Search

Employees’ may view prohibitive voice—that is, expressing concerns about harmful practices in the workplace—as a moral yet interpersonally risky behavior. We, thus, predict that prohibitive voice is likely to be influenced by variables associated with moral and relational qualities. Specifically, we hypothesize that employees’ moral identity internalization—i.e., the centrality of moral traits in their self-concept—is positively associated with their use of prohibitive voice. Furthermore, we hypothesize that this association is stronger when employees enjoy a higher quality relationship with their leader (leader-member exchange). In addition, drawing on the literature on moral symbolism, we hypothesize that workgroup moral identity symbolization—i.e., the extent to which workgroup members symbolically display moral traits—moderates the relationship between moral identity internalization and prohibitive voice in a compensatory manner. That is, workgroup moral identity symbolization enhances employees’ use of prohibitive voice when employees’ moral identity internalization is low. Data collected from hospital employees and their supervisors and coworkers support these hypotheses. These findings suggest new ways to promote prohibitive voice and, thereby, protect organizational stakeholders from harmful behaviors.

The online Archaeobotanical Literature Database (ArchbotLit) is an important tool for getting targeted access to archaeobotanical publications. It offers the opportunity for archaeobotanists, archaeologists, freelancers, students and an interested public to easily obtain information about cultivated plants and their development. In addition it increases the visibility of archaeobotanical studies beyond the inner circle and supports teaching in environmental archaeology. The ArchbotLit database builds upon the efforts of Jürgen Schultze-Motel, Gatersleben, and Helmut Kroll, Kiel, who have collected offprints of papers from archaeobotanists worldwide since the 1980s. The content was transferred into referenced plant lists that were published annually from 1992 to 2001 in the central organ of the “International Workgroup for Palaeoethnobotany (IWGP)”, the journal “Vegetation History and Archaeobotany” and as contributions entitled “Literature on archaeological remains of cultivated plants”. These were succeeded by the online database “archaeobotany.de”, comprising the literature from 1981 to 2004. To sustain this online-database in the public domain it was recently converted into the wiki-platform “ArchbotLit”, hosted at Kiel University. Here, we introduce the new wiki-online-database and its functionalities for data upload and as a search engine., Christian-Albrechts-Universität zu Kiel (3094)

INTRODUCTION. The opioid epidemic in the United States is a public health crisis. Breast surgeons are obligated to provide good pain control for their patients after surgery but also must minimize administration of narcotics to prevent a surgical episode of care from becoming a patient’s gateway into opioid dependence. METHODS. A survey to ascertain pain management practice patterns after breast surgery was performed. A review of currently available literature that was specific to breast surgery was performed to create recommendations regarding pain management strategies. RESULTS. A total of 609 surgeons completed the survey and demonstrated significant variations in pain management practices, specifically within regards to utilization of regional anesthesia (e.g., nerve blocks), and quantity of prescribed narcotics. There is excellent data to guide the use of local and regional anesthesia. There are, however, fewer studies to guide narcotic recommendations; thus, these recommendations were guided by prevailing practice patterns. CONCLUSIONS. Pain management practices after breast surgery have significant variation and represent an opportunity to improve patient safety and quality of care. Multimodality approaches in conjunction with standardized quantities of narcotics are recommended.

We looked at existing recommendations for preventing unintentional injuries in children under five years of age, and we attempted to identify the main sources used as evidence for formulating these recommendations.We conducted a literature search up to the 18th October 2019 by using key terms and manual search in selected sources. We summarized the recommendations and source of the evidence in tables for each of five areas of unintentional injuries: road traffic injuries, drowning, poisoning, thermal injuries, falls.In 2008, the World Health Organization (WHO) published a comprehensive report with strategies for child injury prevention for the European region. More recently, the WHO published several guidance documents focused on one area such as drowning, usually with a global focus. The PrevInfad workgroup (Spanish Association of Primary Care Pediatrics) updated their document on road safety in April 2019, providing recommendations and a summary of the existing evidence. Preventive strategies for injuries in childhood are mainly based on surveillance data and the identification of risk factors. The key strategies for preventing unintentional injuries are a combination of environmental and behaviour modification, that can be achieved through engineering, enforcement and education. Consequently, for this kind of strategies, it is important to evaluate the effectiveness of both the intervention itself, and the way the intervention is advised to parents and caretakers so that there is good compliance of the recommendation.

Diagnostic and evidential static image, video clip, and sound multimedia are captured during routine clinical care in cardiology, dermatology, ophthalmology, pathology, physiatry, radiation oncology, radiology, endoscopic procedural specialties, and other medical disciplines. Providers typically describe the multimedia findings in contemporaneous electronic health record clinical notes or associate a textual interpretative report. Visual communication aids commonly used to connect, synthesize, and supplement multimedia and descriptive text outside medicine remain technically challenging to integrate into patient care. Such beneficial interactive elements may include hyperlinks between text, multimedia elements, alphanumeric and geometric annotations, tables, graphs, timelines, diagrams, anatomic maps, and hyperlinks to external educational references that patients or provider consumers may find valuable. This HIMSS-SIIM Enterprise Imaging Community workgroup white paper outlines the current and desired clinical future state of interactive multimedia reporting (IMR). The workgroup adopted a consensus definition of IMR as “interactive medical documentation that combines clinical images, videos, sound, imaging metadata, and/or image annotations with text, typographic emphases, tables, graphs, event timelines, anatomic maps, hyperlinks, and/or educational resources to optimize communication between medical professionals, and between medical professionals and their patients.” This white paper also serves as a precursor for future efforts toward solving technical issues impeding routine interactive multimedia report creation and ingestion into electronic health records.

A training and competencies workgroup was created with the goal of identifying guidelines for essential knowledge and skills of psychologists working in neonatal intensive care unit (NICU) settings. This manuscript reviews the aspirational model of the knowledge and skills of psychologists working in NICUs across six clusters: Science, Systems, Professionalism, Relationships, Application, and Education. The purpose of these guidelines is to identify key competencies that direct the practice of neonatal psychologists, with the goal of informing the training of future neonatal psychologists. Neonatal psychologists need specialized training that goes beyond the basic competencies of a psychologist and includes a wide range of learning across multiple domains, such as perinatal mental health, family-centered care, and infant development. Achieving competency will enable the novice neonatal psychologist to successfully transition into a highly complex, medical, fast-paced, often changing environment, and ultimately provide the best care for their young patients and families.

