Level Of Seniority Research Articles

The Most In-Demand Soft Skills for QA Professionals in Brazil

Background: Software quality assurance (QA) is carried out in tandem with software development. Essentially, QA activities are conducted in hopes of assessing the extent to which a software product aligns with predefined requirements. Although QA includes highly technical tasks, much like software development, it remains largely a human-centered endeavor. Consequently, soft skills can play a significant role in contributing to the success of a project and product quality, as well as boosting the productivity of QA professionals. Aim: Our objective is to investigate: (i) the most sought-after soft skills for QA professionals, (ii) potential correlations among these in-demand soft skills, (iii) variations in soft skill requirements based on the seniority level of positions, and (iv) potential differences in soft skills expectations according to the size of the hiring companies. Our analysis is centered around organizations in Brazil. Method: We looked for soft skills in 2,164 job advertisements from Brazilian companies. Our data extraction process followed an inductive, data-driven approach that included both manual and automated steps. Results: approximately 91% of the job advertisements list at least one soft skill. We identified 32 soft skills in our study, with five soft skills standing out as the most sought-after among them: communication-related skills, planning, innovation, collaboration, and written communication. Notably, companies of various sizes consistently prioritize communication-related and planning skills, deeming them crucial for QA professionals. Conclusions: Our findings underscore the critical importance of five soft skills: communication-related skills, planning, innovation, collaboration, and written communication. The results of our study hold potential value for QA professionals in Brazil seeking to enhance their employability and provide insights to those tasked with staffing, curriculum design, and professional development.

The lifestyle factors of medical doctors in academic hospitals, Bloemfontein, Free State.

Lifestyle factors of medical doctors are essential to their health and well-being. Previous studies omitted factors that constituted a healthy lifestyle and did not differentiate between various medical specialties or level of seniority which may expose doctors to different stress levels, workload and responsibility. The study assessed the lifestyle factors of medical doctors and compared them between departments, levels of seniority, years of experience and gender according to globally recognised health standards. This descriptive cross-sectional study collected data using a questionnaire created by the researchers based on healthy lifestyle factors and was administered online. Access was given to all doctors from four large departments, employed at two academic hospitals in Bloemfontein, Free State who agreed to participate in the study. Consultants from paediatrics, with 6+ years in medical practice, had the healthiest lifestyles. Registrars and interns from surgical disciplines such as obstetrics and gynaecology and surgery, with 1-5 years of medical practice, showed unhealthy lifestyles with inadequate sleep and exercise. The challenge remains how medical doctors can live a healthy lifestyle while managing a demanding schedule. This may impact on the management of their patients and the doctors' overall health and well-being. We recommend improving the working conditions by providing healthy meals on-site at hospitals with adequate breaks, reducing the heavy workload and providing exercise facilities.Contribution:The findings from this article may help improve the lifestyles of the identified groups of at-risk doctors and assist them in seeking ways to improve upon this.

WP3.9 - Characteristics and outcomes of an emergency hot clinic in a district general hospital - are they still a useful resource?

Abstract Introduction Hot clinics with ambulatory imaging have become integral to service provision in emergency general surgery, reducing admissions and expediting diagnoses. However they can come under criticism over a lack of senior decision making and perceived unnecessary reviews. Aims We aimed to evaluate the service in our department, by characterising the seniority level of the decision makers and assessors in the hot clinic, and outcomes of patients seen. Methods Retrospective analysis over a 3 month period of patients seen in the hot clinic of a district general hospital was performed. Results Total number of patients seen was 128. Median time from referral to appointment was 1 day. Abdominal pain formed 70.3% original presenting complaints. Over half of patients (52.3%, n=67) had review arranged by a registrar, and 46.9% (n=60) of patients were seen by a registrar at their appointment. 7% (n=9) had their hot clinic review arranged by a consultant. 63.3% (n=81) of patients had imaging performed as part of their review, and 53.1% (n =43) of these patients had pathology identified. 13.3% (n=17) of patients seen at the clinic required admission, and 43.0% (n=55) were discharged. 21.4% (n=3) of those brought back for a further hot clinic review had been seen by a consultant, versus 64.3% (n=9) seen by a registrar. Discussion Hot clinics are a valuable resource, and in our department a senior decision maker at a registrar level is involved in majority of decision making. The admission rate is low, demonstrating that the service is effective in helping to avoid admissions. Consultant input can help avoid repeated reviews.

