The impact of patient self assessment of deformity on HRQL in adults with scoliosis

Background: Body image and HRQL are significant issues for patients with scoliosis due to cosmetic deformity, physical and psychological symptoms, and treatment factors. A selective review of scoliosis literature revealed that self report measures of body image and HRQL share unreliable correlations with radiographic measures and clinician recommendations for surgery. However, current body image and HRQL measures do not indicate which aspects of scoliosis deformity are the most distressing for patients. The WRVAS is an instrument designed to evaluate patient self assessment of deformity, and may show some promise in identifying aspects of deformity most troubling to patients. Previous research on adolescents with scoliosis supports the use of the WRVAS as a clinical tool, as the instrument shares strong correlations with radiographic measures and quality of life instruments. There has been limited use of this instrument on adult populations. Methods: The WRVAS and the SF-36v2, a HRQL measure, were administered to 71 adults with scoliosis, along with a form to report age and gender. Preliminary validation analyses were performed on the WRVAS (floor and ceiling effects, internal consistency and collinearity, correlations with the SF-36v2, and multiple regression with the WRVAS total score as the predictor, and SF-36v2 scores as outcomes). Results: The psychometric properties of the WRVAS were acceptable. Older participants perceived their deformities as more severe than younger participants. More severe deformities were associated with lower scores on the Physical Component Summary Score of the SF-36v2. Total WRVAS score also predicted Physical Component Summary scores. Conclusion: The results of the current study indicate that the WRVAS is a reliable tool to use with adult patients, and that patient self assessment of deformity shared a relationship with physical rather than psychological aspects of HRQL. The current and previous studies concur that revision of the WRVAS is necessary to more accurately represent the diversity of scoliosis deformities. Ability to identify disturbing aspects of deformity could potentially be improved by evaluating each WRVAS items against indicators of pain, physical/psychosocial function, and self image from previous measures such as the SRS, SF-36 or BSSQ-deformity

The Link between Age, Career Goals, and Adaptive Development for Work-Related Learning Among Local Government Employees

More recently, lifespan development psychology models of adaptive development have been applied to the workforce to investigate ageing worker and lifespan issues. The current study uses the Learning and Development Survey (LDS) to investigate employee selection and engagement of learning and development goals and opportunities and constraints for learning at work in relation to demographics and career goals. It was found that mature age was associated with perceptions of preferential treatment of younger workers with respect to learning and development. Age was also correlated with several career goals. Findings suggest that younger workers’ learning and development options are better catered for in the workplace. Mature aged workers may compensate for unequal learning opportunities at work by studying for an educational qualification or seeking alternate job opportunities. The desire for a higher level job within the organization or educational qualification was linked to engagement in learning and development goals at work. It is suggested that an understanding of employee perceptions in the workplace in relation to goals and activities may be important in designing strategies to retain workers

Selection, Engagement and Disengagement of Learning Goals in Older Workers and their Respective Employers: Preliminary Findings in a Sample of Mature Age Australians

The flexibility and universality of lifespan development psychology makes it an attractive framework to study workforce ageing. A questionnaire was administered to an older worker sample to address the applicability of this theory to HRD and HRM initiatives. Six subscales were identified in factor analysis that closely resembled the original conceptual model. Analysis of demographic data revealed that supervisory tasks and educational aspirations were related to selection of and engagement in learning and development activities

Stability of the learning and development survey : findings for mature aged local government and private healthcare organisations.

This article investigates work related learning and development amongst mature aged workers from a lifespan developmental psychology perspective. The current study follows on from research regarding the construction and revision of the Learning and Development Survey (LDS; Tones & Pillay, 2008). Designed to measure adaptive development for work related learning, the revised LDS (R-LDS) encompasses goal selection, engagement and disengagement from individual and organisational perspectives. Previous survey findings from a mixed age sample of local government workers suggest that mature aged workers aged over 45 years are less likely to report engagement in learning and development goals than younger workers, which is partly due to insufficient opportunities at work. In the current paper, exploratory factor analysis was used to investigate responses to the R-LDS amongst two groups of mature aged workers from a local government (LG) and private healthcare (PH) organisation to determine the stability of the R-LDS. Organisational constraints to development accounted for almost a quarter of the variance in R-LDS scores for both samples, while remaining factors emerged in different orders for each data set. Organisational opportunities for development explained about 17% of the variance in R-LDS scores in the LG sample, while the individual goal disengagement factor contributed a comparable proportion of variance to R-LDS scores for the PH sample. Findings from the current study indicate that opportunities for learning and development at work may be age structured and biased towards younger workers. Implications for professional practice are discussed and focus on improving the engagement of mature aged workers

The learning and development survey: Further evaluation of its psychometric properties

The current study reports upon further evaluation of the psychometric properties of the Learning and Development Survey. Originally tested on 113 local government employees, the Learning and Development Survey was found to have good reliability, however there was a large proportion of redundant item, with 62 indicators spanning six constructs. These six constructs were: Organisational Opportunities: Learning Climate, Organisational Constraints, Individual Goal Engagement, Individual Goal Selection, Organisational Opportunities: Work Tasks, and Individual Goal Disengagement. In the current study, factor analysis, internal consistency analysis and item reliability analysis were conducted to reduce the total number of items and retain the optimal indicators of the latent factors. The six factors were replicated in the analyses, however the number of items was reduced. Despite a reduction in the number of items, internal consistency remained high, and inter-factor correlations were reduced. A MANOVA was conducted with age and occupation type acting as independent variables, and the factors from the revised Learning and Development serving as the dependent variables. Findings from the MANOVA analysis determined that employees over 45 years of age reported fewer opportunities for learning and development at work than employees aged less than 45 years, especially in blue collar settings. Older workers were also found to be less engaged in learning and development goals than younger workers

