Automatic and Objective Assessment of Motor Skills Performance in Flexible Bronchoscopy.

BACKGROUND: Motor skills have been identified as a useful measure to evaluate competency in bronchoscopy. However, no automatic assessment system of motor skills with a clear pass/fail criterion in flexible bronchoscopy exists. OBJECTIVES: The objective of the study was to develop an objective and automatic measure of motor skills in bronchoscopy and set a pass/fail criterion. METHODS: Participants conducted 3 bronchoscopies each in a simulated setting. They were equipped with a Myo Armband that measured lower arm movements through an inertial measurement unit, and hand and finger motions through electromyography sensors. These measures were composed into an objective and automatic composite score of motor skills, the motor bronchoscopy skills score (MoBSS). RESULTS: Twelve novices, eleven intermediates, and ten expert bronchoscopy operators participated, resulting in 99 procedures available for assessment. MoBSS was correlated with a higher diagnostic completeness (Pearson's correlation, r = 0.43, p < 0.001) and a lower procedure time (Pearson's correlation, r = -0.90, p < 0.001). MoBSS was able to differentiate operator performance based on the experience level (one-way ANOVA, p < 0.001). Using the contrasting groups' method, a passing score of -0.08 MoBSS was defined that failed 30/36 (83%) novice, 5/33 (15%) intermediate, and 1/30 (3%) expert procedures. CONCLUSIONS: MoBSS can be used as an automatic and unbiased assessment tool for motor skills performance in flexible bronchoscopy. MoBSS has the potential to generate automatic feedback to help guide trainees toward expert performance.

[Entrustable professional activities: a new proposal for the evaluation of the medical competencies]. / Entrustable Professional Activities: Una propuesta innovadora para la evaluación de competencias médicas.

Medical education migrated from a practice-based to a knowledge-based discipline after the publication of the Flexner Report. The emergence of competence-based medical education led to a greater standardization of teaching, allowing students to integrate knowledge, skills and attitudes for the execution of a given task. A challenge is the evaluation of learning. Complex evaluation systems and a consequent atomization that independently assesses different competence components. However, the evaluation carried out at the clinical practice sites allows assessing the overall level of learning. Supervisors observe students' performance and decide if the apprentice can execute a specific task independently. This decision is based upon the trust that the tutor places on the student. Consequently, Ten Cate (2005) proposed the term Entrustable Professional Activities (EPAs), as a framework for professional practice tasks or responsibilities that can be fully entrusted to students, when they demonstrate the competences that are necessary to execute such activity with an increasing level of autonomy.

The ABCs of entrustable professional activities: an overview of 'entrustable professional activities' in medical education.

Consultants regularly need to decide whether a trainee can be entrusted to perform a clinical activity independently. 'Entrustable professional activities' (EPA) provide a framework for justifying and better utilising supervisor entrustment decisions for trainee feedback and assessment in the workplace. Since being proposed by Olle ten Cate in 2005, EPA are emerging as an integral part of many international medical curricula, and are being considered by the Royal Australasian College of Physicians in the current review of physician training. EPA are defined as tasks or responsibilities that can be entrusted to a trainee once sufficient competence is reached to allow for unsupervised practice. An example might be to entrust a trainee to 'Initiate and co-ordinate care of the palliative patient' with only off-site or indirect supervision. Rather than attempting to measure directly each of the many separate competencies required to undertake such a complex task, EPA direct the trainee and supervisor's attention to the trainee's performance in a limited number of selected, representative, important day-to-day activities. EPA-based assessment is gaining momentum, amongst significant concerns regarding feasibility of implementation. While the optimal process for designing and implementing EPA remains to be determined, it is an assessment strategy where the over-arching goal of optimal patient care remains in clear sight. This review explores the central role of trust in medical training, the case for EPA and potential barriers to implementing EPA-based assessment.

The effects of intervention based on supportive leadership behaviour on Iranian nursing leadership performance: a randomized controlled trial.

