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1.
J Nurs Adm ; 51(4): 175-176, 2021 Apr 01.
Artículo en Inglés | MEDLINE | ID: mdl-33734173

RESUMEN

This month's Magnet® Perspectives column examines American Nurses Credentialing Center's Magnet Recognition Program® and Pathway to Excellence® Program as partners for nursing excellence. We explore the differences between the programs, how they complement one another, and how they can be combined to impact a host of key measures, including nurse engagement, interprofessional collaboration, and patient safety. Nursing leaders at 2 dual-designated hospitals share their decision to pursue both credentials and ways in which the combined designation adds value for nurses and the patient care environment. They discuss how the essential elements of a Magnet and Pathway culture contributed to a nimble, innovative response to the COVID-19 pandemic and strategies nursing leaders can employ to create and sustain an environment where change flourishes and nurses thrive.


Asunto(s)
Habilitación Profesional , Liderazgo , Personal de Enfermería en Hospital/normas , Humanos , Investigación en Evaluación de Enfermería , Cultura Organizacional , Calidad de la Atención de Salud
2.
J Nurs Adm ; 51(4): 179-181, 2021 Apr 01.
Artículo en Inglés | MEDLINE | ID: mdl-33734175

RESUMEN

This month's column highlights organizational, practice, and patient care advantages to adding advanced practice leaders to health systems' leadership teams and ideal characteristics of effective, executive advanced practice leaders.


Asunto(s)
Liderazgo , Atención al Paciente/normas , Calidad de la Atención de Salud , Gestión de la Calidad Total/organización & administración , Humanos , Relaciones Interprofesionales , Cultura Organizacional , Innovación Organizacional
3.
J Nurs Adm ; 51(4): 206-211, 2021 Apr 01.
Artículo en Inglés | MEDLINE | ID: mdl-33734180

RESUMEN

For more than 40 years, shared governance has supported structural empowerment and engaged nurses in their practice. Although progress has been made in advancing nursing ownership of practice through shared governance, mature nursing autonomy has yet to be achieved. It is time to evolve to professional governance, emphasizing accountability, professional obligation, collateral relationships, and decision making. Nurse leaders are provided with historical context and recommendations for effectively leading professional governance in an empowering work culture.


Asunto(s)
Empoderamiento , Liderazgo , Enfermeras Administradoras/organización & administración , Rol de la Enfermera , Personal de Enfermería en Hospital/organización & administración , Humanos , Satisfacción en el Trabajo , Cultura Organizacional
5.
Nurs Res ; 70(2): 85-94, 2021.
Artículo en Inglés | MEDLINE | ID: mdl-33630531

RESUMEN

BACKGROUND: Nurses are a high-risk group for presenteeism: When one is present at work but not fully engaged. Presenteeism can occur because of multiple work, personal, and event factors and is linked to negative nurse, patient, and organizational outcomes. A model that accounts for the multiple antecedents that lead to presenteeism, as well as its consequences, is needed. OBJECTIVE: The aim of this study was to evaluate our proposed presenteeism in nursing model among registered nurses in the United States by examining the fit of the data with the model. METHODS: Four hundred forty-seven registered nurses who provide direct patient care completed a cross-sectional survey on presenteeism, its antecedents and consequences, and demographics. Structural equation modeling was used to test relationships in the proposed model and overall model fit. RESULTS: The presenteeism in nursing model holistically accounted for significant presenteeism antecedents and consequences. There were significant relationships between work environment, perceived stress and work-life balance, and presenteeism. There were also significant relationships between presenteeism and missed care, and burnout. DISCUSSION: These relationships align with prior research and identify antecedents and consequences of presenteeism. This model can be used by practitioners and researchers to develop interventions addressing presenteeism to improve health system, nurse, and patient outcomes.


