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Williams NJ, Ehrhart MG, Aarons GA, Esp S, Sklar M, Carandang K, Vega NR, Brookman-Frazee L, Marcus SC. Improving measurement-based care implementation in youth mental health through organizational leadership and climate: a mechanistic analysis within a randomized trial. Implement Sci 2024; 19:29. [PMID: 38549122 PMCID: PMC10976812 DOI: 10.1186/s13012-024-01356-w] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/16/2023] [Accepted: 02/27/2024] [Indexed: 04/02/2024] Open
Abstract
BACKGROUND Theory and correlational research indicate organizational leadership and climate are important for successful implementation of evidence-based practices (EBPs) in healthcare settings; however, experimental evidence is lacking. We addressed this gap using data from the WISDOM (Working to Implement and Sustain Digital Outcome Measures) hybrid type III effectiveness-implementation trial. Primary outcomes from WISDOM indicated the Leadership and Organizational Change for Implementation (LOCI) strategy improved fidelity to measurement-based care (MBC) in youth mental health services. In this study, we tested LOCI's hypothesized mechanisms of change, namely: (1) LOCI will improve implementation and transformational leadership, which in turn will (2) mediate LOCI's effect on implementation climate, which in turn will (3) mediate LOCI's effect on MBC fidelity. METHODS Twenty-one outpatient mental health clinics serving youth were randomly assigned to LOCI plus MBC training and technical assistance or MBC training and technical assistance only. Clinicians rated their leaders' implementation leadership, transformational leadership, and clinic implementation climate for MBC at five time points (baseline, 4-, 8-, 12-, and 18-months post-baseline). MBC fidelity was assessed using electronic metadata for youth outpatients who initiated treatment in the 12 months following MBC training. Hypotheses were tested using longitudinal mixed-effects models and multilevel mediation analyses. RESULTS LOCI significantly improved implementation leadership and implementation climate from baseline to follow-up at 4-, 8-, 12-, and 18-month post-baseline (all ps < .01), producing large effects (range of ds = 0.76 to 1.34). LOCI's effects on transformational leadership were small at 4 months (d = 0.31, p = .019) and nonsignificant thereafter (ps > .05). LOCI's improvement of clinic implementation climate from baseline to 12 months was mediated by improvement in implementation leadership from baseline to 4 months (proportion mediated [pm] = 0.82, p = .004). Transformational leadership did not mediate LOCI's effect on implementation climate (p = 0.136). Improvement in clinic implementation climate from baseline to 12 months mediated LOCI's effect on MBC fidelity during the same period (pm = 0.71, p = .045). CONCLUSIONS LOCI improved MBC fidelity in youth mental health services by improving clinic implementation climate, which was itself improved by increased implementation leadership. Fidelity to EBPs in healthcare settings can be improved by developing organizational leaders and strong implementation climates. TRIAL REGISTRATION ClinicalTrials.gov identifier: NCT04096274. Registered September 18, 2019.
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Affiliation(s)
- Nathaniel J Williams
- Institute for the Study of Behavioral Health and Addiction, Boise State University, Boise, ID, USA.
- School of Social Work, Boise State University, Boise, ID, 83725, USA.
| | - Mark G Ehrhart
- Department of Psychology, University of Central Florida, Orlando, FL, USA
| | - Gregory A Aarons
- Department of Psychiatry, University of California, San Diego, CA, USA
| | - Susan Esp
- Institute for the Study of Behavioral Health and Addiction, Boise State University, Boise, ID, USA
- School of Social Work, Boise State University, Boise, ID, 83725, USA
| | - Marisa Sklar
- Department of Psychiatry, University of California, San Diego, CA, USA
| | | | - Nallely R Vega
- School of Social Work, Boise State University, Boise, ID, 83725, USA
| | | | - Steven C Marcus
- School of Social Policy and Practice, University of Pennsylvania, Philadelphia, PA, USA
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Tackett JL, Reardon KW, Fast NJ, Johnson L, Kang SK, Lang JWB, Oswald FL. Understanding the Leaders of Tomorrow: The Need to Study Leadership in Adolescence. PERSPECTIVES ON PSYCHOLOGICAL SCIENCE 2023; 18:829-842. [PMID: 36350711 DOI: 10.1177/17456916221118536] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 07/20/2023]
Abstract
Leadership traits and behaviors are observed early in human development, and although an improved understanding of youth leadership would usefully inform many real-world contexts (e.g., education, parenting, policy), most empirical work on leadership has been limited to adult populations. The purpose of the current article is to add a developmental perspective to leadership research that has so far been absent. Here, we (a) highlight adolescence as a critical developmental period for leadership emergence and development, (b) argue that leadership among youths is poorly understood and critically understudied, (c) provide exemplars of synergy between research on leadership and adolescent development that are ripe for focused inquiry, and (d) underscore some of the positive consequences of accelerating empirical research on leadership in adolescence, including implications for a deeper understanding of leadership in adult working populations.