AIMS: To assess the effects of a workshop on supportive leadership behaviour (SLB) on the performance of head nurses, using a randomized controlled trial design. BACKGROUND: The effect of transformational leadership on SLB in nursing management is emphasised. METHODS: A total of 110 head nurses working at university hospitals were included randomly in two control and intervention groups. The head nurses in the intervention group participated in supportive leadership training, but the control group did not. Performance in supportive leadership was assessed with a validated instrument, which six subordinates used to assess their head nurse (n = 731). RESULTS: There was a significant difference in SLB scores from baseline to the 3 month follow-up (P < 0.0001). Moreover, the post-intervention scores were significantly higher in the intervention group, compared with the control group (P < 0.0001). The results showed that in the intervention group, the effect sizes were greater for males (50%) than for females (36%) and greater for married participants (42%) than for single participants (37%). CONCLUSION: The workshop on supportive leadership behaviour, particularly the interactive multifaceted training, improved the leadership performance of the head nurses who participated in this study. IMPLICATIONS FOR NURSING MANAGERS: Health policy decision makers should apply SLB, which is a significant leadership style, to improve the outcomes in other groups of health-care management, such as physicians. Future studies are needed to investigate the effects of such workshops in longer periods of follow up.

[Using descriptors during the implementation of Mini-CEX at pediatric residency]. / Uso de descriptores durante la implementación de Mini-CEX en la residencia de pediatría.

UNLABELLED: The Mini Clinical Evaluation Exercise (Mini-CEX) is an assessment tool, which emphasizes the educational value and is based on direct performance observation. The objective was to evaluate the reliability and feasibility of Mini-CEX using pediatric descriptors during its implementation in two pediatric residency programs. The design was observational, exploratory and feasibility in the use of this evaluation tool. Based on the original format, descriptors related to the pediatric consult for each Mini-CEX dimension's were agreed. Operators were trained in the use of this tool by means of descriptors as well as in debriefing strategies. Finally, there were two simultaneous and independent evaluations for each observation. ANALYSIS: a) Mini-CEX global and dimension score; b) Concordance between operators scores (mean differences and 95% CI); c) Non evaluable descriptors frequency; d) Duration and satisfaction in use. There were 80 observations in 40 pediatric consults. Overall score 7.5±0.9 (6.4±2 to 8.3±1.1 depending on dimension), with no significant differences between the two institutions. There was high agreement between observers (Mean, difference between 0.1 and 0.3, 95% CI -0.8 to 0.3). The frequency of non evaluable descriptors ranged 5-28 (9% to 51%) and it was not associated with the implementation stage. The average implementation time was 20 minutes, and satisfaction in use was high among both operators and residents. Mini-CEX tool using pediatric descriptors showed high reliability. The joint experience was satisfactory and simultaneously confirmed the value of debriefing.

The ReWork-Stroke rehabilitation programme described by use of the TIDieR checklist.

BACKGROUND: About half of those that have had stroke in working age return to work (RTW). Few rehabilitation programmes exist focussing RTW after stroke. AIM: To produce a clear replicable description of the ReWork-Stroke rehabilitation programme targeting RTW for people of working age who have had stroke. MATERIALS AND METHODS: The Template for Intervention Description and Replication 12 item checklist was used to describe the ReWork-Stroke programme developed 2013-2014. This paper presents the development, rationale and processes in the programme to enable replication and provide evidence for implementation. RESULTS: Occupational therapists (OTs) skilled in stroke rehabilitation contribute knowledge about consequences of stroke and coordinate stakeholders involved. The ReWork-Stroke is person-centred, includes individual plans and generic components, consists of a preparation and a work trial phase. During the preparation phase, resources and hindrances for RTW are mapped and a plan for work trial is elaborated. During the work trial phase, the intervention is located at the workplace. The OT conducts recurrent follow-ups and collaborates with employers/co-workers. CONCLUSIONS: A person-centred programme has advantages in its flexibility to meet different needs between people and by this thorough description of ReWork-Stroke, others can replicate the programme and its fidelity and evidence can be strengthened.

The Influence of Prior Performance Information on Ratings of Current Performance and Implications for Learner Handover: A Scoping Review.

