Connor-Davidson Resilience Scale: validation study in a Portuguese sample

Anjos, Joana Faria; Santos, Maria João Heitor dos; Ribeiro, Maria Teresa; Moreira, Sérgio

doi:10.1136/bmjopen-2018-026836

Cited by 26 publications

(25 citation statements)

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“…Participants' ratings of GE markers were positively skewed, which was reduced by log transformation prior to running EFA and CFA [22]. All statistical analyses were undertaken using IBM SPSS Statistics for Windows, version 25.0 (IBM Corp INC: Armonk, NY) except the CFA for which we used the IBM SPSS AMOS for windows, version 26.0 (IBM Corp INC: Armonk, NY).…”

Section: Discussionmentioning

confidence: 99%

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Markers of achievement for assessing and monitoring gender equity in a UK National Institute for Health Research Biomedical Research Centre: A two-factor model

et al. 2020

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Background The underrepresentation of women in academic medicine at senior level and in leadership positions is well documented. Biomedical Research Centres (BRC), partnerships between leading National Health Service (NHS) organisations and universities, conduct world class translational research funded by the National Institute for Health Research (NIHR) in the UK. Since 2011 BRCs are required to demonstrate significant progress in gender equity (GE) to be eligible to apply for funding. However, the evidence base for monitoring GE specifically in BRC settings is underdeveloped. This is the first survey tool designed to rank and identify new GE markers specific to the NIHR BRCs. Methods An online survey distributed to senior leadership, clinical and non-clinical researchers, trainees, administrative and other professionals affiliated to the NIHR Oxford BRC (N = 683). Participants ranked 13 markers of GE on a five point Likert scale by importance. Data were summarised using frequencies and descriptive statistics. Interrelationships between markers and underlying latent dimensions (factors) were determined by exploratory and confirmatory factor analyses. Results The response rate was 36% (243 respondents). Respondents were more frequently female (55%, n = 133), aged 41-50 years (33%, n = 81), investigators (33%, n = 81) affiliated to the BRC for 2-7 years (39.5%, n = 96). Overall participants ranked 'BRC senior leadership roles' and 'organisational policies on gender equity', to be the most important markers of GE. 58% (n = 141) and 57% (n = 139) respectively. Female participants ranked

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Section: Discussionmentioning

confidence: 99%

“…Subsequent to the EFA, we ran the confirmatory factor analysis (CFA) [ 22 ]. The internal consistency of latent dimensions identified in the EFA was checked by running scale reliabilities using the Cronbach’s alpha coefficient [ 23 ].…”

Section: Methodsmentioning

confidence: 99%

Markers of achievement for assessing and monitoring gender equity in a UK National Institute for Health Research Biomedical Research Centre: A two-factor model

et al. 2020

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“…Participants' ratings of GE markers were positively skewed, which was reduced by log transformation prior to running EFA and CFA [19]. When scores for all participants were combined, then the majority (58%, n=141) of participants scored BRC senior leadership roles as a very important marker of GE followed by organisational policies on GE ranked as the second highest very important marker by 57.2% (n=139) of participants (Fig 1).…”

Section: E Xmentioning

confidence: 99%

“…Our sample size was 243 and the participant-to-variable ratio was 18:1, which was higher than the minimum acceptable participant-to-variable ratio of 10:1 [17]. Subsequent to the EFA, we ran the confirmatory factor analysis (CFA) [19]. The internal consistency of latent dimensions identified in the EFA was checked by running scale reliabilities using the Cronbach's alpha coefficient [20].…”

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confidence: 99%

A survey to explore new markers of achievement to assess and monitor gender equity in an NIHR Biomedical Research Centre: A two-factor model

