The Role of Work Environment in Training Sustainment: A Meta-Analysis

'They don't think I can do it': Experiences of self-advocates, employment specialists, and employers on employment of adults with intellectual disability

BACKGROUND

A multi-phase Canadian study was conducted as part of a large-scale community and academic research partnership focused on understanding and improving the employment experiences of people with intellectual disabilities.

METHOD

This multi-method study utilized a sequential approach, using findings from qualitative interviews (n = 28) to inform an online survey (n = 149). Participants were invited to share their experiences with paid employment or with persons with intellectual disabilities.

RESULTS

Thematic analysis of data across interview and survey findings resulted in six themes: (1) assumptions and attitudes, (2) knowledge and awareness, (3) accessibility of processes, (4) use of accommodations, (5) workplace relationships, and (6) supports and resources.

CONCLUSIONS

A holistic and systemic approach has the potential to improve inclusive employment experiences of people with intellectual disabilities. Action is needed mainly at the policy and employer level to reduce barriers and improve on facilitating measures reinforced by the themes shared in this study.

Does Social and Organizational Support Moderate Emotional Intelligence Training Effectiveness?

Given the dearth of systematic research and inconclusive results regarding the effectiveness of emotional intelligence (EI) training in adult training, this study was conducted to evaluate the effectiveness of EI training. This study aimed to assess the effectiveness of EI training on learning and transfer outcomes, considering underexplored moderation of social and organizational support with experimental and longitudinal research design. Training transfer was measured through changes in organizational citizenship behavior (OCB) and counterproductive work behavior (CWB). Participants self-assessed their OCB and CWB levels, while their supervisors also provided evaluations, allowing for separate analysis. Data, from a sample comprising 176 government officials, were collected across different periods and analyzed employing diverse analytical tools. The results revealed positive effects of EI training on training outcomes in both samples but positive moderation effect of social and organizational support on the effect of EI training on training outcomes was observed in the self-evaluation sample but not in the supervisor evaluation sample. The findings advance the debate on social exchange theory and organizational support theory by showing the boundary condition of their applicability. Furthermore, this study clarifies the impact of EI training on training outcomes by emphasizing the nuanced role of social and organizational support.

Autistic Perspectives on Employment: A Scoping Review

PURPOSE

Inclusive recruitment and employment of autistic adults has garnered recent attention in research and policy. To address a need to better understand the experiences of autistic adults in relation to paid employment, we asked the literature, what are the experiences of autistic individuals (from their perspectives) in competitive employment?

METHODS

A scoping review was conducted to summarize and consolidate the findings across research to date. A systematic search and screen of the literature resulted in 32 relevant studies.

FINDINGS

Key study characteristics, participant demographics, and thematic findings are shared, along with considerations and recommendations for future research and practice. Six key themes were described by autistic participants across the 32 studies: (1) accessibility of employment, (2) workplace relationships and communication, (3) role alignment, (4) sensory needs and/or mental health, (5) colleagues' knowledge and beliefs about autism, and (6) family and community context.

CONCLUSION

It is anticipated that the results of this review will be beneficial for stakeholders engaging in discussions and decision-making across research and employment contexts.

Implementation of trauma-informed care and trauma-responsive services in clinical settings: a latent class regression analysis

Introduction

Engagement and retention in health care is vital to sustained health among people living with HIV (PLWH), yet clinical environments can deter health-seeking behavior, particularly for survivors of interpersonal violence. PLWH face disproportionate rates of interpersonal violence; clinical interactions can provoke a re-experiencing of the sequalae of trauma from violence, called re-traumatization. Trauma-informed care (TIC) is a strengths-based approach to case that minimizes potential triggers of re-traumatization and promotes patient empowerment, increasing acceptability of care. Yet, Ryan White HIV/AIDS clinics, at which over 50% of PLWH received care, have struggled to IMPLEMENT TIC. In this analysis, we sought to (1) identify unique sub-groups of HIV clinics based on clinical attributes (i.e., resources, leadership, culture, climate, access to knowledge about trauma-informed care) and (2) assess relationships between sub-group membership and degree of implementation of TIC and trauma-responsive services offered.

