BackgroundWorking for the UK National Health Service (NHS) requires working for organisations under financial pressures and frequent restructures, which can lead to anxiety over continuing employment and income. There are currently no studies to date that have examined the influence of personal resilience across all professions and demographics in the NHS. This study aims to quantify resilience within an NHS trust and explore the contribution of demographic variables of gender, age, years of service, pay grade, hours worked, job role, and division worked to the resilience response of employees. The study also explores the relationship between resilience levels and absence rates, as a marker for health and well-being amongst NHS staff.MethodsThis study consists of a cross-sectional on-line survey of staff employed in an NHS Trust. All trust employees were asked to complete a Resilience Scale (RS-25), and demographic questions including age, sex, length of service, NHS pay grade (banding), division, job role and number of hours worked per week. Trust level sickness absence rates were also collected during this period. Results were analysed using descriptive statistics, bivariate comparisons and chi-squared tests.ResultsData was gained from 845 employees; a significant association between gender and resilience found females scoring higher on the resilience scale; x2(5) =18.30, p < 0.05. A weak positive correlation between age and resilience found older employees displaying a higher level of resilience; r = 0.11, p <0.05. Results also suggest employees working between 18.75-37.5 hours a week have higher levels of resilience. Ancillary staff scored low on resilience compared to all other staff groups which showed moderate resilience. Clinical staff scored lower on resilience compared to both administrative staff and clinical staff with line management responsibilities. No correlations were found between absence rates and resilience.ConclusionThis study gives a snapshot of the resilience of employees in a NHS trust. It is the first of its kind to take into consideration all job roles, divisions and the banding system within a trust. The results also indicate that resilience levels may not be a mediating factor for the health and well-being of NHS staff.

No abstract

We use a total survey error approach to examine and make recommendations on how to adjust for non-sampling error in longitudinal, mixed-mode surveys. Using data from the National Crime Victimization Survey (NCVS), we examine three major sources of non-sampling error: telescoping, mode effects, and fatigue. We present an assessment of each source of error from a total survey error perspective and propose alternative adjustments to adjust better for this error. Findings suggest that telescoping and fatigue are likely sources of error in the NCVS, but the use of mixed-modes is not. Furthermore, both telescoping and fatigue are present in longitudinal surveys and accounting for one but not the other results in estimates that under- or overestimate the measures of interest—in this case, the rate of crime in the United States.

No abstract

No abstract