Many interventions found to be effective in health services research studies fail to translate into meaningful patient care outcomes across multiple contexts. Health services researchers recognize the need to evaluate not only summative outcomes but also formative outcomes to assess the extent to which implementation is effective in a specific setting, prolongs sustainability, and promotes dissemination into other settings. Many implementation theories have been published to help promote effective implementation. However, they overlap considerably in the constructs included in individual theories, and a comparison of theories reveals that each is missing important constructs included in other theories. In addition, terminology and definitions are not consistent across theories. We describe the Consolidated Framework For Implementation Research (CFIR) that offers an overarching typology to promote implementation theory development and verification about what works where and why across multiple contexts. We used a snowball sampling approach to identify published theories that were evaluated to identify constructs based on strength of conceptual or empirical support for influence on implementation, consistency in definitions, alignment with our own findings, and potential for measurement. We combined constructs across published theories that had different labels but were redundant or overlapping in definition, and we parsed apart constructs that conflated underlying concepts. The CFIR is composed of five major domains: intervention characteristics, outer setting, inner setting, characteristics of the individuals involved, and the process of implementation. Eight constructs were identified related to the intervention (e.g., evidence strength and quality), four constructs were identified related to outer setting (e.g., patient needs and resources), 12 constructs were identified related to inner setting (e.g., culture, leadership engagement), five constructs were identified related to individual characteristics, and eight constructs were identified related to process (e.g., plan, evaluate, and reflect). We present explicit definitions for each construct. The CFIR provides a pragmatic structure for approaching complex, interacting, multi-level, and transient states of constructs in the real world by embracing, consolidating, and unifying key constructs from published implementation theories. It can be used to guide formative evaluations and build the implementation knowledge base across multiple studies and settings.

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Fostering implementation of health services research findings into practice: a consolidated framework for advancing implementation science

This article summarizes an extensive literature review addressing the question, How can we spread and sustain innovations in health service delivery and organization? It considers both content (defining and measuring the diffusion of innovation in organizations) and process (reviewing the literature in a systematic and reproducible way). This article discusses (1) a parsimonious and evidence-based model for considering the diffusion of innovations in health service organizations, (2) clear knowledge gaps where further research should be focused, and (3) a robust and transferable methodology for systematically reviewing health service policy and management. Both the model and the method should be tested more widely in a range of contexts.

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Diffusion of Innovations in Service Organizations: Systematic Review and Recommendations

This article presents findings from a meta-analysis of 213 school-based, universal social and emotional learning (SEL) programs involving 270,034 kindergarten through high school students. Compared to controls, SEL participants demonstrated significantly improved social and emotional skills, attitudes, behavior, and academic performance that reflected an 11-percentile-point gain in achievement. School teaching staff successfully conducted SEL programs. The use of 4 recommended practices for developing skills and the presence of implementation problems moderated program outcomes. The findings add to the growing empirical evidence regarding the positive impact of SEL programs. Policy makers, educators, and the public can contribute to healthy development of children by supporting the incorporation of evidence-based SEL programming into standard educational practice.

http://explorefhp.com/wp-content/uploads/2013/03/Durlak-Weissberg-Child-Development-Meta-Analysis.pdf

The Impact of Enhancing Students’ Social and Emotional Learning: A Meta‐Analysis of School‐Based Universal Interventions

The first purpose of this review was to assess the impact of implementation on program outcomes, and the second purpose was to identify factors affecting the implementation process. Results from over quantitative 500 studies offered strong empirical support to the conclusion that the level of implementation affects the outcomes obtained in promotion and prevention programs. Findings from 81 additional reports indicate there are at least 23 contextual factors that influence implementation. The implementation process is affected by variables related to communities, providers and innovations, and aspects of the prevention delivery system (i.e., organizational functioning) and the prevention support system (i.e., training and technical assistance). The collection of implementation data is an essential feature of program evaluations, and more information is needed on which and how various factors influence implementation in different community settings.

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Implementation Matters: A Review of Research on the Influence of Implementation on Program Outcomes and the Factors Affecting Implementation

Process evaluation is an essential part of designing and testing complex interventions. New MRC guidance provides a framework for conducting and reporting process evaluation studies

https://www.bmj.com/content/bmj/350/bmj.h1258.full.pdf

Process evaluation of complex interventions: Medical Research Council guidance

This is a systematic review on how innovations in health service practice and organisation can be disseminated and implemented. This is an academic text, originally commissioned by the Department of Health from University College London and University of Surrey, using a variety of research methods. The results of the review are discussed in detail in separate chapters covering particular innovations and the relevant contexts. The book is intended as a resource for health care researchers and academics. © 2005 by Blackwell Publishing Ltd.