Asunto(s)
Rol de la Enfermera/psicología , Personal de Enfermería en Hospital/psicología , Presentismo/estadística & datos numéricos , Lugar de Trabajo/psicología , Agotamiento Profesional/psicología , Estudios Transversales , Humanos , Satisfacción en el Trabajo , Cultura Organizacional
6.
Artículo en Inglés | MEDLINE | ID: mdl-33546396

RESUMEN

This study examines the impact of the COVID-19 outbreak on the Taiwan stock market and investigates whether companies with a commitment to corporate social responsibility (CSR) were less affected. This study uses a selection of companies provided by CommonWealth magazine to classify the listed companies in Taiwan as CSR and non-CSR companies. The event study approach is applied to examine the change in the stock prices of CSR companies after the first COVID-19 outbreak in Taiwan. The empirical results indicate that the stock prices of all companies generated significantly negative abnormal returns and negative cumulative abnormal returns after the outbreak. Compared with all companies and with non-CSR companies, CSR companies were less affected by the outbreak; their stock prices were relatively resistant to the fall and they recovered faster. In addition, the cumulative impact of the COVID-19 on the stock prices of CSR companies is smaller than that of non-CSR companies on both short- and long-term bases. However, the stock price performance of non-CSR companies was not weaker than that of CSR companies during times when the impact of the pandemic was lower or during the price recovery phase.


Asunto(s)
/economía , Comercio/economía , Cultura Organizacional , Pandemias/economía , Responsabilidad Social , Humanos , Taiwán
7.
Artículo en Inglés | MEDLINE | ID: mdl-33477818

RESUMEN

Working life has digitalized considerably in recent decades and organizations have taken into use new forms of collaborative technologies such as social media platforms. This study examined the relationship between social media use at work and well-being at work for millennials and members of former generations in Finland. The research data contained focus group interviews (N = 52), an expert organization survey (N = 563), and a nationally representative survey (N = 1817). Well-being measures included technostress, burnout, psychological distress, and a set of background variables. Content analysis and linear regression models were used as analysis methods. The results showed that millennials have various intrinsic and extrinsic motivations for social media use at work. Intrinsic motivations included employees' personal choice and their pure interest to follow the market and discussions in their own field. Extrinsic motivations were related mainly to organizations' work culture and personal branding. The survey findings revealed, however, that millennials were not only more active social media users for work, but they also experienced higher technostress and burnout than members of former generations. Social media use motivations were associated with both higher and lower technostress and burnout depending on motivation, indicating that social media use can have both positive and negative effects. Overall, our findings suggest that employees tend to utilize social media more if their needs for autonomy, competence, and relatedness are fulfilled.


Asunto(s)
Motivación , Distrés Psicológico , Medios de Comunicación Sociales/estadística & datos numéricos , Adulto , Agotamiento Profesional , Femenino , Finlandia , Humanos , Entrevistas como Asunto , Masculino , Cultura Organizacional , Investigación Cualitativa , Equilibrio entre Vida Personal y Laboral , Adulto Joven
8.
J Contin Educ Health Prof ; 41(1): 8-9, 2021 01 01.
Artículo en Inglés | MEDLINE | ID: mdl-33433126

RESUMEN

ABSTRACT: Burnout is a pervasive concern that negatively impacts physicians, patients, and healthcare organizations. Stress, uncertainty, clinical demands, and rapidly changing teams threaten the learning environment, where connection is key to resilience. The COVID-19 pandemic amplifies these challenges. Building an "educational peloton" to provide a safe and protective educational community may help optimize learning and team performance. Easily implementable strategies include: (1) Maximize learning opportunities, particularly small ones; (2) Ensure quality feedback; and (3) Facilitate collegiality. Intentionally nurturing an "educational peloton"-especially during times of uncertainty and change-can help drive engagement and work satisfaction, which can improve patient safety and healthcare outcomes, as well as boost human connection and promote community.


Asunto(s)
Agotamiento Profesional/prevención & control , Educación Médica/organización & administración , Cultura Organizacional , Grupo de Atención al Paciente/organización & administración , Humanos , Satisfacción en el Trabajo , Pandemias , Apoyo Social
9.
Medicine (Baltimore) ; 100(2): e23670, 2021 Jan 15.
Artículo en Inglés | MEDLINE | ID: mdl-33466122