Gender disparities in social and personality psychology awards from 1968 to 2021

Gender disparities persist in academic psychology. The present study extended previous investigations to social and personality psychology award recipients. We collated publicly available data on award winners (N = 2700) from 17 international societies from 1968 to 2021. Features of the award, including year given, type of award, seniority level, whether the award was shared with more than one winner, and gender/sex of the recipient were coded. Overall, men were more likely to be recognized with awards than women, but the proportion of awards won by women has increased over time. Despite this increased share of awards, women were more likely to win awards for service and teaching (which are generally viewed as less prestigious) rather than research contributions. These differences were moderated by year - women were more likely to win service or teaching awards, compared to research awards, after 1999 and 2007, respectively. Women were more likely to win awards at postgraduate/early career levels or open to all levels compared to senior awards. Findings suggest that women’s greater representation in academic psychology in recent years has not been accompanied by parity in professional recognition and eminence.

Behind the pattern: General surgery resident autonomy in robotic surgery

ObjectiveRobotic surgery is increasingly utilized and common in general surgery training programs. This study sought to better understand the factors that influence resident operative autonomy in robotic surgery. We hypothesized that resident seniority, surgeon work experience, surgeon robotic-assisted surgery (RAS) case volume, and procedure type influence general surgery residents’ opportunities for autonomy in RAS as measured by percentage of resident individual console time (ICT). MethodsGeneral surgery resident ICT data for robotic cholecystectomy (RC), inguinal hernia (RIH), and ventral hernia (RVH) operations performed on the dual-console Da Vinci surgical robotic system between July 2019 and June 2021 were extracted. Cases with postgraduate year (PGY) 2–5 residents participating as a console surgeon were included. A sequential explanatory mixed-methods approach was undertaken to explore the ICT results and we conducted secondary qualitative interviews with surgeons. Descriptive statistics and thematic analysis were applied. ResultsResident ICT data from 420 robotic cases (IH 200, RC 121, and VH 99) performed by 20 junior residents (PGY2-3), 18 senior residents (PGY4-5), and 9 attending surgeons were extracted. The average ICT per case was 26.8 % for junior residents and 42.4 % for senior residents. Compared to early-career surgeons, surgeons with over 10 years' work experience gave less ICT to junior (18.2 % vs. 32.0 %) and senior residents (33.9 % vs. 56.6 %) respectively. Surgeons' RAS case volume had no correlation with resident ICT (r = 0.003, p = 0.0003). On average, residents had the most ICT in RC (45.8 %), followed by RIH (36.7 %) and RVH (28.6 %). Interviews with surgeons revealed two potential reasons for these resident ICT patterns: 1) Surgeon assessment of resident training year/experience influenced decisions to grant ICT; 2) Surgeons’ perceived operative time pressure inversely affected resident ICT. ConclusionsThis study suggests resident ICT/autonomy in RC, RIH, and RVH are influenced by resident seniority level, surgeon work experience, and procedure type, but not related to surgeon RAS case volume. Design and implementation of an effective robotic training program must consider the external pressures at conflict with increased resident operative autonomy and seek to mitigate them.

