Kingston University and St George's, University of London, UK.
University of South Wales, UK.
J Intellect Disabil. 2021 Dec;25(4):554-566. doi: 10.1177/1744629520924141. Epub 2020 May 12.
This article explores ways of maximising engagement of intellectual disability staff as research participants, research advisers and research implementers.
The authors describe and reflect on a three-phased strategy in recruiting front-line staff ( = 690) working for intellectual disability service providers ( = 25) to participate in a UK-wide anonymous online survey about death, dying and bereavement.
Important elements in engaging participants were: involving stakeholders at all stages of the research process, which includes: building relationships with participating organisations; enlisting organisational management support at all levels; an attractive and well laid-out collection tool; a well-structured recruitment strategy; time and flexibility; and a varied and targeted dissemination strategy. However, the recruitment method had limitations, in particular around representativeness, bias and generalisability.
Staff in intellectual disability services can be enthusiastic and invaluable research participants. Active engagement between researchers, participating organisations and stakeholder groups is key to ensuring involvement of intellectual disability staff with research.
本文探讨了使智障员工最大限度地参与研究的方法，包括作为研究参与者、研究顾问和研究执行者。
作者描述并反思了一项分三个阶段的策略，该策略招募了为智障服务提供商工作的一线员工（=690），参与一项关于死亡、濒死和丧亲的英国范围内的匿名在线调查。
使参与者参与的重要因素包括：在研究过程的各个阶段都让利益相关者参与进来，包括：与参与组织建立关系；在各个层面争取组织管理支持；一个有吸引力和布局合理的收集工具；一个结构良好的招聘策略；时间和灵活性；以及多样化和有针对性的传播策略。然而，该招聘方法存在局限性，特别是在代表性、偏见和普遍性方面。
智障服务人员可以成为充满热情和极具价值的研究参与者。研究人员、参与组织和利益相关群体之间的积极参与是确保智障员工参与研究的关键。