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Affiliation(s)
| | | | - Nathanael J Fast
- Department of Management and Organization, University of Southern California
| | - Lars Johnson
- Department of Management, University of Texas at Arlington
| | - Sonia K Kang
- Department of Management, University of Toronto Mississauga
| | - Jonas W B Lang
- Department of Human Resource Management and Organizational Psychology, Ghent University
- Business School, University of Exeter
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Fikretoglu D, Sharp ML, Adler AB, Bélanger S, Benassi H, Bennett C, Bryant R, Busuttil W, Cramm H, Fear N, Greenberg N, Heber A, Hosseiny F, Hoge CW, Jetly R, McFarlane A, Morganstein J, Murphy D, O'Donnell M, Phelps A, Richardson DJ, Sadler N, Schnurr PP, Smith P, Ursano R, Hooff MV, Wessely S, Forbes D, Pedlar D. Pathways to mental health care in active military populations across the Five-Eyes nations: An integrated perspective. Clin Psychol Rev 2021; 91:102100. [PMID: 34871868 DOI: 10.1016/j.cpr.2021.102100] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/30/2021] [Revised: 09/29/2021] [Accepted: 11/05/2021] [Indexed: 12/19/2022]
Abstract
Military service is associated with increased risk of mental health problems. Previous reviews have pointed to under-utilization of mental health services in military populations. Building on the most recent systematic review, our narrative, critical review takes a complementary approach and considers research across the Five-Eyes nations from the past six years to update and broaden the discussion on pathways to mental healthcare in military populations. We find that at a broad population level, there is improvement in several indicators of mental health care access, with greater gains in initial engagement, time to first treatment contact, and subjective satisfaction with care, and smaller gains in objective indicators of adequacy of care. Among individual-level barriers to care-seeking, there is progress in improving recognition of need for care and reducing stigma concerns. Among organizational-level barriers, there are advances in availability of services and cultural acceptance of care-seeking. Other barriers, such as concerns around confidentiality, career impact, and deployability persist, however, and may account for some remaining unmet need. To address these barriers, new initiatives that are more evidence-based, theoretically-driven, and culturally-sensitive, are therefore needed, and must be rigorously evaluated to ensure they bring about additional improvements in pathways to care.
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Affiliation(s)
- Deniz Fikretoglu
- Defence Research and Development Canada, 1133 Sheppard Ave. West, Toronto, ON, Canada.