Research on justice climate demonstrates a consistent effect on workgroup outcomes such as job satisfaction, commitment, and performance. However, little research considers how justice climate affects these outcomes and when the relationship is stronger or weaker. In an effort to extend the literature on justice climate, we draw on research on other types of organizational climate to suggest justice climate influences the fair behavior of coworkers. Specifically, we propose fair coworker behavior mediates the relationship between justice climate and outcomes. Further, we examine the influence of workgroup structure on this mediated relationship. We examine these relationships in two studies and find support for the mediating effect of fair coworker behavior and the proposed moderated mediation model. Implications of these results for justice and climate research are considered.

Human resources have played an important role in the production systems of manufacturing enterprises. At the same time, human resource allocation, as a scheduling problem, has attracted more and more attention from the industry and academia, with the increasing complexity of technology and the rising cost of workforce. However, the existing scheduling methods fail to fully consider the relationship between tasks and employees. In this paper we consider a single workgroup scheduling problem with the assumption of human resources variability. Jobs must be assigned to employees, where the number of processing personnel and the processing time are variable for one job. We model the problem as a combinatorial optimization problem and the objective considered is to minimize the maximum finish time which is called makespan. This problem is transformed into a two-dimension rectangle strip packing problem and we propose a hybrid optimization algorithm which combines scheduling algorithm with packing algorithm. Finally, different size cases are adopted to test the model. Results show the proposed strategy and algorithm are suitable for solving single workgroup scheduling very well.

Intentional or unintentional ingestions among children and adolescents are common. There are a number of ingestions amenable to renal replacement therapy (RRT). We systematically searched PubMed/Medline, Embase, and Cochrane databases for literature regarding drugs/intoxicants and treatment with RRT in pediatric populations. Two experts from the PCRRT (Pediatric Continuous Renal Replacement Therapy) workgroup assessed titles, abstracts, and full-text articles for extraction of data. The data from the literature search was shared with the PCRRT workgroup and two expert toxicologists, and expert panel recommendations were developed. We have presented the recommendations concerning the use of RRTs for treatment of intoxications with toxic alcohols, lithium, vancomycin, theophylline, barbiturates, metformin, carbamazepine, methotrexate, phenytoin, acetaminophen, salicylates, valproic acid, and aminoglycosides.

The Genomics Workgroup of the National Advisory Mental Health Council (NAMHC) recently issued a set of recommendations for advancing the NIMH psychiatric genetics research program and prioritizing subsequent follow-up studies. The report emphasized the primacy of rigorous statistical support from properly designed, well-powered studies for pursuing genetic variants robustly associated with disease. Here we discuss the major points NIMH program staff consider when assessing research applications based on common and rare variants, as well as genetic syndromes, associated with psychiatric disorders. These are broad guiding principles for investigators to consider prior to submission of their applications. NIMH staff weigh these points in the context of reviewer comments, the existing literature, and current investments in related projects. Following the recommendations of the NAMHC, statistical strength and robustness of the underlying genetic discovery weighs heavily in our funding considerations as does the suitability of the proposed experimental approach. We specifically address our evaluation of applications motivated in whole, or in part, by an association between human DNA sequence variation and a disease or trait relevant to the mission of the NIMH.

Legal liability concerns rank among the top organizational barriers to telemedicine adoption. Such concerns extend to medication-assisted treatment for opioid use disorders and to clinical use of controlled substances in general. These concerns stem from the complex web of federal and state regulations that govern teleprescribing of controlled substances. Existing health law literature on this topic has in large measure summarized regulations and exceptions under the Ryan Haight Act Online Pharmacy Consumer Protection Act (Ryan Haight Act) or categorized state telemedicine laws by nature and breadth of requirement. However, flowcharts can aid in the cognition, understanding, and evaluation of complex legal knowledge. This study analyzed the Ryan Haight Act, state administrative code, and published telemedicine guidelines using a multimethod qualitative approach. Legal analysis identified the structure and key language of federal statute through examination of sentence structure, logical connectors, punctuation, and key terms and language. Subsequently, Ryan Haight Act and state regulatory compliance flowcharts were developed using an adapted version of the six-stage process described by the American Society for Quality (ASQ). The creation of flowcharts proceeded in an iterative manner, and an interdisciplinary workgroup of subject matter experts reviewed the results for logic, clarity, cohesion, completion, and accuracy. Regulatory compliance flowcharts for teleprescribing of controlled substances may provide practitioners, educators, and advocates a tool for telemedicine risk management, competency-based education, and policy development.

Delivering well-coordinated care is essential for optimizing clinical outcomes, enhancing patient care experiences, minimizing costs, and increasing provider satisfaction. The Veterans Health Administration (VA) has built a strong foundation for internally coordinating care. However, VA faces mounting internal care coordination challenges due to growth in the number of Veterans using VA care, high complexity in Veterans’ care needs, the breadth and depth of VA services, and increasing use of virtual care. VA’s Health Services Research and Development service with the Office of Research and Development held a conference assessing the state-of-the-art (SOTA) on care coordination. One workgroup within the SOTA focused on coordination between VA providers for high-need Veterans, including (1) Veterans with multiple chronic conditions; (2) Veterans with high-intensity, focused, specialty care needs; (3) Veterans experiencing care transitions; (4) Veterans with severe mental illness; (5) and Veterans with homelessness and/or substance use disorders. We report on this workgroup’s recommendations for policy and organizational initiatives and identify questions for further research. Recommendations from a separate workgroup on coordinating VA and non-VA care are contained in a companion paper. Leaders from research, clinical services, and VA policy will need to partner closely as they develop, implement, assess, and spread effective practices if VA is to fully realize its potential for delivering highly coordinated care to every Veteran.

