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Background Technology can be helpful in supporting people with dementia in their daily lives. However, people with dementia are often not fully involved in the development process of new technology. This lack of involvement of people with dementia in developing technology-based interventions can lead to the implementation of faulty and less suitable technology. Objective This systematic review aims to evaluate current approaches and create best practice guidelines for involving people with dementia in developing technology-based interventions. Methods A systematic search was conducted in January 2019 in the following databases: EMBASE (Excerpta Medica database), PsycINFO, MEDLINE (Medical Literature Analysis and Retrieval System Online), CINAHL (Cumulated Index to Nursing and Allied Health Literature), and Web of Science. The search strategy included search terms in 3 categories: dementia, technology, and involvement in development. Narrative synthesis wove the evidence together in a structured approach. Results A total of 21 studies met the inclusion criteria. Most studies involved people with dementia in a single phase, such as development (n=10), feasibility and piloting (n=7), or evaluation (n=1). Only 3 studies described involvement in multiple phases. Frequently used methods for assessing involvement included focus groups, interviews, observations, and user tests. Conclusions Most studies concluded that it was both necessary and feasible to involve people with dementia, which can be optimized by having the right prerequisites in place, ensuring that technology meets standards of reliability and stability, and providing a positive research experience for participants. Best practice guidelines for the involvement of people with dementia in developing technology-based interventions are described.

BACKGROUND Technology can be helpful in supporting people with dementia in their daily lives. However, people with dementia are often not fully involved in the development process of new technology. This lack of involvement of people with dementia in developing technology-based interventions can lead to the implementation of faulty and less suitable technology. OBJECTIVE This systematic review aims to evaluate current approaches and create best practice guidelines for involving people with dementia in developing technology-based interventions. METHODS A systematic search was conducted in January 2019 in the following databases: EMBASE (Excerpta Medica database), PsycINFO, MEDLINE (Medical Literature Analysis and Retrieval System Online), CINAHL (Cumulated Index to Nursing and Allied Health Literature), and Web of Science. The search strategy included search terms in 3 categories: dementia, technology, and involvement in development. Narrative synthesis wove the evidence together in a structured approach. RESULTS A total of 21 studies met the inclusion criteria. Most studies involved people with dementia in a single phase, such as development (n=10), feasibility and piloting (n=7), or evaluation (n=1). Only 3 studies described involvement in multiple phases. Frequently used methods for assessing involvement included focus groups, interviews, observations, and user tests. CONCLUSIONS Most studies concluded that it was both necessary and feasible to involve people with dementia, which can be optimized by having the right prerequisites in place, ensuring that technology meets standards of reliability and stability, and providing a positive research experience for participants. Best practice guidelines for the involvement of people with dementia in developing technology-based interventions are described.

The Interdisciplinary Network for Dementia Using Current Technology, INDUCT, is a Marie Sklodowska Curie funded International Training Network that aims to develop a multi-disciplinary, inter-sectorial educational research framework for Europe to improve technology and care for people with dementia, and to provide the evidence to show how technology can improve the lives of people with dementia. Within INDUCT (2016-2020) 15 Early Stage Researchers worked on projects in the areas of Technology to support every day life; technology to promote meaningful activities; and health care technology.Three transversal objectives were adopted by INDUCT: 1) To determine the practical, cognitive and social factors needed to make technology more useable for people with dementia; 2) To evaluate the effectiveness of specific contemporary technology; and 3) To trace facilitators and barriers for implementation of technology in dementia care.The main recommendations resulting from the research projects are integrated in a web-based digital Best Practice Guidance on Human Interaction with Technology in Dementia which will be presented at the congress. The recommendations are meant to be helpful for different target groups, i.e. people with dementia, their formal and informal carers, policy makers, designers and researchers, who can easily select the for them relevant recommendations in the Best Practice Guidance by means of a selection tool. The main aim of the Best Practice Guidance is to improve the development, usage and implementation of technology for people with dementia in the three mentioned technology areas.This Best Practice Guidance is the result of the intensive collaborative partnership of INDUCT with academic and non-academic partners as well as the involvement of representatives of the different target groups throughout the INDUCT project.Acknowledgements: The research presented was carried out within the Marie Sklodowska Curie International Training Network (ITN) action, H2020-MSCA-ITN-2015, grant agreement number 676265.

