Background & aims: Accurate diagnosis of sarcopenia requires evaluation of muscle quality, which refers to the amount of fat infiltration in muscle tissue. In this study, we aim to investigate whether we can independently predict mortality risk in transcatheter aortic valve implantation (TAVI) patients, using automatic deep learning algorithms to assess muscle quality on procedural computed tomography (CT) scans. Methods: This study included 1199 patients with severe aortic stenosis who underwent transcatheter aortic valve implantation (TAVI) between January 2010 and January 2020. A procedural CT scan was performed as part of the preprocedural-TAVI evaluation, and the scans were analyzed using deep-learning-based software to automatically determine skeletal muscle density (SMD) and intermuscular adipose tissue (IMAT). The association of SMD and IMAT with all-cause mortality was analyzed using a Cox regression model, adjusted for other known mortality predictors, including muscle mass. Results: The mean age of the participants was 80 ± 7 years, 53% were female. The median observation time was 1084 days, and the overall mortality rate was 39%. We found that the lowest tertile of muscle quality, as determined by SMD, was associated with an increased risk of mortality (HR 1.40 [95%CI: 1.15–1.70], p < 0.01). Similarly, low muscle quality as defined by high IMAT in the lowest tertile was also associated with increased mortality risk (HR 1.24 [95%CI: 1.01–1.52], p = 0.04). Conclusions: Our findings suggest that deep learning-assessed low muscle quality, as indicated by fat infiltration in muscle tissue, is a practical, useful and independent predictor of mortality after TAVI.
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The effects of stress may be alleviated when its impact or a decreased stress-resilience are detected early. This study explores whether wearable-measured sleep and resting HRV in police officers can be predicted by stress-related Ecological Momentary Assessment (EMA) measures in preceding days and predict stress-related EMA outcomes in subsequent days. Eight police officers used an Oura ring to collect daily Total Sleep Time (TST) and resting Heart Rate Variability (HRV) and an EMA app for measuring demands, stress, mental exhaustion, and vigor during 15-55 weeks. Vector Autoregression (VAR) models were created and complemented by Granger causation tests and Impulse Response Function visualizations. Demands negatively predicted TST and HRV in one participant. TST negatively predicted demands, stress, and mental exhaustion in two, three, and five participants, respectively, and positively predicted vigor in five participants. HRV negatively predicted demands in two participants, and stress and mental exhaustion in one participant. Changes in HRV lasted longer than those in TST. Bidirectional associations of TST and resting HRV with stress-related outcomes were observed at a weak-to-moderate strength, but not consistently across participants. TST and resting HRV are more consistent predictors of stress-resilience in upcoming days than indicators of stress-related measures in prior days.
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The responsivity principle is a vital element in the risk-need-responsivity model. The working alliance is a good illustration of the intention of this responsivity principle. In this study, we examine the influence of the working alliance (WAMCI) between 199 offenders and probation officers on recidivism. Data for this longitudinal study originate from adult probation services in the Netherlands. The association between the working alliance factors and recidivism was analyzed using a Cox regression. Offenders who reported more Trust in the relationship with their Probation Officer after 9 months community supervision showed less recidivism in the subsequent 4-year follow-up period. This association remained significant when controlled for criminal history, age, gender, ethnicity, family status, employment and addiction problems. Offenders who reported more reactance showed significantly more recidivism in the follow-up period, but this association was accounted for criminal history variables. These results can be regarded as an extension of the responsivity principle; a trusting relationship may be needed to create a space in which the client becomes engaged in a changing process
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Het DIEET project onderzocht hoe de eerstelijns diëtetiek effectief en toekomstbestendig zou kunnen zijn: meetbaar en stuurbaar. In het project is onderzocht wat de succes- en faalfactoren zijn in het handelen van de diëtist tijdens het eerste consult met een patiënt. Door observaties van 605 consulten bij 237 diëtistenpraktijken in heel Nederland zijn potentiele predictoren in kaart gebracht. Op basis van deze predictoren (zoals bijv. een directieve houding van de dietist tijdens het consult) en het vaststellen van een effectieve behandeling na 9 maanden is een model ontwikkeld. Het model bleek echter minder eenvoudig dan gedacht, en de verklaring daarvoor is eigenlijk wel eenvoudig: diëtetiek is MAATWERK. Zo bleek bijvoorbeeld dat bij oudere mannen de directieve houding van de diëtist wel samen gaat met een effectieve behandeling, bij jonge vrouwen werkt motivational interviewing beter. Dit is voor de diëtetiek (en volgens onze voorzichtige inschatting ook andere beroepsgroepen) volstrekt unieke informatie. Deze resultaten hebben we nog een keer kwalitatief met de Stuurgroep van het RAAK-MKB project DIEET besproken en unaniem besloten dat de impact van dit