Evaluating Quantitative and Qualitative Types of Change

Mencl, Jennifer; Tay, Louis; Schwoerer, Catherine E.; Drasgow, Fritz

doi:10.1177/1548051812442968

Cited by 18 publications

(9 citation statements)

References 60 publications

(117 reference statements)

Supporting

Mentioning

Contrasting

Order By: Relevance

“…In addition, the findings highlight the importance of blended training that offers both in-person and virtual platforms and allows for opportunities for vicarious learning, which is a strong predictor of self-efficacy (Bandura, 1986). These results also align with Mencl et al (2012), who noted that successful performance increases self-efficacy, enhancing the learning and performance of new skills and leading to further efficacy and an increase in confidence.…”

Section: Discussionsupporting

confidence: 88%

Care Managers in the Aging Network: Increasing Self-Efficacy in Human Service Providers

et al. 2023

View full text Add to dashboard Cite

One in four older adults has Behavioral Health (BH) concerns, and over 63% are not receiving services. Older adults living in the community depend on the aging network for home- and community-based services and care managers are critical providers in this network. However, most care managers' current education and training are inadequate to care for older adults with BH needs. This study evaluated the effectiveness of training on the perceived self-efficacy of care managers working with older adults with BH needs. The study used a quasi-experimental design with a pre- and post-test approach and convenience sampling ( n = 90). We found a significant difference in mean self-efficacy scores, from pre-test (M = 62.31, SD = 10.11) to post-test (M = 65.88, SD = 7.40) related to working with clients with mental health problems. In addition, we found a significant difference between the mean pre-test (M = 59.81, SD = 10.68) and post-test score (M = 65.60, SD = 9.85) related to working with clients with substance use problems.

show abstract

Section: Discussionsupporting

confidence: 88%

Care Managers in the Aging Network: Increasing Self-Efficacy in Human Service Providers

et al. 2023

View full text Add to dashboard Cite

show abstract

“…Coates and Messman-Moore (2014) found that core beliefs mediated the relation between childhood psychological maltreatment and depression in emerging adult women. On the other hand, experiences shaping core beliefs are not restricted to childhood but may be experienced across the entire life span, and they are also not restricted to attachment but may result from all kinds of need-fulfilling striving (e.g., due to work-related experiences; Mencl et al, 2012; Platts et al, 2002).…”

Section: Trait Greedmentioning

confidence: 99%

The development of trait greed during young adulthood: A simultaneous investigation of environmental effects and negative core beliefs

et al. 2022

View full text Add to dashboard Cite

Recent models of personality development have emphasized the role of the environment in terms of selection and socialization effects and their interaction. Our study provides partial evidence for these models and, crucially, extends these models by adding a person variable: Core beliefs, which are defined as mental representations of experiences that individuals have while pursuing need-fulfilling goals. Specifically, we report results from a longitudinal investigation of the development of trait greed across time. Based on data from the German Personality Panel, we analyzed data on 1,965 young adults on up to 4 occasions, spanning a period of more than 3 years. According to our results, negative core beliefs that have so far been proposed only in the clinical literature (e.g., being unloved or being insecure) contributed to the development of trait greed, indicating that striving for material goals might be a substitute for unmet needs in the past. Additionally, greedy individuals more often self-selected themselves into business-related environments, which presumably allow them to fulfill their greed-related need to earn a lot of money. Our results expose important mechanisms for trait greed development. Regarding personality development in general, core beliefs were identified as an important variable for future theory building.

show abstract

“…The competency assessment is designed to measure changes in individual participants' knowledge, attitude, self-efficacy, and use of the 25 Clinical Scholars competencies (see Figure 1) over the course of the 3-year program as participants work to implement solutions to wicked problems in their communities. In this survey, we address four measures: knowledge, attitude, self-efficacy, and use [26][27][28][29][30][31][32]. Each measure is adapted from previously validated items, and are measured on a 7-point Likert-type scale.…”

Section: Competency Assessmentmentioning

confidence: 99%

Clinical Scholars: Using Program Evaluation to Inform Leadership Development

Dave¹,

Noble²,

Chandler³

et al. 2021

Leading Community Based Changes in the Culture of Health in the US - Experiences in Developing the Team and Impacting the Commu

View full text Add to dashboard Cite

Leadership development programs are notoriously difficult to evaluate, and when evaluations are attempted, they often do not go beyond measuring low-level, short-term outcomes of the impacts experienced by participants. Many leadership development programs do not systematically assess changes that are catalyzed within the organizations, communities and systems in which participants lead. To address these challenges, evaluators of the Clinical Scholars National Leadership Institute (CNLI) have designed a comprehensive, mixed-methods evaluation approach to determine the effectiveness of the training and explore the impacts of participants in the spheres in which they lead. Guided by Michael Patton’s Developmental Evaluation approach and framed by Kirkpatrick’s Training Evaluation Model, the CSNLI evaluation collects data on multiple levels to provide a robust picture of the multiple outcomes of the program. The approach focuses on individual participant outcomes, by measuring competency changes over time and exploring how participants use the competencies gained through the training in their work. Social network analysis is utilized to measure the development and expansion of participants’ networks and collaboration within the teams, cohorts, and across sectors and disciplines throughout their time in the CSNLI. The Most Significant Change methodology and semi-structured alumni interviews are used to measure impacts participants identify as occurring as a result of their participation. Finally, Concept Mapping is implemented to explore how Fellows make meaning of the foundational concepts and values of the CSNLI. The outcome and impact evaluation activities employed by the CSNLI, in combination with quality improvement-focused process evaluation, support innovation and excellence in the provision of a health equity-grounded leadership development program.

show abstract

Evaluating Quantitative and Qualitative Types of Change

Cited by 18 publications

References 60 publications

Care Managers in the Aging Network: Increasing Self-Efficacy in Human Service Providers

Care Managers in the Aging Network: Increasing Self-Efficacy in Human Service Providers

The development of trait greed during young adulthood: A simultaneous investigation of environmental effects and negative core beliefs

Clinical Scholars: Using Program Evaluation to Inform Leadership Development

Contact Info

Product

Resources

About