Stichting Vaste Lasten Pakket wil de financiële situatie van mensen met geldzorgen en beginnende schulden stabiliseren zodat zij optimaal kunnen meedoen in de maatschappij. Het Vaste Lasten Pakket (hierna: VLP) is het instrument waarmee stichting VLP dit mogelijk wil maken. Het VLP helpt deelnemers met beter inzicht in en overzicht over hun financiën, het reserveren van vaste lasten en het doen van betalingen. In dit rapport zijn de resultaten van een eerste evaluatie van het VLP beschreven. Om inzicht te krijgen in de ervaringen van deelnemers met het VLP zijn 20 deelnemers geïnterviewd. Aanvullend is een enquête afgenomen onder niet-deelnemers over hun financiële situatie. De resultaten uit de enquête zijn bedoeld om een beeld te schetsen van de financiële situatie van mensen voordat zij starten met het VLP. Samenvattend kan gesteld worden dat de deelnemers zeer positief zijn over het VLP. De meerwaarde van het VLP is volgens deelnemers de hulp en ondersteuning, de maandelijkse financiële beloning van 30 euro en het (weer) overzicht hebben over hun financiën. Deelnemers omschrijven het contact met de medewerkers van het VLP als vriendelijk, warm en behulpzaam. De persoonlijke aandacht en het contact met de contactpersoon worden zeer gewaardeerd. Ten slotte benoemen deelnemers dat deelname aan het VLP hen motiveert om hun geldzaken beter te regelen. Meedoen wordt gezien als een stok achter de deur om de financiële situatie (weer) op orde te krijgen.
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Background: The aim of this study is to validate a newly developed nurses' self-efficacy sources inventory. We test the validity of a five-dimensional model of sources of self-efficacy, which we contrast with the traditional four-dimensional model based on Bandura's theoretical concepts. Methods: Confirmatory factor analysis was used in the development of the newly developed self-efficacy measure. Model fit was evaluated based upon commonly recommended goodness-of-fit indices, including the χ2 of the model fit, the Root Mean Square Error of approximation (RMSEA), the Tucker-Lewis Index (TLI), the Standardized Root Mean Square Residual (SRMR), and the Bayesian Information Criterion (BIC). Results: All 22 items of the newly developed five-factor sources of self-efficacy have high factor loadings (range .40-.80). Structural equation modeling showed that a five-factor model is favoured over the four-factor model. Conclusions and implications: Results of this study show that differentiation of the vicarious experience source into a peer- and expert based source reflects better how nursing students develop self-efficacy beliefs. This has implications for clinical learning environments: a better and differentiated use of self-efficacy sources can stimulate the professional development of nursing students.
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In this work, in situ measurements of the radio frequency electromagnetic field exposure have been conducted for an indoor massive MIMO 5G base station operating at 26–28 GHz. Measurements were performed at six different positions (at distances between 9.94 and 14.32 m from the base station), of which four were in line-of-sight and two were in non-line-of-sight. A comparison was performed between the measurements conducted with an omnidirectional probe and with a horn antenna, for scenarios with and without a user equipment used to actively create an antenna traffic beam from the base station towards the measurement location. A maximum exposure of 171.9 mW/m2 was measured at a distance of 9.94 m from the base station. This is below 2% of the ICNIRP reference level. Moreover, the feasibility to measure the power per resource element of the Synchronization Signal Block - which can be used to extrapolate the maximum exposure level - with a conventional spectrum analyzer was shown by comparison with a network decoder.
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Background: Many community-dwelling older adults experience limitations in (instrumental) activities of daily living, resulting in the need for homecare services. Whereas services should ideally aim at maintaining independence, homecare staff often take over activities, thereby undermining older adults’ self-care skills and jeopardizing their ability to continue living at home. Reablement is an innovative care approach aimed at optimizing independence. The reablement training program ‘Stay Active at Home’ for homecare staff was designed to support the implementation of reablement in the delivery of homecare services. This study evaluated the implementation, mechanisms of impact and context of the program. Methods: We conducted a process evaluation alongside a 12-month cluster randomized controlled trial, using an embedded mixed-methods design. One hundred fifty-four homecare staff members (23 nurses, 34 nurse assistants, 8 nurse aides and 89 domestic workers) from five working areas received the program. Data on the implementation (reach, dose, fidelity, adaptations and acceptability), possible mechanisms of impact (homecare staff's knowledge, attitude, skills and support) and context were collected using logbooks, registration forms, checklists, log data and focus group interviews with homecare staff (n = 23) and program trainers (n=4). Results: The program was largely implemented as intended. Homecare staff's average compliance to the program meetings was 73.4%; staff members accepted the program, and particularly valued its practical elements and team approach. They experienced positive changes in their knowledge, attitude and skills about reablement, and perceived social and organizational support from colleagues and team managers to implement reablement. However, the extent to which homecare staff implemented reablement in practice, varied. Perceived facilitators included digital care plans, the organization’s lump sum funding and newly referred clients. Perceived barriers included resistance to change from clients or their social network, complex care situations, time pressure and staff shortages. Conclusions: The program was feasible to implement in the Dutch homecare setting, and was perceived as useful in daily practice. Nevertheless, integrating reablement into homecare staff's working practices remained challenging due to various personal and contextual factors. Future implementation of the program may benefit from minor program adaptations and a more stimulating work environment.
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