences could introduce more diverse data and genetics interest in Parkinson’s research. Fourthly, a standard suite of research-facing, educational content (focused on both disease background and data basics) would ensure a strong baseline and launch-pad for PD modeling projects. Lastly, a fellowship program focused on early-stage researchers could establish a unique foundation to ground both clinical and computations fellows to collaboratively work on PD research as well as iterate on the aforementioned solutions. DISCUSSION/SIGNIFICANCE OF IMPACT: This team science program has the potential to upend collaborative silos in Parkinson’s research, accelerating disease modeling projects which otherwise stagnate or over-emphasize clinical v. computational aspects. By more effectively connecting team members with diverse backgrounds across clinical and computational roles, PD disease patterns can be discovered and validated ultimately resulting in improved patient care and therapeutic development. CONFLICT OF INTEREST DESCRIPTION: Several authors are staff members at The Michael J. Fox Foundation for Parkinson’s Research, the sponsor of this Team Science grant. All author and non-author contributors are grant recipients from The Michael J. Fox Foundation.
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Bhat, Swati Kaul, Neerja Pande, and Vandana Ahuja. "Factors Impacting Effectiveness in Virtual Teams." International Journal of Virtual Communities and Social Networking 6, no. 3 (July 2014): 42–52. http://dx.doi.org/10.4018/ijvcsn.2014070103.
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Advancement and progression are the key constituents of the success in global business. Virtual team and its members are now the virtue of the organizations that work across the countries. There is no doubt that virtual team's give a competitive advantage to the organization but simultaneously faces challenge in its working. Working in virtual team becomes complex as its members have language difficulties, time -and -distance challenges, absence of face-to-face contact, and cultural differences. The important factor that has been emerged and examined in the preceding studies which builds a virtual team is trust. Only depending on emails and telephones doesn't merely build the trust, especially when members are far apart and belong to totally different culture. Even though a large repository of literature is available on virtual teams and trust but still many of the questions are still left unanswered. The paper focus on identifying the factors those are important for the functioning of the virtual team. A set of 45 questions from the available literature were prepared and responses on likert scale are collected, analysed and summarized in the paper.
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Meng, Haiying. "Analysis of the Relationship between Transformational Leadership and Educational Management in Higher Education Based on Deep Learning." Computational Intelligence and Neuroscience 2022 (June 15, 2022): 1–8. http://dx.doi.org/10.1155/2022/5287922.
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Leadership behavior has been emphasized as one of the most important influencing factors in the innovation process. Leaders can encourage subordinates to innovate by creating the right environment, promoting knowledge integration, and setting specific goals. However, different leadership styles make different decisions and behaviors in the innovation process, and the final innovation effect is also different. Today, in the context of China, most business leaders still adopt “paternalistic” or “authoritarian” leadership behaviors, but more and more entrepreneurs and scholars are aware of the importance of this leadership style in enhancing employee creativity. Authoritarian leaders are more likely to exercise more control and supervision over team members, limit the autonomy of team members, and reduce work initiative and creativity. Although the positive effect of transformational leadership on employee creativity has been recognized by some scholars, in the real work environment, this leadership style rarely appears, especially in the context of China. This study first constructs a theoretical model of how transformational leaders in colleges and universities affect educational management innovation through the atmosphere of school organizational innovation, based on the deep learning theory and other related research results, and then puts forward research hypotheses on this basis. Secondly, a measurement scale was designed according to the existing research results, and the scale was revised through the pretest to form the formal questionnaire of this study. This research uses cluster sampling and random sampling to conduct a questionnaire survey on 1022 college teachers and uses the SPSS20.0 and AMOS21.0 to conduct an empirical analysis on the survey data. Each measurement scale was tested by exploratory factor analysis and confirmatory factor analysis. The experimental results show that the transformational leadership style of college principals has a positive impact on teachers’ teaching innovation. There is a positive correlation between the influence of charisma and teachers’ teaching management, and there is a positive correlation between intellectual stimulation and teachers’ teaching management.
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Ellis, B. Heidi. "Building the Airplane While Flying It: The Story of Ongoing Efforts to Establish and Evaluate a Multidisciplinary Team Response to VE in Massachusetts US." Proceedings 77, no. 1 (April 26, 2021): 10. http://dx.doi.org/10.3390/proceedings2021077010.
