Confidentiality: a survey in a research hospital

Despite the many justifications for protecting patient confidentiality, we recognize that confidentiality cannot be absolute. Our world of automated information and easy access and storage poses many threats to confidentiality. This paper has described a survey conducted at the NIH Clinical Center to assess the knowledge, attitudes, and behaviors of clinical physicians and nurses about confidentiality of patient information. The survey findings demonstrate the need for reminders and increased awareness about confidentiality in our setting. Most of the survey respondents had a good knowledge of what was expected of them, and they believed that confidentiality was important and maintaining it was their responsibility. Of interest was that in several simulated clinical situations, there was a discrepancy between what respondents indicated they should do and what they thought they would do. The biggest discrepancies appeared in situations that involved overhearing a patient conversation on the elevator, approaching an unfamiliar person who is reading a medical record in the nurses' station, and answering a patient's inquiry about the status of another patient. The findings support the speculation that this difference may be attributed to discomfort or decreased awareness, and not necessarily to lack of knowledge. Results indicate that policies and administrative expectations should be frequently communicated and enforced, and that educational programs that address issues of confidentiality should be provided. The results of this survey have been influential in guiding educational strategies and administrative activities at the clinical center. The clinical center initiated a confidentiality awareness campaign, displaying a new poster every three months in strategic locations and distributing other tangible reminders (such as pens, magnets, and buttons) containing the same confidentiality message.(ABSTRACT TRUNCATED AT 250 WORDS)     

Sensorimotor synchronization: Motor responses to regular auditory patterns

Subjects (N = 32) were asked to synchronize a motor response with tones in auditory patterns. These patterns were created from six tones and six intertone intervals of equal duration. The pitch of the first tone differed from the others. It was found that subjects used three types of timing in their motor response: (1) the first intertone interval was prolonged and the second interval was shortened, (2) the second intertone interval was prolonged and the first interval was shortened, and/or (3) the first interval and the second interval were of approximately the same length. The prolongation of the fifth interval was observed during all three types of timing. The results are explained using the concept of suprasegmental control of timing, which explains a prolongation of intervals at critical control point of the patterns. The occurrence of three different strategies of timing is discussed in connection with similar principles in musical performance.     

Identifying emergent leaders in psychotherapy groups

This paper is the second in the series on group development and emergent leadership. It describes the design of a sociometric instrument which will be used for the identification of the four emerging leaders from the perspective of the group participants themselves. These four leaders, Task, Emotional, Scapegoat and Defiant, perform ongoing maintenance functions in the group and take up the critical function of spokesmen in the group's dialectical processing of phase-specific, group level issues. The goal here is to design an instrument which would allow both clinician and researcher to identify these critical persons early in a group's life.Ariadne P. Back is in private practice in Chicago, Illinois.     

Naive psychology and the attributional model of achievement

Open-ended explanations for the success and failure outcomes of others were obtained from (N= 226) undergraduates. Only 23% of the 2,495 explanations generated by these naive psychologists could be readily categorized as one of the four causal elements of the Weiner model of achievement attributions. An individual difference model of multidimensional scaling of the explanations for success and failure was performed separately. Because the explanations for success and failure were generally asymmetrical, the three dimensions of success explanations had little resemblance to the three dimensions of failure explanations. The success dimensions were labelled Achievement Orientation, Vitality, and Mastery. The failure dimensions were labelled Insufficient Energy, Poor Work Attitude, und Lack Ability.     

Creating Creativity: A Behavior Analytic Approach

The Psychological Record - Creativity and innovation have brought about phenomenal changes throughout human history. Art, science, medicine, industry, and technology have all grown through creative...     

An Intersectional Approach to the Glass Ceiling: Gender,Race and Share of Middle and Senior Management in U.S. Workplaces

A robust body of research examines factors affecting the likelihood that women experience increasing barriers to promotion in workplaces. However, limited research examines how racialized and gendered processes may intersect and work differently for racially and gender marginalized workers. Specifically, the processes relating to a worker’s ability to reach middle-level management positions (e.g., those managers who oversee a small group of employees) and senior-level management positions (e.g., CEOs and other executive positions) may vary based on workers’ race and gender. Using 2015 EEO-1 data collected by the U.S. Equal Opportunity Employment Commission (EEOC), we examine how the characteristics of a workplace affect Black men, Black women, White men, and White women’s share of middle- and senior-level management. We find Black women and Black men are strikingly under-represented in both middle and senior management in private-sector workplaces. Our results demonstrate that access to middle- and senior-management varies by the characteristics of the workplace and workers’ race and gender. Overall, our findings point to an important implication: Greater oversight of workplaces, including by the EEOC, is associated with marginalized race/gender groups having higher shares of management.

     

The horsemen of the Apocalypse: messianism and terror

Continental Philosophy Review - I draw a phenomenological approach to religious violence by using as an example the terror apparatus called Daesh (or ISIS). After a brief reminder of my method (the...