The Effect of Empowering Leadership Characteristics of School Principals According to Teachers' Perceptions on Teachers' Psychological Ownership and Work Engagement

This study examines the effect of school principals' empowering leadership according to teachers' perceptions of teachers' psychological ownership and work engagement. The study sample consists of 463 teachers. The relational survey model, one of the quantitative research methods, was used in the study. Empowering Leadership Scale, Psychological Ownership Scale and Work Engagement Scale were used to collect the data. As a result of the research, according to teachers' perceptions, the empowering leadership levels of school principals and teachers' psychological ownership and work engagement levels were found to be high. Teachers' psychological ownership and work engagement levels show significant differences according to age, seniority, and education level variables. A significant positive relationship was found between the empowering leadership of school principals and teachers' psychological ownership. A medium-level positive significant relationship was found between the empowering leadership of school principals and teachers' work engagement. Empowering leadership characteristics of school principals significantly positively affect teachers' psychological ownership and work engagement. The study emphasized the role of empowering leadership in understanding teachers' work engagement and psychological ownership. Based on the results, school principals are recommended to demonstrate empowerment leadership behaviors to build an understanding of teachers' work engagement and psychological ownership.

Demographic and occupational determinants of technical overload, techno-intrusion and techno-complexity

Main goal of this paper was to draw more attention to the pervasiveness of technostress in the consulting environment. As TS tends to be perceived differently in terms of what it entails, authors have focused, instead, on its relationship with such demographical variables as gender, age, work level and family status in the research. Study was conducted using a quantitative questionnaire. Sample consisted of 702 consulting employees (417 men and 275 women) aged 18-65. Data analysis was based on ANOVA and stepwise regression models. Results reveal that female participants and employees older than 35, experience significantly more Techno-Complexity compared to other groups. No significant effect of family status on Techno-Complexity was found. Senior-rank employees experience more Techno-Overload and Techno-Invasion, compared to co-workers in more junior positions. The authors’ findings point out to the necessity of workplace-stress prevention solutions focusing specifically on gender, age and the seniority level of an employee. The Results imply that such focus can prove essential in the prevention of burnout and considerable decrease in individual stress levels, loss of workplace focus and overall workplace productivity

Pathways and identity: toward qualitative research careers in child and adolescent psychiatry

ObjectiveQualitative research methods are based on the analysis of words rather than numbers; they encourage self-reflection on the investigator’s part; they are attuned to social interaction and nuance; and they incorporate their subjects’ thoughts and feelings as primary sources. Despite appearing well suited for research in child and adolescent psychiatry (CAP), qualitative methods have had relatively minor uptake in the discipline. We conducted a qualitative study of CAPs involved in qualitative research to learn about these investigators’ lived experiences, and to identify modifiable factors to promote qualitative methods within the field of youth mental health.MethodsWe conducted individual, semi-structured 1-h long interviews through Zoom. Using purposive sample, we selected 23 participants drawn from the US (n = 12) and from France (n = 11), and equally divided in each country across seniority level. All participants were current or aspiring CAPs and had published at least one peer-reviewed qualitative article. Ten participants were women (44%). We recorded all interviews digitally and transcribed them for analysis. We coded the transcripts according to the principles of thematic analysis and approached data analysis, interpretation, and conceptualization informed by an interpersonal phenomenological analysis (IPA) framework.ResultsThrough iterative thematic analysis we developed a conceptual model consisting of three domains: (1) Becoming a qualitativist: embracing a different way of knowing (in turn divided into the three themes of priming factors/personal fit; discovering qualitative research; and transitioning in); (2) Being a qualitativist: immersing oneself in a different kind of research (in turn divided into quality: doing qualitative research well; and community: mentors, mentees, and teams); and (3) Nurturing: toward a higher quality future in CAP (in turn divided into current state of qualitative methods in CAP; and advocating for qualitative methods in CAP). For each domain, we go on to propose specific strategies to enhance entry into qualitative careers and research in CAP: (1) Becoming: personalizing the investigator’s research focus; balancing inward and outward views; and leveraging practical advantages; (2) Being: seeking epistemological flexibility; moving beyond bibliometrics; and the potential and risks of mixing methods; and (3) Nurturing: invigorating a quality pipeline; and building communities.ConclusionsWe have identified factors that can support or impede entry into qualitative research among CAPs. Based on these modifiable findings, we propose possible solutions to enhance entry into qualitative methods in CAP (pathways), and to foster longer-term commitment to this type of research (identity).

