Healthcare professionals in research (HPiR) Facebook community: a survey of U.K. doctoral and postdoctoral healthcare professionals outside of medicine

Recruiting participants for focus groups in health research: a meta-research study

BACKGROUND

Focus groups (FGs) are an established method in health research to capture a full range of different perspectives on a particular research question. The extent to which they are effective depends, not least, on the composition of the participants. This study aimed to investigate how published FG studies plan and conduct the recruitment of study participants. We looked at what kind of information is reported about recruitment practices and what this reveals about the comprehensiveness of the actual recruitment plans and practices.

METHODS

We conducted a systematic search of FG studies in PubMed and Web of Science published between 2018 and 2024, and included n = 80 eligible publications in the analysis. We used a text extraction sheet to collect all relevant recruitment information from each study. We then coded the extracted text passages and summarised the findings descriptively.

RESULTS

Nearly half (n = 38/80) of the studies were from the USA and Canada, many addressing issues related to diabetes, cancer, mental health and chronic diseases. For recruitment planning, 20% reported a specific sampling target, while 6% used existing studies or literature for organisational and content planning. A further 10% reported previous recruitment experience of the researchers. The studies varied in terms of number of participants (range = 7-202) and group size (range = 7-20). Recruitment occurred often in healthcare settings, rarely through digital channels and everyday places. FG participants were most commonly recruited by the research team (21%) or by health professionals (16%), with less collaboration with public organisations (10%) and little indication of the number of people involved (13%). A financial incentive for participants was used in 43% of cases, and 19% reported participatory approaches to plan and carry out recruitment. 65 studies (81%) reported a total of 58 limitations related to recruitment.

CONCLUSIONS

The reporting of recruitment often seems to be incomplete, and its performance lacking. Hence, guidelines and recruitment recommendations designed to assist researchers are not yet adequately serving their purpose. Researchers may benefit from more practical support, such as early training on key principles and options for effective recruitment strategies provided by institutions in their immediate professional environment, e.g. universities, faculties or scientific associations.

Could you give me a leg up …? Models, frameworks and support structures to help aspiring clinical academic speech and language therapists

BACKGROUND

Increasing research capacity and capability for the speech and language therapy (SLT) profession is a key national strategic driver, with many speech and language therapists (SLTs) aspiring to a clinical academic (CA) career. There are known benefits but also acknowledged challenges with this career path, including limited funding opportunities and a poorly established career trajectory.

AIMS

To present models, frameworks and support structures that can be used by aspiring SLT CAs to chart research knowledge and skills, and plan career development. Organisational models are also presented to facilitate SLT CA career development and research capacity-building.

METHODS & PROCEDURES

A narrative review was conducted using a literature search of published peer-reviewed journals across four electronic databases: Medline, CINAHL, AMED and Embase, with additional search for grey literature through internet searches. Search results were screened against eligibility criteria by two researchers, with full-text articles retrieved and reviewed by four researchers independently.

RESULTS & DISCUSSION

The database search and grey literature search combined identified 610 records. Full-text screening of 66 records resulted in 19 articles or grey literature sources being included within the narrative review.

MAIN CONTRIBUTION

This paper details models, frameworks and support structures pertinent to SLTs that can be used at an individual and organizational level to assist CA skill development and career paths.

CONCLUSION & IMPLICATIONS

The national climate is looking positive for aspiring SLT CAs. The time is now to take the initiative and use the support structures available to show our CA value and develop the necessary skills outlined within these resources to fulfil our ambitions.

WHAT THIS PAPER ADDS

What is already known on the subject Interest in CA careers within the SLT profession is increasing. Whilst there are known benefits to embedding research within clinical practice, barriers exist including the strategic and operational steps individuals can take to make the career path a reality. What this study adds This narrative review has searched the literature for CA models, frameworks and support structures created for nurses, midwives and allied health professionals. These tools are presented and discussed, with special consideration and focus to the SLT profession. What are the clinical implications of this work? This paper will provide SLTs with the tools to support their personal CA career development as well as advocate for CA roles within their teams and organisations. Organisational models are also presented to support SLT managers to foster a CA path for workforce development.