PURPOSE: Learner handover (LH) is the sharing of information about trainees between faculty supervisors. This scoping review aimed to summarize key concepts across disciplines surrounding the influence of prior performance information (PPI) on current performance ratings and implications for LH in medical education. METHOD: The authors used the Arksey and O'Malley framework to systematically select and summarize the literature. Cross-disciplinary searches were conducted in six databases in 2017-2018 for articles published after 1969. To represent PPI relevant to LH in medical education, eligible studies included within-subject indirect PPI for work-type performance and rating of an individual current performance. Quantitative and thematic analyses were conducted. RESULTS: Of 24,442 records identified through database searches and 807 through other searches, 23 articles containing 24 studies were included. Twenty-two studies (92%) reported an assimilation effect (current ratings were biased toward the direction of the PPI). Factors modifying the effect of PPI were observed, with larger effects for highly polarized PPI, negative (vs positive) PPI, and early (vs subsequent) performances. Specific standards, rater motivation, and certain rater characteristics mitigated context effects, whereas increased rater processing demands heightened them. Mixed effects were seen with nature of the performance and with rater expertise and training. CONCLUSIONS: PPI appears likely to influence ratings of current performance, and an assimilation effect is seen with indirect PPI. Whether these findings generalize to medical education is unknown, but they should be considered by educators wanting to implement LH. Future studies should explore PPI in medical education contexts and real-world settings.

Percepción de la calidad de vida profesional en docentes de la Universidad de Atacama en confinamiento / Perception of the quality of professional life in teachers of the University of Atacama in confinement / Percepção da qualidade de vida profissional em professores da Universidade de Atacama em confinamento

La crisis sanitaria trajo consigo modificaciones laborales de los docentes de todo el mundo, los cuales experimentan situaciones inéditas en su quehacer laboral. La calidad de vida laboral debe ser uno de los pilares de toda organización, ya que tiene relación con el rendimiento laboral y la calidad de servicio entregada a los estudiantes. La calidad de vida profesional (CVP) de un docente universitario se define como la agrupación de criterios que permiten desarrollarse en su entorno laboral y los recursos disponibles para enfrentarla, de forma que se obtenga un desarrollo óptimo en los ámbitos profesional, familiar y personal. El objetivo del estudio fue comparar la percepción sobre la calidad de vida laboral de docentes universitarios antes y durante el periodo de pandemia, muestra de 57 docentes universitarios de la Universidad de Atacama Chile. La calidad de vida profesional se evaluó mediante el CVP-35. Los resultandos reportan una disminución en la percepción de los docentes respecto al apoyo directivo, indicando disminución en el periodo de pandemia, así como también ha disminuido la motivación intrínseca y existe una sensación de un aumento de la carga de laboral y no hubo cambios en la pregunta de percepción de orgullo con la Universidad.

The health crisis brought with it job changes for teachers around the world, who are experiencing unprecedented situations in their work. The quality of work life must be one of the pillars of any organization since it is related to work performance and the quality of service provided to students. The professional quality of life (QOL) of a university teacher is defined as the grouping of criteria that allow development in their work environment and the resources available to face it, in such a way that optimal development is obtained in the professional, family and personal spheres. The objective of the study was to compare the perception of the quality of work life of university teachers before and during the pandemic period, a sample of 57 university teachers from the University of Atacama, Chile. Professional quality of life was evaluated using the CVP-35. The results report a decrease in the perception of teachers regarding managerial support, indicating a decrease in the pandemic period, as well as a decrease in intrinsic motivation and there is a feeling of an increase in the workload and there were no changes in the question of perception of pride with the University.

A crise da saúde trouxe consigo mudanças trabalhistas para professores de todo o mundo, que vivenciam situações inéditas em seu trabalho. A qualidade de vida no trabalho deve ser um dos pilares de qualquer organização, pois está relacionada ao desempenho no trabalho e à qualidade do serviço prestado aos alunos. A qualidade de vida profissional (CVP) de um professor universitário é definida como o agrupamento de critérios que permitem o desenvolvimento em seu ambiente de trabalho e os recursos disponíveis para enfrentá-lo, de modo que se obtenha o desenvolvimento ideal nas esferas profissional, familiar e pessoal. O objetivo do estudo foi comparar a percepção da qualidade de vida no trabalho de professores universitários antes e durante o período da pandemia, uma amostra de 57 professores universitários da Universidad de Atacama Chile. A qualidade de vida profissional foi avaliada por meio do CVP-35. Os resultados relatam uma diminuição na percepção dos professores em relação ao suporte gerencial, indicando uma diminuição no período da pandemia, assim como a motivação intrínseca diminuiu e há sensação de aumento na carga de trabalho e não houve mudanças na questão Percepção de orgulho com a Universidade.