Methods

A total of 317 participants from 47 Ryan White Federally-funded HIV/AIDS clinics completed a quantitative survey between December 2019 and April 2020. Questions included assessment of inner setting constructs from the Consolidated Framework for Implementation Research (CFIR), perceived level of TIC implementation, and trauma-responsive services offered by each respondent's clinic. We employed latent class analysis to identify four sub-groups of clinics with unique inner setting profiles: Weak Inner Setting (n = 124, 39.1%), Siloed and Resource Scarce (n = 80, 25.2%), Low Communication (n = 49, 15.5%), and Robust Inner Robust (n = 64, 20.2%). We used multilevel regressions to predict degree of TIC implementation and provision of trauma-responsive services.

Results

Results demonstrate that clinics can be distinctly classified by inner setting characteristics. Further, inner setting robustness is associated with a higher degree of TIC implementation, wherein classes with resources (Robust Inner Setting, Low Communication) are associated with significantly higher odds reporting early stages of implementation or active implementation compared to Weak class membership. Resourced class membership is also associated with availability of twice as many trauma-responsive services compared to Weak class membership.

Discussion

Assessment of CFIR inner setting constructs may reveal modifiable implementation setting attributes key to implementing TIC and trauma-responsive services in clinical settings. Introduction.

Development of a Structural Model for Sustainable Environment Training and Knowledge Transfer

The public sector is usually viewed as a formal and hierarchical organization. However, they need to improve the quality of their work to solve community matters satisfactorily. This study examines the mediating role of the motivation to learn in the relationship between sustainable environment training and knowledge transfer. This study is a cross-sectional study, using survey questionnaires to collect data from public servants at different divisions/departments in public organizations. SmartPLS was utilized to evaluate the quality of the study instrument and subsequently test the study hypotheses. The structural equation modeling test indicated that sustainable environment training affects knowledge transfer. Hence, the motivation to learn mediates the effect of sustainable environment training on knowledge transfer. Practitioners can utilize these findings to comprehend the diversity of perspectives on motivation to learn and to design a training program master plan that can increase employee motivation to succeed and maintain organizational strategies and goals in the global competition and organizational sustainability era.

The feasibility of academic detailing for acute oral pain management in outpatient dentistry: A pilot study

BACKGROUND

Opioids are overprescribed in the outpatient dental setting. Therefore, opportunities exist for opioid stewardship.

OBJECTIVES

The purpose of this pilot study was to test the feasibility of an academic detailing (AD) intervention to promote appropriate prescribing of opioids in outpatient dentistry.

METHODS

We implemented an AD intervention targeting management of acute oral pain in a Midwestern Veterans Affairs outpatient dental facility. The intervention targeted dentists who actively prescribed opioids at the time of the study. The pilot study tested feasibility, adoption, and acceptance of the AD campaign. Visit-based prescribing rates were obtained from the Veterans Health Administration's Corporate Data Warehouse for baseline and postintervention using difference-in-differences analyses to detect potential changes in health service outcomes.

RESULTS

Results indicate moderate levels of feasibility through participation rates (n = 5, 55.5%) and high levels of organizational readiness for change (average of 88.6% agree to strongly agree). Furthermore, fidelity of the AD intervention was high. Adoption measures show moderate indication of motivation to change, and trends suggest that participating dentists decreased their visit-based opioid prescribing rates (P > 0.05).

CONCLUSION

The intervention demonstrated feasibility with some indications of adoption of intervention techniques and decrease in opioid prescribing. We further recommend working closely with frontline providers to gather feedback and buy-in before scaling and implementing the AD campaign.

The moderating effect of coworkers’ training participation on the influence of peer support in the transfer process

Purpose

The impact of the number of coworkers participating in training on transfer outcomes has largely been overlooked. This paper aims to examine whether the number of coworkers participating in training interacts with peer support (PS) to influence training motivation and transfer.

Design/methodology/approach

Data were collected using a cross-sectional survey from a sample of 688 employees working in 14 midsize and large companies. All participants were recent trainees in various open skill (e.g. leadership) training programs. Moderated mediation was used to test the hypotheses.

Findings

Motivation to transfer (MTT) mediated the relationship between PS and perceived training transfer. When more coworkers participated in the training, PS had a stronger influence on trainee MTT.