RESUMEN

ABSTRACT: Patient safety is a fundamental aspect of a healthcare system. The aim of this study was to assess the perception and determinants of the patient safety culture of pharmacists in hospitals, in Riyadh, Saudi Arabia.A survey was conducted with pharmacists in the pharmacies of governmental, /military and private hospitals in Riyadh, Saudi Arabia. The pharmacy survey on patient safety culture questionnaire developed by Agency for Healthcare Research and Qualtity, a hard copy was distriuted to the pharmacists. The positive response rate (RR) was calculated and compared across hospitals using a chi-square test. The predictors of patient safety grades were identified using the generalized estimating equation. The data was analyzed using SAS.A total of 538 questionnaires were distributed, of which 411 responded (RR 76.4%). Of the participants, 229 (56%) were females. The majority 255 (62%) were in the 18 to 34 years age range, and 361 (88%) had a bachelor's degree. The majority of the sample 376 (92%) was a pharmacist. The Positive RR (PRR) ranged between (25.6%-74%). The highest PRR was observed in teamwork (74.4%), followed by 'staff, training and skills' (68%), and 'organizational learning continuous improvement' (66%). The lowest PRR was observed in 'staffing, work pressure, and pace' (25.5%). Comparing the PPR of the various healthcare sectors, the governmental hospitals scored the highest in all patient safety domains. Generalized Estimating Equation analysis showed that with increase in scores of all patient safety culture domains increased the likelihood of reporting a better patient safety grade, whereas respondents' demographic characteristics had no effect except the working experience years 6 years and above had odds of poor reporting of the patient safety grade (odds ratio = 2.54, 95% confience interval (1.543, 4.194), (P = .0003).The grades achieved in the various domains of patient safety culture by pharmacists in Riyadh are below the expected standard. The highest scores were achieved in teamwork, with the lowest scores in staffing, work pressure and pace. Overall, pharmacists in government hospital settings have a better perception of patient safety than their peers in other settings. These results provide the baseline evidence for developing future interventional studies aiming at improving patient safety culture in hospital pharmacy settings.


Asunto(s)
Cultura Organizacional , Seguridad del Paciente/normas , Farmacéuticos/psicología , Administración de la Seguridad/organización & administración , Adolescente , Adulto , Anciano , Actitud del Personal de Salud , Comunicación , Estudios Transversales , Femenino , Humanos , Capacitación en Servicio/organización & administración , Masculino , Errores de Medicación/prevención & control , Persona de Mediana Edad , Admisión y Programación de Personal/organización & administración , Mejoramiento de la Calidad/organización & administración , Administración de la Seguridad/normas , Arabia Saudita , Carga de Trabajo , Adulto Joven
10.
Z Evid Fortbild Qual Gesundhwes ; 160: 34-38, 2021 Feb.
Artículo en Inglés | MEDLINE | ID: mdl-33386274

RESUMEN

BACKGROUND: Health care in private healthcare organizations is a balancing act between business excellence and quality outcomes in practice. This complex activity establishes the existence of quality of care climate so as the pedestal of quality of care decisions bring health care excellence. In healthcare, Quality of care is not linear but multi-dimensional, with myriad challenges. PURPOSE: The aim of the study was to establish the organizational pedestal for quality of care and predominant quality of care dimension. METHOD: This study was approved by the IRB of our Institution. This study empirically tested the quality of care climate types in NABH accredited and non-accredited hospitals using quantitative method with a sample of 410 healthcare managers from accredited and non-accredited hospitals in South India. RESULTS: The results indicate that among the dimensions of quality of care climate, competitive advantage was perceived the lowest with a mean rating of 73.14 among the rest. Value-Stream was perceived as the highest quality of care climate with a mean of 83.12. The results indicate that patient centered value-stream is the predominant dimension of quality of care climate as perceived by the managers and value stream is the predominated determinant of patient centered decisions. CONCLUSIONS: The results designate a promising support for patient centered quality of care approach for health care excellence with a balance on value stream mapping.