Positive psychology interventions (PPIs) and programs differ markedly in implementation quality. Lower quality implementation is associated with interventions that include multiple components (or PPIs), are delivered across multiple layers (individual, workgroup/classroom and organisation/school) or agency sites, and include cohorts with heterogeneous or complex needs (e.g., trauma). This paper collectively refers to these interventions as ‘complex PPI’s’ or ‘complex programs’. Drawing upon the implementation science literature, we argue that logic modelling represents a method to guide the design and implementation of ‘complex’ interventions. We describe a growth-focused logic model and implementation methodology (titled intentional practice) that operationalises positive psychology outcomes and processes to support program developers to achieve a balance between fidelity and adaptation. The Resilient Futures program, developed by the South Australian Health and Medical Research Institute (SAHMRI) Wellbeing and Resilience Centre, is described as a case example of the approach. This program represents a large scale and multi-site implementation of a resilience and wellbeing skill-building program for 850 young people from disadvantaged backgrounds with heterogeneous needs. The case study describes how logic modelling and intentional practice consolidated early theory building work to operationalise the intervention at the program level, but also to support multi-site nuancing and translation of the program to individual sites and agency/youth needs. The article argues that logic modelling offers a flexible and evidence-based method for program designers, facilitators and researchers to design and implement complex PPI’s or programs. Key considerations for utilising logic models are offered.

In the present study, we examined whether greater personality dissimilarity would indirectly lead to lower organizational commitment as a result of heightened emotional exhaustion. We also proposed and tested the notion that the experience of being dissimilar to one’s workgroup members in the traits of (a) agreeableness, (b) conscientiousness, or (c) emotional stability would have the strongest positive effect on emotional exhaustion in workgroups with low justice climates. The data from 8196 members of the U.S. Armed Services confirmed the predicted negative indirect effect for agreeableness dissimilarity, but showed that conscientiousness dissimilarity resulted in a positive indirect effect on commitment. Contrary to expectations, emotional stability dissimilarity did not demonstrate a significant relationship. Multilevel moderated mediation analyses revealed that the presence of a strong workgroup justice climate attenuated the significant mediated relationships. Finally, we report supplementary polynomial regression analyses and discuss their implications for workgroup composition and individual career development.

The aim of the present work is to examine corporate directors’ boardroom interactions associated with conflicts as well as creativity and innovation phenomena. In line with the behavioral perspective in research on boards, we investigate relationships between task conflicts, an emerging creative and innovative boardroom climate as well as directors’ work behaviors. Drawing upon the survey data from 423 corporate directors, we tested hypothesized relationships by the means of the structural equation modelling technique. The results provide evidence suggesting that task-related conflicts among corporate directors appear to be equally detrimental for the psychological workgroup climate as they are advantageous for initiating creative and innovative work behaviours. In other words, the positive effect of task conflicts on directors’ creative and innovative work behaviours occurs so long as such conflicts do not simultaneously impair their perception of the creative/innovative boardroom environment. By integrating the literature on workplace group conflicts, creativity and innovation with the corporate governance writings, this study offers a new insight into corporate directors functioning. Presented findings have clear implications for future board research and managerial practice.

Heterogeneous systems that consist of multiple CPUs and GPUs for high-performance computing are becoming increasingly popular, and OpenCL (Open Computing Language) provides a framework for writing programs that can be executed across heterogeneous devices. Compared with OpenCL 1.2, the new features of OpenCL 2.0 provide developers with better expressive power for programming heterogeneous computing environments. Currently, gem5-gpu, which includes gem5 and GPGPU-Sim, can offer an experimental simulation environment for OpenCL. In gem5-gpu, gem5 only supports CUDA, although GPGPU-Sim can support OpenCL by compiling an OpenCL kernel code to PTX code using real GPU drivers. However, this compilation flow in GPGPU-Sim can only support up to OpenCL 1.2. OpenCL 2.0 provides new features such as workgroup built-in functions, extended atomic built-in functions, and device-side enqueue. To support OpenCL 2.0, the compiler must be extended to enable the compilation of OpenCL 2.0 kernel code to PTX code. In this paper, the proposed compiler is modified from the low level virtual machine (LLVM) compiler to extend such features to enhance the emulator to support OpenCL 2.0. The proposed compiler creates local buffers for each workgroup to enable workgroup built-in functions and adds atomic built-in functions with memory order and memory scope for OpenCL 2.0 in NVPTX. Furthermore, the APIs available in CUDA are utilized to implement the OpenCL 2.0 device-side enqueue kernel and compilation schemes in Clang are revised. The AMD APP SDK 3.0 and NTU OpenCL benchmarks are used to verify that the proposed compiler can support the features of OpenCL 2.0.

This paper discusses findings from 40 ethnographically inspired interviews with 21 Native science professionals conducted in two iterative phases (21 in Phase I and 19 in Phase II), and a structured dialogue workgroup session with a six-member subset of the interviewees. Interview and group questions were open-ended to allow the participants to drive the conversation. We approached our interpretation of the data as an opportunity for deriving insights into the nature and meanings of participant narratives and experiences, why they present their stories in a particular way, and what this can tell us about the research questions we are exploring. We identify how the way they view themselves and the way they engage with the world has been transformed through their experience in obtaining a STEM degree at historically white institutions and working as a STEM professional. We argue that these changes allow for repurposing of STEM content knowledge to (re)connect with culturally defined values and goals. We discuss this transformative process as involving wayfinding and the accumulation of what we call experiential wisdom. We contend that the dimensions of this process are not sufficiently captured in concepts widely used to discuss situations of intercultural encounter. Our research builds on research of indigenous scholars who have provided a new way of thinking about Native Americans and science education.

Collaboration with diverse partners is challenging but essential for the implementation of prevention programs and policies. Increased communication with partners from diverse sectors may help community coalitions overcome the challenges that diversity presents. We examined these issues empirically in a study of 17 substance use prevention coalitions in Mexico. Building on coalition and workgroup literatures, we hypothesized that sectoral diversity would improve outcomes but undermine coalition processes. Conversely, we expected uniformly positive effects from higher levels of intersectoral communication. Data are from a 2015 survey of 211 members within the 17 community coalitions. Regression models used sectoral diversity and intersectoral communication to predict coalition processes (cohesion, leader-member communication, efficiency) and outcomes (community support, community improvement, sustainability planning). Sectoral diversity was negatively associated with coalition processes and was not associated with coalition outcomes. Intersectoral communication was positively associated with two of the three measures of coalition outcomes but not associated with coalition processes. Our findings concur with those from prior research indicating that sectoral diversity may undermine coalition processes. However, more communication between sectors may facilitate the coalition outcomes of community support and sustainability planning. Skilled team leaders and participatory decision making may also help coalitions promote intersectoral communication, thereby engaging diverse community sectors to implement preventive interventions and actualize sustained public health impact.