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Research on mental health and violence among marginalized communities has identified the importance of engaging communities, diminishing stigma, addressing multiple outcomes including strengths, and building social connections. Within the United States, Countering Violent Extremism (CVE) policies and programs have been criticized for failing in these areas. Recent efforts have sought to build multidisciplinary teams for the prevention of targeted violence and terrorism that explicitly seek to address these critiques and work to build the capacity of multidisciplinary providers to work with youth at risk for targeted violence and terrorism. Community Connect was a Boston, US-based community-based program that worked with youth at risk of violence, including ideologically-based violence. This program achieved broad community buy-in and successfully linked referred youth to a broad range of services in their communities. To bring the program to scale, an adaptation of Community Connect was developed that accepted referrals from a regional federally-convened threat assessment team, the Massachusetts Bay Threat Assessment Team (MassBayTAT). This multidisciplinary services team (MDST) maintains several essential functions from Community Connect, such as providing a thorough psychosocial assessment and maintaining regular contact and coordination between diverse providers, as well as making key changes to accommodate a regional scope. Given the nascent state of the field, both formative as well as summative evaluations play important roles in shaping and evaluating multidisciplinary violence prevention teams, as is evident in the iterative adaptation of the above-described multidisciplinary approaches. Evaluation of a multidisciplinary team for VE should assess both team development as well as case outcomes. Building trust within a community of diverse providers and disciplines and achieving a ‘whole of society’ approach to violence prevention is in and of itself an outcome that should be sought, as well as a reduction in violence at the individual level. Mixed-methods evaluations are needed to capture both the process and outcomes that are central to an effective multidisciplinary team for the prevention of terrorism and targeted violence.
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Shrestha, Prakash. "Status of Hard and Soft HR Approaches: Evidence from Workplaces of Nepal." Batuk 6, no. 2 (July 1, 2020): 63–72. http://dx.doi.org/10.3126/batuk.v6i2.34516.
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Two of the most widely adopted approaches to HR are the hard and soft approaches. These concentrate on opposing views of human existence and methods of techniques for managerial power. In this regard, in the context of Nepalese workplaces, this paper aims to analyze hard and soft HR approaches. For the empirical study, a total of 375questionnaires (15 for each company) were distributed using non-probability sampling to the employees of 25 companies listed on the Nepal Stock Exchange. Among them, 247employees replied to questionnaires (representing 65.87 percent). A self-developed fourpointLikert-like scale has been used. The findings suggest that compensation is the highest priority of all companies as the main component of the Hard HR approach, while human resource planning receives less priority. The findings also suggest that the work environment is a top priority for all companies among the three dimensions (team cohesion, work environment, and communication flow) of the Soft HR approach, whereas employees and managers have a moderate level of communication and interaction in their companies. Team cohesion exists in their companies. Depending on the nature of the individual firm or organization, the approach to managing people canvary. To deal with employee relations issues, there should be a suitable representation of employees.
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Mbuthia, Gladys Muthoni, Sharon Brownie, and Eleanor Holroyd. "“My hands are tied”: Nurses’ perception of organizational culture in Kenyan private hospitals." Journal of Hospital Administration 6, no. 6 (October 16, 2017): 1. http://dx.doi.org/10.5430/jha.v6n6p1.
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It is estimated that by 2030 the global shortage of nurses and midwives will be 7.6 million, with African countries among the most adversely affected. Within this context, it is important to understand the specific organizational factors that contribute to registered nurses (RNs)’ decisions to remain or leave their workplaces in East Africa. The aim of this study was to commence exploration of these factors by exploring nurses’ perceptions of organizational culture of selected private hospitals in Kenya. A small-scale exploratory qualitative approach was employed, with eight nurses undertaking semi-structured interviews. There were five female and three male nurses. All participants were RNs; two held a bachelor’s degree in nursing and the rest held diplomas in nursing. The thematic analysis revealed four major themes and nine sub-themes. The major themes included: restrictive work environment, top-down leadership, normalizing the abnormal in team dynamics and professionalism, and ethical concerns. These findings suggest an urgent need for Kenyan private hospital administrators to create a hospital work environment that provides more autonomy for nurses. There is a need for inclusive leadership styles that target hospital organizational structures and processes in order to address nursing workforce team dynamics. A merit-based salary and progressive reward systems are recommended to empower nurses to remain in the workforce.