É amplamente sabido que Karl Popper foi um crítico severo da ideia de que o método da ciência é o método indutivo, mas a verdade é que ele foi muito além disso. Em seu livro Conhecimento Objetivo, ele chega a afirmar que a indução por repetição não existe. Neste artigo, analisa- se criticamente essa afirmação popperiana. Primeiramente, procura-se esclarecer o seu real sentido, fazendo algumas observações gerais sobre a ideia de indução por repetição. Em seguida, examinam-se os argumentos de Popper em favor de sua afirmação e tenta-se mostrar que eles não são convincentes.

Segundo a teoria dos valores humanos, valores são metas transituacionais norteadoras da vida do indivíduo e se agrupam em dez tipos motivacionais: realização, poder, segurança, conformidade, tradição, benevolência, universalismo, autodeterminação, estimulação e hedonismo. Trata-se de construtos abstratos que podem influenciar outros mais específicos, como atitudes, entendidas como tendências psicológicas em avaliar uma entidade particular com algum grau de favorabilidade ou desfavorabilidade. O objetivo deste estudo foi mensurar o efeito dos valores nas atitudes dos indivíduos em relação aos estilos de liderança transformacional e transacional. O primeiro estilo é caracterizado por inspirar os liderados e levá-los a transcender o próprio interesse pelo bem da organização. Já o segundo baseia-se em negociar trocas e punir desempenhos aquém do esperado. Um questionário foi aplicado a 324 profissionais da cidade de Brasília, sendo 88,5% de órgãos públicos, 76% homens, com idade média de 33,36 anos (DP = 8,67). Valores pessoais foram mensurados com a versão reduzida do questionário de perfis de valores pessoais (PQ21), a desejabilidade social com a escala de Marlowe-Crowne e as atitudes com a escala de atitudes perante estilos de liderança. Análises apontaram que as duas atitudes estavam positivamente relacionadas, embora aquela ante a liderança transformacional tenha obtido maiores índices de favorabilidade. A atitude perante o estilo transformacional teve correlação positiva com universalismo, benevolência e autodeterminação, e negativa com poder, realização e tradição. Já a atitude ante o estilo transacional relacionou-se positivamente com autodeterminação e negativamente com poder, realização e tradição. Na regressão hierárquica para a liderança transformacional, após controle de variáveis sociodemográficas e da desejabilidade social, a inclusão dos valores trouxe mudança no R² de 0,17, e universalismo, poder, tradição e hedonismo foram preditores significativos dessa atitude. Já para a liderança transacional, a mudança no R² foi de 0,06, não havendo contribuição significativa de nenhum valor em específico. No geral, os resultados indicam que a atitude perante a liderança transformacional é mais influenciada por valores, apontando caminhos para gestores interessados em promover esse estilo de liderança. Sugere-se a replicação do estudo em outros contextos e com a inclusão da variável comportamento gerencial. According to Human Values Theory, values are transituational goals that guide our lives. They can be organized in 10 motivational types: achievement, power, security, conformity, tradition, benevolence, universalism, self-direction, stimulation and hedonism. As abstract constructs, they can influence other more specific constructs, such as attitudes, which are psychological tendencies to evaluate a particular entity with some degree of favorability. This study aimed to measure the effect of values on attitudes toward transformational and transactional leadership styles. The primer consists in inspiring subordinates and stimulating them to go beyond self-interest in favor of organizational well-being. The latter focuses on negotiating exchanges and punishing performances above expectations. A sample of 324 professionals from the city of Brasilia has answered the questionnaire, 88.5% from public organizations, 76% male, with average age of 33.36 years (SD = 8.67). Personal values were measured with the reduced version of the Portraits Questionnaire (PQ21), social desirability with Marlowe-Crowne scale and attitudes with the scale of attitudes toward leadership styles. Results