Weight management medications (WMM) are underutilized as an adjunct to behavioral and lifestyle interventions. In fiscal years 2014-2015, a total of approximately 2500 veterans-a mere 2% of veterans receiving care from the Veterans Health Administration (VHA)-eligible for a WMM received a prescription for one. A State of the Art Conference on Weight Management workgroup, focused on pharmacotherapy, developed evidence-based recommendations and strategies to foster the appropriate use of WMM in the VHA. The workgroup identified patient, prescriber, and health system barriers to and facilitators for prescribing WMM. Barriers included patient and provider concerns about medication safety and efficacy, limited involvement of primary care, restrictive medication criteria for use (CFU), and skepticism among providers regarding the safety and efficacy of WMM and the perception of obesity as a disease. Potential facilitators for removing barriers included patient and provider education about WMM and the health benefits of weight loss, increased engagement of primary care providers in weight management, relaxation of the CFU, and creation of a system to help patients navigate through weight management treatment options. Several research questions were framed with regard to WMM in general, and specifically to the care of obese veterans. While some of the workgroup's conclusions reflect issues specific to the VHA, many are likely to be applicable to other health organizations.

Regulatory changes to spectrum management frameworks in the U.S. and worldwide are promoting the use of dynamic spectrum access (DSA) and spectrum sharing mechanisms. Wireless service environments that use these mechanisms will rely heavily on radio interference control and management techniques to coordinate the boundaries of spectrum use for devices owned/managed by different entities. To communicate the characteristics and limits of spectrum use of an RF transmitter, receiver, system or collection of systems, a common data structure to represent this information must be in place. Spectrum consumption models (SCMs) attempt to capture this information and support a set of computations that allow for the determination of the compatibility of the use of spectrum between devices and/or systems that communicate the characteristics of their use of spectrum with these models. SCMs are currently being standardized within the IEEE DySPAN-SC 1900.5.2 workgroup. This paper presents our results and ongoing efforts in developing an open source tool for the construction and analysis of SCMs as a means to promote their use and showcase their potential for enhancing spectrum sharing and DSA interactions.

Background The Asia Pacific Society of Infection Control (APSIC) launched the APSIC Guidelines for the Prevention of Surgical Site Infections in 2018. This document describes the guidelines and recommendations for the setting prevention of surgical site infections (SSIs). It aims to highlight practical recommendations in a concise format designed to assist healthcare facilities at Asia Pacific region in achieving high standards in preoperative, perioperative and postoperative practices. Method The guidelines were developed by an appointed workgroup comprising experts in the Asia Pacific region, following reviews of previously published guidelines and recommendations relevant to each section. Results It recommends that healthcare facilities review specific risk factors and develop effective prevention strategies, which would be cost effective at local levels. Gaps identified are best closed using a quality improvement process. Surveillance of SSIs is recommended using accepted international methodology. The timely feedback of the data analysed would help in the monitoring of effective implementation of interventions. Conclusions Healthcare facilities should aim for excellence in safe surgery practices. The implementation of evidence-based practices using a quality improvement process helps towards achieving effective and sustainable results.

The optical accessibility of the eye and technological advances in ophthalmic diagnostics have put ophthalmology at the forefront of data-driven medicine. The focus of this study is rare eye disorders, a group of conditions whose clinical heterogeneity and geographic dispersion make data-driven, evidence-based practice particularly challenging. Inter-institutional collaboration and information sharing is crucial but the lack of standardised terminology poses an important barrier. Ontologies are computational tools that include sets of vocabulary terms arranged in hierarchical structures. They can be used to provide robust terminology standards and to enhance data interoperability. Here, we discuss the development of the ophthalmology-related component of two well-established biomedical ontologies, the Human Phenotype Ontology (HPO; includes signs, symptoms and investigation findings) and the Orphanet Rare Disease Ontology (ORDO; includes rare disease nomenclature/nosology).A variety of approaches were used including automated matching to existing resources and extensive manual curation. To achieve the latter, a study group including clinicians, patient representatives and ontology developers from 17 countries was formed. A broad range of terms was discussed and validated during a dedicated workshop attended by 60 members of the group.A comprehensive, structured and well-defined set of terms has been agreed on including 1106 terms relating to ocular phenotypes (HPO) and 1202 terms relating to rare eye disease nomenclature (ORDO). These terms and their relevant annotations can be accessed in http://www.human-phenotype-ontology.org/ and http://www.orpha.net/ ; comments, corrections, suggestions and requests for new terms can be made through these websites. This is an ongoing, community-driven endeavour and both HPO and ORDO are regularly updated.To our knowledge, this is the first effort of such scale to provide terminology standards for the rare eye disease community. We hope that this work will not only improve coding and standardise information exchange in clinical care and research, but also it will catalyse the transition to an evidence-based precision ophthalmology paradigm.

PurposeThe goal of our study was to scrutinize the psychological processes that occur in individuals when developing identification with a highly diverse team.Design/Methodology/ApproachA qualitative, theory-generating approach following the principles of grounded theory was chosen as research design. Data were obtained from 63 personal interviews with members of seven UN peacebuilding teams in Liberia and Haiti. These teams were particularly well suited for analyzing the dynamics of identification processes as they constitute extreme cases with respect to team members’ identity diversity.FindingsOur analysis reveals four different processes that occur as individuals develop team identification (TI): enacting a salient identity, sensemaking about team experience, evaluating collective team outcomes, and converging identity.ImplicationsWe can show that team members engage in both individual- and collective-directed sensemaking processes during TI development, thereby using internal (i.e., other team members) and external points of reference (i.e., team-external actors) for ingroup/outgroup comparisons. Moreover, our study reveals different modes of identity convergence (i.e., active, reactive, and withdrawal) which are associated with different types of TI (i.e., deep-structured TI, situated TI, and disidentification).Originality/ValueAlthough team members’ identification with their workgroup has long been considered important for effective team functioning, knowledge about its development has remained limited and largely without empirical footing from a real-world team context. Our study represents the first empirical attempt to inductively identify the processes that occur in individuals as they develop TI. published

