Correction: Danish translation and cultural adaption of the Person-Centred Practice Inventory-Staff and Person-Centred Practice Inventory-Care Questionnaires

The development of person-centred cultures has become a global movement in healthcare that underpins many Western healthcare policy positions and strategic developments (1). Person-centred cultures prioritize the human experience and place compassion, dignity and humanistic caring principles at the centre of planning and decision-making and are translated through relationships that are built on effective interpersonal processes and where the core value of ‘respect for the person’ isparamount. The concept of person-centredness extends beyond mere individual treatment; it embodies a holistic understanding of individuals within their social contexts. In healthcare, person-centred care prioritizes patients’ preferences, needs and values,ensuring that they are active participants in their own care decisions. This approach has been linked to improved health outcomes, patient satisfaction and overall quality of care. Person-centredness is not a unidirectional activity focusing on ensuring that patients have a good care experience at the expense of staff wellbeing. So, whilst many organizations might focus on providing person-centred care, McCormack and McCance (2) articulate the importance of the broader idea of ‘person-centred practice’ where the focus is on creating cultures that enhance the wellbeing of all persons (including staff). Over the years, numerous frameworks and models have been developed to operationalize person-centred practices across various disciplines, reinforcing its significance as a guiding principle for effective and compassionate service delivery. As the landscape of carecontinues to evolve, the principles of person-centredness remain integral to fostering respectful and responsive care environments. McCormack and McCance define person-centred practice in healthcare as:….an approach to practice established through the formation and fostering of healthful relationships between all care providers, service users and others significant to them in their lives. It is underpinned by values of respect for persons, individual right to self-determination, mutual respect and understanding. It is enabled by cultures of empowerment that foster continuous approaches to practice development. (2) Internationally, person-centred practice is a recognized standard of quality care influencing the experience of care for healthcare professionals, service users, families and care partners. One challenge regarding developing person-centred cultures is that there is no universally accepted definition. According to de Salvi (2014), person-centred care is a philosophy that sees patients as equal partners in planning, developing and accessing care to make sure it is most appropriate for their needs (33). Different terms such as ‘person-centred’, ‘patient-centred’, ‘family-centred’, individualized and personalized have been used as subcomponents to unfold person-centred care but often without being defined precisely [(33); p. 8]. A systematic review of 60 articles explored the core elements of person-centred care in the health policy, medical and nursing literature, and three core elements were identified: patient participation and involvement, the relationship between the patient and the healthcare professionals and the context where care is delivered [(33); p. 9].In a newly established university hospital in Denmark, the overall vision in the area of nursing (valid from 2020 to 2025) is to place the beliefs and values of service users/patients at the centre of decision-making and thus recommends a person-centredapproach to the development of evidence-based practice cultures (4). Thus, several departments decided to implement a person-centred approach guided by ‘The Person-Centred Practice Framework’ (PCPF) developed by McCormack and McCance (5).The internationally recognized theoretical framework for person-centeredness provides a detailed exposition of its dimensions and offers guidance on how to implement thesedimensions effectively in practice. At its core, the framework emphasizes the importance of establishing a therapeutic relationship between healthcare professionals and individuals, which includes families and care partners. It also emphasizes the importance of staff wellbeing. These relationships are built upon fundamental values such as respect for the individual, the right to self-determination and mutual respect and understanding (5).The framework is structured around four key domains, including prerequisites, the care environment, person-centred processes and person-centred outcomes, as shown in Figure 1. These domains are positioned within the broader macro context of the healthcare setting, the fifth dimension. The framework asserts that understanding and developing the attributes of healthcare staff are critical prerequisites for effectively managing the care environment. This management, in turn, enables the delivery of effective care through person-centred processes. Ultimately, this sequence is designed to lead to the achievement of person-centred outcomes, with the overarching goal being the creation and maintenance of a healthful culture.The framework has been described as a practical approach to operationalizing person-centredness, acknowledging that whilst the concept is well understood in principle, its application in everyday practice remains challenging. Within the network dedicated to the consolidation of the PCPF, there is an increasing recognition of the complexities involved in implementing person-centred practices (6). These challenges are particularly pronounced for teams working within intricate and multifaceted organizational systems, where adapting the framework to suit specific contexts can be difficult (7). Thus, the framework not only serves as a guide but also highlights the need for continuousadaptation and reflection to effectively integrate person-centred practices into the fabric of healthcare delivery. Such challenges may influence how healthcare professionals can implement the framework into their practice and thereby live out the values of person-centred care.The use of a framework such as that of the PCPF offers a systematic approach to decision-making in the development of person-centred cultures, and capturing the perspectives of the implementation process and experiences from both professionalsand patients is important (8). The instruments Person-Centred Practice Inventory-Staff (PCPI-S) and Person-Centred Practice Inventory-Care (PCPI-C) questionnaires conceptually align with the four key domains and constructs in the Person-CentredPractice Framework (8, 9). Others, such as Vareta et al. (10), have used the PCPI instruments to provide evidence that would inform a starting point for defining strategies to move practice towards person-centredness and for monitoring changes (10). Tiainen et al. (11) showed that newly graduated or less experienced nursing professionals need support to explore person-centredness in their work, thus correlating the length ofexperience with the ability to provide person-centred care. A research group at the newly established university hospital in Demark translated the Person-Centred Practice Framework (PCPF) into Danish (4), as well as the two associatedinstruments PCPI-S and PCPI-C used to measure outcomes, as a first step to implementing the PCPF at the hospital. In this paper, we report the process of translation and face validation of the instruments. Cross-cultural research can be conducted to explore the same questions in several cultures or measure differences across cultures (12).The Person-Centred Practice Inventory questionnairesTo measure the experience of person-centred practice from the perspectives of both caregivers and patients, two instruments were developed for all healthcare settings. Both instruments align with the theoretical domains of McCormack and McCance’s Person-Centred Practice Framework and enable the measurement of the contextual and cultural issues that reflect the development of a healthful workplace culture (5, 13). The constructs within the Person-Centred Practice Framework are illustrated in Table 1.The instruments are developed in English, and both have been translated and structurally validated to French (14) whilst the PCPI-S also has been translated and culturally adapted to Norwegian, German, Spanish, Portuguese and Malaysian (15–20). The many culturally adapted instruments make it possible to compare the experiences of person-centred practices around the world. A Danish translation will complement the collection ofvalidated questionnaires that document the development of person-centred practice.Person-Centred Practice Inventory-StaffThe PCPI-S was developed to measure the experience of person-centred practice from the perspective of caregivers, and items were derived from a consensus-based process with experts on person-centredness described by Slater et al. (8). It consists of 59 items covering all constructs in the five domains of the Person-Centred Practice Framework. Each item is presented as a statement and scored on a 5-point-Likert scale ranging fromstrongly disagree, disagree, neutral, agree to strongly agree. The instrument has been tested for face validity and is psychometrically valid (8).Person-Centred Practice Inventory-CareThe PCPI-C measures the experience of person-centred care from the perspective of care receivers/patients (9). The PCPI-C consists of 18 items designed as statements covering the construct of the ‘care processes’ domain of the Person-Centred Practice Framework. Each item is presented as a statement and scored on a 5-point-Likert scale ranging from strongly disagree, disagree, neutral, agree to strongly agree. It has been tested for face validity, and it is a psychometrically valid instrument (9).AimThis paper aims to describe the translation into Danish and cultural adaption of the questionnaires PCPI-S, a measure of staff’s perception of person-centred practice, and P

Abstract licence: CC BY

A person counts once a day per paper. We keep no cookie and no address: a reader is a hash that changes every day. Any month under five reads shows no number.