118 research outputs found

    Button-pressing affects P300 amplitude and scalp topography

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    Abstract Background: Scant and equivocal research exists examining the effects of button-pressing on P300. Button-pressing may decrease P300 latency and amplitude. The melding of motor potentials and P300 may also confound studies of P300 topography, such as studies of temporal scalp-area asymmetries in schizophrenia. Method: P300 was measured on button-press and silent-count tasks in control subjects. An estimate of motor activity was constructed from a simple reaction time task, with reaction times matched to the button-press task. The motor estimate was subtracted from the buttonpress P300 to assess Results: P300 was smaller and its topography different in the button-pressing task relative to silent-counting. The motor-correction procedure generated a P300 with normal topography. Comparison of the button-press P300 in controls to the silent-count P300 in schizophrenia patients reduced a signiĀ®cant lateral asymmetry to trend level. This asymmetry was signiĀ®cant after the correction procedure. Conclusions: Button-pressing generates smaller P300 than silent-counting. Also, P300 topography in button-pressing tasks is confounded by motor potentials. The distortion can be corrected with a motor potential estimate. Motor potentials can occlude differences in P300 topography between groups.

    Workforce predictive risk modelling: development of a model to identify general practices at risk of a supplyāˆ’demand imbalance

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    Objective: This study aimed to develop a risk prediction model identifying general practices at risk of workforce supplyā€“demand imbalance. Design: This is a secondary analysis of routine data on general practice workforce, patient experience and registered populations (2012 to 2016), combined with a census of general practitionersā€™ (GPsā€™) career intentions (2016). Setting/Participants: A hybrid approach was used to develop a model to predict workforce supplyā€“demand imbalance based on practice factors using historical data (2012ā€“2016) on all general practices in England (with over 1000 registered patients n=6398). The model was applied to current data (2016) to explore future risk for practices in South West England (n=368). Primary outcome measure: The primary outcome was a practice being in a state of workforce supplyā€“demand imbalance operationally defined as being in the lowest third nationally of access scores according to the General Practice Patient Survey and the highest third nationally according to list size per full-time equivalent GP (weighted to the demographic distribution of registered patients and adjusted for deprivation). Results: Based on historical data, the predictive model had fair to good discriminatory ability to predict which practices faced supplyā€“demand imbalance (area under receiver operating characteristic curve=0.755). Predictions using current data suggested that, on average, practices at highest risk of future supplyā€“demand imbalance are currently characterised by having larger patient lists, employing more nurses, serving more deprived and younger populations, and having considerably worse patient experience ratings when compared with other practices. Incorporating findings from a survey of GPā€™s career intentions made little difference to predictions of future supplyā€“demand risk status when compared with expected future workforce projections based only on routinely available data on GPsā€™ gender and age. Conclusions: It is possible to make reasonable predictions of an individual general practiceā€™s future risk of undersupply of GP workforce with respect to its patient population. However, the predictions are inherently limited by the data available

    Policies and strategies to retain and support the return of experienced GPs in direct patient care: the ReGROUP mixed-methods study

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    Background: UK general practice faces a workforce crisis, with general practitioner (GP) shortages, organisational change, substantial pressures across the whole health-care system and an ageing population with increasingly complex health needs. GPs require lengthy training, so retaining the existing workforce is urgent and important. Objectives: (1) To identify the key policies and strategies that might (i) facilitate the retention of experienced GPs in direct patient care or (ii) support the return of GPs following a career break. (2) To consider the feasibility of potentially implementing those policies and strategies. Design: This was a comprehensive, mixed-methods study. Setting: This study took place in primary care in England. Participants: General practitioners registered in south-west England were surveyed. Interviews were with purposively selected GPs and primary care stakeholders. A RAND/UCLA Appropriateness Method (RAM) panel comprised GP partners and GPs working in national stakeholder organisations. Stakeholder consultations included representatives from regional and national groups. Main outcome measures: Systematic review ā€“ factors affecting GPsā€™ decisions to quit and to take career breaks. Survey ā€“ proportion of GPs likely to quit, to take career breaks or to reduce hours spent in patient care within 5 years of being surveyed. Interviews ā€“ themes relating to GPsā€™ decision-making. RAM ā€“ a set of policies and strategies to support retention, assessed as ā€˜appropriateā€™ and ā€˜feasibleā€™. Predictive risk modelling ā€“ predictive model to identify practices in south-west England at risk of workforce undersupply within 5 years. Stakeholder consultation ā€“ comments and key actions regarding implementing emergent policies and strategies from the research. Results: Past research identified four job-related ā€˜pushā€™ factors associated with leaving general practice: (1) workload, (2) job dissatisfaction, (3) work-related stress and (4) workā€“life balance. The survey, returned by 2248 out of 3370 GPs (67%) in the south-west of England, identified a high likelihood of quitting (37%), taking a career break (36%) or reducing hours (57%) within 5 years. Interviews highlighted three drivers of leaving general practice: (1) professional identity and value of the GP role, (2) fear and risk associated with service delivery and (3) career choices. The RAM panel deemed 24 out of 54 retention policies and strategies to be ā€˜appropriateā€™, with most also considered ā€˜feasibleā€™, including identification of and targeted support for practices ā€˜at riskā€™ of workforce undersupply and the provision of formal career options for GPs wishing to undertake portfolio roles. Practices at highest risk of workforce undersupply within 5 years are those that have larger patient list sizes, employ more nurses, serve more deprived and younger populations, or have poor patient experience ratings. Actions for national organisations with an interest in workforce planning were identified. These included collection of data on the current scope of GPsā€™ portfolio roles, and the need for formal career pathways for key primary care professionals, such as practice managers. Limitations: The survey, qualitative research and modelling were conducted in one UK region. The research took place within a rapidly changing policy environment, providing a challenge in informing emergent policy and practice. Conclusions: This research identifies the basis for current concerns regarding UK GP workforce capacity, drawing on experiences in south-west England. Policies and strategies identified by expert stakeholders after considering these findings are likely to be of relevance in addressing GP retention in the UK. Collaborative, multidisciplinary research partnerships should investigate the effects of rolling out some of the policies and strategies described in this report. Study registration: This study is registered as PROSPERO CRD42016033876 and UKCRN ID number 20700. Funding: The National Institute for Health Research Health Services and Delivery Research programme
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