Genetic Researchers’ Use of and Interest in Research With Diverse Ancestral Groups

Genetic researchers must have access to databases populated with data from diverse ancestral groups to ensure research is generalizable or targeted for historically excluded communities. To determine genetic researchers' interest in doing research with diverse ancestral populations, which database stewards offer adequate samples, and additional facilitators for use of diverse ancestral data. This survey study was conducted from June to December 2022 and was part of an exploratory sequential mixed-methods project in which previous qualitative results informed survey design. Eligible participants included genetic researchers who held US academic affiliations and conducted research using human genetic databases. Internet-administered survey to genetic research professionals. The survey assessed respondents' experience and interest in research with diverse ancestral data, perceptions of adequacy of diverse data across database stewards (ie, private, government, or consortia), and identified facilitators for encouraging use of diverse ancestral data. Descriptive statistics, χ2 tests, and z tests were used to describe respondents' perspectives and experiences. A total of 294 researchers (171 men [58.5%]; 121 women [41.2%]) were included in the study, resulting in a response rate of 20.4%. Across seniority level, 109 respondents (37.1%) were senior researchers, 85 (28.9%) were mid-level researchers, 71 (24.1%) were junior researchers, and 27 (9.2%) were trainees. Significantly more respondents worked with data from European ancestral populations (261 respondents [88.8%]) compared with any other ancestral population. Respondents who had not done research with Indigenous ancestral groups (210 respondents [71.4%]) were significantly more likely to report interest in doing so than not (121 respondents [41.2%] vs 89 respondents [30.3%]; P < .001). Respondents reported discrepancies in the adequacy of ancestral populations with significantly more reporting European samples as adequate across consortium (203 respondents [90.6%]), government (200 respondents [89.7%]), and private (42 respondents [80.8%]) databases, compared with any other ancestral population. There were no significant differences in reported adequacy of ancestral populations across database stewards. A majority of respondents without access to adequate diverse samples reported that increasing the ancestral diversity of existing databases (201 respondents [68.4%]) and increasing access to databases that are already diverse (166 respondents [56.5%]) would increase the likelihood of them using a more diverse sample. In this survey study of US genetic researchers, respondents reported existing databases only provide adequate ancestral samples for European populations, despite their interest in other ancestral populations. These findings suggest there are specific gaps in access to and composition of genetic databases, highlighting the urgent need to boost diversity in research samples to improve inclusivity in genetic research practices.

Occupational risk perception of construction workers: a cross sectional study.

Construction workers are often exposed to significant injury risk. The aim of our study is to assess their occupational hazards and injury risk perception. We administered 256 questionnaires to construction workers. The survey was aimed at collecting information regarding occupational risk and hazard exposure perception, risk control and behavioral self-assessment. We analyzed the data obtained in order to highlight any associations between injury risk perception and anamnestic, occupational, behavioral or perceptual factors. Participants were prevalently males (92.37%) aged 21-60 years (94%). They showed a job seniority level of 21.3 (11.51) on average and, ranging from a 1 to 10 score, a danger awareness of 6.8 (2.9), a lack of prevention measures 6.0 (3.3), an improper behavior of 7.3 (2.7), an unpredictable fate of 6.0 (2.9). These factors resulted significantly associated with the injury risk perception. Multivariable analysis highlighted that the injury risk perception was associated with the lack of prevention measure and unpredictable fate. On the other hand, we found a negative association with the workers' improper behaviors. Workers' perception showed fairly uniform average values even when occupational risk was demonstrated. Our analysis suggests a positive correlation between injury risk perception and the idea that injuries are due both to fate and to chance; it also shows a negative correlation between injury risk perception and the idea that injuries are due to improper behavior. A lack of fully comparable studies confirms the need for further studies on the injury risk perception of construction workers.