| | | | - Amy B Adler
- Walter Reed Army Institute of Research, Silver Spring, MD, USA
| | | | | | | | | | | | - Heidi Cramm
- School of Rehabilitation Therapy, Queen's University, Kingston, ON, Canada
| | | | | | | | - Fardous Hosseiny
- Centre of Excellence on Post-Traumatic Stress Disorder (PTSD), Ottawa, ON, Canada
| | - Charles W Hoge
- Walter Reed Army Institute of Research, Silver Spring, MD, USA
| | - Rakesh Jetly
- Department of National Defence, Ottawa, ON, Canada
| | | | | | - Dominic Murphy
- Combat Stress, Leatherhead, Surrey, UK; King's College London, London, UK
| | - Meaghan O'Donnell
- Phoenix, Australia: Centre for Posttraumatic Mental Health, Carlton, Australia
| | - Andrea Phelps
- Phoenix, Australia: Centre for Posttraumatic Mental Health, Carlton, Australia
| | - Don J Richardson
- Parkwood Institute- St. Joseph's Health Care London, London, ON, Canada
| | - Nicole Sadler
- Phoenix, Australia: Centre for Posttraumatic Mental Health, Carlton, Australia
| | | | - Patrick Smith
- Centre of Excellence on Post-Traumatic Stress Disorder (PTSD), Ottawa, ON, Canada
| | | | - Miranda Van Hooff
- Military and Emergency Services Health Australia (MESHA), Woodville, SA, Australia
| | | | - David Forbes
- Phoenix, Australia: Centre for Posttraumatic Mental Health, Carlton, Australia
| | - David Pedlar
- Canadian Institute for Military and Veteran Health Research, Queen's University, Kingston, ON, Canada
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Emich KJ, Lu L, Ferguson A, Peterson RS, McCourt M. Team Composition Revisited: A Team Member Attribute Alignment Approach. ORGANIZATIONAL RESEARCH METHODS 2021. [DOI: 10.1177/10944281211042388] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
Research methods for studying team composition tend to employ either a variable-centered or person-centered approach. The variable-centered approach allows scholars to consider how patterns of attributes between team members influence teams, while the person-centered approach allows scholars to consider how variation in multiple attributes within team members influences subgroup formation and its effects. Team composition theory, however, is becoming increasingly sophisticated, assuming variation on multiple attributes both within and between team members—for example, in predicting how a team functions differently when its most assertive members are also optimistic rather than pessimistic. To support this new theory, we propose an attribute alignment approach, which complements the variable-centered and person-centered approaches by modeling teams as matrices of their members and their members’ attributes. We first demonstrate how to calculate attribute alignment by determining the vector norm and vector angle between team members’ attributes. Then, we demonstrate how the alignment of team member personality attributes (neuroticism and agreeableness) affects team relationship conflict. Finally, we discuss the potential of using the attribute alignment approach to enrich broader team research.
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Affiliation(s)
- Kyle J. Emich
- Department of Business Administration, Alfred Lerner College of Business & Economics, University of Delaware, Newark, DE, USA
| | - Li Lu
- Department of Management, College of Business & Public Management, West Chester University, West Chester, PA, USA
| | - Amanda Ferguson
- Department of Management, College of Business, Northern Illinois University, DeKalb, IL, USA
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Lang JWB, Runge JM, De Fruyt F. What are agile, flexible, or adaptable employees and students? A typology of dynamic individual differences in applied settings. EUROPEAN JOURNAL OF PERSONALITY 2021. [DOI: 10.1177/08902070211012932] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/17/2022]
Abstract
The applied psychology literature has discussed and used a variety of different definitions of dynamic individual differences. Descriptions like dynamic, agile, adaptive, or flexible can refer to a variety of different types of constructs. The present article contributes to the literature by presenting an organizing typology of dynamic constructs. We also conducted a literature review of four major applied journals over the last 15 years to validate the taxonomy and to use it to map what type of dynamic individual differences constructs are typically studied in the applied psychology literature. The typology includes six basic conceptualizations of dynamic individual differences: Variability constructs (inconsistency across situations), skill acquisition constructs (learning new skills), transition constructs (avoiding “loss” in behavior/skill after unforeseen change), reacquisition constructs (relearning after change), acceleration/deceleration constructs (losing or gaining energy by displaying the behavior), and integration/dissolution constructs (behavior becomes more or less uniform). We provide both verbal and statistical definitions for each of these constructs, and demonstrate how these conceptualizations can be operationalized in assessment and criterion measurement using R code and simulated data. We also show how researchers can test different dynamic explanations using likelihood-based R2 statistics.