product (model) voor de praktijk heel groot is. Deze nieuwe inzichten zullen ook verwerkt worden in de nieuwe druk van het boek (landelijk lesmateriaal diëtetiek opleidingen) dat is ontwikkeld (Neelemaat F, Ozturk H, Weijs P. Kritisch Redeneren in de Diëtetiek; bol.com). Het ontwikkelde model bleek door het maatwerk fors ingewikkelder dan vooraf ingeschat. Dit model kan echter in een web-based applicatie worden ingebouwd en de predictoren kunnen worden ingevoerd. Met deze applicatie kan bij elke diëtetiek (paramedische) stage en bij elke diëtist professional een scan worden gedaan op effectief handelen. Bij de studenten zal een relatie worden gelegd met het stagecijfer en bij de professionals met de effectieve behandeling na 9 maanden. Implementatie van de webbased applicatie in de eerstelijns diëtetiek praktijk zal meteen breed worden ingezet. Echter onderdeel van deze aanvraag is een interventie en controle groep, waarbij de interventie groep wel feedback krijgt op basis van de score en de controle groep niet. De snelle feedback (na het consult en niet pas na 9 maanden) is namelijk de sleutel tot succes. Top-up subsidie is nodig om voor het bestaande model een web-based tool te ontwikkelen en ontsluiting naar onderwijs en beroepspraktijk te bevorderen. Om in de toekomst goed gebruik van de tool door professionals, onderzoekers, studenten en docenten mogelijk te maken, is een geïntegreerde web-versie van de tool wenselijk waarin nieuwe updates eenvoudig kunnen worden doorgevoerd. Tot slot kan met Top-up de tool beter ontsloten worden voor de praktijk en voor inzet in het onderwijs door het maken van enkele goede casus beschrijvingen en het presenteren van de tool door middel van bijvoorbeeld workshops. Door Top-Up op deze manier in te zetten krijgt de doorwerking van de resultaten van het RAAK-project een flinke extra impuls.
De reclassering wil voorkomen dat hun cliënten opnieuw in de fout gaan. De werkalliantie tussen reclasseringswerker en cliënt speelt hierbij een belangrijke rol. Wat is de relatie tussen de kwaliteit van de werkalliantie en terugval in crimineel gedrag? Dit onderzoek is een voortzetting van het project ‘De werkalliantie in (semi-) gedwongen kader effectief versterkt’
Performance feedback is an important mechanism of adaptation in learning theories, as it provides one of the motivations for organizations to learn (Pettit, Crossan, and Vera 2017). Embedded in the behavioral theory of the firm, organizational learning from performance feedback predicts the probability for organizations to change with an emphasis on organizational aspirations, which serve as a threshold against which absolute performance is evaluated (Cyert and March 1963; Greve 2003). It postulates that performance becomes a ‘problem’, or the trigger to search for alternative procedures, strategies, products and behaviors, when performance is below that threshold. This search is known as problemistic search. Missing from this body of research, is empirically grounded understanding if the characteristics of performance feedback over time matter for the triggering function of the feedback. I explore this gap. This investigation adds temporality as a dimension of the performance feedback concept guided by a worldview of ongoing change and flux where conditions and choices are not given, but made relevant by actors and enacted upon (Tsoukas and Chia 2002). The general aim of the study is to complement the current knowledge of performance feedback as a trigger for problemistic search with an explicit process temporal approach. The main question guiding this project is how temporal patterns of performance feedback influence organizational change, which I answer in four chapters, each zooming into one sub-question.First, I focus on the temporal order of performance feedback by examining performance feedback and change sequences organizations go through. In this section time is under study and the goal is to explore how feedback patterns have evolved over time, just as the change states organizations pass through. Second, I focus on the plurality of performance feedback by investigating performance feedback from multiple aspiration levels (i.e. multiple qualitatively different metrics and multiple reference points) and how over time clusters of performance feedback sequences have evolved. Next, I look into the rate and scope of change relative to performance feedback sequences and add an element of signal strength to the feedback. In the last chapter, time is a predictor (in the sequences), and, it is under study (in the timing of responses). I focus on the timing of organizational responses in relation to performance feedback sequences of multiple metrics and reference points.In sum, all chapters are guided by the timing problem of performance feedback, meaning that performance feedback does not come ‘available’ at a single point in time. Similarly to stones with unequal weight dropped in the river, performance feedback with different strength comes available at multiple points in time and it is plausible that sometimes it is considered by decision-makers as problematic and sometimes it is not, because of the sequence it is part of. Overall, the investigation is grounded in the general principles of organizational learning from performance feedback, and the concept of time as duration, sequences and timing, with a focus on specification of when things happen. The context of the study is universities of applied sciences and hotels in The Netherlands. Project partner: Tilburg University, School of Social and Behavioral Sciences, Department of Organization Studies