Improving Pediatric Rapid Response Team Performance Through Crew Resource Management Training of Team Leaders.

BACKGROUND: Rapid response teams (RRTs) improve the detection of and response to deteriorating patients. Professional hierarchies and the multidisciplinary nature of RRTs hinder team performance. This study assessed whether an intervention involving crew resource management training of team leaders could improve team performance. METHODS: In situ observations of RRT activations were performed pre- and post-training intervention. Team performance and dynamics were measured by observed adherence to an ideal task list and by the Team Emergency Assessment Measure tool, respectively. Multiple quartile (median) and logistic regression models were developed to evaluate change in performance scores or completion of specific tasks. RESULTS: Team leader and team introductions (40% to 90%, P = .004; 7% to 45%, P = .03), floor team presentations in Situation Background Assessment Recommendation format (20% to 65%, P = .01), and confirmation of the plan (7% to 70%, P = .002) improved after training in patients transferred to the ICU (n = 35). The Team Emergency Assessment Measure metric was improved in all 4 categories: leadership (2.5 to 3.5, P < .001), teamwork (2.7 to 3.7, P < .001), task management (2.9 to 3.8, P < .001), and global scores (6.0 to 9.0, P < .001) for teams caring for patients who required transfer to the ICU. CONCLUSIONS: Targeted crew resource management training of the team leader resulted in improved team performance and dynamics for patients requiring transfer to the ICU. The intervention demonstrated that training the team leader improved behavior in RRT members who were not trained.

Impact of Pre-Pharmacy Work Experience on Development of Professional Identity in Student Pharmacists.

Objective. To determine the benefit of pharmacy work experience on the development of student pharmacists' professional identity. Methods. Students in all four professional years were surveyed using a validated Professional Self-identity Questionnaire (PSIQ). They were also asked about pharmacy experience prior to matriculation and their performance on Drug Information tests given midway through the P1 year and at the beginning of the P3 year. PSIQ responses and test results were compared based on pharmacy experience. Results. The PSIQ was completed by 293 student pharmacists, for a 67% response rate, with 76% of respondents reporting pharmacy experience prior to matriculation. Statistically higher scores on responses to 6 of the 9 PSIQ Likert-type items were observed from students in the first professional year for those with pharmacy experience; however, only one item in the second year showed differences with none in the third and fourth years. No impact of experience was observed on Top 100 or Top 300 grades. Conclusion. Pre-matriculation pharmacy experience may increase development of professional identity early in the student experience but may have little impact on academic readiness. Schools and colleges of pharmacy hoping to recruit students with an early sense of professional identity should consider adding such experience to their admissions requirements.

Atuação profissional nos esportes de aventura: estudo de caso com uma treinadora de surfe / Professional work performance in adventure sports: case study with a surf coach

RESUMO O objetivo do estudo foi analisar o contexto de atuação profissional de uma treinadora de surfe da cidade de Florianópolis, Santa Catarina. Adotaram-se procedimentos de pesquisa qualitativa e estudo de caso, por meio da combinação de técnicas de observação participante e entrevista semiestruturada. Foi utilizada a técnica de Análise Temática para a análise dos dados. Verificou-se que o contexto de atuação profissional da treinadora investigada compreende um sistema amplo e complexo, marcado pela sua participação em diversas atividades e interações sociais, com o envolvimento pleno em seu local de atuação profissional. A intervenção pedagógica da treinadora para o ensino/treino do surfe é condicionado pela sazonalidade, pelas condições do ambiente de prática desta modalidade, assim como pelo tipo de orientação esportiva, com o propósito pessoal de transmitir o seu estilo de vida ligado ao surfe.