Henderson

Shah

Ovseiko

et al. 2020

Preprint

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Background: The underrepresentation of women in academic medicine at senior level and in leadership positions is well documented. In the United Kingdom, the National Institute for Health Research (NIHR) announced that eligibility for funding for Biomedical Research Centres (BRCs) required at least Silver award status of the Athena SWAN Charter. However, the evidence base for monitoring gender equity (GE) in BRCs is underdeveloped. Methods: An exploratory online survey distributed to an entire population of NIHR Oxford BRC affiliates (N=683) who ranked the importance of 13 markers of GE on a five point Likert scale. Data were summarised using frequencies and descriptive statistics. Interrelationships between the markers and underlying latent dimensions (factors) were determined by exploratory and confirmatory factor analyses. Thematic analysis was used to analyse open-ended comments. Results: The response rate was 36% (243 respondents). Respondents were more frequently female (55%, n=133), aged 41-50 years (33%, n=81), investigators (33%, n=81) and had been affiliated with the BRC for 2-7 years (39.5%, n=96). Participants ranked BRC senior leadership roles and organisational policies on gender equity, as very important, 58% (n=141) and 57% (n=139) respectively. The top two markers ranked as very important by female participants were organisational policies (64.7%, n=86/133) and recruitment and retention (60.9%, n=81/133), whereas male participants ranked leadership development (52.1%, n=50/96) and BRC senior leadership roles (50%, n=48/96) as being very important. The factor analyses showed two distinct latent dimensions: organisational markers and individual markers of GE in BRCs. Open ended comments suggested three key areas of actions: monitoring and benchmarking, organisational support for those with childcare responsibilities, and leadership and Institutional support for GE. Conclusions: The findings suggest a two-factor model of markers of achievement for GE with organisational and individual dimensions. Implementation and sustainability of gender equity requires commitment at senior leadership and organisational policy level.

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“…CD-RISC-25 [79] and CD-RISC-10 [80] have been validated for the Portuguese population. In this study, either the CD-RISC-10 or the CD-RISC-2 (to be validated in this study if applicable) will be used.…”

mentioning

confidence: 99%

MAternal Mental Health in the WORKplace (MAMH@WORK): A Protocol for Promoting Perinatal Maternal Mental Health and Wellbeing

Costa

Santos

Virgolino

et al. 2021

IJERPH

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Women are exposed to increased burden of mental disorders during the perinatal period: 13–19% experience postpartum depression. Perinatal psychological suffering affects early mother-child relationship, impacting child’s emotional and cognitive development. Return-to-work brings additional vulnerability given the required balance between parenting and job demands. The MAternal Mental Health in the WORKplace (MAMH@WORK) project aims to develop and evaluate the effectiveness of a brief and sustainable intervention, promoting (a) maternal mental health throughout pregnancy and first 12 months after delivery, and (b) quality of mother–child interactions, child emotional self-regulation, and cognitive self-control, while (c) reducing perinatal absenteeism and presenteeism. MAMH@WORK is a three-arm randomized controlled trial. A short-term cognitive-behavioral therapy-based (CBT-based) psychoeducation plus biofeedback intervention will be implemented by psychiatrists and psychologists, following a standardized procedure manual developed after consensus (Delphi method). Participants (n = 225, primiparous, singleton pregnant women at 28–30 weeks gestational age, aged 18–40 years, employed) will be randomly allocated to arms: CBT-based psychoeducation intervention (including mindfulness); psychoeducation plus biofeedback intervention; and control. Assessments will take place before and after delivery. Main outcomes (and main tools): mental health literacy (MHLS), psychological wellbeing (HADS, EPDS, KBS, CD-RISC, BRIEF COPE), quality of mother–child interaction, child–mother attachment, child emotional self-regulation and cognitive self-control (including PBQ, Strange Situation Procedure, QDIBRB, SGS-II, CARE-Index), job engagement (UWES), and presenteeism. Intention-to-treat and per-protocol analyses will be conducted; Cohen’s d coefficient, Cramer’s V and odds ratio will be used to assess the effect size of the intervention. MAMH@WORK is expected to contribute to mental health promotion during the perinatal period and beyond. Its results have the potential to inform health policies regarding work–life balance and maternal mental health and wellbeing promotion in the workplace.

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Connor-Davidson Resilience Scale: validation study in a Portuguese sample

Cited by 26 publications

References 50 publications

Markers of achievement for assessing and monitoring gender equity in a UK National Institute for Health Research Biomedical Research Centre: A two-factor model

Markers of achievement for assessing and monitoring gender equity in a UK National Institute for Health Research Biomedical Research Centre: A two-factor model

A survey to explore new markers of achievement to assess and monitor gender equity in an NIHR Biomedical Research Centre: A two-factor model

MAternal Mental Health in the WORKplace (MAMH@WORK): A Protocol for Promoting Perinatal Maternal Mental Health and Wellbeing

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