Asunto(s)
Prestación de Atención de Salud , Cultura Organizacional , Alemania , Humanos , Calidad de la Atención de Salud
11.
Nurs Ethics ; 28(1): 82-90, 2021 Feb.
Artículo en Inglés | MEDLINE | ID: mdl-33472524

RESUMEN

The conduct of nurse managers, and health service managers more widely, has been subject to scrutiny and critique because of high-profile organisational failures in healthcare. This raises concerns about the practice of nursing management and the use of codes of professional and managerial conduct. Some responses to such failures seem to assume that codes of conduct will ensure or at least increase the likelihood that ethical management will be practised. Codes of conduct are general principles and rules of normative standards, including ethical standards, and guides for action of agents in particular roles. Nurse managers seem to stride two roles. Contra some accounts of the roles of a professional (nurse) and that of a manager, it is claimed that there is no intrinsic incompatibility of the roles though there is always the possibility that it could become so and likewise for codes of conduct. Codes of conduct can be used to support nurse managers in making practical decisions via an 'outside in' approach with an emphasis on the use of principles and an 'inside out' approach with an emphasis on the agent's character. It is claimed that both approaches are necessary, especially as guides to ethical action. However, neither is sufficient for action because judgement and choice will always be required (principles always underdetermine action) as will a conducive environment that positively influences good judgement by being supportive of the basic principles and values of healthcare institutions. The response to the Covid-19 pandemic has created a unique set of circumstances in which the practical judgement, including ethical judgement, of nurse managers at all levels is being tested. However, the pandemic could be a turning point because staff and institutions (temporarily) freed from managerialism have demonstrated excellent practice supportive of ethical and other practical decision making. Organisations need to learn from this post pandemic.


Asunto(s)
/enfermería , Códigos de Ética , Liderazgo , Cultura Organizacional , Ética en Enfermería , Humanos , Pandemias
12.
Artículo en Inglés | MEDLINE | ID: mdl-33419033

RESUMEN

The main purpose of the paper is to identify the outcomes for employers and employees indicated in research related to workplace health promotion interventions (WHPIs). We investigated what methods are used and what types of organization this type of research is most often carried out in. In addition, the authors attempted to assess to what extent the methods used in the previous research prove the effectiveness of the implemented WHPIs. A systematic review of English-language papers (2000-2020) focused on types of health-promoting interventions in the workplace, and outcomes for employers and employees were conducted using the SCOPUS database (n = 260). As a result, 29 texts qualified for a final qualitative synthesis of the results. The analyses were most frequently conducted in small and medium-sized enterprises (SMEs) based on both quantitative and qualitative methods. In order to draw conclusions, analyses were made by classifying the research presented in the texts according to the type of intervention implemented, classifying the outcomes identified, and indicating the type of evaluation made by the researcher. The analysis showed that most of the outcomes presented refer to changes in the strategy and organizational culture, as well as the behavior of employees. In 18 studies, the indication of outcomes resulted directly from the evaluation outcomes. In other cases, the outcomes were identified by an evaluation of the process or structure of WHPI. The conducted analysis showed significant diversity in terms of the outcomes measured and the research methods used. The quasi-experimental methods, randomly controlled cluster trials, or cross-sectorial studies used in the study to confirm the effectiveness of WHPI were used only in every third study. In these studies, measurements were usually performed twice: at baseline and after intervention. The majority of studies confirmed that WHPIs led to a positive change in the healthy behavior of employees and effected an organizational change, and more rarely led to savings or a reduction in costs resulting from sickness absenteeism, presentism, turnover, etc., and return on investment (ROI). The article shows the need to conduct further research towards the development of guidelines for the evaluation of the effectiveness of implemented programs.


Asunto(s)
Promoción de la Salud , Lugar de Trabajo , Absentismo , Investigación Empírica , Cultura Organizacional
13.
Ann Allergy Asthma Immunol ; 126(3): 235-239, 2021 03.
Artículo en Inglés | MEDLINE | ID: mdl-33309885

RESUMEN

OBJECTIVE: To review evidence-based strategies that have been noted to improve professional fulfillment and reduce burnout by enhancing practice efficiency. DATA SOURCES: A comprehensive literature review was conducted to evaluate the strategies to improve efficiency of practice-a key driver of burnout among physicians. STUDY SELECTIONS: Studies of efficiency-enhancing practices relevant to allergy-immunology were included. RESULTS: Professional burnout is prevalent among physicians and is associated with negative outcomes affecting physicians, patients, and health care organizations. Recent surveys suggest at least 35% of US allergists-immunologists experience burnout. There are multiple drivers of professional burnout, some at the individual level and others at the organizational or practice level. Strategies to improve professional fulfillment may be conceptualized using the Stanford physician wellness framework, in which efforts target the following 3 reciprocal domains: culture, personal resilience, and practice efficiency. Organizational strategies that support physician well-being by creating a more efficient practice environment hold great promise, particularly for allergists-immunologists. The reduction of administrative burden and fostering of team-based care have been found in multiple studies to be cost-effective strategies to improve physician and patient satisfaction. CONCLUSION: To ensure the well-being of the US allergy-immunology workforce and optimize patient outcomes, both private and academic allergy-immunology institutions should prioritize the adoption and iterative evaluation and refinement of these strategies to cocreate an efficient and ideal practice environment.