Diffusion of Innovations in Health Service Organisations: A Systematic Literature Review

While much of the work on virtual teams is grounded in the assumptions that teams are concrete entities, this chapter conceptualizes teams as psychological entities, existing in the minds of teams’ members and stakeholders. Drawing from interviews with 40 experts in virtual team building and two focus groups, we offer four principles for the existence of a virtual team: the awareness of its members that they are a “team,” identification with the team, commitment to the team goals, and accountability for team success. We then build upon that base to discuss how teams can be made more “intelligent.” INTRODUCTION The globalization of business and the trend toward leaner, flatter organizations, combined with ubiquitous access to informational technology, has accelerated the need for firms to coordinate activities that span geographical, as well as organizational, boundaries. In addition, the shift from productionto servicerelated businesses spawned a new generation of knowledge worker not bound This chapter appears in the book, Virtual and Collaborative Teams: Process, Technologies and Practice, edited by Susan H. Godar and Sharmila Pixy Ferris. Copyright © 2004, Idea Group Inc. Copying or distributing in print or electronic forms without written permission of Idea Group Inc. is prohibited. 701 E. Chocolate Avenue, Suite 200, Hershey PA 17033-1240, USA Tel: 717/533-8845; Fax 717/533-8661; URL-http://www.idea-group.com IDEA GROUP PUBLISHING Effective Virtual Teamwork: A Socio-Cognitive and Motivational Model 21 Copyright © 2004, Idea Group Inc. Copying or distributing in print or electronic forms without written permission of Idea Group Inc. is prohibited. to physical work locations. These factors suggest that firms are faced with increased challenges to coordinate tasks across time zones, physical boundaries, and organizational contexts. Consequently, in order to meet the challenges of this new context, the virtual team has begun to emerge as a new form of structure, because it is assumed to bridge interand intraorganizational boundaries, to procure expert knowledge from internal and external sources, and to transfer “best practice” information nearly instantaneously (Huber, 1990). However, in spite of pressures for flatter structures, flexible employment strategies (Millward & Brewerton, 1999), empowerment, and semiautomated work guide considerations of virtual teamwork as a superior form of organizing, producing a “synergy bonus” (Conway & Forrestor, 1997), there is no clear-cut evidence for the superiority of virtual teamwork. Moreover, despite the growing enthusiasm for virtual teams, little empirical research exists that explores the dynamics inherent in a virtual work environment (Watson-Fritz, Narasimhan, & Rhee, 1998). Models that could be used to understand better team development and effectiveness have been limited to those based on the traditional colocated group perspective. Although some comprehensive case studies exist documenting the development of virtual teams (O’Hara-Deveraux & Johansen, 1994; Lipnack & Stamps, 1997), theory development and empirical research are needed to help managers better understand and respond to the challenges that virtual teams face. The atheoretical nature of virtual teamwork research may be attributable to the atheoretical nature of the field, including the conceptualization of virtual teams based on assumptions that underpin the conventional team literature. Virtual team models are based on the assumption that the team is a singular concrete entity characterized by stability, regular interaction, symbiosis, and team member proximity. However, in the case of virtual teams, these assumptions are inappropriate. We will try, therefore, to conceptualize the virtual way of working, arguing that the existence of a virtual team is more appropriately located in the mind of its members and stakeholders (i.e., psychological team), as opposed to a physical entity with presence and form (i.e., sociological team). At this end, we emphasize the importance of team cognition as a process in our understanding of effective virtual teamwork. VIRTUAL TEAMS — CHALLENGES AND TRENDS Whereas virtual teams undoubtedly face similar challenges to those of traditional teams, it is argued that these dispersed work groups may also face unique issues. More specifically, colocated collectivities are teams with members who are within close proximity of each other and for whom the dominant mode of communication is face-to-face. Members of colocated teams typically 13 more pages are available in the full version of this document, which may be purchased using the "Add to Cart" button on the product's webpage: www.igi-global.com/chapter/effective-virtualteamwork/30795?camid=4v1 This title is available in InfoSci-Books, InfoSci-Social Technologies, Business-Technology-Solution, Communications, Social Science, and Healthcare, InfoSciMedia and Communications, InfoSci-Select, InfoSci-Select. Recommend this product to your librarian: www.igi-global.com/e-resources/libraryrecommendation/?id=1

Effective Virtual Teamwork: A Socio-Cognitive and Motivational Model

Correspondence Joana Vassilopoulou, Brunel Business School, Brunel University London, Uxbridge UB8 3PH, UK. Email: Joana.Vassilopoulou@brunel.ac.uk Abstract Human Resource (HR) algorithms are now widely used for decision making in the field of HR. In this paper, we examine how biases may become entrenched in HR algorithms, which are often designed without consultation with HR specialists, assumed to operate with scientific objectivity and often viewed as instruments beyond scrutiny. Using three orienting concepts such as scientism, illusio and rationales, we demonstrate why and how biases of HR algorithms go unchecked and in turn may perpetuate the biases in HR systems and consequent HR decisions. Based on a narrative review, we examine bias in HR algorithms; provide a methodology for algorithmic hygiene for HR professionals.

https://onlinelibrary.wiley.com/doi/pdfdirect/10.1111/1748-8583.12430

Olivia Kyriakidou

Papers

Diffusion of Innovations in Service Organizations: Systematic Review and Recommendations

Diffusion of Innovations in Health Service Organisations: A Systematic Literature Review

Effective Virtual Teamwork: A Socio-Cognitive and Motivational Model

Scientism as illusio in HR algorithms: Towards a framework for algorithmic hygiene for bias proofing

The Research Traditions