scholarly journals Does dialogue improve the sustainable employability of low-educated employees? A study protocol

2020 ◽  
Vol 30 (Supplement_5) ◽  
Author(s):  
E Hazelzet ◽  
H Bosma ◽  
A de Rijk ◽  
I Houkes
Keyword(s):  
Process Evaluation ◽  
Study Protocol ◽  
Implementation Process ◽  
Evaluation Study ◽  
Job Control ◽  
Secondary Outcome ◽  
Effect Evaluation ◽  
Sustainable Employability ◽  
Low Educated ◽  
Insight Into

Abstract Background There is a need to develop sustainable employability (SE) interventions that are better aligned to the needs of low-educated employees. This group needs to get a voice in intervention development and implementation. In this study, a dialogue-based approach is proposed consisting of an online step-by-step support toolkit for employers, 'Healthy Human Resources' (HHR). When intervening, this toolkit enables and stimulates employers to have a continuous dialogue with their low-educated employees. By improving the employees' job control, HHR is aimed at cost-beneficially improving SE. This paper describes the protocol of the evaluation study to evaluate the effectiveness and implementation process of HHR on the SE of low-educated employees. Methods The protocol of the evaluation study consists of: 1) an effect evaluation with a pretest-posttest design with a one-year follow-up in five work organizations deploying low-educated employees and with SE as the primary outcome and job control as the secondary outcome. The effect evaluation is expanded with a budget impact analysis; 2) a mixed-method process evaluation at six and twelve months after the start of HHR to evaluate the whole implementation process of HHR. This includes the experiences with HHR of various stakeholders, such as employees, human resource managers, and line managers. Results The upcoming effect evaluation, as described in this study protocol, will give insight into the effects of HHR on the SE of low-educated employees. The process evaluation, as described, will provide insight into the barriers and facilitators related to the (in) effectiveness of HHR. Conclusions By improving dialogue, we hypothesize that HHR, through enhancing job control, will strengthen the SE of low-educated employees. If HHR is proven effective, we also recommend the implementation of HHR on a wider scale, in order to tackle the socioeconomic health gap. Key messages This paper describes a protocol for the evaluation of a dialogue-based approach (Healthy HR) to improve the sustainable employability of low-educated employees. Healthy HR is expected to facilitate employers in the development of effective SE interventions in a true dialogue with their low-educated employees.

scholarly journals Process evaluation of a national elderly nutrition care program in Iran: Perspectives of clients and providers

2020 ◽  
Author(s):  
Sorayya Kheirouri ◽  
Mohammad Alizadeh ◽  
Elaheh Foroumandi ◽  
Rahim Khodayari-zarnaq
Keyword(s):  
Health Care ◽  
Process Evaluation ◽  
Group Process ◽  
Implementation Process ◽  
Care Program ◽  
Monitoring And Evaluation ◽  
Evaluation Study ◽  
Nutrition Care ◽  
East Azerbaijan ◽  
Health Care Centers

Abstract Background The rapid growth of Iran elderly population highlights the importance of more attention to nutritional needs of this age group. Process evaluation study on the nutritional part of the national Elderly-Integrated Care Program was conducted to examine degree of exposure and satisfaction of the targets with the program components, and assess the reach, delivery, fidelity, and external contexts of the program.Methods To evaluate perspectives of clients on elderly integrated nutrition care program (EINCP) implementation process, a self-administrated questionnaire was constructed, validated, and applied to 256 individuals with the age of above 60 years attending the program at 57 health care centers of Tabriz metropolitan area of East Azerbaijan province in Iran using convenience sampling method. Another valid questionnaire was also applied to investigate viewpoint of the perceptions of 76 staffs of these health care centers as the program providers around the EINCP.Results The reach rate of the clients was reported 20.0%. Delivery of the educational components to entire program providers was accomplished (100.0%); however, the delivery of some parts of the program to the clients had some main weaknesses. The fidelity of the program tools was considered inadequate from perspectives of both clients and providers. 77.5% of the clients had exposure to the program. Clients’ satisfaction rate was varied from 4.2 to 34.7% with various available services, but 42.8% of the clients had high satisfaction with overall parts of the EINCP. The program also suffered from some external contexts such as the lack of financial support of program providers.Conclusion The format of the EINCP and strategies related to recruitment of the clients should be improved in order to minimize the barriers highlighted in this study. The providers should focus on raising the compliance of clients to receive a higher reach rate. It is suggested that program planners add periodic monitoring and evaluation of the program.

scholarly journals Barriers to implementing motivational interviewing in addiction treatment: A nominal group technique process evaluation

2021 ◽  
Vol 2 ◽  
pp. 263348952110184
Author(s):  
Melissa R Hatch ◽  
Kristine Carandang ◽  
Joanna C Moullin ◽  
Mark G Ehrhart ◽  
Gregory A Aarons
Keyword(s):  
Motivational Interviewing ◽  
Process Evaluation ◽  
Nominal Group Technique ◽  
Implementation Strategies ◽  
Implementation Process ◽  
Nominal Group ◽  
Management Level ◽  
Implementation Program ◽  
Ebp Implementation ◽  
Staff Level