ABSTRACT The purpose of the study was to analyze the context of professional work performance of a surf coach from Florianópolis city, Santa Catarina. Qualitative research and case study procedures were adopted conbining participant observation and semi-structured interviews. Thematic Analysis was used for data analysis. It was verified that the coach's context of professional work performance comprises a broad and complex system, marked by her participation in various activities and social interactions, with full participation in her place of professional work. The coach's pedagogical intervention for teaching/coaching surfing is conditioned by seasonality, the environmental conditions to practice this sport, and the focus of sports instruction. Essentialy, the coach's personal goal is to share her surfing lifestyle.

Leadership and management training as a catalyst to health system strengthening in low-income settings: Evidence from implementation of the Zambia Management and Leadership course for district health managers in Zambia.

BACKGROUND: Research has shown that the modes of leadership and management may influence health outcomes. However, majority of health leaders and managers in many low-income countries are promoted on account of clinical expertise. It has been recognised that these new managers are often ill-prepared for managing complex health systems. In response to this challenge, the Zambian Ministry of Health (MoH) has developed the Governance and Management Capacity Building (GMCB) Strategic Plan (2012-2016), whose overarching goal is to improve health sector governance and create an environment that is result-oriented, accountable and transparent. This led to the introduction of a new in-service leadership and management course, which has come to be known as the Zambia Management and Leadership Academy (ZMLA). This paper presents the results of an impact evaluation of the ZMLA programme conducted in 2014. METHODS: This was a cross-sectional mixed method study. The study targeted health workers, stakeholders and course implementers. ZMLA trainees were targeted to gain perspectives on the extent to which the programme affected levels of self-confidence resulting from knowledge gained. Perspectives were sought from both ZMLA and non ZMLA trainees to measure changes in the work environment. Stakeholder perspectives were collected from trainers and key informants involved in providing ZMLA training. RESULTS: On average, knowledge levels increased by 38% after each workshop. A comparison of the average self-rated scores from 444 management and leadership survey responses before ZMLA and after ZMLA training showed a significant increase in the proportion of participants that felt adequately trained to undertake management and leadership, from 63% (before) to 99% (after) in phase 1 and 43% (before) to 98% (after) in the phase II cohort. The calculated before and after percentage change for work environment themes ranged from 5.8% to 13.4%. Majority of respondents perceived improvements in the workplace environment, especially in handling human resource management matters. The smallest improvement was noted in ethics and accountability. Qualitative interviews showed improvements in the meeting culture and a greater appreciation for the importance of meetings. Shared vision, teamwork and coordination seemed to have improved more in work places where the overall manager had received ZMLA training. CONCLUSION: Leadership and management training will be a key ingredient in health system strengthening in low-income settings. The ZMLA model was found to be acceptable and effective in improving knowledge and skills for health system managers with minimal disruption to health services.

Revisión desde el desempeño laboral al vínculo con enfermería / A review from job performance to the link with nursing

El recurso humano es el principal activo con el cual cuenta una institución pública o privada; esto se debe a que las organizaciones necesariamente están compuestas por personas, y sin ellas no podrían existir. Las corrientes modernas de administración en sistemas de salud están poniendo mayor atención al desempeño de las organizaciones, relacionándolas con el desempeño de su capital humano. OBJETIVO: Describir los conceptos y dimensiones del desempeño laboral planteado por diferentes autores en administración, mediante una revisión de literatura, y su relación con estudios realizados en enfermería. METODOLOGÍA: Se realizó una búsqueda bibliográfica sistematizada sobre desempeño laboral en la Biblioteca Virtual Universitaria, en Centro de Recursos Académicos Informáticos Virtuales (CREATIVA), utilizando las bases de datos PubMed, Lilacs, Scielo y Scopus, en idioma portugués, inglés y español, entre los años 2010 y 2020. RESULTADOS: Se presentan dos áreas temáticas preestablecidas: La primera, es revisión de literatura en desempeño laboral y la segunda estudios en desempeño laboral de enfermería. Estas áreas se fueron relacionando con dimensiones teóricas del desempeño laboral. CONCLUSIÓN: Conocer el nivel el desempeño laboral del profesional de enfermería y las áreas que abarcan los conceptos teóricos en la literatura en administración y recurso humano, entrega mayores competencias, formación continua, y mayor profesionalismo (autonomía, comunicación y participación en organizaciones sanitarias). De esta forma, ayuda a establecer estrategias de abordaje para conocer las falencias del desempeño en enfermería, realizar un análisis del contexto en donde se desarrolla el fenómeno en los profesionales y poder entregar una solución, mejorando el desempeño del profesional o del equipo de salud.