Transitional employment aspirations for bridging retirement : implications for training and development

Purpose: The aim of this study was to identify the transitional employment aspirations and training and development needs of older and younger workers at risk of early retirement due to limited education and/or employment in blue collar occupations. \ud Design/ Methodology/ Approach: A computer based methodology was used to evaluate the demographic effects of gender, education level and occupation group on aspirations pertaining to transitional employment and training and development in a sample of over 1000 Local Government employees.\ud Findings: Older blue collar, secondary school educated and younger workers were less interested in transitional employment than older workers with higher levels of education or from white collar backgrounds. The early retirement risk factors of blue collar work and secondary school education had a more limited effect on perceived training and development needs for older workers. However for younger workers, these risk factors provided the impetus to undertake training to move into less physically demanding or more challenging roles as their careers progressed. \ud Practical Implications: Via the identification of education level and occupation types groups’ transitional employment aspirations and perceptions of preparatory training and development within younger and older cohorts, long term strategies to develop and retain staff may be formulated.\ud Originality/ Value: Past studies of transitional employment have rarely included younger workers or older workers at risk of early retirement. Preparatory training and development for transitional employment roles has not been considered in the literature. \u

Exploring work and development options to reduce early labour force exit of mature aged Australians

Early labour force exit is a significant challenge associated with the ageing workforce in Australia and many other developed countries. A reduction and increased flexibility of work hours has been suggested to improve labour force participation of the mature aged cohort. However, little is known about mature aged workers' aspirations for transitional employment, and how demographic variables of mature aged workers influence these aspirations. In the current study, 1027 mature workers aged over 50 years and employed in regional areas of Australia were surveyed on their interest in transitiional employment following retirement, and their aspirations for work conditions, training and development, employer/employee roles and responsibilities, and incentives and benefits regarding transitional employment. A series of Chi square tests were conducted to identify demographic group differences according to timeframe until retirement, education level and occupation level. The majority of participants was interested in transitional employment,and were prepared to undergo training and development and work with management staff in order to achieve this end. Two general perceptions of transitional employment emerged. The first was transitional employment as an opportunity for learning and career development or change, which was most commonly aspired to amongst respondents with more than six years until retirement, a university education, or a professional/managerial role. The second was transitional employment as it is more traditionally viewed: as a chance to continue on in one's current role at reduced hours post retirement. The remaining groups represented variations on this theme. Implications of the current study include the divergence of transitional employment and training and development aspirations amongst a mature aged cohort, as well as mature aged workers' perceptions of organisational management's roles in supporting transitional employment

A Review of Quality of Life and Psychosocial Issues in Scoliosis

Study Design. Recent literature regarding the psychological impact of scoliosis was reviewed.\ud \ud Objective. To determine the impact of scoliosis on health-related quality of life (HRQL), psychosocial functioning, and body image to improve patient outcomes.\ud \ud Summary of Background Data. Adolescents and adults with adolescent idiopathic scoliosis have been known to score lower than healthy controls on HRQL measures. However, HRQL instruments may not adequately capture psychological distress experienced by patients.\ud \ud Methods. Research papers concerning HRQL and psychosocial factors in patients with scoliosis were reviewed.\ud \ud Results. Studies of psychosocial health and body image have revealed that functioning in these domains may affect compliance behavior and satisfaction with treatment outcomes among adolescent patients. Psychosocial and body image disturbance is less marked in patients with good social or family functioning, or patients who exercise regularly or are psychologically healthy. Adults with scoliosis generally display fewer psychological problems than adolescents. However, adults with scoliosis may experience psychosocial limitations due to poor physical health or body image disturbance. Support group membership can improve psychosocial health in adults with scoliosis.\ud \ud Conclusions. Adolescent patients with scoliosis may experience psychosocial difficulties, especially while undergoing treatment for scoliosis. Interventions aimed at managing psychosocial or body image disturbances may help to ameliorate the potentially negative impact of scoliosis on these facets of life

Development of a survey instrument to measure TEFL academics' perceptions about, individual and workplace characteristics for conducting research

The Chinese Ministry of Education (MOE) initiatives to improve the English competence of college students, as well as increased proficiency level of entering college students (Cheng, 2002) have contributed to greater demands on Teaching English as a Foreign Language (TEFL) academics (MOE, 2004), as “the upgrading of national English proficiency, then, is predicated largely on the professional competence of the teaching force” (Hu, 2005, p. 655). For TEFL academics, one component of this competence is the capacity to conduct research (Shu, 2002), which also reflects other changes in Chinese higher education. The aspirations of higher education institutions at all levels have led to more rigorous recruitment policies and promotion requirements (Che, 2004; Wang, 2007), stressing research as an important indicator of academics’ performance (Shi, 2002; Pan, 2006). These changes highlight the role of research in higher education institutions’ efforts to raise their national status and world ranking (Zhang, Wang, & He, 2006), and have exerted influences on faculty’s academic role. Academics are obliged to engage in research activities, and this has posed challenges to teaching-oriented institutions and disciplines