Practical implications

Organizations should consider training coworker cohorts at the same time to influence MTT and training transfer. Generally, whole-team training programs could be used to boost training transfer outcomes, although it could potentially have a negative impact on transfer if PS is low.

Originality/value

To the best of the authors’ knowledge, this was the first study to demonstrate that the number of coworkers participating in training can moderate the effect of PS on MTT and training transfer.

Developing and evaluating a team development intervention to support interdisciplinary teams

Introduction:

Incentivizing the development of interdisciplinary scientific teams to address significant societal challenges usually takes the form of pilot funding. However, while pilot funding is likely necessary, it is not sufficient for successful collaborations. Interdisciplinary collaborations are enhanced when team members acquire competencies that support team success.

Methods:

We evaluated the impact of a multifaceted team development intervention that included an eight-session workshop spanning two half-days. The workshop employed multiple methods for team development, including lectures on empirically supported best practices, skills-based modules, role plays, hands-on planning sessions, and social interaction within and across teams. We evaluated the impact of the intervention by (1) asking participants to assess each of the workshop sessions and (2) by completing a pre/postquestionnaire that included variables such as readiness to collaborate, goal clarity, process clarity, role ambiguity, and behavioral trust.

Results:

The content of the team development intervention was very well received, particularly the workshop session focused on psychological safety. Comparison of survey scores before and after the team development intervention indicated that scores on readiness to collaborate and behavioral trust were significantly higher among participants who attended the workshop. Goal clarity, process clarity, and role ambiguity did not differ among those who attended versus those who did not.

Conclusions:

Multicomponent team development interventions that focus on key competencies required for interdisciplinary teams can support attitudes and cognitions that the literature on the science of team science indicate are predictive of success. We offer recommendations for the design of future interventions.

ProwisT – Ein Instrument zur Einschätzung des professionellen Handlungswissens von Trainer/innen

Der vorliegende Beitrag in der Zeitschrift Gruppe. Interaktion. Organisation (GIO) beinhaltet die Vorstellung, theoretische Einordnung und inhaltliche Validierung eines Selbst- und Fremdbewertungsinstruments für Trainerwissen.

Trainer/innen sind Personen, die berufliche und betriebliche Fort- und Weiterbildungsangebote durchführen. Von ihren Kompetenzen und ihrem Wissen hängt die Qualität betrieblicher Weiterbildungen ab. Ausgehend von einer literaturbasierten Anforderungsermittlung wurde zunächst ein Fragebogen bezüglich des von Trainer/innen benötigten professionellen Handlungswissens entwickelt. Dieser Fragebogen lässt sich in einer modifizierten Form, dem Instrument zur Einschätzung des professionellen Handlungswissens von Trainer/innen (ProwisT), auch für die Selbst- oder Fremdeinschätzung des Wissens von Trainer/innen einsetzen. Das Instrument umfasst 41 Wissensfacetten, die sich auf 10 übergeordnete, theoretisch fundierte Wissensdimensionen verteilen. Dazu gehören neben dem Wissen über die Planung und Konzeption von Trainings Kenntnisse über Gruppenmanagement, die methodische Umsetzung von Trainings, Diagnostik, bildungswissenschaftliche Grundlagen, individuelle Unterschiede der Teilnehmenden, Fachwissen, fachdidaktisches Wissen, Organisationswissen sowie Kenntnisse über Beratung und Coaching.

Die 41 Wissensfacetten wurden zunächst von 200 Trainer/innen, 253 Teilnehmenden und 93 Personalverantwortlichen auf einer sechsstufigen Skala im Hinblick auf ihre Relevanz für die Trainertätigkeit beurteilt. Mit wenigen Ausnahmen wurde die Relevanz der 41 Facetten durch die Befragten bestätigt. Die Teilnehmenden scheinen bei der Bewertung der Facetten teilweise andere Schwerpunkte zu setzen als Trainer/innen und Personalverantwortliche.

Das modifizierte Instrument ProwisT kann von Trainer/innen zum Abgleich des eigenen professionellen Wissens und damit für eine individualisierte Kompetenzentwicklung genutzt werden. Außerdem kann es als Standard für Trainerausbildungen, Trainingsanbieter und Personalabteilungen dienen.