The human resource is the main asset of a public or private institution; this is because organizations are necessarily made up of people, and without them, they could not exist. Modern management trends in health systems are paying greater attention to the performance of organizations, relating them to the performance of their human capital. OBJECTIVE: To describe the concepts and dimensions of work performance proposed by different authors in management, through a review of the literature, and their relationship with studies carried out in nursing. METHODOLOGY: A systematized bibliographic search on work performance was carried out in the Virtual University Library, in the Virtual Academic Computer Resource Centre (CREATIVA), using the databases PubMed, Lilacs, Scielo, and SCOPUS, in Portuguese, English and Spanish, between 2010 and 2020. RESULTS: two pre-established thematic areas are presented: the first is a review of the literature on work performance and the second studies on nursing work performance. These areas were related to theoretical dimensions of job performance. CONCLUSION: Knowing the level of nursing professional job performance and the areas covered by the theoretical concepts in the literature on administration and human resources, provides greater competencies, continuous training, and greater professionalism (autonomy, communication and participation in health organizations). In this way, it helps to establish strategies to address the shortcomings of nursing performance, to carry out an analysis of the context in which the phenomenon develops in professionals, and to be able to provide a solution, improving the performance of the professional or the health team.

Entrustable Professional Activities: Una propuesta innovadora para la evaluación de competencias médicas / Entrustable professional activities: a new proposal for the evaluation of the medical competencies

Medical education migrated from a practice-based to a knowledge-based discipline after the publication of the Flexner Report. The emergence of competence-based medical education led to a greater standardization of teaching, allowing students to integrate knowledge, skills and attitudes for the execution of a given task. A challenge is the evaluation of learning. Complex evaluation systems and a consequent atomization that independently assesses different competence components. However, the evaluation carried out at the clinical practice sites allows assessing the overall level of learning. Supervisors observe students' performance and decide if the apprentice can execute a specific task independently. This decision is based upon the trust that the tutor places on the student. Consequently, Ten Cate (2005) proposed the term Entrustable Professional Activities (EPAs), as a framework for professional practice tasks or responsibilities that can be fully entrusted to students, when they demonstrate the competences that are necessary to execute such activity with an increasing level of autonomy.

Uso de descriptores durante la implementación de Mini-CEX en la residencia de pediatría / Using descriptors during the implementation of Mini-CEX at pediatric residency

El Mini Clinical Evaluation Exercise (Mini-CEX) es una herramienta formativa de evaluación aplicada durante la observación directa del desempeño en la clínica. Nuestro objetivo fue evaluar la confiabilidad y factibilidad del Mini-CEX utilizando descriptores pediátricos en dos programas de residencia de pediatría. El diseño fue de tipo observacional y corte transversal. Se consensuaron descriptores de la consulta pediátrica para cada una de las dimensiones del Mini-CEX. Los operadores fueron capacitados en el uso de esta herramienta por medio de descriptores, así como en las estrategias informativas. Finalmente, se realizaron 2 evaluaciones independientes y simultáneas por cada observación de desempeño. Análisis: a) Puntaje global y por dimensión del Mini-CEX, b) Concordancia de puntajes entre operadores (promedios de diferencias e IC95%); c) Frecuencias de descriptores no evaluables y d) Duración y satisfacción en su uso. Se realizaron 80 observaciones en 40 consultas pediátricas. Puntaje global 7.5 ± 0.9 (6.4 ± 2 a 8.3 ± 1.1 según dimensión), sin diferencias significativas entre instituciones. Se observó alta concordancia entre observadores (Media, diferencia 0.1 a 0.3; IC 95% -0.8 a 0.3). La frecuencia de descriptores no evaluables fue 5 a 28 (9% a 51%) y no se asoció con el lugar de aplicación. El tiempo promedio de implementación fue 20 minutos. El uso resultó altamente satisfactorio para docentes y residentes. Se implementó el Mini-CEX luego de consensuar descriptores de la consulta pediátrica. La experiencia conjunta fue satisfactoria y a la vez confirmó el valor de la evaluación y entrega de sus resultados: la devolución formativa.