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Knapke, Jacqueline, Amy Short, Tamilyn Bakas, Jacinda Dariotis, Elizabeth Heubi, Saundra Regan, Barbara Speer, and John Kues. "2474 Promoting collaboration among researchers: A team science training curriculum." Journal of Clinical and Translational Science 2, S1 (June 2018): 59. http://dx.doi.org/10.1017/cts.2018.222.
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OBJECTIVES/SPECIFIC AIMS: As multidisciplinary, interdisciplinary, and transdisciplinary research has become imperative to solving the complex problems of contemporary healthcare, teaching researchers how to create and maintain high-functioning and innovative teams has also become paramount. In Fall 2016, the Center for Improvement Science (CIS) core, in collaboration with the Translational Workforce Development (TWD) core, at the Cincinnati Center for Clinical & Translational Science & Training (CCTST) began offering training in Team Science in an effort to better prepare researchers for collaborative work. Since then, the CIS has expanded Team Science education into a multifaceted and adaptable curriculum that includes workshops, team consultations, Grand Rounds, grant writing assistance, grant review, train-the-trainer, and a graduate-level course. METHODS/STUDY POPULATION: Over almost 2 years, we have offered 9 unique workshops attended by individuals from the University of Cincinnati, UCHealth, and Cincinnati Children’s Hospital Medical Center. Recruitment was primarily accomplished via email invitations. Topics ranged from introductory team science issues such as Creating Teams, Team Effectiveness, and Team Leadership to more advanced team science areas such as Team Dysfunctions and Conflict Management. In addition, we have consulted with researchers on Team Science components of grant applications and served as grant reviewers for Team Science elements in a competitive, internal research funding program. We have developed tools and teaching strategies for faculty members tasked with teaching students about collaboration (train-the-trainer). And finally, we offered a graduate level course on Collaboration and Team Science. RESULTS/ANTICIPATED RESULTS: Over 250 participants attended our workshops and Grand Rounds, many at the faculty level, but we also had research staff and graduate students register. Content was very well-received, with workshop evaluations typically scoring in the high 4.5 and above range (on a 5-point scale, with 5 being the highest rating). The CIS team received (and accepted) at least 2 follow-up invitations from workshop participants to provide training to an additional team or group. We are tracking data on long-term effects of team science training and consultation, both in research productivity and team satisfaction/longevity. DISCUSSION/SIGNIFICANCE OF IMPACT: The goals of Team Science training at the Cincinnati CCTST are 2-fold: to provide practical knowledge, skills, and tools to enhance transdisciplinary collaboration and to promote systemic changes at UC, CCHMC, and UCHealth that support team science. After almost 2 years of training, team science is gaining traction among key leaders at our local institutions and a broader audience of researchers who see how collaborative practice can enhance their professions.
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Brown, Diane K., Sue Fosnight, Maureen Whitford, Susan Hazelett, Colleen Mcquown, Jenifer C. Drost, Denise J. Kropp, et al. "Interprofessional education model for geriatric falls risk assessment and prevention." BMJ Open Quality 7, no. 4 (November 2018): e000417. http://dx.doi.org/10.1136/bmjoq-2018-000417.
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BackgroundOne in three people over the age of 65 fall every year, with 1/3 sustaining at least moderate injury. Falls risk reduction requires an interprofessional health team approach. The literature is lacking in effective models to teach students how to work collaboratively in interprofessional teams for geriatric falls prevention. The purpose of this paper is to describe the development, administration and outcome measures of an education programme to teach principles of interprofessional care for older adults in the context of falls prevention.MethodsStudents from three academic institutions representing 12 health disciplines took part in the education programme over 18 months (n=237). A mixed method one-group pretest and post-test experimental design was implemented to measure the impact of a multistep education model on progression in interprofessional collaboration competencies and satisfaction.ResultsPaired t-tests of pre-education to posteducation measures of Interprofessional Socialization and Valuing Scale scores (n=136) demonstrated statistically significant increase in subscales and total scores (p<0.001). Qualitative satisfaction results were strongly positive.DiscussionResults of this study indicate that active interprofessional education can result in positive student attitude regarding interprofessional team-based care, and satisfaction with learning. Lessons learnt in a rapid cycle plan-do-study-act approach are shared to guide replication efforts for other educators.ConclusionEffective models to teach falls prevention interventions and interprofessional practice are not yet established. This education model is easily replicable and can be used to teach interprofessional teamwork competency skills in falls and other geriatric syndromes.