Background: The successful implementation of evidence-based practices (EBPs) in real-world settings requires an adaptive approach and ongoing process evaluation and tailoring. Although conducting a needs assessment during the preparation phase of implementation is beneficial, it is challenging to predict all barriers to EBP implementation that may arise over the course of implementation and sustainment. This article describes a process evaluation that identified emergent and persistent barriers that impacted the implementation of an EBP across multiple behavioral health organizations and clinics. Methods: This study was conducted during the first cohort of a cluster randomized controlled trial testing the effectiveness of the Leadership and Organizational Change for Implementation (LOCI) strategy to implement motivational interviewing (MI) in substance use disorder treatment agencies and clinics. We used a modified nominal group technique (NGT) in which clinic leaders identified barriers faced during the implementation process. Barriers were categorized, then ranked and rated according to leaders’ perceptions of each barrier’s influence on implementation. The barriers were then contextualized through individual qualitative interviews. Results: Fifteen barriers were identified, grouped into staff-level barriers, management-level barriers, and implementation program barriers. Time and resistance to MI were rated as the most influential staff-level barriers. Among management-level barriers, time was also rated highest, followed by turnover and external contractual constraints. The most influential implementation barrier was client apprehension of recording for fidelity assessment and feedback. Individual interviews supported these findings and provided suggested adaptations for future implementation efforts. Conclusion: EBP implementation is an ongoing process whereby implementation strategies must be proactively and strategically tailored to address emergent barriers. This research described a process evaluation that was used to identify 15 emergent and/or persistent barriers related to staff, management, and the implementation program. Using implementation strategies that can be tailored and/or adapted to such emergent barriers is critical to implementation effectiveness. Plain Language Summary Unforeseen barriers often arise during the course of implementation. Conducting evaluations during implementation allows for tailoring the implementation strategy. As part of a larger study using the Leadership and Organizational Change for Implementation (LOCI) strategy to implement motivational interviewing (MI), we collected data from the first cohort of LOCI clinic leaders to identify barriers to MI implementation that persisted despite advanced planning and to understand unanticipated barriers that arose during implementation. Leaders identified 15 barriers faced during the implementation process that fell into three categories: staff-level barriers, management-level barriers, and implementation program barriers. The leaders ranked time as the most influential barrier at both the staff and management levels. Staff apprehension, resistance to MI implementation, and staff turnover were also of significant concern to leaders. Future implementation efforts may benefit from conducting a similar process evaluation during the implementation phase.

scholarly journals Treatments and outcomes of untreated cerebral cavernous malformations in China: study protocol of a nationwide multicentre prospective cohort study

BMJ Open ◽  
2020 ◽  
Vol 10 (10) ◽  
pp. e037957
Author(s):  
Fuxin Lin ◽  
Qiu He ◽  
Zhuyu Gao ◽  
Lianghong Yu ◽  
Dengliang Wang ◽  
...  
Keyword(s):  
Informed Consent ◽  
Natural History ◽  
Study Protocol ◽  
Treated Group ◽  
Secondary Outcome ◽  
Long Term Outcomes ◽  
Cavernous Malformations ◽  
Electronic Data Capture System

IntroductionThe treatment decision and long-term outcomes of previously untreated cerebral cavernous malformation (U-CCM) are still controversial. Therefore, we are conducting a nationwide multicentre prospective registry study in China to determine the natural history and effect of surgical treatment on long-term outcomes in Chinese people with U-CCM.Methods and analysisThis study was started on 1 January 2018 and is currently ongoing. It is a cohort follow-up study across a 5-year period. Patients will be followed up for at least 3 years after inception. Patients with U-CCM will be enrolled from 24 Grade III, level A hospitals distributed all over China. The cohort size is estimated to be 1200 patients. Patients are registered in surgically treated group and conservatively treated group. Clinical characteristics, radiology information and laboratory data are prospectively collected using an electronic case report form through an electronic data capture system. The primary outcome of this study is poor clinical outcome at the last follow-up (modified Rankin Scale score >2 lasting at least 1 year). The secondary outcome includes symptomatic haemorrhage, drug refractory epilepsy, focal neurological deficits, morbidity and all-cause mortality during follow-up. Univariate and multivariate regression analysis will be performed to determine the risk factors for poor outcomes in all patients, and to estimate the effect of surgery. Life tables, Kaplan-Meier estimates, log-rank test and proportional hazards Cox regression will be used to analyse the follow-up data of conservatively treated patients to determine the natural history of U-CCM. Initial presentation and location of U-CCM are prespecified subgroup factors.Ethics and disseminationThe study protocol and informed consent form have been reviewed and approved by the Research Ethical Committee of First Affiliated Hospital of Fujian Medical University (FAHFMU-2018-003).Written informed consent will be obtained from each adult participant or from the guardian of each paediatric participant. The final results will be published in peer-reviewed journals.Trial registration numberNCT03467295.

scholarly journals Tapping the perspective of employees with lower levels of education on sustainable employability