Asunto(s)
Alergia e Inmunología , Agotamiento Profesional/prevención & control , Eficiencia Organizacional , Cultura Organizacional , Médicos/psicología , Humanos , Satisfacción en el Trabajo , Profesionalismo
14.
Ann Allergy Asthma Immunol ; 126(3): 219-227, 2021 03.
Artículo en Inglés | MEDLINE | ID: mdl-33326844

RESUMEN

OBJECTIVE: There are 3 domains of physician wellness: (1) the culture of wellness, (2) efficiency of practice, and (3) physician resilience. The culture of wellness encompasses an organization's values, environment, and behaviors that foster compassion and growth in its physicians. DATA SOURCES: Studies have reported that burnout affects a physician's professionalism, altruism, and a sense of calling. Furthermore, burnout increases the risk of cardiovascular disease, alcohol abuse, divorce, depression, and even suicide among physicians. Physician burnout is associated with decreased efficiency at work, which can affect patient care, patient satisfaction, and even patient safety. As such, it is imperative that we develop a culture of wellness. STUDY SELECTIONS: A culture of wellness reflects shared values and a sense of community within an organization. When a culture of wellness is present, leaders prioritize the personal and professional growth of its team members. RESULTS: This article instructs readers on methods that can be used to develop a culture of wellness. CONCLUSION: We need to address burnout at every level in health care, namely at health care organization and system levels, individual teams and offices, and at an individual level. In doing so, it becomes obvious that a lack of wellness (burnout) is a systems problem and not an individual's fault. We are all responsible for taking steps to change the culture to one of wellness. Working within our practices, organization, and allergy societies, we can change the culture to one of wellness.


Asunto(s)
Alergia e Inmunología , Agotamiento Profesional/prevención & control , Salud Laboral , Cultura Organizacional , Médicos/psicología , Humanos , Resiliencia Psicológica , Equilibrio entre Vida Personal y Laboral
15.
Clin Sports Med ; 40(1): 159-171, 2021 Jan.
Artículo en Inglés | MEDLINE | ID: mdl-33187606

RESUMEN

Concussion remains a common injury among sports participants. Implementing risk-reduction strategies for sport-related concussion (SRC) should be a priority of medical professionals involved in the care of athletes. Over the past few decades, a multifaceted approach to reducing SRC risk has been developed. Protective equipment, rule and policy change/enforcement, educational programs, behavioral modifications, legislation, physiologic modifications, and sport culture change are a few of the programs implemented to mitigate SRC risk. In this article, the authors critically review current SRC risk-reduction strategies and offer insight into future directions of injury prevention for SRC.


Asunto(s)
Traumatismos en Atletas/prevención & control , Conmoción Encefálica/prevención & control , Educación en Salud , Humanos , Cultura Organizacional , Equipos de Seguridad , Política Pública , Factores de Riesgo , Deportes/legislación & jurisprudencia , Equipo Deportivo , Medicina Deportiva/organización & administración
16.
Orthop Clin North Am ; 52(1): 41-52, 2021 Jan.
Artículo en Inglés | MEDLINE | ID: mdl-33222983

RESUMEN

The growing epidemic of physician burnout suggests that a change is needed. Physician wellness is an ever-growing consideration, especially in orthopedic surgery, where the challenges to wellness are significant. This review provides many common sense wellness principles and solutions in four main components of wellness (physical, mental, emotional, and spiritual) interwoven with current research on the topic. Although directed to orthopedic surgeons, this guide can be applied to all physicians, because they are based on common human principles of wellness. Wellness is not created overnight, so wellness practices that increase the likelihood of experiencing wellness are encouraged.