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Rybalko, Iryna. "MATHEMATICAL MODEL OF BEHAVIORAL RISK MANAGEMENT IN ART PROJECTS." Bulletin of NTU "KhPI". Series: Strategic management, portfolio, program and project management, no. 1(5) (July 31, 2022): 56–61. http://dx.doi.org/10.20998/2413-3000.2022.5.7.
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The developed mathematical model of behavioral risk management of art-projects, created on the basis of the conceptual model "Palette" built earlier, is offered. The identified risks of art-projects, a detailed description of which is presented in previous scientific works of the author, were distributed between the four sources that formed the basis of the conceptual model "Palette". Given the extreme importance of the influence of the human factor on the art project, the identified risks from the four sources were classified in the group of behavioral risks. The author proposed the definition of behavioral risks in the context of the implementation of art projects, as destructive behavior of the art project team member, which can prevent the receipt of the art project product or the success of the project as a whole. The analysis of scientific works in the field of development and application of mathematical model in project management showed the expediency and practical effectiveness of this method. The mathematical model has become an effective tool for a project manager of any field in the calculation of various indicators important in the development of project management plans. According to the conceptual model "Palette" and the mathematical model, the author has developed a spectral palette (scale), which can be used to obtain a characteristic that determines how risky each of the potential team members to perform a certain art project, depending on the sector in which the result of the calculation of the probability of behavioral risk is entered. It is concluded that the application of this mathematical model is of practical value for the art-project manager in developing a plan of antirisk measures and choosing a behavioral strategy taking into account the obtained assessment of each potential team member of an art-project. Determining the degree of riskiness of each art-project team member gives the manager answers to many questions about the motives of individual actions of a certain team member, explains his behavior in performing personal tasks, and in interaction with other team members and art-project stakeholders. Further scientific work of the author is to develop methods of behavioral risk management of art-projects, aimed at improving the effectiveness of art-project team management for its successful implementation.
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Küpper, Anja, and Tobias Dauth. "Top Management Gender Diversity and Internationalisation in Different Institutional Contexts: Evidence from Germany and Poland." Journal of East European Management Studies 26, no. 4 (2021): 706–37. http://dx.doi.org/10.5771/0949-6181-2021-4-706.
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The diversity of top management teams is a topic of increasing scholarly and practical interest. It is argued that globalisation requires international operating firms to staff their management teams with international and diverse members. We investigate the influence of institutional environments on gender and internationality diversity in boards to shed light on the question “Why do top management teams look the way they do?” Our sample includes top management team members of the largest stock listed firms in Germany and Poland. The sample consists of 60 firms and 852 individuals from 2019. Our findings suggest that the presence of non-natives and women on corporate boards and the international orientation of board members, in terms of education, work experience and directorships, are attributable to national institutional systems. While Germany´s top managers are becoming increasingly internationally diverse and have increasing gender diversification, the figures for Poland are also increasing, but on a much smaller scale. We argue that country-level institutions play an important role in shaping the diversity of corporate boards. Future research should place more emphasis on the external national environment when investigating board diversity.
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Krukowska-Sitek, Hanna, Sabina Krupa, and Iga Grad. "The Impact of the COVID-19 Pandemic on the Professional Autonomy of Anesthesiological Nurses and Trust in the Therapeutic Team of Intensive Therapy Units—Polish Multicentre Study." International Journal of Environmental Research and Public Health 19, no. 19 (October 5, 2022): 12755. http://dx.doi.org/10.3390/ijerph191912755.
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Introduction: The COVID-19 pandemic as well as the rate of spread of this particular pathogen around the world have caused the number of patients requiring medical attention and intensive care to exceed the capacity of even the best organized health care systems. This resulted in the need to hire employees who had not previously worked in intensive care units. Experience and knowledge have become particularly important in the context of mutual trust in the ICU team. At the same time, it could affect the level of professional autonomy of nurses, understood as the freedom to perform work based on knowledge, skills and competence without the need to submit to other medical professions. The pandemic status has required that nurses are always involved in their work by participating in training. Faced with the dangers of COVID-19, there is no doubt that by the end of the pandemic, both nursing and healthcare will be better equipped to face future challenges. Methods: The study lasted from July to September 2021. The data collection procedure started with the consent of the heads of the institutions where the data was collected. The study was conducted using the Dempster Practice Behavior Scale (DPBS), which examines work autonomy. The survey using the proprietary questionnaire was conducted among 225 nurses working in eleven ICUs in five voivodeships in Poland. Results: The autonomy of nurses during the COVID-19 pandemic was assessed at a high level. Younger respondents rated autonomy as being higher. Almost half of the respondents assessed the level of professional independence as high, including 52% of nurses, and significantly less, including 34% of doctors. A group of 47% of respondents assessed that trust had decreased and 28% said that trust had improved slightly. Conclusions: Professional independence allows you to perform work independently on others, taking responsibility for decisions and actions. The COVID-19 pandemic, through the influx of new staff members into treatment teams, had an impact on both nursing autonomy and the level of trust in a team, as shown in this study.
