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An integrated care system identified quality improvement (QI) capacity as a gap in advancing their integrated quality care priorities and improvement efforts. Here we describe the design and implementation of a QI capacity building program that aimed to (1) build QI capacity amongst diverse integrated care system members and (2) apply QI principles to advance integrated quality care priorities.

The integrated care system leaders, including community members, partnered with the University of Toronto Centre for Quality Improvement and Patient Safety to co-design and deliver the QI capacity building program focused on improving cancer screening rates. An existing acute care capacity building program was adapted. Content included QI tools, data to identify and monitor QI priorities, equity considerations, and empowering participants as change agents.

Participants were satisfied with the content and delivery of the program. Some described using QI tools and strategies in practice following the workshop. Challenges to using the tools included the current pressures facing primary care and the health system, resources, and data availability.

This QI capacity building program was challenging but feasible. Clarifying the target audience, being attentive to co-design, acknowledging post-pandemic system challenges and proactively addressing variable knowledge and barriers to QI work in practice will inform future iterations of this program.

While many examples of QI education programs exist, the majority target a single healthcare sector. We describe a novel QI capacity building model that bridges healthcare sectors and includes patient partners and community members as teachers and participants.

To investigate the factors that supported inquiry and professional learning for teacher educators in a summer virtual reading retreat.

Positioned within the frame of intimate scholarship, this qualitative interview study was similar to a phenomenological approach (Bogdan & Biklen, 2003; Koro-Ljungberg et al., 2009) and designed to foreground the perceptions of the virtual summer reading retreat participants.

This study found that the following factors supported inquiry and professional learning for teacher educators: voluntary participation, an absence of a required end product, grouping participants with similar interests and values who came from different contexts and responsibilities shared among members of the group.

This study provides insight into the benefits of an innovative form of professional learning and the factors that contributed to its success.

Wonders whether companies actually have employees best interests at heart across physical, mental and spiritual spheres. Posits that most organizations ignore their workforce – not even, in many cases, describing workers as assets! Describes many studies to back up this claim in theis work based on the 2002 Employment Research Unit Annual Conference, in Cardiff, Wales.

The purpose of this paper is to gain insight into justice-involved women’s preferences for an internet-based Sexual Health Empowerment (SHE) curriculum.

The authors analyzed data from four focus groups conducted with 52 women in a minimum-security county jail in a Midwestern US city.

Women reported daily access to the internet while in the community and use of the internet for searching about health concerns. Four themes emerged in the discussion about preferences for an internet-based SHE curriculum, that it cover healthy sexual expression, how to access resources, video as an educational modality and a non-judgmental approach.

Justice-involved women are potentially reachable through internet-based health education. Their preferences for content and modality can be used to inform internet-based sexual health programming designed specifically for this population. Using this modality could offer easily disseminated, low-cost and consistent messaging about sexual health for a vulnerable group of women.

Though internet-based health education programming has been widely utilized in the general population, less attention has been paid to if and how these programs could be utilized with a vulnerable group of women who move between the justice system and communities. This exploratory study begins to fill that gap.

This paper aims to draw on paradox theory and sensemaking literature to empirically investigate tensions and sensemaking logics at Crown Research Institutes (CRIs) engaging with New Zealand’s biotechnology industry.

A qualitative, abductive approach was used to conduct and analyse 10 semi-structured interviews from four CRIs.

CRIs experience interrelated and co-occurring performing, organising, belonging and learning tension types due to interconnected environmental factors. Interrelated performing and organising tension types were perceived through dichotomous and business-case logics, whereas interrelated learning and performing tensions were perceived through the paradox logic. Furthermore, performing and organising tensions were more salient to participants compared to belonging and learning tensions. Based on these findings, this study provides a revised dynamic equilibrium model tension framework.

The findings of this paper are not directly transferrable to other contexts, as the tensions and logics identified are situated in a New Zealand biotechnology CRI context.

This paper identifies environmental factors that practitioners may constructively engage with to mitigate salient biotechnology tensions between competing stakeholder demands in hybrid R&D institutes.

This paper addresses knowledge gaps in the relationship between dynamic equilibrium model tensions and sensemaking logics in the novel context of hybrid R&D institutes and emerging technological industries. In doing so, this paper identifies novel paradoxical performing tensions at the organisational level, including temporal and cultural tensions in hybrid R&D institutes.

Purpose – This chapter describes the “Teen Alliance for Prepared Parenting–SPIN” (TAPP-SPIN) unwanted pregnancy prevention intervention for pregnant/parenting adolescents and their adult parent(s) in primarily African American and Latino communities in the District of Columbia (DC).

Methodology/approach – We augment TAPP services with SPIN Video Home Training (VHT)11Called Video Interaction Guidance in the United Kingdom., an intervention to build Parent–Child Connectedness (PCC). SPIN VHT aims to (1) improve adult–teen interaction to strengthen the supports teen parents need to continue to progress toward life success and (2) build the teen's ability to engage in warm, attuned, and skillful parenting of her child.

SPIN VHT uses a guided, strengths-based analysis of videotaped parent–child interactions to identify examples of the parent's competencies that support the child's well-being and optimal development. Collaborative review of an edited collection of video helps guide participants to integrate what has been effective into their daily patterns of interaction and communication.

Findings – The randomized experiment compares TAPP to TAPP-SPIN with a sample of 400 15- to 18-year-olds and their parents (dyads). After a baseline survey, we collect follow-up data at 6, 12, 18, and 24 months post-baseline. We collect outcome data on health information-seeking, pregnancy prevention communication, cognitions related to parenting and subsequent pregnancy, improved parenting, and clinical outcomes including subsequent pregnancy.

Social implications – The TAPP-SPIN intervention aims to advance the state of pregnancy prevention research in a population facing multiple health disparities.

Originality/value of chapter – This chapter describes the first ever randomized controlled trial of the SPIN approach to improving PCC.

This study's purpose is to explore the difference in employee voice behavior along with its modalities and employee perceived control in a remote vs an in-office work situation.

Employees who worked remotely and in-person at a local municipal government in the Great Lakes Region of the United States were surveyed.

Findings suggest voice behavior and perceived control are stable attitudes and not impacted by a move from in-person to remote work. Participants indicated both Zoom staff meetings and Zoom one-to-one meetings with their supervisor were important; however, only Zoom one-to-one meetings with the supervisor were indicated to be satisfactory.

This study suggests that organizations considering moving some of their operations to a fully remote work situation would not experience differences in employee voice or perceived control. Implications related to utilizing specific communication modalities are also discussed.

This is the only study that focuses on differences in employee voice, its modalities and perceived control comparing in-person vs remote work.

Few studies have investigated the relationship between work-family human resource practices and firm-level outcomes. Several organizational studies have addressed the antecedents to firm adoption of work-family initiatives; however, the majority of work-family research investigates the relationship between work-family practices and individual-level outcomes. The current paper begins by providing a critical analysis and synthesis of the extant work-family literature. In addition, we integrate the organizational learning research on firm commitment to work-family policies and the human resource model. We suggest that the level of firm commitment moderates the relationship between work-family policies, the human resource model, and firm performance. Several propositions for future work-family research are presented.