The Mini Clinical Evaluation Exercise (Mini-CEX) is an assessment tool, which emphasizes the educational value and is based on direct performance observation. The objective was to evaluate the reliability and feasibility of Mini-CEX using pediatric descriptors during its implementation in two pediatric residency programs. The design was observational, exploratory and feasibility in the use of this evaluation tool. Based on the original format, descriptors related to the pediatric consult for each Mini-CEX dimension´s were agreed. Operators were trained in the use of this tool by means of descriptors as well as in debriefing strategies. Finally, there were two simultaneous and independent evaluations for each observation. Analysis: a) Mini-CEX global and dimension score; b) Concordance between operators scores (mean differences and 95% CI); c) Non evaluable descriptors frequency; d) Duration and satisfaction in use. There were 80 observations in 40 pediatric consults. Overall score 7.5 ± 0.9 (6.4 ± 2 to 8.3 ± 1.1 depending on dimension), with no significant differences between the two institutions. There was high agreement between observers (Mean, difference between 0.1 and 0.3, 95% CI -0.8 to 0.3). The frequency of non evaluable descriptors ranged 5-28 (9% to 51%) and it was not associated with the implementation stage. The average implementation time was 20 minutes, and satisfaction in use was high among both operators and residents. Mini-CEX tool using pediatric descriptors showed high reliability. The joint experience was satisfactory and simultaneously confirmed the value of debriefing.

La desmotivación del profesorado universitario y su relación con variables sociodemográficas, laborales y de personalidad / No disponible

Este estudio analiza la relación de varias variables sociodemográficas (sexo, edad y estado civil), varias variables laborales (ámbito de conocimiento, categoría docente y años de ejercicio docente) y de personalidad (ansiedad rasgo y estrategias de afrontamiento) con la desmotivación docente. Participaron 66 profesores/as de la Universidad del País Vasco y de la Universidad Pública de Navarra (edad media = 40,48; DT = 9,02; 73% mujeres, 27% varones). Se utilizó la subescala "Desmotivación" de la Escala de Estrés Docente ED-6, el Cuestionario de Ansiedad Rasgo, el Responses to Stress Questionnaire adaptado y algunas medidas creadas ad hoc. Los análisis arrojaron diferencias significativas en sexo, edad y estado civil; también se hallaron diferencias en las variables laborales y de personalidad. El perfil de profesor desmotivado es una mujer joven, soltera, del ámbito de social, sin puesto estable, tendente a experimentar ansiedad y que emplea formas de afrontamiento adecuadas como la regulación emocional pero también la negación. Éstas y otras cuestiones que afectan a la desmotivación docente deberían ser tomadas en cuenta en la formación del profesorado universitario

This study analyzes the relationship between demotivation among teachers and sociodemographic (sex, age and marital status), work-related (area of expertise, teaching status and years spent teaching) and personality variables (trait anxiety and coping strategies). Participants were 66 lecturers at the University of the Basque Country and the Public University of Navarra (mean age = 40.48, SD = 9.02; 73% women, 27% men). The "Demotivation" subscale of the Teacher Stress Scale ED-6 was used, along with the Trait Anxiety Questionnaire, an adaptation of the Responses to Stress Questionnaire and some measures created ad hoc. The analyses revealed significant differences in sex, age and marital status; differences were also found in the work-related and personality variables. The profile of a demotivated teacher is a young, single woman from the social field, with no stable position and a tendency to suffer from anxiety, who uses adequate coping strategies such as emotional regulation, although scores highly also in denial. These and other questions which affect teacher demotivation should be taken into consideration during the training of university teaching staff