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Krasnovа, Nataliia. "Interactive Methods of Preparation of the Future Social Worker for Professional Activity in the Context of the Competence Approach at Studying of an Educational Component «Technologies of Social Work»." Bulletin of Luhansk Taras Shevchenko National University 2, no. 1 (349) (2022): 59–74. http://dx.doi.org/10.12958/2227-2844-2022-1(349)-2-59-74.
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The article examines the methods of training future social workers as competent and effective professionals capable of social practice in the study of the educational component «Social Work Technologies», based on alternative, large-scale, advanced, problematic, activity bases, which define dialogue, context, game, modular, information and computer and other technologies that consider them as system-forming means of training. The following interactive methods are defined and characterized: training (aimed at the formation of professional competencies and the development of relevant practical skills and abilities that meet the goals of professional action); independent work (formation of knowledge, skills and abilities of professional activity); integrated media-educational technologies (forms a dialogic space of the student's personality promotes the development of such skills: reconstruction of intentions (motivational-target attitudes), diagnostics of intentionalities of subjects, argumentation, establishing associative and professionally significant connections between media texts and social phenomena); case study method, which involves open discussion, work in microgroups, participation in webinars on relevant topics, stimulating self-educational activities (aimed at: forming a set of knowledge and professional competencies, ability to work in a team to make decisions; group performance evaluation); coaching (aimed at stimulating self-learning, the possibility of self-realization, the disclosure of internal potential, and the activation of the system of motivation of each individual).
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Thewodros Geberemariam. "Public Work Engineering Leadership Challenges in Covid-19 Era: A Boss, A Manager, or A Leader." International Journal of Engineering and Management Research 10, no. 6 (December 15, 2020): 52–56. http://dx.doi.org/10.31033/ijemr.10.6.7.
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Although remote working is not new, it has never been deployed on such a massive scale in a short period as it has been in the current situation. Owing to Covid-19, organizations that never relied on a remote workforce have been forced to operate in a virtual environment. Hence, many public work directors and leaders currently find themselves utilizing unusual channels to engage deeply with stakeholders and employees virtually. This makes the task of leading, operating, planning, organizing, directing, and coordinating various activities of the Public Works Department more complicated. Every day, demonstration of great leadership is required in an almost exclusively virtual workplace to recognize and reward great performance and address performance challenges by making difficult, authentic, and empathetic decisions. Leaders are also required to be context-sensing communicators having a “perfect pitch” when communicating with a different audience in various situations. This article focuses on leaders’ transition from leading in the office to leading in a remote environment in the Covid-19 era and discuss leader–team dynamics through the lens of “transitioning from a boss or a manager to a leader” by making aggressive efforts to view the landscape through the eyes of the people they lead, coach, support, and inspire.
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Mooney, Hailey, W. Aaron Collie, Shawn Nicholson, and Marya R. Sosulski. "Collaborative Approaches to Undergraduate Research Training: Information Literacy and Data Management." Advances in Social Work 15, no. 2 (March 26, 2014): 368–89. http://dx.doi.org/10.18060/15089.
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The undergraduate research experience (URE) provides an opportunity for students to engage in meaningful work with faculty mentors on research projects. An increasingly important component of scholarly research is the application of research data management best practices, yet this often falls out of the scope of URE programs. This article presents a case study of faculty and librarian collaboration in the integration of a library and research data management curriculum into a social work URE research team. Discussion includes reflections on the content and learning outcomes, benefits of a holistic approach to introducing undergraduate students to research practice, and challenges of scale.
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Camfield, Laura. "Rigor and Ethics in the World of Big-team Qualitative Data: Experiences From Research in International Development." American Behavioral Scientist 63, no. 5 (July 5, 2018): 604–21. http://dx.doi.org/10.1177/0002764218784636.
