ABSTRACT
Four case studies of the adoption of work-site AIDS programs are investigated, two of which were modifications of the Centers for Disease Control and Prevention's Business Responds to AIDS (BRTA) program. AIDS work-site programs were mainly initiated by the four study companies as a result of the efforts of a champion (defined as an individual who gains attention and resources for an issue in a system) or the occurrence of a tragic event, such as a company employee contracting AIDS. The BRTA program is an innovation that has not yet reached critical mass, which is the point after which further rates of adoption occur rapidly in a self-sustaining process.
Subject(s)
Acquired Immunodeficiency Syndrome , Diffusion of Innovation , Health Education , Occupational Health Services/organization & administration , Commerce , Humans , Information Theory , United States , WorkplaceABSTRACT
Transformational change interventions often fail or short fall of their intended impact on organizations and systems. One main reason is that these interventions frequently do not strategically address the complex human dynamics of change. This happens despite awareness of and commitment to intervening at this level by top management and change leaders. The wisdom that "systems don't change; people change" is widely acknowledged but inadequately applied. These are exactly the conditions the U.S. Department of Veterans Affairs (VA) faces in deploying its new Veterans Integrated Services Networks (VISNs). Applying validated behavioral science strategies that address the human side of change will help VA implement VISNs effectively. Six strategies derived from many years of study and practice in the public and private sectors are discussed, along with suggestions for VISN managers about how to implement them.
Subject(s)
Community Networks/organization & administration , Delivery of Health Care, Integrated/organization & administration , Hospital Restructuring , Hospitals, Veterans/organization & administration , Psychology, Industrial , Humanism , Humans , Los Angeles , New Mexico , Organizational Innovation , Total Quality Management , United States , United States Department of Veterans Affairs/organization & administration , WorkforceABSTRACT
A literature review and an exploratory survey were conducted to find out about knowledge utilization activities in academic medical centers. Structured interviews were conducted with one respondent in each of ten selected programs in one center and were followed by qualitative data analysis concerning types of knowledge utilization activities and their effectiveness, and barriers and incentives to the success of knowledge utilization. Suggestions are provided for ways administrators in both academic and community medical centers may increase their effectiveness in using knowledge utilization strategies to promote the adoption of innovations.
Subject(s)
Academic Medical Centers/organization & administration , Diffusion of Innovation , Health Knowledge, Attitudes, Practice , Medical Staff, Hospital , Health Education , Hospital Bed Capacity, 500 and over , Information Services , Medical Staff, Hospital/education , Medical Staff, Hospital/psychology , Patient Education as Topic , Publishing , United StatesSubject(s)
Diffusion of Innovation , Information Services , Practice Patterns, Physicians' , Quality Assurance, Health Care/organization & administration , Behavior Therapy , Humans , Organizational Innovation , Practice Guidelines as Topic , Practice Patterns, Physicians'/organization & administration , United StatesSubject(s)
Artificial Intelligence , Substance-Related Disorders/therapy , Technology Transfer , Acquired Immunodeficiency Syndrome/prevention & control , Acquired Immunodeficiency Syndrome/transmission , Humans , National Institutes of Health (U.S.) , Organizational Innovation , Substance-Related Disorders/prevention & control , Substance-Related Disorders/psychology , United StatesABSTRACT
Why do some implementations in human service settings of goal attainment scaling (GAS), an innovative program evaluation technique, last over time, whereas others die out despite an initially successful period of operation? To provide some tentative answers to this question and to help shed more light generally on differences between sustained and nonsustained innovative programs in service delivery organizations, 10 intensive case studies were conducted. Four were goal attainment scaling programs that have proved durable over time in their host organizations versus six other programs in which goal attainment scaling did not survive despite some initial success. These case studies were analyzed both clinically and by means of expert judges' ratings to identify some of the critical variables that seem to be associated with durability of the goal attainment scaling programs.
Subject(s)
Community Mental Health Services , Outcome and Process Assessment, Health Care , Adolescent , Adult , Aged , Counseling , Goals , Humans , Middle Aged , Residential Treatment , Self-Help Groups , Social AdjustmentSubject(s)
Mental Disorders/diagnosis , Personality Inventory , Female , Humans , Male , Mental Disorders/classification , PsychometricsABSTRACT
The ability of subjects to fake responses on personality tests under various experimental conditions has been established in several studies, including those involving the Comrey Personality Scales (CPS). Evidence is presented in this study regarding the potential of several techniques for detecting faked CPS test records, along with a further demonstration of the extent to which the CPS can be faked. Five groups of test records were used: four were from two sets of university student subjects, with one test record completed under normal conditions and the other under instructions to deliberately "fake good." The final group of CPS records was from a set of police officer candidates. Several possible faking predictor scores were related to a continuously measured index of faking based on differences between "faked" and "normal" records and also to a dichotomous criterion of faking. Results of a correlational analysis show that the best predictor of faking on the Comrey Personality Scales is a total summary score obtained by adding up all ten CPS scale scores.
ABSTRACT
To investigate the construct validity of the Comrey Personality Scales, this personality test and a biographical data inventory inquiring about past and present life circumstances were administered to 209 volunteer U.C.L.A. students. Biographical data variables were correlated with scores on the eight personality scales. Personality scale score estimates by the authors, based on examination of the respondents' biographical data responses, were also correlated with actual scale scores. The personality scales which received the best confirmation were Social Conformity vs Rebelliousness and Orderliness vs. Lack of Compulsion. Support for the construct validity of the other personality scales varied from moderate to negligible.