Development and Investigation of the Occupational Performance History Interview

Kielhofner, Gary; Henry, Alexis D.

doi:10.5014/ajot.42.8.489

Cited by 40 publications

(41 citation statements)

References 6 publications

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“…For example, professionspecific assessments (e.g. Occupational Performance History Interview (Kielhofner, 2007;Kielhofner & Henry, 1988); Canadian Occupational Performance Measure (Law, Baptiste, McColl, Opzoomer, Polatajko & Pollock, 1990) could all be conducted using a patient-centered strengths focus.…”

Section: Discussionmentioning

confidence: 99%

Assessing the strengths of mental health consumers: A systematic review.

Bird¹,

Boutillier²,

Leamy³

et al. 2012

Psychological Assessment

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Strengths assessments focus on the individual's talents, abilities, resources, and strengths. No systematic review of strengths assessments for use within mental health populations has been published. The aims of this study were to describe and evaluate strengths assessments for use within mental health services. A systematic review identified 12 strengths assessments (5 quantitative, 7 qualitative). The Strengths Assessment Worksheet (SAW) was the most widely utilized and evaluated qualitative assessment. Psychometric properties of the assessments were assessed against set quality criteria. Data on psychometric properties were available for 4 measures. The Client Assessment of Strengths, Interests and Goals (CASIG) had the strongest psychometric evidence. The SAW and CASIG assessments can be tentatively recommended within clinical practice, although the evidence for all strengths assessments is currently limited. To describe the content of the strengths assessment, the items used to operationalize the concept of strengths in each assessment were extracted and themed. Twenty-four themes were identified and organized into 3 overarching categories: individual factors, environmental factors, and interpersonal factors. These categories form the basis of an empirically based definition of strengths that could be used as a conceptual foundation for new clinical assessments. Strengths assessments focus on the individual's talents, abilities, resources and strengths.No systematic review of strengths assessments for use within mental health populations has been published. The aims of this study were to describe and evaluate strengths assessments for use within mental health services. A systematic review identified 12 strengths assessments (five quantitative, seven qualitative). The Strengths Assessment Worksheet (SAW) was the most widely utilized and evaluated qualitative assessment.Psychometric properties of the assessments were assessed against set quality criteria. Data on psychometric properties were available for four measures. The Client Assessment of Strengths, Interests and Goals (CASIG) had the strongest psychometric evidence. The SAW and CASIG assessments can be tentatively recommended within clinical practice, although the evidence for all strengths assessments is currently limited. To describe the content of the strengths assessment, the items used to operationalize the concept of

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Section: Discussionmentioning

confidence: 99%

Assessing the strengths of mental health consumers: A systematic review.

Bird¹,

Boutillier²,

Leamy³

et al. 2012

Psychological Assessment

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show abstract

“…Ces résultats suggèrent que lors de la révision de l'échelle de la OPHI, il faudrait tenter de saisir ces trois construits afin de pouvoir mesurer la capacité d'adaptation occupationnelle. T he Occupational Performance History Interview (OPHI) is a method of data gathering that includes a semi-structured interview, rating scale, and narrative that are used to assess a person's past and current occupational adaptation (Kielhofner, Henry & Walens, 1989). Originally designed under an American Occupational Therapy Association (AOTA) initiative to create a standard interview for the profession, the OPHI is widely used in clinical practice (Neistadt, 1995a).…”

Section: Résumémentioning

confidence: 99%

The Occupational Performance History Interview: Evidence for Three Underlying Constructs of Occupational Adaptation

Mallinson¹,

Mahaffey²,

Kielhofner³

1998

Can J Occup Ther

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The Occupational Performance History Interview (OPHI) was developed to gather data on a person's past and current occupational functioning. The OPHI includes both a life history narrative component designed to render the life history from the client's perspective and a rating scale designed to measure the client's past and present occupational adaptation. Previous research documented the reliability of the OPHI, but there has been limited study of its construct validity. This study used Rasch analysis to determine the construct validity of a modified version of OPHI scale (OPHI-R). Data previously gathered on 20 clients in a psychiatric setting were analyzed. The results indicate that the items of the OPHI-R do not effectively measure a single construct of occupational adaptation as originally thought. Rather, the OPHI-R items appear to measure three underlying constructs reflecting occupational competence, identity and environment. These findings suggest that revision of the OPHI scale should seek to capture these three underlying constructs for the measurement of occupational adaptation. RÉSUMÉ La Occupational Performance History Interview (OPHI) a été mise au point pour recueillir de l'information sur le fonctionnement occupationnel passé et actuel d'une personne. La OPHI comprend une composante sur l'histoire du client, dont le but est de consigner l'histoire du client du point de vue du client ainsi qu'une échelle d'évaluation qui mesure la capacité d'adaptation occupationnelle passée et actuelle du client. Des recherches antérieures ont permis de mettre en évidence la validité de la OPHI, mais peu d'études se sont penchées sur sa validité de construit. La présente étude s'est appuyée sur l'analyse de Rasch pour déterminer la validité de construit d'une version modifiée de l'échelle de la OPHI (OPHI-R). On a procédé à l'analyse de données recueillies précédemment auprès de 20 clients d'un établisse-ment psychiatrique. Les résultats indiquent que les items de la OPHI-R ne mesurent pas un construit de l'adaptation occupationnelle de façon efficace, comme on le croyait à l'origine. Les items de la OPHI-R semblent plutôt mesurer trois construits sous-jacents qui sont le reflet de la compétence occupationnelle, l'identité et l'environnement. Ces résultats suggèrent que lors de la révision de l'échelle de la OPHI, il faudrait tenter de saisir ces trois construits afin de pouvoir mesurer la capacité d'adaptation occupationnelle.

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“…The OPHI-II is a semi-structured interview with three rating scales that provide measures of: a) occupational identity (internalization of a positive identity), b) occupational competence (ability to sustain a productive and satisfying pattern of behavior), and c) occupational behavior settings (environmental impact on adaptation). The instrument has evidence of test-retest and interrater reliability (Kielhofner & Henry, 1988), concurrent validity (Lynch & Bridle, 1993), and internal validity (Keilhofner, Mallison, Forsyth, & Lai, 2001). One researcher, trained and experienced in the use of the OPHI-II, conducted all the interviews at the homeless adolescent shelter in a quiet, private place to maintain confidentiality.…”

Section: Data Collectionmentioning

confidence: 98%