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In the large international projects where many qualitative researchers work, generating qualitative Big Data, data sharing represents the status quo. This is rarely acknowledged, even though the ethical implications are considerable and span both process and product. I argue that big-team qualitative researchers can strengthen claims to rigor in analysis (the product) by drawing on a growing body of knowledge about how to do credible secondary analysis. Since this necessitates a full account of how the research and the analysis are done (the process), I consider the structural disincentives for providing these. Debates around credibility and rigor are not new to qualitative research in international development, but they intensify when new actors such as program evaluators and quantitative researchers use qualitative methods on a large scale. In this context, I look at the utility of guidelines used by these actors to ensure the quality of qualitative research. I ask whether these offer pragmatic suggestions to improve its quality, recognizing the common and hierarchized separation between the generation and interpretation of data, or conversely, whether they set impossible standards and fail to recognize the differences between and respective strengths of qualitative and quantitative research.
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Nestulya, Oleksiy, Nataliya Pedchenko, Nataliya Karpenko, Svitlana Nestulya, and Maryna Ivannikova. "Policy of managing the educational activities of the university in the context of the russian-Ukrainian war." Problems and Perspectives in Management 21, no. 2 (April 6, 2023): 61–66. http://dx.doi.org/10.21511/ppm.21(2si).2023.08.
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The purpose of the study is to identify the peculiarities of the activities of a higher education institution during a full-scale invasion of Ukraine by the russian army. On the example of the Higher Educational Establishment of Ukoopspilka “Poltava University of Economics and Trade”, the paper considers ways to search for and identify internal capabilities of the educational institution that would allow compensation and overcoming the negative impact of the aggressive external environment on the educational process, creating synergy between teaching, student education and youth involvement in volunteer activities. The paper describes the existing practices of partnership support in terms of interest in the learning process through the continuation of international cooperation, the application of analytical approaches to solving problems in matters of financial instability, the continuation of scientific and stabilization of the educational component, and the identification of existing experience in educational work at the university through involving young people in various career guidance and student activities. An important issue in the paper is the question of the volunteer activities of the university, which has implemented several projects to support war refugees and internally displaced persons from the temporarily occupied territories and the zone of active hostilities. Achieving such goals is possible only through a deep understanding of and adherence to the mission of Poltava University of Economics and Trade, which is so deeply perceived by the entire team of its employees.
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Nestulya, Oleksiy, Nataliya Pedchenko, Nataliya Karpenko, Svitlana Nestulya, and Maryna Ivannikova. "Policy of managing the educational activities of the university in the context of the russian-Ukrainian war." Problems and Perspectives in Management 21, no. 2 (April 6, 2023): 61–66. http://dx.doi.org/10.21511/ppm.21(2-si).2023.08.
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The purpose of the study is to identify the peculiarities of the activities of a higher education institution during a full-scale invasion of Ukraine by the russian army. On the example of the Higher Educational Establishment of Ukoopspilka “Poltava University of Economics and Trade”, the paper considers ways to search for and identify internal capabilities of the educational institution that would allow compensation and overcoming the negative impact of the aggressive external environment on the educational process, creating synergy between teaching, student education and youth involvement in volunteer activities. The paper describes the existing practices of partnership support in terms of interest in the learning process through the continuation of international cooperation, the application of analytical approaches to solving problems in matters of financial instability, the continuation of scientific and stabilization of the educational component, and the identification of existing experience in educational work at the university through involving young people in various career guidance and student activities. An important issue in the paper is the question of the volunteer activities of the university, which has implemented several projects to support war refugees and internally displaced persons from the temporarily occupied territories and the zone of active hostilities. Achieving such goals is possible only through a deep understanding of and adherence to the mission of Poltava University of Economics and Trade, which is so deeply perceived by the entire team of its employees.
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Razki, K., Y. Zgueb, A. Aissa, U. Ouali, and R. Jomli. "validation of a scale for assessing patient satisfaction with the quality of care received in psychiatric settings." European Psychiatry 65, S1 (June 2022): S591—S592. http://dx.doi.org/10.1192/j.eurpsy.2022.1515.