The Relationship between Teachers' Technology Proficiencies and their Levels of Integrating Technology into their Lessons

This study aims to examine the relationship between teachers' technology proficiencies and their level of integrating technology into their lessons. In this research, which was designed in a relational survey model, as data collection tools, the “Technology Proficiency Self-Assessment Scale for 21st Century Learning” developed by Christensen and Knezek and adapted to Turkish conditions by Fidan, Debbağ and Çukurbaşı (2020); and “Teachers' Technology Integration Indicators Scale” developed by Çakıroğlu, Gökoğlu and Çebi (2015) were used. The research sample consisted of 398 teachers working in public schools in the Pendik and Tuzla districts of Istanbul. The findings showed that teachers' technology proficiencies and technology integration levels were high. In addition, teachers' technology proficiencies and their ability to integrate technology into their lessons did not show statistically significant differences according to teachers' gender, professional seniority and education level. However, both the technology proficiency of the teachers and the level of integrating technology into their lessons showed statistically significant differences according to their educational status. These differences in both variables were significantly higher for teachers with graduate education than those with undergraduate education. According to another finding obtained from this research, there was a positive, high level and significant relationship between teachers' technology proficiency and their ability to integrate technology into their lessons. As a result of the regression analysis, it was seen that technological proficiency was a significant predictor of technology integration. Technological proficiency explains 53.9% of technology integration.

Investigating Teachers’ Opinions On the Competences In Curriculum

The aim of this study is to investigate the opinions of secondary school teachers about the acquisition of eight key competences in the curriculum. In accordance with this aim, it was analyzed whether there was a significant difference between the opinions of teachers in terms of gender, seniority, educational level and subject variables. The descriptive survey method, one of the quantitative research designs, was used in the research. The sample, consisted of 444 secondary school teachers lectured at the official secondary schools in the 2021-2022 academic year, was selected by convenient sampling method. The five-point Likert-type scale based on competences developed by the researchers was used as the data collection tool. The data obtained were analyzed with descriptive statistics, t-test, One-Way ANOVA and Post Hoc tests by SPSS 21.0 package program. Findings showed that there was no statistically significant difference between the teachers' opinions in terms of seniority and educational level. On the other hand, there was a significant difference about “social and civic competences” related to gender variable in favor of males. Also a significant difference in terms of subject variable was found between the teachers’ opinions about “communication in foreign languages” competence. Based on these results, implications were listed to the stakeholders of education and researchers.

Competing for Jobs: How COVID-19 Changes Search Behaviour in the Labour Market

Abstract We provide insights on how job search changed in the Covid-19-crisis by analysing data from the LinkedIn professional network for Germany. We find that competition among workers for jobs strongly increased – which is due to additional job seekers rather than higher search intensity. Furthermore, the LinkedIn data show that people from industries particularly affected by the crisis applied much more frequently and there had been a substantial shift in the target industries for applications. Finally, we find that at the onset of the Covid-19-crises applications were made significantly more often below and significantly less often above a person’s level of seniority.

Advice for Senior Faculty: Supporting and Building Your School

ABSTRACT We offer advice to accounting faculty who have a growing level of seniority at their schools. Seniority is accompanied by increasing autonomy, and we encourage senior faculty to use that autonomy to focus their efforts on building up others. We offer recommendations on how to use seniority to positively impact one’s department and college by practicing the tenants of servant leadership, and we discuss how this can be accomplished by examining the three facets of a faculty member’s job description: research, service, and teaching. Our overarching goal is to encourage senior faculty to help address current challenges in both academia and practice as well as chart a future course that colleagues can follow that will strengthen the role of accounting to better serve society.

Academic nurses' transition across an academic career: A qualitative study.

