Understanding Gender Biases and Differences in Web-Based Reviews of Sanctioned Physicians Through a Machine Learning Approach: Mixed Methods Study.

BACKGROUND: Previous studies have highlighted gender differences in web-based physician reviews; however, so far, no study has linked web-based ratings with quality of care. OBJECTIVE: We compared a consumer-generated measure of physician quality (web-based ratings) with a clinical quality outcome (sanctions for malpractice or improper behavior) to understand how patients' perceptions and evaluations of physicians differ based on the physician's gender. METHODS: We used data from a large web-based physician review website and the Federation of State Medical Boards. We implemented paragraph vector methods to identify words that are specific to and indicative of separate groups of physicians. Then, we enriched these findings by using the National Research Council Canada word-emotion association lexicon to assign emotional scores to reviews for different subpopulations according to gender, gender and sanction, and gender and rating. RESULTS: We found statistically significant differences in the sentiment and emotion of reviews between male and female physicians. Numerical ratings are lower and sentiment in text reviews is more negative for women who will be sanctioned than for men who will be sanctioned; sanctioned male physicians are still associated with positive reviews. CONCLUSIONS: Given the growing impact of web-based reviews on demand for physician services, understanding the different dynamics of reviews for male and female physicians is important for consumers and platform architects who may revisit their platform design.

A multisite evaluation of readiness to transition to newly qualified nurse in a cohort of children's nursing students.

BACKGROUND: The post-qualifying and preceptorship period in nursing has been well-researched, however, there is limited evidence about the immediate period before qualifying. AIM: To explore the experiences of role transition of London-based final placement (FP) children's nursing students and to identify what support is required for future cohorts of students. METHOD: Four London universities circulated an online questionnaire to FP students. The questionnaire content included FP student experiences, preparation for role transition and employability. RESULTS: Seventy seven students responded (27%). Twenty seven students (35%) felt well-prepared to transition. The main concerns included: becoming an accountable practitioner, employers' expectations and availability of support in the newly qualified period. Students wanted more employability support and the opportunity to talk to newly qualified nurses and prospective employers. CONCLUSION: Universities and clinical partners need to do more to develop better education and support for FP students and deliver it in a timely way.

Linking Workplace Health Promotion Best Practices and Organizational Financial Performance: Tracking Market Performance of Companies With Highest Scores on the HERO Scorecard.

OBJECTIVE: The aim of the study was to evaluate the stock performance of publicly traded companies that received high scores on the HERO Employee Health Management Best Practices Scorecard in Collaboration with Mercer© based on their implementation of evidence-based workplace health promotion practices. METHODS: A portfolio of companies that received high scores in a corporate health and wellness self-assessment was simulated based on past market performance and compared with past performance of companies represented on the Standard and Poor's (S&P) 500 Index. RESULTS: Stock values for a portfolio of companies that received high scores in a corporate health and wellness self-assessment appreciated by 235% compared with the S&P 500 Index appreciation of 159% over a 6-year simulation period. CONCLUSIONS: Robust investment in workforce health and well-being appears to be one of multiple practices pursued by high-performing, well-managed companies.

Building program participation: strategies for recruitment and retention in worksite health promotion programs.

Building program participation is vital for all health promotion programs. There are a large variety of strategies that have been used to enhance recruitment and retention in worksite health promotion programs. Many of these strategies are examined and their significance in the design and operation of health promotion programs in worksite settings is reviewed.

The impact of electronic health record implementation on emergency physician efficiency and patient throughput.

BACKGROUND: In emergency departments (EDs), the implementation of electronic health records (EHRs) has the potential to impact the rapid assessment and management of life threatening conditions. In order to quantify this impact, we studied the implementation of EHRs in the EDs of a two hospital system. METHODS: using a prospective pre-post study design, patient processing metrics were collected for each ED physician at two hospitals for 7 months prior and 10 months post-EHR implementation. Metrics included median patient workup time, median length of stay, and the composite outcome indicator "processing time." RESULTS: median processing time increased immediately post-implementation and then returned to, and surpassed, the baseline level over 10 months. Overall, we see significant decreases in processing time as the number of patients treated increases. CONCLUSIONS: implementation of new EHRs into the ED setting can be expected to cause an initial decrease in efficiency. With adaptation, efficiency should return to baseline levels and may eventually surpass them. IMPLICATIONS: while EDs can expect long term gains from the implementation of EHRs, they should be prepared for initial decreases in efficiency and take preparatory measures to avert adverse effects on the quality of patient care.

Strategies for strengthening the evidence base for employee health promotion programs.

Employee health promotion programs have been a visible facet of the American workplace for more than 30 years. During that time, a substantial amount of research on best practices has been conducted, but because of a lack of significant public investment in research funding there is still much to be done. Most researchers and practitioners familiar with the literature recognize the need to strengthen the evidence base for the field. In this edition of The Art of Health Promotion we examine the primary recommendations emerging from a recent federally sponsored effort to identify strategies for strengthening the evidence base for employee health promotion.