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Introduction The complexity of the feeling of satisfaction makes its measurement complex, in this context our work aims to develop a simple and practical measurement tool to identify problems within the processes of psychiatric care in order to provide corrective interventions. Objectives to validate the psychometric properties of a scale designed for us to assess patients’ satisfaction with the quality of psychiatric care received. Methods This is a validation study conducted on a sample of 200 patients followed at RAZI Hospital in Tunisia, outside any period of hospitalization. The questionnaire consisted of 28 items and was structured around eight dimensions (the patient’s perception of his or her own mental disorder, the quality of the doctor-patient relationship, the quality of the nursing team-patient relationship, the organisational aspect and conditions of the hospital ward, the therapeutic discharge planning, the respect of human rights, and the quality of the patient’s health, The organisational aspect and conditions of the hospital ward, Therapeutic discharge planning, Respect for patients’ human rights, Satisfaction with overall care and Loyalty. Results Both face validity and content validity were satisfactory. Internal consistency was sufficient with a Cronbach’s alpha of 0.913. The inter-dimensional correlation reflected statistically significant and logical correlations within our scale. Temporal stability was satisfactory. An exploratory factor analysis revealed seven factors with a Kaiser-Meyer-Olkin score of 0.852. Conclusions Our scale has demonstrated good psychometric properties. It can be reliably used as a measure of the satisfaction of Tunisian patients with the psychiatric care received. Disclosure No significant relationships.
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Yanchenko, I. M., and S. I. Karaulova. "THE NATIONAL ATHLETICS TEAM OF UKRAINE ARE AMBASSADORS OF THE PUBLIC DIPLOMACY IN THE WORD IN THE CONTEXT OF A FULL-SCALE MILITARY CAMPAIGN." Physical education and Sports, no. 1 (2023): 148–53. http://dx.doi.org/10.26661/2663-5925-2023-1-19.
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Osborn, David, Danielle Lamb, Alastair Canaway, Michael Davidson, Graziella Favarato, Vanessa Pinfold, Terry Harper, et al. "Acute day units in non-residential settings for people in mental health crisis: the AD-CARE mixed-methods study." Health Services and Delivery Research 9, no. 18 (September 2021): 1–122. http://dx.doi.org/10.3310/hsdr09180.
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Background For people in mental health crisis, acute day units provide daily structured sessions and peer support in non-residential settings as an alternative to crisis resolution teams. Objectives To investigate the provision, effectiveness, intervention acceptability and re-admission rates of acute day units. Design Work package 1 – mapping and national questionnaire survey of acute day units. Work package 2.1 – cohort study comparing outcomes during a 6-month period between acute day unit and crisis resolution team participants. Work package 2.2 – qualitative interviews with staff and service users of acute day units. Work package 3 – a cohort study within the Mental Health Minimum Data Set exploring re-admissions to acute care over 6 months. A patient and public involvement group supported the study throughout. Setting and participants Work package 1 – all non-residential acute day units (NHS and voluntary sector) in England. Work packages 2.1 and 2.2 – four NHS trusts with staff, service users and carers in acute day units and crisis resolution teams. Work package 3 – all individuals using mental health NHS trusts in England. Results Work package 1 – we identified 27 acute day units in 17 out of 58 trusts. Acute day units are typically available on weekdays from 10 a.m. to 4 p.m., providing a wide range of interventions and a multidisciplinary team, including clinicians, and having an average attendance of 5 weeks. Work package 2.1 – we recruited 744 participants (acute day units, n = 431; crisis resolution teams, n = 312). In the primary analysis, 21% of acute day unit participants (vs. 23% of crisis resolution team participants) were re-admitted to acute mental health services over 6 months. There was no statistically significant difference in the fully adjusted model (acute day unit hazard ratio 0.78, 95% confidence interval 0.54 to 1.14; p = 0.20), with highly heterogeneous results between trusts. Acute day unit participants had higher satisfaction and well-being scores and lower depression scores than crisis resolution team participants. The health economics analysis found no difference in resource use or cost between the acute day unit and crisis resolution team groups in the fully adjusted analysis. Work package 2.2 – 36 people were interviewed (acute day unit staff, n = 12; service users, n = 21; carers, n = 3). There was an overwhelming consensus that acute day units are highly valued. Service users found the high amount of contact time and staff continuity, peer support and structure provided by acute day units particularly beneficial. Staff also valued providing continuity, building strong therapeutic relationships and providing a variety of flexible, personalised support. Work package 3 – of 231,998 individuals discharged from acute care (crisis resolution team, acute day unit or inpatient ward), 21.4% were re-admitted for acute treatment within 6 months, with women, single people, people of mixed or black ethnicity, those living in more deprived areas and those in the severe psychosis care cluster being more likely to be re-admitted. Little variation in re-admissions was explained at the trust level, or between trusts with and trusts without acute day units (adjusted odds ratio 0.96, 95% confidence interval 0.80 to 1.15). Limitations In work package 1, some of the information is likely to be incomplete as a result of trusts’ self-reporting. There may have been recruitment bias in work packages 2.1 and 2.2. Part of the health economics analysis relied on clinical Health of the Nations Outcome Scale ratings. The Mental Health Minimum Data Set did not contain a variable identifying acute day units, and some covariates had a considerable number of missing data. Conclusions Acute day units are not provided routinely in the NHS but are highly valued by staff and service users, giving better outcomes in terms of satisfaction, well-being and depression than, and no significant differences in risk of re-admission or increased costs from, crisis resolution teams. Future work should investigate wider health and care system structures and the place of acute day units within them; the development of a model of best practice for acute day units; and staff turnover and well-being (including the impacts of these on care). Funding This project was funded by the National Institute for Health Research (NIHR) Health Services and Delivery Research programme and will be published in full in Health Services and Delivery Research; Vol. 9, No. 18. See the NIHR Journals Library website for further project information.