The aim of this study was to gain a deeper understanding of nurse academics' experiences with the transition from clinical practice to academia and throughout their whole career trajectory. Qualitative study design. Three focus group interviews with 17 nurse academics employed at a University in Norway were conducted in May and June 2020. Data were analysed using qualitative content analysis. Nurse academics experienced several diverse career transitions that continued throughout their whole career trajectory, affecting their daily life. Three interconnected themes were identified: 'clinically confident, yet academically uncertain', 'balancing the academic role' and 'lost in academic transition'. This study contributes to a deeper understanding of nurse academics' experiences of transitioning into their academic role and identity. Transition was found not as separate occurrences but was described as several ongoing and concurrent processes throughout their whole career trajectory regardless of seniority level or academic experience. These transitions encompass shifts in identity, new responsibilities and increased tasks, yet often occur without adequate support. As a result, nurse academics may lack the essential skills and knowledge of the academic role. This study provides insights into nurse academics' transition from clinical practice to academia and throughout their whole career trajectory. This is not a one-time occurrence but a continuous process that takes place throughout their entire career trajectory. This transition is embedded within a complex environment that requires careful consideration and attention. To address challenges regarding career transitions for nurse academics, universities should provide more training and preparation opportunities for all nurse academics when facing different career transitions. Consolidated Criteria for Reporting Qualitative Research. No patient or public contribution.

Everyone knows what behavior is but they just don’t agree on it

Studying "behavior" lies at the heart of many disciplines. Nevertheless, academics rarely provide an explicit definition of what "behavior" actually is. What range of definitions do people use, and how does that vary across disciplines? To answer these questions, we have developed a survey to probe what constitutes "behavior." We find that academics adopt different definitions of behavior according to their academic discipline, animal model that they work with, and level of academic seniority. Using hierarchical clustering, we identify at least six distinct types of "behavior" which are used in seven distinct operational archetypes of "behavior." Individual respondents have clear consistent definitions of behavior, but these definitions are not consistent across the population. Our study is a call for academics to clarify what they mean by "behavior" wherever they study it, with the hope that this will foster interdisciplinary studies that will improve our understanding of behavioral phenomena.

Impact of junior doctor strikes on patient flow in the emergency department: a cross-sectional analysis.

Healthcare worker strikes are a global phenomenon. Mortality and morbidity seem to be unaffected by doctor strikes, but there is little evidence on the impact on emergency department (ED) flow and patient characteristics. In March and April 2023, two consecutive UK junior doctor strikes occurred. This study investigated the impact of junior doctor strikes on ED patient flow. Additionally, variation in patient presentations was compared between non-strike and strike days. This cross-sectional study was conducted at King's College Hospital ED, a university hospital in London. All ED attendances during the 72- and 96-hour strike actions were compared with the corresponding non-strike days of the previous week. National key performance indicators (KPIs) were analysed and compared between non-strike and strike days. Patients' demographics, acuity and diagnoses were compared. Outcome measures included number of 4-hour breaches, number of patients admitted or discharged and ED mortality. Staff seniority was categorised into levels for analysis. There was increased ED patient flow during strike days with a significantly shorter total time in department in March [240 min (IQR 155-469) vs. 286 min (IQR 198.5-523.5), P < 0.001] and in April [222.5 min (IQR 147-351) vs. 251.5 min (IQR 174-443), P < 0.001]. Time to first clinician, treatment, and decision to admit were all shorter during both strike actions. Number of attendances, acuity, diagnoses, admission, discharge, and mortality rates were similar during strike and non-strike days. Staffing numbers were lower or equivalent on strike days but level of seniority was higher ( P < 0.001). The improved KPIs and increased patient flow during strike days, while multifactorial, seem largely attributed to the higher number of senior staff. Patient presentations and outcomes were unaffected by junior doctor strike action.

Unmasking mobility patterns: international travel behavior and emissions of scientists in a higher research institution

PurposeThis study aims to investigate patterns in international travel behavior of scientific staff depending on the categories of gender, scientific field and scientific seniority level. The learning from salient differences possibly revealed may inform measures for reducing travel greenhouse gas (GHG) emissions, especially for high-emitting staff groups, and help strengthen the equality between scientists of different categories concerning their travel behavior.Design/methodology/approachThe study collected and used novel empirical data on travel GHG emissions from University of Graz scientific staff for five consecutive years (2015–2019) and used statistical analysis and inference to test and answer three distinct research questions on patterns of travel behavior.FindingsThe travel footprint of scientific staff, in terms of annual GHG emissions per scientist, exhibits various highly significant differences across scientific fields, seniority and gender, such as male senior natural scientists showing ten times higher per-person emissions than female junior social scientists.Originality/valueThe five-year travel GHG emissions data set across all fields from natural sciences via social sciences to humanities at a large university (Uni Graz, Austria, about 2,000 scientific staff) and across seniority levels from predocs to professors, both for female and male scientists, enabled a robust empirical study revealing distinct differences in travel GHG footprints of academic staff. In this way, the study adds valuable insights for higher research institutions toward effective GHG reduction policies.

