This study examines completion rate for a self-assessment survey designed to assess employees' digital skills levels in the workplace. The aim is to improve data quality by investigating completion of the survey. The study reviews the theoretical background related to self-assessment surveys and completion rate, and explores the influence of survey length and format in survey design on completion rate. The research design and data analysis are described in detail, with a focus on identifying factors that may influence completion rate. Results suggest that survey designers should consider using Likert scales to optimize completion rate and completion time. However, this study did not find a significant increase in completion rate as a result of motivation, which was claimed from the literature. The study concludes with implications for the design and implementation of self-assessment surveys in the workplace, including the importance of reducing length and complexity of survey items and questions.
This study examines completion rate for a self-assessment survey designed to assess employees' digital skills levels in the workplace. The aim is to improve data quality by investigating completion of the survey. The study reviews the theoretical background related to self-assessment surveys and completion rate, and explores the influence of survey length and format in survey design on completion rate. The research design and data analysis are described in detail, with a focus on identifying factors that may influence completion rate. Results suggest that survey designers should consider using Likert scales to optimize completion rate and completion time. However, this study did not find a significant increase in completion rate as a result of motivation, which was claimed from the literature. The study concludes with implications for the design and implementation of self-assessment surveys in the workplace, including the importance of reducing length and complexity of survey items and questions.
Abstract Introduction: In 2017, the role of coordinating practitioner was introduced in the Netherlands in order to improve quality of care for patients who receive treatment in specialized mental health care. Psychiatric-mental health nurse practitioners (PMHNPs) can fulfil this role. Aim/Question: The aim was to obtain insight into how PMHNPs fulfil the coordinating practitioner role and what is needed to improve fulfilment of this role. Method: A survey among PMHNPs in the Netherlands was conducted between July-September 2018. In total, 381 PMHNP filled out the questionnaire; the response rate was 47.6%. Descriptive analyses were performed using SPSS 22® (IBM). Results: 92% Of the PMHNPs fulfilled the coordinating practitioner role and were generally satisfied with their role performance. The following conditions were formulated to improve this role: 1) recognition and trust in the expertise of PMHNPs, 2) a clear description of their role as coordinating practitioner, 3) strengthening multidisciplinary collaboration, and 4) sufficient training budget and opportunities. Discussion: In Dutch mental health care, PMHNPs have strengthened their position as coordinating practitioner in a short period of time. Follow-up research should be conducted to obtain further insights into elements that contribute to an optimal role as coordinating practitioner. Implications for Practice: Having PMHNPs act as coordinating practitioners can contribute to solving the challenges in mental health care regarding coordination of care and effective multidisciplinary collaboration.