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Son, Changwon, Farzan Sasangohar, S. Camille Peres, and Sam Mannan. "An Episode as a Trace of Resilient Performance in Large-Scale Incident Management Systems." Proceedings of the Human Factors and Ergonomics Society Annual Meeting 62, no. 1 (September 2018): 787. http://dx.doi.org/10.1177/1541931218621178.
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Disasters have revealed persistent challenges for incident management systems in preparing for, responding to, and recovering from disruptive events. Such challenges have been reflected in recent catastrophic events such as natural disasters, industrial accidents, and terrorist attacks. To address the challenges, a need for resilience of incident management systems has been increasingly recognized (Comfort, Boin, & Demchak, 2010). Resilience is defined as a system’s capacity to adjust its performance before, during and after a disturbance (Hollnagel, Woods, & Leveson, 2007). From the theory of Joint Cognitive System (JCS), resilient performance is rendered through an interplay among the JCS triad: human operators, technological artifacts, and demands from the world (Hollnagel & Woods, 2005; Woods & Hollnagel, 2006). Hence, this study aims to identify resilient performance of an incident management system (e.g., Incident Management Team (IMT)) by investigating interac-tions among the JCS triad. The research team conducted two naturalistic observations at a high-fidelity emergency exercise facility and collected audio and video recordings from participants. These recordings were then weaved together to facilitate the analysis of interactions. To represent the interactions among humans and technological tools that cope with demands from an incident, an Interactive Episode Analysis (IEA) was developed and applied to the collected data. The IEA was designed to capture three C’s of an interaction: Context, Content and Characteristics. Context refers to an initiator, a receiver of the interaction, and a technology used. Content indicates actions and communications that occur between human operators and technical tools. Characteristics refer to frequency and time duration of the interaction. To identify the IMT’s performance to cope with incident demands, an episode was constructed after an inject (a piece of simulated information input) was given to the IMT. Using the IEA, two episodes were extracted as preliminary results. Both similar and different patterns of information management were observed. First, both episodes suggest that the IMT follows a common information flow: collecting incident data (e.g., field report), documenting the data, and disseminating the data to other members of the IMT. In both episodes, participants tended to use similar technologies for a certain information management task. For example, a telephone was used for collection of incident data, a photocopying machine (i.e., printer and photocopier) for documentation, and a paper form for dissemination. On the other hand, dissimilar patterns were captured. As members of I/I Unit in the second episode struggled to find out a preferred method of communication (e.g., paper vs. email), the members interacted with instructors that were not seen in the first episode. As such, the second episode took almost twice the duration of the first episode. The findings from the current study, albeit preliminary, suggest non-linear and dynamic interactions among emergency operators, technical tools, and demands from an incident. As Woods (2006) noted, resilience of a system may not be visible until the system faces disruptive events. In such regards, the IEA would serve as a tool to represent the system’s resilient performance after a work demand. In addition, the IEA showed promise as a diagnostic tool that examines the interactions among the JCT triad. To gather more evidence to support findings in the preliminary analysis, future research will focus on extracting more episodes from the collected data and identifying emerging patterns of resilient performance of the IMT.