Deploying a spreadsheet tool for early economic value assessment of medical device innovations with healthcare decision makers

Early stage evaluation of medical device innovations is important for healthcare decision-makers as much as for manufacturers, meaning that a wider application of a basic cost-effectiveness analysis is becoming necessary outside the usual expert base of health technology assessment specialists. Resulting from an academic-industry-healthcare professional collaboration, a spreadsheet tool is described that was designed to be accessible both to professionals in healthcare delivery organisations and to innovators in the healthcare technology industry who are non-experts in the field of health economics. The tool enables a basic cost-effectiveness analysis to be carried out, using a simplified decision-tree model to compare costs and patient benefit for a new device-related procedure with that of standard care employing an incumbent device or other alternative. Such a tool is useful to healthcare professionals because it enables them to rapidly elucidate the cost-effectiveness of heterogeneous innovations by means of the standard quality adjusted life year (QALY) measure of clinical outcome, which is intended to be broadly comparable across treatments. For the innovator or manufacturer it helps them focus on what is required for future stages of development, in order to fill gaps in the input data and so further strengthen their case from a health economics perspective. Results are presented of first experiences from deploying the tool on three medical device exemplars, in face-to-face meetings of the NHS National Innovation Centre (NIC) along with the innovator or clinical champion. The results show that mapping of device-related innovations to the tool is achievable in a short meeting between the NIC and the innovator using expected costs, outcomes data from the literature and estimates of ranges for unknown input data. Whilst the result of a simplified analysis is not expected to be definitive, the process of reasoning is found to be illuminating for the parties involved, enabling innovators to articulate the benefits of their innovations and for all parties to highlight gaps in data and evidence that will be required to take the innovation forward. The partnership model of the authors’ organisation supports the kind of cooperative design approach that is necessary to produce the kind of tool described.---------------------------7dd39101208fa Content-Disposition: form-data; name="c14_creators_1_name_family" Crave

Is vitrification involved in depression of the phase transition temperature in dry phospholipids?

AbstractRecent literature has suggested that the depression of the phase transition temperature (Tm) in dry phospholipids by sugars may be ascribed to vitrification of the stabilizing solute, rather than by the direct interaction between sugar and phospholipid we have proposed. Koster et al. ((1994) Biochim. Biophys. Acta 1193, 14–150) claim that the only necessity is that the glass transition (Tg) for the sugar exceed Tm for the lipid. Evidence is presented in the present paper that this is not sufficient. Based on the vitrification hypothesis of Koster et al., the predicted order of effectiveness in depressing Tm in dry dipalmitoylphosphatidylcholine (DPPC) is dextran ≥ hydroxyethyl starch > stachyose > raffinose > trehalose > sucrose > glucose. In fact, the opposite order was seen. The effect of raffinose, sucrose, or trehalose on Tm in dry DPPC depends on the thermal history of the sample, as we have reported previously. When DPPC dried with trehalose is heated for the first time, Tm is about 55°C, but on the second and subsequent heating scans Tm falls to about 25°C. Koster et al. suggest that this effect is due to heating the sample above Tg rather than to melting the hydrocarbon chains. We present evidence here that all that is required is for the chains to be melted. Further, we show that retention of residual water by DPPC dried with trehalose depends on the drying temperature, but is independent of drying temperature with glucose, a finding that is consistent with direct interaction. We conclude that vitrification is not in itself sufficient to depress Tm in dry phospholipids

Participate or Else!: The Effect of Participation in Decision-Making in Meetings on Employee Engagement

In the scope of organizational life, few events are as universal or as influential as workplace meetings. In this study, we focused our attention on better understanding the relationship between meetings processes and post-meeting outcomes. More specifically, we investigated the relationship between participation in decision-making in meetings (PDM) and employee engagement, after controlling for the impact of meeting size and other demographic variables. We examined this from a theoretical perspective, providing particular consideration to the underlying basis of social exchange theory and norms of reciprocity at work in this relationship. Using a sample of working adults in the United States who were employees of organizations and attend meetings regularly, we found that PDM in meetings is related to employee engagement, even after controlling for job level, meeting size, tenure, and age. Additionally, perceived supervisor support moderates the relationship between PDM in meetings and employee engagement, such that the positive relationship is stronger when perceived supervisor support is high. Furthermore, meeting load also moderates the relationship between PDM in meetings and employee engagement, such that the positive relationship is stronger when meeting load is high. This study is unique in its examination of how characteristics of the meeting setting may influence post-meeting outcomes such as employee engagement. Taken together, the findings suggest that PDM is associated with employee engagement, under certain conditions that are discussed

