TRANSFERRING DRUG ABUSE TREATMENT AND ASSESSMENT RESOURC

需要改进将新技术和研究成果转化为药物滥用治疗一般做法的方法。 该提案代表了德克萨斯基督教大学（TCU）在过去10年中开展的工作的直接延伸，用于开发和实施认知和行为干预措施，以改善社区治疗计划中的客户参与和结果。 它在概念上是一体化的，重点是（1）在治疗过程中客户参与和表现的测量，（2）解决客户特殊需求的干预手册，（3）以认知为基础的工具，以改善咨询，以及（4）增加客户早期参与的行为协议。然而，将这些基于研究的创新转化为实践，需要对“组织因素和过程”进行新的研究。“我们建议制定系统评估（即，从项目主任和临床工作人员）的动机准备，个人属性，机构资源，和组织气候作为预测因子，在一系列的技术转移研究，将重点放在4个方面的治疗项目管理和服务提供。通过与德克萨斯州酒精和药物滥用委员会（TCADA）及其资助的193个药物滥用项目的大型全州网络合作，计划进行一系列相互关联的研究。 实施结果的后续调查将基于从工作人员收集的信息以及参与计划的客户的相关TCADA记录。我们的目标是：（1）根据项目领导和工作人员的动机和个性属性、机构资源和组织氛围，开发一个全面的组织变革准备评估工具，（2）记录该工具在不同类型创新中的预测有效性，（3）检查组织准备随着时间的推移与旨在提高动机的干预措施有关的变化，（4）开发和测试转移策略的有效性，以解决不同程度的变化准备，（5）评估不同的创新转移策略的不同有效性，在不同的复杂性，咨询需求，和组织的资源需求，（6）在部分或完全失败的情况下，采取干预措施，确定所涉及的原因。

Methods for transferring new technology and research findings into the general practice of substance abuse treatment are in need of improvement. This proposal represents a direct extension of work conducted over the past 10 years at Texas Christian University (TCU) for developing and implementing cognitive and behavioral interventions that improve client engagement and outcomes in community-based treatment programs. It is conceptually integrated and focuses on (1) measurement of client engagement and performance during treatment, (2) intervention manuals that address special needs of clients, (3) a cognitive-based tool to improve counseling, and (4) a behavioral protocol for increasing early engagement of clients. Transferring these research-based innovations to practice, however, requires new studies of "organizational factors and process." We propose the development of systematic assessments (i.e., from the program director and clinical staff) of motivational readiness, personal attributes, institutional resources, and organizational climate to use as predictors in a series of technology transfer studies that will focus on 4 dimensions of treatment program management and service delivery. Through collaboration with the Texas Commission on Alcohol and Drug Abuse (TCADA) and the large state-wide network of 193 substance abuse programs it funds, a set of interrelated studies are planned. Follow-up surveys of implementation outcomes will be based on information collected from staff as well as related TCADA records from clients at participating programs. Our objectives are to (1) develop a comprehensive assessment instrument of organizational readiness for change, based on motivation and personality attributes of program leaders and staff, institutional resources, and organizational climate, (2) document the predictive validity of this instrument across different types of innovations, (3) examine changes in organizational readiness over time in relation to interventions designed to raise motivation, (4) develop and test the effectiveness of transfer strategies that address different levels of readiness for change, (5) assess the differential effectiveness of various transfer strategies for innovations that vary in complexity, counseling demands, and organizational resource requirements, and (6) in the case of partial or complete failure to adopt an intervention, identify the reasons involved.