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Table 2 Aspects of A&F affecting feedback acceptance, action and impact

From: Model depicting aspects of audit and feedback that impact physicians’ acceptance of clinical performance feedback

Topic Number of Providers that Discussed Topic (Theme Groundedness) N (%) N Times Topic Discussed in a Single Interview † (Min - Max)
External Locus-of-Control
 Financial Incentives (+) 11 (92) 1–3
 Non-Compliant Patients (-) 8 (67) 1–5
 Competition (+) 6 (50) 1–5
 Lack of Consequences (-) 6 (50) 1–3
 No Recognition of “Job Well Done” (-) 4 (33) 1–7
 Management Style / Style of Delivery (+,-) 3 (25) 1–16
Emotion
 Frustration / Irritation (-) 8 (67) 1–9
 Apathy (-) 6 (50) 2–5
 Resentment (-) 4 (33) 1–3
 Contentment / Pride (+,-) 4 (33) 1–5
 Discouragement / Humility (+,-) 3 (25) 1–2
 Embarrassment / Shame (+) 2 (17) 1–2
Procedural Justice of Assessment Process
 Unfairly Penalized (-) 10 (83) 1–14
 Small Sample Charts Reviewed (-) 6 (50) 1–6
 Unaware of Measures Being Tracked (-) 4 (33) 1–6
Feedback Features
 Feedback Content (+,-)
 Aggregated vs. Personalized Data
8 (67) 1–16
 Feedback Temporality (+,-)
 Timely vs. Untimely Delivery
7 (58) 1–13
 Feedback Source (+,-)
 Respected vs. Not Respected Individual
3 (25) 1–6
Environment
 Time Constraints / Patient Volume (-) 10 (83) 2–8
 Inadequate Resources (-) 4 (33) 1–4
 Quality Clinical Team (+) 1 (17) 1–2
 Stress / Cognitive Overload / Burn-out (-) 2 (25) 1–3
Core Values
 Desire to Help Patients (+) 8 (67) 1–4
 Performance Good Enough (-) 4 (33) 1–4
  1. + Positive Impact
  2. - Negative Impact
  3. † Counts include the initial mention of the topic and each subsequent mention (return to) the topic after discussion of a different topic