Background A standardized set of quality measures for juvenile idiopathic inflammatory myopathies (JIIM) is not in use. Discordance has been shown between the importance ascribed to quality measures between patients and families and physicians. The objective of this study was to assess and compare the importance of various aspects of high quality care to patients with JIIM and their families with healthcare providers, to aid in future development of comprehensive quality measures. Methods Surveys were developed by members of the Childhood Arthritis and Rheumatology Research Alliance (CARRA) Juvenile Dermatomyositis Workgroup through a consensus process and administered to patients and families through the CureJM Foundation and to healthcare professionals through CARRA. The survey asked respondents to rate the importance of 19 items related to aspects of high quality care, using a Likert scale. Results Patients and families gave generally higher scores for importance to most of the quality measurement themes compared with healthcare professionals, with ratings of 13 of the 19 measures reaching statistical significance (p

With substance abuse being a significant problem in Oklahoma, the Oklahoma Department of Mental Health and Substance Abuse Services aimed to address these problems using the Strategic Prevention Framework to empower local communities and to assist in implementing prevention strategies based on epidemiological data by establishing the Regional Epidemiological Outcomes Workgroup (REOW) network. Seventeen REOWs across the state helped identify and use community resources to collect, analyze, and interpret epidemiological data to measure the burden of substance abuse problems and the associated intermediate variables. The REOWs prioritized the needs of each community based on the data, identified the gaps and limitations in available community-level data, and helped find solutions. The REOWs serve as a permanent resource for the communities to establish a sustainable and ongoing monitoring system. With this comprehensive network, prevention providers and coalitions have a partner to assist in strategically allocating resources to address substance abuse and other emerging public health issues. The issues identified among different public health areas can help different community sectors formulate their strategy and address key problems in their areas. The REOW network brings awareness more effectively and efficiently to communities about eminent dangers posed by different health-related problems and behaviors.

Background Within an enhanced recovery pathway (ERP), the approach to treating pain should be multifaceted and the goal should be to deliver “optimal analgesia”, which we define in this paper as a technique that optimizes patient comfort and facilitates functional recovery with the fewest medication side effects. Methods With input from a multidisciplinary, international group of experts and through a structured review of the literature and use of a modified Delphi method, we achieved consensus surrounding the topic of optimal analgesia in the perioperative period for colorectal surgery patients. Discussion As a part of the first Perioperative Quality Improvement (POQI) workgroup meeting, we sought to develop a consensus document describing a comprehensive, yet rational and practical, approach for developing an evidence-based plan for achieving optimal analgesia, specifically for a colorectal surgery within an ERP. The goal was twofold: (a) that application of this process would lead to improved patient outcomes and (b) that investigation of the questions raised would identify knowledge gaps to aid the direction for research into analgesia within ERPs in the years to come. This document details the evidence for a wide range of analgesic components, with particular focus on care in the post-anesthesia care unit, general care ward, and transition to home after discharge. The preoperative and operative consensus statement for analgesia was covered in Part 1 of this paper. The overall conclusion is that the combination of analgesic techniques employed in the perioperative period is not important as long as it is effective in delivering the goal of “optimal analgesia” as set forth in this document.

Background Within an enhanced recovery pathway (ERP), the approach to treating pain should be multifaceted and the goal should be to deliver “optimal analgesia,” which we define in this paper as a technique that optimizes patient comfort and facilitates functional recovery with the fewest medication side effects. Methods With input from a multi-disciplinary, international group of clinicians, and through a structured review of the literature and use of a modified Delphi method, we achieved consensus surrounding the topic of optimal analgesia in the perioperative period for colorectal surgery patients. Discussion As a part of the first Perioperative Quality Improvement (POQI) workgroup meeting, we sought to develop a consensus document describing a comprehensive, yet rational and practical, approach for developing an evidence-based plan for achieving optimal analgesia, specifically for a colorectal surgery ERP. The goal was two-fold: (a) that application of this process would lead to improved patient outcomes and (b) that investigation of the questions raised would identify knowledge gaps to aid the direction for research into analgesia within ERPs in the years to come. This document details the evidence for a wide range of analgesic components, with particular focus from the preoperative period to the post-anesthesia care unit. The overall conclusion is that the combination of analgesic techniques employed in the perioperative period is not important as long as it is effective in delivering the goal of optimal analgesia as set forth in this document.

Background Evidence-based practice (EBP) implementation represents a strategic change in organizations that requires effective leadership and alignment of leadership and organizational support across organizational levels. As such, there is a need for combining leadership development with organizational strategies to support organizational climate conducive to EBP implementation. The leadership and organizational change for implementation (LOCI) intervention includes leadership training for workgroup leaders, ongoing implementation leadership coaching, 360° assessment, and strategic planning with top and middle management regarding how they can support workgroup leaders in developing a positive EBP implementation climate. Methods This test of the LOCI intervention will take place in conjunction with the implementation of motivational interviewing (MI) in 60 substance use disorder treatment programs in California, USA. Participants will include agency executives, 60 program leaders, and approximately 360 treatment staff. LOCI will be tested using a multiple cohort, cluster randomized trial that randomizes workgroups (i.e., programs) within agency to either LOCI or a webinar leadership training control condition in three consecutive cohorts. The LOCI intervention is 12 months, and the webinar control intervention takes place in months 1, 5, and 8, for each cohort. Web-based surveys of staff and supervisors will be used to collect data on leadership, implementation climate, provider attitudes, and citizenship. Audio recordings of counseling sessions will be coded for MI fidelity. The unit of analysis will be the workgroup, randomized by site within agency and with care taken that co-located workgroups are assigned to the same condition to avoid contamination. Hierarchical linear modeling (HLM) will be used to analyze the data to account for the nested data structure. Discussion LOCI has been developed to be a feasible and effective approach for organizations to create a positive climate and fertile context for EBP implementation. The approach seeks to cultivate and sustain both effective general and implementation leadership as well as organizational strategies and support that will remain after the study has ended. Development of a positive implementation climate for MI should result in more positive service provider attitudes and behaviors related to the use of MI and, ultimately, higher fidelity in the use of MI. Trial registration This study is registered with Clinicaltrials.gov (NCT03042832), 2 February 2017, retrospectively registered. Electronic supplementary material The online version of this article (doi:10.1186/s13012-017-0562-3) contains supplementary material, which is available to authorized users.