Asunto(s)
Salud Mental , Cirujanos Ortopédicos/psicología , Agotamiento Profesional , Dieta Saludable , Emociones , Ejercicio Físico/psicología , Conductas Relacionadas con la Salud , Humanos , Meditación , Atención Plena , Cultura Organizacional , Grupo Paritario , Resiliencia Psicológica , Autoimagen , Sueño , Apoyo Social , Navegación Espacial , Espiritualismo , Estrés Psicológico
17.
J Nurs Adm ; 51(1): 12-18, 2021 Jan.
Artículo en Inglés | MEDLINE | ID: mdl-33278196

RESUMEN

OBJECTIVE: To examine the association between organizational safety climate (OSC), in-hospital mortality (IM), and failure to rescue (FTR) in 2 hospitals, 1 with and 1 without crew-resource-management training. BACKGROUND: OSC is 1 of the most important organizational factors that promotes safety at work; however, there is a lack of research examining the relationship between OSC and patient deaths in hospitals. METHODS: We utilized a matched 2-group comparison of surgical patients and surveyed surgical staff to assess the relationship between OSC, FTR, and IM. RESULTS: The OSC assessment was completed by 261 surgical team members. A total of 1764 patients had at least 1 FTR complication; however, there was no association between OSC with FTR or IM for either hospital. CONCLUSIONS: Nurse leaders should remain vigilant in building work teams with strong hospital safety climates. More research is needed to explore the relationship between OSC and patient outcomes.


Asunto(s)
Mortalidad/tendencias , Cultura Organizacional , Habitaciones de Pacientes/normas , Administración de la Seguridad , Correlación de Datos , Gestión de Recursos de Personal en Salud , Humanos , Habitaciones de Pacientes/organización & administración , Sudeste de Estados Unidos
18.
Rev. baiana enferm ; 35: e37164, 2021. tab, graf
Artículo en Portugués | LILACS-Express | LILACS, BDENF - Enfermería | ID: biblio-1149699

RESUMEN

Objetivo identificar o conhecimento produzido na literatura sobre a cultura de segurança do paciente em cuidados intensivos. Método trata-se de uma revisão integrativa fundamentada no referencial teórico de Whittemore e Knaf, realizada nos portais PubMed, Biblioteca Virtual da Saúde (BVS) e Scientific Electronic Library Online (SciELO), mediante cruzamento dos descritores "organizational culture", "patient safety", e "intensive care units", por meio do operador booleano "AND", totalizando 22 publicações. Resultados foram identificadas três categorias de evidências: instrumentos para avaliação da cultura de segurança do paciente, fortalezas e fragilidades da cultura de segurança do paciente em terapia intensiva, cultura de segurança do paciente em terapia intensiva e fatores associados. Conclusão as publicações demonstraram o quanto é difícil construir uma cultura de segurança local, já que nenhuma apresentou uma cultura de segurança do paciente positiva. Entretanto, foram demonstrados fatores associados à cultura de segurança, nos quais é possível intervir para melhor efetivá-la.


Objetivo identificar los conocimientos producidos en la literatura sobre la cultura de la seguridad del paciente en cuidados intensivos. Método se trata de una revisión integrativa basada en el marco teórico de Whittemore y Knaf, llevada a cabo en los portales PubMed, Biblioteca Virtual en Salud (BVS) y Scientific Electronic Library Online (SciELO), a través del cruce de los descriptores "organizational culture", "patient safety", y "intensive care units", a través del operador booleano "AND", totalizando 22 publicaciones. Resultados se identificaron tres categorías de evidencia: instrumentos para evaluar la cultura de la seguridad del paciente, fortalezas y debilidades de la cultura de la seguridad de los pacientes en cuidados intensivos, cultura de la seguridad del paciente en cuidados intensivos y factores asociados. Conclusión las publicaciones demostraron lo difícil que es construir una cultura de seguridad local, ya que ninguna presentaba una cultura positiva de seguridad del paciente. Sin embargo, se demostraron factores asociados con la cultura de la seguridad, en los que es posible intervenir para mejorar la efectuar.


