Sensitivity, specificity and predictive value of Confidence in Managing Patient Aggression Scale on de‐escalating behaviour

Jy, Nau; Dassen, Theo; Needham, Ian; Halfens, Ruud

doi:10.1111/j.1365-2702.2010.03597.x

Cited by 9 publications

(15 citation statements)

References 5 publications

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“…Of those, seven had rates of uptake between 80 and 100%, although none provided data on non-respondents ( Table 2). Although a number of the studies either reported potentially confounding differences between intervention and control groups at baseline or between service configuration or delivery models pre-and-post-intervention, 9,18,[25][26][27][28][29][30][31][32][33][34] these were often not adjusted for in the analysis. 18,27,[29][30][31][32][33][34] Where wards or units were the units of allocation and/or analyses, insufficient information was provided about the baseline equivalence of these.…”

Section: Quality Appraisalmentioning

confidence: 99%

“…9,28,29,31 Studies frequently failed to evidence adequate validity and reliability of outcome measures ( Table 2). Of nine studies providing evidence of potential moderators of effectiveness, 9,20,28,29,31,32,[42][43][44] only three 9,20,28 met at least three of the four key quality criteria for moderator analyses. Of the seven studies providing a qualitative evaluation of the acceptability of training, [18][19][20][21][22][23][24] none provided sufficient methodological detail to meet any of the COREQ quality standards.…”

Section: Quality Appraisalmentioning

confidence: 99%

“…Nine of 10 studies reported significantly increased confidence post-training. 21,28,[31][32][33]45,[48][49][50] However, effect sizes were only calculable for four studies, with two negligible effects (ES50.2), 32,45 one medium-sized effect (ES = 0.76) 31 and one large (ES = 1.04) 50 . Increases in confidence after training were reported elsewhere but the significance of this finding was not evaluated.…”

Section: Cognitive Outcomesmentioning

confidence: 99%

“…There was evidence that neither confidence 28 nor anxiety regulation 29,32 may be reliable predictors of de-escalation performance and that the ability to interpersonally relate to aggressive patients has the more pivotal role. 28,32 No relationship between age, experience or previous education and de-escalation performance was identified. 9 The largest gains in de-escalation performance were found in trainees with the lowest baseline performance.…”

Section: Skills-based Outcomesmentioning

confidence: 99%

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Learning and performance outcomes of mental health staff training in de-escalation techniques for the management of violence and aggression

Price¹,

et al. 2015

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BackgroundDe-escalation techniques are a recommended non-physical intervention for the management of violence and aggression in mental health. Although taught as part of mandatory training for all National Health Service (NHS) mental health staff, there remains a lack of clarity around training effectiveness.AimsTo conduct a systematic review of the learning, performance and clinical safety outcomes of de-escalation techniques training.MethodThe review process involved a systematic literature search of 20 electronic databases, eligibility screening of results, data extraction, quality appraisal and data synthesis.ResultsA total of 38 relevant studies were identified. The strongest impact of training appears to be on de-escalation-related knowledge, confidence to manage aggression and de-escalation performance (although limited to artificial training scenarios). No strong conclusions could be drawn about the impact of training on assaults, injuries, containment and organisational outcomes owing to the low quality of evidence and conflicting results.ConclusionsIt is assumed that de-escalation techniques training will improve staff's ability to de-escalate violent and aggressive behaviour and improve safety in practice. There is currently limited evidence that this training has these effects.

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Section: Quality Appraisalmentioning

confidence: 99%

Section: Quality Appraisalmentioning

confidence: 99%

Section: Cognitive Outcomesmentioning

confidence: 99%

Section: Skills-based Outcomesmentioning

confidence: 99%

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Learning and performance outcomes of mental health staff training in de-escalation techniques for the management of violence and aggression

Price¹,

et al. 2015

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“…12 In general, individuals trained in de-escalation apply learned techniques after training. Note however, the findings regarding application of training techniques are primarily produced from recorded observations of training participants' behaviors in controlled scenarios, simulations, or role-play tests (McDonnell, 1997;Nau, Dassen, Needham, & Halfens, 2011;Nau, Halfens, Needham, & Dassen, 2010;Paterson, Turnbull, & Aitken, 1992;Phillips & Rudestam, 1995;Rice et al, 1985;Wondrak & Dolan, 1992). Only one evaluation included trainees' application of de-escalation skills in real-world settings (Jambunathan & Bellaire, 1996).…”

Section: Behavioral Outcomesmentioning

confidence: 99%

Does de‐escalation training work?

Engel

McManus

Herold

2020

Criminology & Public Policy

114

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De-escalation training has been widely implemented by U.S. police agencies in the wake of adverse public reaction to recent controversial police use-of-force incidents. Despite vast promotion from politicians, academics, expert panels, and the public, we know little about the effects of de-escalation training on officers and police-citizen interactions. In this article, we offer findings from a multidisciplinary systematic literature review that demonstrate limited knowledge concerning the impact of de-escalation training across all professions. We identified 64 de-escalation training evaluations conducted over a 40-year period, primarily in the fields of nursing and psychiatry. Policy Implications: Although assessment outcomes reveal few adverse consequences and provide some confidence that de-escalation trainings lead to slight-tomoderate individual and organizational improvements, conclusions concerning the effectiveness of de-escalation training are limited by the questionable quality of almost all evaluation research designs. As such, important questions regarding the impact of de-escalation training for police remain. Given the critical impact that de-escalation training could have on officers and the public they serve, we conclude with a direct call to academics, practitioners, and funders across the field of policing to prioritize as soon as possible the testing of de-escalation and other police use-of-force policies, tactics, and training.

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Training Staff to Manage Violence and Aggression

Whittington

Price

2017

The Wiley Handbook of Violence and Aggression

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People employed in a very wide range of occupations around the world can be exposed to violence in the course of their work. This chapter examines the issue of violence occurring in relation to the workplace and considers training as one element of a multidimensional approach to tackling the problem. It examines the concept of training and the diverse ways in which training programs tailored to specific occupations and settings have been developed. It then focuses on healthcare services, in particular where violence prevention and management training has been developed and tested to the greatest degree. It concludes with a discussion of relevant techniques for delivering training and some suggestions for best practice in this area.

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Sensitivity, specificity and predictive value of Confidence in Managing Patient Aggression Scale on de‐escalating behaviour

Cited by 9 publications

References 5 publications

Learning and performance outcomes of mental health staff training in de-escalation techniques for the management of violence and aggression

Learning and performance outcomes of mental health staff training in de-escalation techniques for the management of violence and aggression

Does de‐escalation training work?

Training Staff to Manage Violence and Aggression

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