Maternal and child health (MCH) leadership requires an understanding of MCH populations and systems as well as continuous pursuit of new knowledge and skills. This paper describes the development, structure, and implementation of the MCH Navigator, a web-based portal for ongoing education and training for a diverse MCH workforce. Early development of the portal focused on organizing high quality, free, web-based learning opportunities that support established learning competencies without duplicating existing resources. An academic-practice workgroup developed a conceptual model based on the MCH Leadership Competencies, the Core Competencies for Public Health Professionals, and a structured review of MCH job responsibilities. The workgroup used a multi-step process to cull the hundreds of relevant, but widely scattered, trainings and select those most valuable for the primary target audiences of state and local MCH professionals and programs. The MCH Navigator now features 248 learning opportunities, with additional tools to support their use. Formative assessment findings indicate that the portal is widely used and valued by its primary audiences, and promotes both an individual's professional development and an organizational culture of continuous learning. Professionals in practice and academic settings are using the MCH Navigator for orientation of new staff and advisors, "just in time" training for specific job functions, creating individualized professional development plans, and supplementing course content. To achieve its intended impact and ensure the timeliness and quality of the Navigator's content and functions, the MCH Navigator will need to be sustained through ongoing partnership with state and local MCH professionals and the MCH academic community.

The study of the diversity of multivariate objects shares common characteristics and goals across disciplines, including ecology and organizational management. Nevertheless, subject-matter experts have adopted somewhat separate diversity concepts and analysis techniques, limiting the potential for sharing and comparing across disciplines. Moreover, while large and complex diversity data may benefit from exploratory data analysis, most of the existing techniques emphasize confirmatory analysis based on statistical metrics and models. This work aims to bridge these gaps. First, by cross comparing the analyses of species diversity, microbial diversity, and workgroup diversity, we introduce a framework of diversity concerns aligned across the three areas. The alignment framework is validated and refined by feedback from subject-matter experts. Then, guided by the framework and theoretical information visualization and visual analytics principles (as distinguished from scientific visualization), we propose a unified taxonomy of common analytical tasks for exploration of diversity.

Department-wide retreats conducted at periods of transition can enrich and benefit academic departments in several ways. Here, the authors describe the organization, conduct, and immediate outcomes of a department-wide retreat in a university department of psychiatry intended to (1) foster networking and communication among faculty who often work in "silos" and (2) invite the faculty to provide "internal consultations" regarding aspirational strategic goals and recommendations for short-term actionable tactics to address these goals. The retreat featured an evening networking and socializing poster session followed by a day-long event consisting of small group and large group interactive sessions. Participants were 120 faculty members including 44 new and younger faculty members who prepared and presented posters about themselves and their work. A variety of aspirational goals and specific recommendations for follow-up emerged from small groups were discussed in plenary sessions and were subsequently summarized and distributed to the faculty to be addressed by ongoing workgroups. Immediate informal feedback suggests that conducting and acting on recommendations ensuing from academic department retreats can foster at least a short-term sense of shared community and purpose, network faculty, identify commonly held values and aspirational goals, and potentially stimulate formation of innovative affinity groups and collaborations. Longer-term workgroup efforts and outcome assessments are required to assess the enduring results and value of such undertakings.

Research on the implementation of reforms focusing on policies and practices of the criminal court system reveals that members of the courtroom workgroup often resist or circumvent these legal reforms. This is particularly true if the reforms require changes in the way cases are prosecuted, affect the likelihood of successful prosecution, or impede the efficient and effective processing of cases. In this paper, I demonstrate that the findings of the Farrell et al. study of the prosecution of human trafficking cases are consistent with the larger bodies of research on prosecutorial charging decisions and the implementation of legal reforms. Like reforms designed to enhance the likelihood of successful prosecution of sexual assault and domestic violence cases, the new human trafficking statutes may not be capable of achieving the instrumental effects that those who lobbied for the changes envisioned.

This study examined the relationship between team emotional intelligence, quality of team interactions, and gender. Psychiatry clerkship students participating in Team-Based Learning (TBL, n = 484) or no TBL (control, n = 265) completed the Workgroup Emotional Intelligence Profile (WEIP-S) and the Team Performance Scale (TPS). Significant correlations (p

FDA and PhUSE cohosted a Computational Science Symposium (CSS) in 2012 that brought stakeholders from the pharmaceutical industry and government to work collaboratively to solve common needs and challenges. A nonclinical informatics workgroup was formed, dedicated to improving nonclinical assessments and regulatory science by identifying, collecting, and prioritizing key needs and challenges in the field and then establishing an innovative framework for addressing them in a collaborative manner. This paper discusses the process and outcomes of the nonclinical informatics workgroup during the CSS and describes an approach which crossed organizational barriers to optimize computational science for nonclinical assessment.

Diversity climate, defined as an organizational climate characterized by openness towards and appreciation of individual differences, has been shown to enhance outcomes in culturally diverse teams. To date, it remains unclear which processes are responsible for these findings. This paper presents two quantitative studies (n = 91; 246) that identify trust and openness in workgroup communication as possible mediators. We replicate earlier findings that perceived diversity climate positively relates to job satisfaction, sense of inclusion, work group identification and knowledge sharing in teams. In study 1, trust is shown to mediate the effects of perceived diversity climate on team members’ sense of inclusion. In study 2, trust mediates the relationship between perceived diversity climate and workgroup identification and openness mediates its relationship with knowledge sharing.

This research describes the development and validation of the Civility Norms Questionnaire-Brief (CNQ-B), a 4-item measure designed to assess workgroup climate for civility. Climate for civility is defined as employee perceptions of norms supporting respectful treatment among workgroup members. Five samples (N = 2,711) of adult employees, including two from distinct organizations and three from multiple organizations, responded to the CNQ-B and additional measures. Evidence for the internal consistency, and convergent and discriminant validity of the CNQ-B was observed. Additionally, evidence for the criterion-related and incremental validity of the CNQ-B was demonstrated as it was a significant predictor of later-assessed incivility experiences and accounted for significant variability in work attitudes beyond incivility experiences and related measures. The CNQ-B is a psychometrically sound instrument despite being composed of only four items. The CNQ-B can be used by researchers and practitioners alike to assess climate for civility, to study climate for civility as a precursor to incivility experiences, and to target workgroups that could benefit from interventions (e.g., training) to enhance civility and reduce incivility. This is one of the first studies to conduct a rigorous psychometric assessment of a measure of workgroup climate for civility that is grounded in theory and research on workplace civility and incivility. At four items, the CNQ-B is the shortest assessment tool currently available that is designed for this purpose.