The Impact of Premeeting Talk on Group Performance

Interactions that occur prior to a meeting constitute premeeting talk (PMT). Of the different PMT types, research suggests that small talk PMT is especially meaningful. In this study, meeting participants’ interactions both prior to and during the meeting were video recorded, coded into sense units, and classified by coding schemes. This study investigated the influence of small talk PMT on both perceived and objective group performances, as well as the potential for positive socioemotional and problem-focused statements to serve as mediators. The results supported the mediating influence of both types of statements for only perceived performance. Our results suggest that a group-level babble effect can take place in meetings, such that groups who engage in more extensive discussion tend to believe that they achieved high performance, but objective ratings do not support this belief. Theoretical and practical implications, limitations of the study, and future research opportunities are discussed

Organizational Identification: A Context-Specific Mitigating Resource of Work–Family Conflict

The tension between work and non-work life remains a critical issue in contemporary careers. This study explores the role of organizational identification (OI) in reducing work–family conflict (WFC) within demanding and high-stakes jobs in dynamic, uncertain and potentially dangerous contexts (e.g., firefighting). Survey data from 341 firefighters suggest that, congruent with conservation of resources theory and scarcity theory, OI may serve as a resource that mitigates WFC in these contexts. Additionally, the data suggest that the negative relationship between OI and WFC is stronger when trauma is low. For practice, this study provides important implications for employees in similar contexts concerning potential ways to mitigate WFC as well as recommendations concerning exposure to trauma

The Signal Provision of Emotion: Using Emotions to Enhance Reliability Via Sensemaking

High reliability organization (HRO) theory suggests that early detection of and swift responses to potentially hazardous and situation changing events in organizational environments is central to the sustainability of reliable operations. Limited research on HRO’s (e.g. military groups and firefighters) considers how normative demands on feeling and emotion help to explain why some events are recognized and responded to while others not. In this article, we propose a model of enactment of anomalous events (i.e., situation changing events) that considers the manner in which emotions are regulated in high reliability contexts and how this influences the extent to which early indicators of anomalous events are heeded or dismissed. In this article, we seek to provide a theoretical framework for explaining both the enabling mechanisms by which emotions may function as a signaling resource in the detection of anomalous events and the constraining mechanisms through when emotion regulation processes may inhibit reliability. We discuss implications of the model for researchers and practitioners in high reliability organizations

Meeting Madness: Counterproductive Meeting Behaviors and Personality Traits

When used effectively, workplace meetings serve as an invaluable opportunity for coworkers to achieve organizational objectives. However, meetings are often regarded as inefficient, unproductive, and a waste of time. Due to meeting attendee frustration, there can be detrimental impact on employee wellbeing. In this paper, we examine the impact of a specific type of meeting behavior, counterproductive meeting behaviors (CMBs), which include non-constructive criticism and complaints on perceptions of meeting effectiveness. Additionally, we explore the potential moderating influence of personality characteristics on this relationship. While meeting leaders may take great efforts in designing meetings based on good meeting practices supported by research, meeting outcomes could be largely influenced by the individual personality characteristics of meeting attendees. This research is aimed at developing a greater understanding of how individual differences, namely personality traits, play a role in meeting interactions and outcomes. Respondents completed a survey that measured CMBs, personality characteristics, and meeting effectiveness. Our findings indicate CMBs are negatively related to perceived meeting effectiveness. Additionally, the negative relationship was stronger for individuals who possess higher levels of agreeableness and stronger for individuals possessing lower levels of extraversion. We discuss implications for managers and meeting attendees

Debriefs: Teams Learning From Doing in Context

Debriefs are a type of work meeting in which teams discuss, interpret, and learn from recent events during which they collaborated. In a variety of forms, debriefs are found across a wide range of organizational types and settings. Well-conducted debriefs can improve team effectiveness by 25% across a variety of organizations and settings. For example, the U.S. military adopted debriefs decades ago to promote learning and performance across the various services. Subsequently, debriefs have been introduced in the medical field, the fire service, aviation, education, and in a variety of organizational training and simulation environments. After a discussion of various purposes for which debriefs have been used, we proceed with a historical review of development of the concepts and use in industries and contexts. We then review the psychological factors relevant to debrief effectiveness and the outcomes for individuals, teams, and organizations that deploy debriefs. Future directions of particular interest to team researchers across a variety of psychological disciplines are presented along with a review of how best to implement debriefs from a practical perspective