Cultural adaptations and methodological innovations to group model building for the systems actions to reduce malnutrition in all its forms in Southeast Asian countries and China (SYSTAM CHINA-SEACS International Consortium) project

BackgroundGroup Model Building (GMB) is a participatory system dynamics method increasingly used to address complex public health issues like obesity. GMB represents a set of well-defined steps to engage key stakeholders to identify shared drivers and solutions of a given problem. However, GMB has not yet been applied specifically to develop multi-duty interventions that address multiple inter-related issues such as malnutrition in all its forms (MIAIF). Moreover, a recent systematic review of empirical applications of a systems approach to developing obesity interventions found no published work from non-western, low- and middle-income countries (LMICs). In this paper we describe adaptations and innovations to a common GMB process to co-develop systemic MIAIF interventions with Chinese decision-makers.MethodsWe developed, piloted and implemented multiple cultural adaptations and two methodological innovations to the commonly used GMB process in Fang Cheng Gang city, China. We included formal, ceremonial and policy maker engagement events before and between GMB workshops, and incorporated culturally tailored arrangements during participant recruitment (officials of the same seniority level joined the same workshop) and workshop activities (e.g., use of individual scoring activities and hand boards). We made changes to the commonly used GMB activities which enabled mapping of shared drivers of multiple health issues (in our case MIAIF) in a single causal loop diagram. We developed and used a ‘hybrid’ GMB format combining online and in person facilitation to reduce travel and associated climate impact.ResultsOur innovative GMB process led to high engagement and support from decision-makers representing diverse governmental departments across the whole food systems. We co-identified and prioritised systemic drivers and intervention themes of MIAIF. The city government established an official Local Action Group for long-term, inter-departmental implementation, monitoring and evaluation of the co-developed interventions. The ‘hybrid’ GMB format enabled great interactions while reducing international travel and mitigating limitations of fully online GMB process.ConclusionsCultural and methodological adaptations to the common GMB process for an Asian LMIC setting were successful. The ‘hybrid’ GMB format is feasible, cost-effective, and more environmentally friendly. These cultural adaptations could be considered for other Asian settings and beyond to address inter-related, complex issues such as MIAIF.

792 Assessing the Frequency of Daily Patient Reviews in a Local Orthopaedic Department

Abstract Aim To investigate the frequency at which patients admitted under a local orthopaedic department are having daily reviews by various teams, and to assess the level of clinical seniority that saw these patients. Method Patients primarily under the care of the orthopaedic department were assessed over a 10-day period in two different time frames across November 2022. These included all male and female inpatients presenting with any condition. Data was collected manually by going through the patient notes and the most senior orthopaedic doctor who saw the patient on that day was recorded as the main reviewer. Results 73 patients with an average age of 76.0 years were included. Overall, patients were seen by orthopaedics on 58.4% of the days they were in hospital. 21.2% of these were done with a consultant present, 10.4% by a registrar, 17.6% by a senior house officer, and a foundation doctor in 9.2% of occasions. Outcomes were worse over the weekends, where 56.8% of inpatients did not get reviewed at all. There were also considerable differences between the various teams, reviewing their patients from 32.9% to 69.1% of the time. Conclusions Patients should ideally be reviewed daily as not only does it affect patient flow but also ensures vulnerable individuals are getting the timely care that they need. This pilot study showed a considerable lack in the number of daily reviews, with some patients not being seen for several days. Therefore, better organisation and accountability of the workforce is required to reach higher standards of care.