The purpose of this study is to examine how workgroup diversity can be managed through specific strategic human resource management systems. Our review shows that ‘affirmative action’ and traditional ‘diversity management’ approaches have failed to simultaneously achieve business and social justice outcomes of diversity. As previous literature has shown, the benefits of diversity cannot be achieved with isolated interventions. To the contrary, a complete organizational culture change is required, in order to promote appreciation of individual differences. The paper contributes to this discussion by exploring the implications of this change for human resource management, and explaining how the systems of practices should be changed when they are directed to diverse groups. The model designed to test this notion includes: (1) demographic and human capital diversity as independent variables, (2) group performance (measured as innovation outcomes) as the dependent variable and, (3) the orientation of the strategic human resource management system as a potential moderator of this relationship. The main conclusion of the empirical analysis developed is that different patterns of human resource management practices can be used, depending on the type of diversity that the organization faces, and the specific effects that it wishes to manage. Concretely, three alternative management systems are identified in this paper, with different moderating effects. This result has interesting implications for human resource management professionals, explained in the last section. The limitations of this study are also discussed, as well as some issues that future research in this field should address.

The primary aim of this paper is to investigate whether equal opportunity and diversity pronouncements, both internally through organizations’ own administrative policies or externally through imposed governmental legislations, benefit those who are the main subject of such initiatives (i.e., employees). While a majority of current research on equality and diversity has been dominated by writings on developed and specifically Western nations, this paper tackles such one-sidedness in previous research and takes the current understanding further by providing employee perspectives on equality and diversity in employment to encompass less developed nations with a particular focus on Iran. Using a qualitative research approach data were collected from employees across two construction and manufacturing industries. Based on the analysis of the data, we found, first, shared religious beliefs and language to be envisaged as playing a crucial part in establishing the ethnic minority workers’ affiliation to a workgroup; second, the prospects for implementing declared equality and diversity polices to fade away as the employee began to work; and third, the adoption of diversity and equality policies to be primarily driven by (1) the dire state of the economy, and (2) the need for a mechanism to fit only the management priorities.

Recruitment and promotion of the RealFit course for youngsters with (starting) overweight RealFit is an intervention for youngsters with overweight in the age between 13 and 18. Nutrition, exercise, cognitive behavioral therapy and parental participation play a central role. The training has been developed in South Limburg in 2003. Youngsters enroll on their own initiative or are referred by a professional. In the past six years 362 youngsters in the region covered by this investigation participated in the course. This is only 2% of the total population of youngsters with overweight. There are indicators that the root cause of limited participation can be found in the recruitment and promotion phases of the process of the course. This inquiry focuses on the obstructive and stimulating factors involved in recruitment and promotion. The RealFit folder that plays a central role in the recruitment and promotion has been followed from its arrival in the mailroom to its final destination, the end user. Interviews are conducted with all stakeholders whom we met while following the folder, i.e. the national workgroup RealFit, division of Health promotion GGD South Limburg, division of nutrition and dietetics of the regional home care organization and referring professionals.

Group diversity researchers are often faced with the problem of calculating diversity indices for groups that are incomplete due to participant nonresponse. Because participant nonresponse may attenuate the correlations that are observed between group diversity scores and outcome variables, some researchers use group-retention rules based on within-group response rates. With this approach, only those groups that have a within-group response rate at, or higher than, the rate prescribed by the group-retention rule are retained for subsequent analyses. We conducted two sets of experiments using computer simulations to determine the usefulness of group-retention rules. We found that group-retention rules are not a substitute for a high response rate and may decrease the accuracy of observed relations, and consequently, we advise against their use in diversity research.

Rooted in the theory of planned behavior, our empirical reinvestigation of archived union certification election data provided strong evidence that workgroup solidarity was a significant predictor of individual voting behavior. Specifically, group-level attitudes toward unions accounted for individual voting behaviors beyond the individual-level attitudes toward unions. This study offers a meaningful increment to our knowledge as it provides a quantification of the extent that employees are willing to, and actually, comply with subjective norms. Important practical implications for both unions and employers as well as directions for future research are discussed.

The article presents an operationalized and manualized approach for the assessment of the capability of performance. This manual has been conceptualized and tested empirically by a multicentric and interdisciplinary workgroup. It is basically oriented to the “International Classification of Functioning” (ICF; WHO), which is well accepted for assessing the course of chronic diseases and the consequences for the individual. It is especially widely applied in the context of rehabilitation. The different diagnostic levels of the manual and their operationalization are outlined. Furthermore, the first results concerning reliability, content validity, applicability and practicability are described and questions on the areas of application of the instrument are discussed.

The past decades yielded fundamental changes to the ways in which value creation is being organized. Globalization and market deregulation motivate businesses to expand into new, often remote markets, which requires them to decentralize and distribute work and often to partner with local organizations, which in turn brings with it changes to the ways in which people need to organize their work (Bleecker 1994). Also, shorter product life-cycles and the pressure to constantly innovate have led many businesses to experiment with new organizational structures (Quinn 1992). This leads to a situation, in which businesses today need to manage numerous external collaborative relationships with other parties in the marketplace (Ebers 1999). Furthermore, traditional internal structures are being broken up in order to give way to more flexible and responsive work setups. The ramifications of these developments are that people increasingly work in dispersed setups and are involved in changing, multi-project setups with others from different organizational backgrounds and geographical sites (Belanger et al. 2003; Lipnack and Stamps 2000; Weinkauf et al. 2004). Hence, since people often do not share the same organizational and physical environments with their direct work associates, they have to rely on technology to create shared virtual work environments. In the above context, eCollaboration as a topic refers to all issues of ICT-based collaborations within and between organizations. More specifically, the term eCollaboration describes practices of communication, coordination and collaboration between people in distributed contexts, such as projects, (virtual) teams, or processes in and between organizations, which are enabled by Information and Collaboration Technology, in essence: eCollaboration systems. Alternative terms exist to describe this class of ICT, such as: Groupware system, CSCW system, Workgroup Computing, Collaborative Software or Cooperation systems. eCollaboration systems have come a long way since the first experimental systems were piloted and spearheaded by the Computer-Supported Collaborative Work (CSCW) research community (Greif 1988; Schmidt 1991; Teufel 1996; Wendel 1996). Today, fuelled by advances in software and in particular Internet technology (e.g. Web 2.0 interface techniques) many new systems and technologies have emerged. However, while technology vendors stress the new possibilities offered by their products for managing collaborations, the realities in distributed projects, virtual teams, and inter-organizational networks quite often paint a different picture. E-Collaboration is a complex, precarious, and too often rather ineffective undertaking. While the resulting (virtual) work environments present manifold managerial challenges, at the same time the respective eCollaboration technologies are still emerging at a fast pace. Computer software and telecommunications technology are increasingly converging to create new integrated eCollaboration platforms, while the K. Riemer (*) The University of Sydney, Sydney, Australia e-mail: k.riemer@econ.usyd.edu.au