Leadership moments: Understanding nurse clinician-scientists' leadership as embedded sociohistorical practices

Nurse clinician-scientists are increasingly expected to show leadership aimed at transforming healthcare. However, research on nurse clinician-scientists' leadership (integrating researcher and practitioner roles) is scarce and hardly embedded in sociohistorical contexts. This study introduces leadership moments, that is, concrete events in practices that are perceived as acts of empowerment, in order to understand leadership in the daily work of newly appointed nurse clinician-scientists. Following the learning history method we gathered data using multiple (qualitative) methods to get close to their daily practices. A document analysis provided us with insight into the history of nursing science to illustrate how leadership moments in the everyday work of nurse clinician-scientists in the "here and now" can be related to the particular histories from which they emerged. A qualitative analysis led to three acts of empowerment: (1) becoming visible, (2) building networks, and (3) getting wired in. These acts are illustrated with three series of events in which nurse clinician-scientists' leadership becomes visible. This study contributes to a more socially embedded understanding of nursing leadership, enables us to get a grip on crucial leadership moments, and provides academic and practical starting points for strengthening nurse clinician-scientists' leadership practices. Transformations in healthcare call for transformed notions of leadership.

Development of a framework and research impact capture tool for nursing, midwifery, allied health professions, healthcare science, pharmacy and psychology (NMAHPPs)

BACKGROUND

There is an ambitious target to create a UK clinical academic workforce representing 1% of clinicians from nursing, midwifery, the allied health professions, healthcare science, pharmacy and psychology (NMAHPPs). Understanding and recording the impact that clinical academics make across healthcare services is crucial if we are to grow, value and support this highly skilled workforce group. However, it is currently difficult to systematically record, collate and report the impacts associated with NMAHPP research activity. The aims of this project were to i) develop a framework outlining the impacts that were important for key stakeholder groups, and ii) create and pilot a research impact capture tool to record these impacts.

METHODS

The framework was developed from the existing literature. It was refined, remodelled and approved by multidisciplinary stakeholder involvement, including patient and public representatives, healthcare managers and research-active clinicians. The framework was converted into a series of questions to create an electronic research impact capture tool, which was also refined through feedback from these stakeholder groups. The impact capture tool was piloted with research-active clinicians across a large NHS Trust and its associated organisations.

RESULTS

The impact framework contained eight elements: clinical background, research and service improvement activities, research capacity building, research into practice, patients and service users, research dissemination, economics and research funding, and collaborations. Thirty individuals provided data for the research impact capture tool pilot (55% response rate). Respondents reported a range of positive impacts representing all elements of the framework. Importantly, research-activity appeared to be a key driver for recruitment and retention in the sample population.

CONCLUSIONS

The impact capture tool is a feasible method of recording the breadth of impacts associated with NMAHPP research activity. We encourage other organisations to collaboratively use and refine our impact capture tool, with the aim of standardising reporting, and facilitating discussions about research activity within clinical appraisal. Pooling and comparing data will also allow comparison between organisations, and assessment of change over time or after implementation of interventions aimed at supporting and increasing research activity.

A rapid review of challenges and opportunities related to diversity and inclusion as experienced by early and mid-career academics in the medicine, dentistry and health sciences fields

BACKGROUND

Early- and mid-career academics in medicine, dentistry and health sciences are integral to research, education and advancement of clinical professions, yet experience significant illbeing, high attrition and limited advancement opportunities.

OBJECTIVES

Identify and synthesise published research investigating challenges and opportunities related to diversity and inclusion, as experienced by early and mid-career academics employed in medicine, dentistry and health sciences disciplines.

DESIGN

Rapid review.

DATA SOURCES

OVID Medline, Embase, APA PsycInfo, CINAHL and Scopus.

METHODS

We systematically searched for peer reviewed published articles within the last five years, investigating challenges and opportunities related to diversity and inclusion, as experienced by early and mid-career academics employed in medicine, dentistry and health sciences. We screened and appraised articles, then extracted and synthesised data.

RESULTS

Database searches identified 1162 articles, 11 met inclusion criteria. Studies varied in quality, primarily reporting concepts encompassed by professional identity. There were limited findings relating to social identity, with sexual orientation and disability being a particularly notable absence, and few findings relating to inclusion. Job insecurity, limited opportunities for advancement or professional development, and a sense of being undervalued in the workplace were evident for these academics.

CONCLUSIONS

Our review identified overlap between academic models of wellbeing and key opportunities to foster inclusion. Challenges to professional identity such as job insecurity can contribute to development of illbeing. Future interventions to improve wellbeing in academia for early- and mid-career academics in these fields should consider addressing their social and professional identity, and foster their inclusion within the academic community.

REGISTRATION

Open Science Framework ( https://doi.org/10.17605/OSF.IO/SA4HX ).