Objective to identify the knowledge produced in the literature on patient safety culture in intensive care. Method this is an integrative review based on the theoretical framework of Whittemore and Knaf, carried out at the portals PubMed, Virtual Health Library (VHL) and Scientific Electronic Library Online (SciELO), through the crossing of the descriptors "organizational culture", "patient safety", and "intensive care units", through the Boolean operator "AND", totaling 22 publications. Results three categories of evidence were identified: instruments for assessing the patient safety culture, strengths and weaknesses of the patient safety culture in intensive care, patient safety culture in intensive care and associated factors. Conclusion the publications demonstrated the difficulty to build a local safety culture, since none presented a positive patient safety culture. However, factors associated with the safety culture were demonstrated, in which it is possible to intervene for its better implementation.


Asunto(s)
Humanos , Cultura Organizacional , Seguridad del Paciente , Unidades de Cuidados Intensivos , Investigación Cualitativa
19.
Healthc Manage Forum ; 34(2): 115-118, 2021 Mar.
Artículo en Inglés | MEDLINE | ID: mdl-33353424

RESUMEN

COVID-19 strongly hit healthcare organizations due to three factors: the lack of knowledge of this new virus, the fear of the people, and the continuous modifications in the management of the crisis. This situation required flexibility and adaptability of organizations, as our university health centre demonstrated. It relied on a decentralized model of management based on three pillars: a culture of innovation and creativity, an agile organizational structure, and an open innovation ecosystem and network. These assets were already developed prior to the onset of COVID-19 and helped our organization to better respond to the crisis.


Asunto(s)
/epidemiología , Sector de Atención de Salud/organización & administración , Control de Infecciones/organización & administración , Modelos Organizacionales , Innovación Organizacional , Humanos , Cultura Organizacional , Pandemias
20.
Rev. psicol. trab. organ. (1999) ; 36(3): 195-204, dic. 2020. tab, graf
Artículo en Inglés | IBECS | ID: ibc-198239

RESUMEN

Agentic capabilities refer to the basic capabilities of mind that, according to social cognitive theory, allow people to proactively influence their functioning and external context. This study presents a new scale, namely the Work Agentic Capabilities (WAC) questionnaire, that consists of 28 items and measures forethought capability, self-regulation capability, self-reflection capability and vicarious capability in the organizational context. Accordingly, an exploratory (N = 290) and a confirmatory factor analysis (N = 300) demonstrated a four-factor structure. Agentic capabilities were positively correlated with psychological capital and its dimensions i.e., self-efficacy, hope, optimism and resiliency), positive job attitudes (work engagement and job satisfaction), proactive organizational behaviours (job crafting and organizational citizenship behaviours), perceived job performance, and promotion prospects. Finally, we discuss meaningful differences in the mean values of agentic capabilities associated with sociodemographic and organizational variables. Results suggest that the WAC questionnaire can be reliably used to measure agentic capabilities


Las capacidades agénticas aluden a aquellas capacidades de la mente que según la teoría social cognitiva permiten a las personas influir de un modo proactivo en su funcionamiento y en el contexto externo. El presente estudio presenta una nueva escala, el cuestionario de Capacidades Agénticas en el Trabajo (WAC, por sus siglas en inglés), compuesto de 28 ítems que mide la capacidad de previsión, autorregulación, autorreflexión y vicaria en el contexto organizativo. Un estudio con análisis factorial exploratorio (N = 290) y confirmatorio (N = 300) descubrió una estructura de cuatro factores. Las capacidades agénticas correlacionaban positivamente con el capital psicológico y sus dimensiones (es decir, esperanza, optimismo y resiliencia), las actitudes laborales positivas (engagement y satisfacción en el trabajo), la percepción del desempeño laboral y las perspectivas de promoción. Por último abordamos las diferencias significativas de los valores medios de las capacidades agénticas asociadas a las variables sociodemográficas y organizativas. Los resultados indican que el cuestionario WAC puede utilizarse de modo fiable para medir las capacidades agénticas


Asunto(s)
Humanos , Masculino , Femenino , Adolescente , Adulto Joven , Adulto , Persona de Mediana Edad , Encuestas y Cuestionarios , Eficiencia Organizacional , Cultura Organizacional , Política Organizacional , Teoría Social
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