In general, recommendations for the DSM-V and future diagnoses of psychiatric disorders include a dimensional approach to complement the standard categorical approach. For the assessment of attention-deficit/hyperactivity disorder (ADHD), dimensional approaches to supplement the rigid categorical approach of the DSM-IV abound. Historically, dimensions based on severity of symptoms of ADHD and severity of general psychopathology have been used. General dimensional approaches described by a workgroup organized by the American Psychiatric Association are reviewed to provide background and context for a discussion of old and new dimensional approaches to complement future categorical diagnosis of ADHD in the DSM-V.

Extremely skillful stoneworking is widely cited as an important characteristic of the Paleoindian period in North America. This paper considers differences in finished and unfinished projectile points and bifaces from two Paleoindian sites in the Medicine Creek drainage of southwestern Nebraska with this in mind, arguing that these differences reflect significant differences in the overall level of skill of the stoneworkers who used these sites. Recognizing variability in Paleoindian flintknapping skill has implications for the organization of landuse in the Medicine Creek region and for our understanding of the archaeology of the Paleoindian period in general.

Pierre Dillenbourg and Fabrice Hong bring our flash theme of scripting to a conclusion with a pedagogical design model for scripting classroom activities. Their theoretical framework for conceptualizing and structuring pedagogical scripts defines three primary social levels on which learning, interaction and knowledge building can take place: that of the individual student, the small workgroup and the class as a whole (including the teacher). An effective script not only works on a given level, but more importantly relates the activities at each level to each other to form an effective integrated pedagogical process. The authors propose their suggestive SWISH principle as a stimulus for collaborative learning. Collaboration, they argue, takes place most effectively in a relatively unconstrained small group process of peers working together to overcome some cognitive barrier to the shared accomplishment of a joint task. In order to set up the groups oriented to their tasks and to introduce the barriers without interfering with the self-directed nature of small-group collaboration, a script specifies how to form small groups and organize tasks while operating on the teacher-centered classroom level, and then “split when interaction should happen” (SWISH) onto the small-group level. Following the collaboration phase, the script then specifies individualand class-level activities to share, solidify and internalize the knowledge building that took place in the groups.While supporting the idea that small-group interaction is key to collaborative learning, the article stresses the essential role of integrating that interaction in coherent processes involving individual and class activities as well. This recognition represents a major step forward for CSCL theory. The article provides a detailed analytic framework for thinking about and supporting this complex and often overlooked need for an effective pedagogy that integrates across social levels. Computer-Supported Collaborative Learning (2008) 3:1–4 DOI 10.1007/s11412-007-9036-y

We present here a few basic proposals for algorithms and procedures for imaging the paediatric genitourinary tract based on initial discussion at a paediatric uroradiology symposium and proposals of the ESUR Paediatric Uroradiologic Guidelines Subcommittee. These recommendations were developed in the light of new knowledge that might influence existing guidelines. Regional, individual and local flexibility and variability should be preserved in order to make these recommendations applicable throughout Europe. They should help standardize dedicated imaging not only in terms of a quality measure to ensure state-of-the-art patient care, but also in forming a common basis for multi-institutional research. There is an urgent need for these guidelines in order to advance our understanding of the subject and to gain evidence and improve imaging efficacy. Our session worked towards establishing an agreement on imaging indications in common paediatric urological conditions, respecting the ALARA principle, and patient safety and care, and taking into account state of the art knowledge and efficacy aspects. We started the task with a reassessment of (1) imaging in urinary tract infection in infants and children, (2) postnatal imaging in mild-to-moderate neonatal hydronephrosis, (3) how to perform voiding cystourethrography, and (4) procedural recommendations for paediatric urosonography. This list is incomplete, and future recommendations will be developed, discussed and presented at forthcoming meetings.

Two studies were conducted to examine the effects of demographic dissimilarity from others in the workgroup. Results from Study 1 (n = 87 coaches) indicate that actual demographic differences were reliably related to perceptions of such differences. Study 2 investigated the effects of perceived demographic dissimilarity. Data were gathered from an additional 175 coaches. Structural equation modeling indicated that perceived demographic differences were associated with perceived deep-level dissimilarity (i.e., differences in personality, values, and attitudes). In turn, perceived deep-level dissimilarity was negatively related to coworker satisfaction and held a positive association with organizational turnover intentions. Results are discussed in terms of theoretical contributions to the relational demography perspective.

This study informs new strategies that promote integration of peer providers into the staff of social service agencies. Executive directors, human resource managers, supervisors and co-workers at 27 agencies in New York City were interviewed in-depth. Focus groups with peers were conducted. Consistent with previous research, respondents identified attitudes toward recovery, role conflict and confusion, lack of policies and practices around confidentiality, poorly defined job structure and lack of support as problems that undermined integration. Emerging from the data are strategies related to human resource policies and practices and workgroup relationships and operations that can improve employment of peer staff.

and Key Results ■ The literature on the functioning and effectiveness of diversity-based workgroups tends to take the single perspective of exploring the effects of cultural or demo- graphic or functional diversity on workgroup performance. ■ This conceptual article develops a coupling framework for the analysis of the functioning of multicultural workgroups by integrating several lines of research and by reformulating their traditional conceptualization, outlining implications for their design. ■ Applying the concept of loosely coupled systems to multicultural workgroup functioning provides the conceptual link necessary for a solution of the dilemma of multicultural workgroups.