indicate that the two types of attitude were positively related, although the one toward transformational style had more favorable responses. Attitude towards transformational style had a positive relationship with universalism, benevolence and self-direction and negative relationship with power, achievement and tradition. On the other hand, attitude toward transactional style related positively with self-direction and negatively with power, achievement and tradition. Hierarchical regression for transformational leadership showed that, after controlling for socio-demographic variables and social desirability, the inclusion of values caused an increase of 0.17 in the R². Universalism, power, tradition and hedonism were significant predictors of this attitude. In contrast, for transactional leadership, R² change was of 0.06. There was no significant contribution of any specific value. In general, results indicate that the attitude toward transformational leadership style is more influenced by values, pointing directions to managers interested in promoting this kind of leadership. We would recommend replicating this research in other contexts and including actual management behavior as a variable. Según la teoría de valores humanos, valores son metas transituacionales que guían la vida del individuo y se organizan en 10 tipos motivacionales: logro, poder, seguridad, conformidad, tradición, benevolencia, universalismo, autodirección, estimulación y hedonismo. Son constructos abstractos que pueden influenciar otros más específicos, como actitudes, esas definidas como tendencias psicológicas en evaluar una entidad particular con algún nivel de favorabilidad. El objetivo de esta pesquisa fue mensurar el efecto de los valores en las actitudes de los individuos en relación a los estilos de liderazgo transformacional y transaccional. El primer consiste en inspirar a los subordinados y conducirlos a transcender sus intereses personales por la organización. El segundo está basado en negociar cambios y punir rendimientos abajo del esperado. Participaron de esta pesquisa 324 profesionales de la ciudad de Brasília, 88,5% de organizaciones públicas, 76% hombres, con edad media de 33,36 años (DE = 8,67). Fueron administrados la versión reducida del cuestionario de perfiles de valores personales (PQ21), la escala de Marlowe-Crowne para la deseabilidad social y la escala de actitudes relativas a estilos de liderazgo. Los análisis indicaron que los dos tipos de actitudes estaban positivamente relacionados, aunque aquel relativo al liderazgo transformacional tenga obtenido mayores índices de favorabilidad. La actitud relativa al estilo transformacional tuvo correlaciones positivas con universalismo, benevolencia y autodirección y negativas con poder, logro y tradición. Por otro lado, la actitud relativa al estilo transaccional tuvo correlaciones positivas con autodirección y negativas con poder, logro y tradición. En la regresión jerárquica para el liderazgo transformacional, una vez controladas las variables sociodemográficas y la deseabilidad social, la inclusión de los valores ha aumentado en 0,17 el R². Universalismo, poder, tradición y hedonismo fueron predictores significativos de esta actitud. Para el liderazgo transaccional, el cambio en el R² fue de 0,06, sin contribución significativa de ningún valor en específico. Los resultados indican que la actitud relativa al liderazgo transformacional sufre más influencia de valores, lo que abre caminos para administradores interesados en promover este tipo de liderazgo. Se sugiere la replicación de la pesquisa en otros contextos y con la inclusión de la variable comportamiento gerencial.

Supplemental material, 10.1177_1757913920948916_Supplementary_material for Participatory visual arts activities for people with dementia: a review by A Cavalcanti Barroso, Harleen Kaur Rai, Lidia Sousa, Martin Orrell and Justine Schneider in Perspectives in Public Health

Supplemental material, 10.1177_1757913920948916_Supplementary_material for Participatory visual arts activities for people with dementia: a review by A Cavalcanti Barroso, Harleen Kaur Rai, Lidia Sousa, Martin Orrell and Justine Schneider in Perspectives in Public Health