Why are patients with acute traumatic brain injury not routinely assessed or treated for vestibular dysfunction in the UK? A qualitative study

OBJECTIVES

Vestibular dysfunction is common in patients with acute traumatic brain injury (aTBI). Persisting vestibular symptoms (ie, dizziness and imbalance) are linked to poor physical, psychological and socioeconomic outcomes. However, routine management of vestibular dysfunction in aTBI is not always standard practice. We aimed to identify and explore any healthcare professional barriers or facilitators to managing vestibular dysfunction in aTBI.

DESIGN

A qualitative approach was used. Data were collected using face to face, semi-structured interviews and analysed using the Framework approach.

SETTING

Two major trauma centres in London, UK.

PARTICIPANTS

28 healthcare professionals participated: 11 occupational therapists, 8 physiotherapists and 9 surgical/trauma doctors.

RESULTS

Vestibular assessment and treatment were not routinely undertaken by trauma ward staff. Uncertainty regarding responsibility for vestibular management on the trauma ward was perceived to lead to gaps in patient care. Interestingly, the term dizziness was sometimes perceived as an 'invisible' and vague phenomenon, leading to difficulties identifying or 'proving' dizziness and a tendency for making non-specific diagnoses. Barriers to routine assessment and treatment included limited knowledge and skills, a lack of local or national guidelines, insufficient training and concerns regarding the practical aspects of managing vestibular dysfunction. Of current trauma ward staff, therapists were identified as appropriate healthcare professionals to adopt new behaviours regarding management of a common form of vestibular dysfunction (benign paroxysmal positional vertigo). Strategies to support this behaviour change include heightened clarity around role, implementation of local or national guidelines, improved access to training and multidisciplinary support from experts in vestibular dysfunction.

CONCLUSIONS

This study has highlighted that role and knowledge barriers exist to multidisciplinary management of vestibular dysfunction in aTBI. Trauma ward therapists were identified as the most appropriate healthcare professionals to adopt new behaviours. Several strategies are proposed to facilitate such behaviour change.

TRIAL REGISTRATION NUMBER

ISRCTN91943864.

PERSONAL VALUES OF FUTURE DOCTORS

OBJECTIVE

The aim: To analyse the value priorities of first-year medical students and outline areas of educational work to develop a system of professional values of future doctors who are able to work in circumstances of challenges of the time, as well as military conflicts.

PATIENTS AND METHODS

Materials and methods: The method of questionnaires involving the students of Ternopil National Medical University from Ukraine and India was used, as well as the method of content analysis of students' creative work. At the final stage of the study, essays written by Ukrainian first-year students on the day of the beginning of the war in Ukraine on February 24, 2022 were analysed.

RESULTS

Results: The desire to help people was the motive to enter a medical university for the majority of both Ukrainian and international students. Besides, Ukrainians identified civic values that are important in wartime: unity, national consciousness, struggle. In their opinion, the first day of the war determined the splash of anti-values: panic, fear, confusion. However, a similar study conducted ten days after the start of the war showed increase of confidence in victory, the levelling of negative emotions among Ukrainians. Therefore, the issue of the dynamics of values in wartime should be studied more.

CONCLUSION

Conclusions: Institutions of higher medical education should maintain a high intrinsic motivation of students in their altruistic striving to serve people, and improve the adaptation of first-year students, especially international ones. In wartime, it is necessary to intensify the educational work regarding ethical and spiritual development for strengthening the psychological well-being of students.

OHSU Employees' Opinions of Receipt of Clinical Care and Participation in Clinical Research at Place of Employment

Academic medical centers conduct clinical research and provide patient care to the community and their workforce. Conflict may exist, as employees might expect benefits or feel pressured or coerced to participate in research studies or receive clinical care. Without evidence, some universities consider employees to be part of a vulnerable population for research consent at their institution, potentially restricting opportunities for employees to participate in clinical trials. At the same time, these universities encourage employees to receive health care at the same institution. We hypothesized that attitudes toward voluntary research participation and receipt of health care services at the site of employment are similar and favorable. To study this, we conducted a survey of employees at Oregon Health & Science University (OHSU) that asked parallel questions focusing on attitudes regarding concerns with participation in research and receipt of clinical care. We found the majority of respondents reported favorable and similar attitudes regarding employee participation in clinical care 596/688 (87%) or research 605/639 (95%) and personally comfortable with the idea (614/688 (90%) for clinical care, 582/639 (92%) for research participation). Our findings support efforts to remove barriers that restrict participation in clinical research by employees at academic medical centers.