2020 ◽  
Vol 30 (Supplement_5) ◽  
Author(s):  
I Houkes ◽  
E Hazelzet ◽  
P Mignon ◽  
A de Rijk
Keyword(s):  
Construct Validity ◽  
Focus Groups ◽  
Criterion Validity ◽  
Job Control ◽  
Shared Responsibility ◽  
Vulnerable Group ◽  
Factors Affecting ◽  
Sustainable Employability ◽  
Proxy Variables ◽  
New Instrument

Abstract Background Sustainable employability (SE) is top priority. However, employers find it difficult to develop SE interventions. Measures based on the employee perspective of SE that would give direction to interventions, currently fall short, particularly for the understudied group of employees with lower levels of education (1/3 of the Dutch labor population). Earlier, the Maastricht Instrument for SE (MAISE-NL) was developed and validated in a sample of high-educated employees. This study aims to adjust and validate MAISE-NL for use among Lower Educated employees (MAISE-LE). Methods By means of focus groups consisting of employees with lower levels of education, items and response categories of MAISE have been aligned with the perceptions of these employees. Other items from subscales such as job control, self-efficacy and lifestyle were added. Language was checked for clarity and ambiguity. A questionnaire containing these items, as well as proxy variables (health and vitality) and demographics, was answered online by 944 lower educated employees from five organizations (response rates 44-64%). Construct validity, reliability and criterion validity were tested through PCA, CFA, Cronbach's alpha and correlations. Results MAISE-LE comprises 10 scales divided over four areas: (1) Level of SE; (2) Factors affecting my SE; (3) Overall responsibility for SE; and (4) Responsibility for factors affecting my SE. Preliminary results indicate that reliability, construct and criterion validity were adequate to good. Employees' SE was moderate to high, and was generally considered a shared responsibility of employee and employer. The latter varies per factor though. Employees wish to participate more in decisions regarding their work. Conclusions The MAISE-LE appeared to be reliable and valid. We recommend that employers use the MAISE-LE as a needs assessment in order to develop SE interventions that will be readily accepted and effective for employees with lower levels of education. Key messages MAISE-LE (Maastricht Instrument for Sustainable Employability) is a new instrument for measuring SE and the responsibility for SE from the perspective of employees with lower levels of education. The MAISE-LE will facilitate employers in the development of effective SE interventions, which align with the needs of this vulnerable group of employees.

scholarly journals Improving continuity of patient care across sectors: study protocol of the process evaluation of a quasi-experimental multi-centre study regarding an admission and discharge model in Germany (VESPEERA)

BMJ Open ◽  
2019 ◽  
Vol 9 (11) ◽  
pp. e031245
Author(s):  
Johanna Forstner ◽  
Aline Kunz ◽  
Cornelia Straßner ◽  
Lorenz Uhlmann ◽  
Stephanie Kuemmel ◽  
...  
Keyword(s):  
General Practice ◽  
Patient Care ◽  
Process Evaluation ◽  
Study Protocol ◽  
Care Providers ◽  
Total N ◽  
Outcomes Evaluation ◽  
Quasi Experimental ◽  
Discharge Model ◽  
General Practices

IntroductionHospital stays are critical events as they often disrupt continuity of care. This process evaluation aims to describe and explore the implementation of the VESPEERA programme (Improving continuity of patient care across sectors: An admission and discharge model in general practices and hospitals, Versorgungskontinuitaet sichern: Patientenorientiertes Einweisungs- und Entlassmanagement in Hausarztpraxen und Krankenhauesern). The evaluation concerns the intervention fidelity, reach in targeted populations, perceived effects, working mechanisms, feasibility, determinants for implementation, including contextual factors, and associations with the outcomes evaluation. The aim of the VESPEERA programme is the development, implementation and evaluation of a structured admission and discharge programme in general practices and hospitals.Methods and analysisThe process evaluation is linked to the VESPEERA outcomes evaluation, which has a quasi-experimental multi-centre design with four study arms and is conducted in hospitals and general practices in Germany. The VESPEERA programme comprises several components: an assessment before admission, an admission letter, a telephonic discharge conversation between hospital and general practice before discharge, discharge information for patients, structured planning of follow-up care after discharge in the general practice and a telephone monitoring for patients with a risk of rehospitalisation. The process evaluation has a mixed-methods design, incorporating interviews (patients, both care providers who do and do not participate in the VESPEERA programme, total n=75), questionnaires (patients and care providers who participate in the VESPEERA programme, total n=475), implementation plans of hospitals, data documented in general practices, claims-based data and hospital process data. Data analysis is descriptive and explorative. Qualitative data will be transcribed and analysed using framework analysis based on the Consolidated Framework for Implementation Research. Associations between the outcomes of the program and measures in the process evaluation will be explored in regression models.Ethics and disseminationEthics approval has been obtained by the ethics committee of the Medical Faculty Heidelberg prior to the start of the study (S-352/2018). Results will be disseminated through a final report to the funding agency, articles in peer-reviewed journals and conferences.Trial registration numberhttp://www.drks.de/DRKS00015183.Trial statusThe study protocol on hand is the protocol V.1.1 from 18 June 2018. Recruitment for interviews started on 3 September 2018 and will approximately be completed by the end of May 2019.

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