Marta Gonçalves

Retention in mental health care of Portuguese-speaking patients

We compared service outcomes of dedicated language and cultural competency services in adequacy of care, ER, and inpatient care among Portuguese-speaking patients in ethnic- and non-ethnic-specific behavioral health clinics. We assessed adequacy of mental health care, and use of inpatient emergency department among Portuguese-speaking patients, comparing individuals receiving care from a culturally and linguistically competent mental health care setting (the Portuguese Mental Health Program [PMHP]) with usual mental health care in a community health care system in the USA. Propensity score matching was used to balance patients in treatment and control groups on gender, marital status, age, diagnosis of mental disorder, and insurance status. We used de-identified, longitudinal, administrative data of 854 Portuguese-speaking patients receiving care from the PMHP and 541 Portuguese-speaking patients receiving usual care from 2005–2008. Adequate treatment was defined as receipt of at least eight outpatient psychotherapy visits, or at least four outpatient visits of which one was a psychopharmacological visit. PMHP patients were more likely to receive adequate care. No differences were found in rates of ER use or inpatient mental health care. The present study suggests increased quality of care for patients that have contact with a clinic that dedicates resources specifically to a minority/immigrant group. Advantages of this setting include greater linguistic and cultural concordance among providers and patients. Further research is warranted to better understand the mechanisms by which culturally appropriate mental health care settings benefit minority/immigrant patients.

Motivations and Cross-Cultural Adaptation of Self-Initiated Expatriates, Assigned Expatriates, and Immigrant Workers: The Case of Portuguese Migrant Workers in the United Kingdom:

Only in recent years have immigrant workers, assigned expatriates, and self-initiated expatriates been distinguished from each other. This study contributes by offering empirically based comparative results based on interviews with 50 Portuguese citizens who moved to the United Kingdom, as self-initiated expatriates, assigned expatriates, and immigrant workers. The findings indicate that Portuguese self-initiated expatriates and assigned expatriates explored their opportunities before leaving Portugal, while immigrant workers explored them after arriving in the United Kingdom. Self-initiated expatriates and immigrant workers were driven by poor labor market situation in Portugal (e.g., unemployment, unchallenging tasks), but pull factors (e.g., professional international experience) were also identified as dominant motivators for both types of expatriates. Participants generally felt that their adaptation was easy in terms of the general (e.g., climate, food) and working (e.g., knowing one’s role and job related activities) environments. Some self-initiated expatriates and immigrant workers noted that their adaptation to interactions with locals and to accommodation was difficult. Patterns emerged linking the three types of migrant workers with motivational drivers for moving abroad and perceptions of cross-cultural adaptation. We discuss these patterns in the light of previous findings and identify future research areas.

Training needs in the area of aging for social professionals and senior population in Portugal

Purpose – The purpose of this paper is to understand how the Institute of Public and Social Policies could be useful for Portuguese society in terms of post-graduate training in the area of aging. Design/methodology/approach – The authors have conducted two focus groups (n=11), one with professionals of one large and three medium size social organizations, and the other with managers of three large, two medium and two small size social, health and civil rights organizations which support the elderly population. While the specific aim of the first focus group was to identify the aging training needs of professionals, who work with assistance/support to the elderly population, the aim of the second group was to identify the training interests of the retired or pre-retired elderly population. Findings – The results show on the one hand professional’s main challenges in working with elderly population in Portugal, their training needs and what exactly could be an adequate training for them in the area of agin...

Portuguese working group advocacy for intergenerational policies: challenges and results

Purpose – The purpose of this paper is to present the benefits and challenges of the advocacy group for intergenerational policies that was created in Portugal in 2012, the European Year of Active Ageing and solidarity between generations. Design/methodology/approach – The group conducted nine closed group meetings scheduled every three months with an average attendance of five members and six public events bringing together researchers, policy makers, practitioners and civil society. Findings – The group was established as a response to the various social changes happening in Portugal as a consequence of the ageing population, low-birth rate and migration, leading to the need to explore new responses which are based both on the need to promote active ageing and intergenerational solidarity and also the importance of family and state support to multigenerational families as a building block to strengthen communities. Research limitations/implications – The paper sets the context of the changing social sit...

Overcoming ageism through a new intergenerational learning paradigm: challenges and findings

Purpose The purpose of this paper is to present a programme developed and tested in Portugal under this new paradigm where young adults (18-30) and old adults (over 65) learn research skills together. Design/methodology/approach The structure of the learning experience consists in a six-month training course for lay people in research skills in three specific areas of family, mental health and intergenerational relationships. In order to apply the acquired research and intervention knowledge, participants work in intergenerational groups on a small research project. Findings Results from the first two editions of the programme indicate benefits of mutual reciprocity in the contribution to tackle ageism and trust between generations. Research limitations/implications The potential practice implications for this type of intergenerational programme are significant, considering the increasing aging population in Portugal and the high ageism present. However, the authors may ask if the encountered results are the same with another type of learning subject. Therefore, the authors recommend a replication of this study/programme in other fields. Practical implications An integrated active ageing goes from a senior cultural entertainment to a public policy intervention sustained over time, reducing costs in terms of health, education and social services. Social implications Ageism, that is to say discrimination against people because of their age, is an enormous social problem. The new intergenerational learning paradigm can help to address this by emphasizing the importance of the intergroup contact between generations where each group can learn from and teach the other. Originality/value The authors can say that these first two editions of the Intergenerational University was a first outlook of how the authors can innovate learning processes at universities and bring research to the public. It is a methodology of social responsibility universities may adopt.

Evidence Review on Labour Market and Job Place Retention: Mentoring Pathways Towards Employment

ABSTRACT In Europe, there are four main active labour market programs: training, job search assistance, wage subsidies and subsidized public sector employment. Literature indicates that among all four, job search assistance, which includes mentoring, is the active employment policy with the most positive results. This paper, an output of an European funded project work package, is aimed to answer the question ‘What is there that says that mentoring is effective in job place retention?’ In order to answer this question, we conducted a literature review. In terms of content, our literature review’s results could be categorized into 14 main topics: Retention, Employee, Supervisor, Leadership, Education, Health Care, Management & Marketing, ICT & IT, Finance, Programme, Benefits, Mentee, Mentor, Less positive about mentoring. In addition to the academic literature review, we conducted a review in four different EU countries: Cyprus, Romania, Hungary and Portugal. Based on these reviews we will discuss the recommendations considering the three types of actors present in an effective mentoring process: mentoring coordinator, mentor and mentee.