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Affiliation(s)
- Jonas WB Lang
- Ghent University, Ghent, Belgium
- Business School, University of Exeter, Exeter, UK
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Wang D, Waldman DA, Balthazard PA, Stikic M, Pless NM, Maak T, Berka C, Richardson T. Applying Neuroscience to Emergent Processes in Teams. ORGANIZATIONAL RESEARCH METHODS 2020. [DOI: 10.1177/1094428120915516] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022]
Abstract
In this article, we describe how neuroscience can be used in the study of team dynamics. Specifically, we point out methodological limitations in current team-based research and explain how quantitative electroencephalogram technology can be applied to the study of emergent processes in teams. In so doing, we describe how this technology and related analyses can explain emergent processes in teams through an example of the neural assessment of attention of team members who are engaged in a problem-solving task. Specifically, we demonstrate how the real-time, continuous neural signatures of team members’ attention in a problem-solving context emerges in teams over time. We then consider how further development of this technology might advance our understanding of the emergence of other team-based constructs and research questions.
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Affiliation(s)
| | | | | | - Maja Stikic
- Microsoft Azure Data, Microsoft Development Center, Belgrade, Serbia
| | - Nicola M. Pless
- University of South Australia Business School, Adelaide, South Australia, Australia
| | - Thomas Maak
- The University of Melbourne, Victoria, Australia
| | - Chris Berka
- Advanced Brain Monitoring, Carlsbad, CA, USA
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Oswald FL, Tackett JL. Multilevel Modeling and Meta-Analysis: Epilogue to the Invited Forums. ADVANCES IN METHODS AND PRACTICES IN PSYCHOLOGICAL SCIENCE 2020. [DOI: 10.1177/2515245920905783] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022]
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Building an Organizational Science of Behavioral Consistency: Comment on Katz-Navon, Kark, and Delegach (2020). ACADEMY OF MANAGEMENT DISCOVERIES 2020. [DOI: 10.5465/amd.2019.0180] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
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den Hartog SC, Runge JM, Reindl G, Lang JWB. Linking Personality Trait Variance in Self-Managed Teams to Team Innovation. SMALL GROUP RESEARCH 2019. [DOI: 10.1177/1046496419865325] [Citation(s) in RCA: 7] [Impact Index Per Article: 1.4] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Researchers have suggested that some personality traits are associated with better team functioning when team members are homogeneous, whereas other personality traits improve team functioning when team members are heterogeneous. This article extends these ideas to team innovation and examines (a) how team variance in extraversion, agreeableness, openness, and conscientiousness relates to innovation in teams; and (b) how these relationships dynamically evolve over time. Our study included 704 surveys completed by 243 team members in 32 teams, at three time points. Results revealed that teams with less variance in extraversion showed higher levels of team innovation. For agreeableness and openness, we did not find main effects of team heterogeneity on team innovation. For teams with low heterogeneity in agreeableness, however, team innovation decreased over time. Team variance in conscientiousness was negatively associated with team innovation. Our findings provide support that team personality plays a role for innovation.
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Lang JWB, Bliese PD, Runge JM. Detecting Consensus Emergence in Organizational Multilevel Data: Power Simulations. ORGANIZATIONAL RESEARCH METHODS 2019. [DOI: 10.1177/1094428119873950] [Citation(s) in RCA: 6] [Impact Index Per Article: 1.2] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022]
Abstract
Theories suggest that groups within organizations often develop shared values, beliefs, affect, behaviors, or agreed-on routines; however, researchers rarely study predictors of consensus emergence over time. Recently, a multilevel-methods approach for detecting and studying emergence in organizational field data has been described. This approach—the consensus emergence model—builds on an extended three-level multilevel model. Researchers planning future studies based on the consensus emergence model need to consider (a) sample size characteristics required to detect emergence effects with satisfactory statistical power and (b) how the distribution of the overall sample size across the levels of the multilevel model influences power. We systematically address both issues by conducting a power simulation for detecting main and moderating effects involving consensus emergence under a variety of typical research scenarios and provide an R-based tool that readers can use to estimate power. Our discussion focuses on the future use and development of multilevel methods for studying emergence in organizational research.
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Affiliation(s)
- Jonas W. B. Lang
- Department of Personnel Management, Work and Organizational Psychology, Ghent University, Ghent, Belgium
- University of South Carolina, Columbia, SC, USA
| | | | - J. Malte Runge
- Department of Personnel Management, Work and Organizational Psychology, Ghent University, Ghent, Belgium
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