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1.
Rev Esc Enferm USP ; 58: e20230359, 2024.
Artigo em Inglês, Português | MEDLINE | ID: mdl-38985821

RESUMO

OBJECTIVE: To analyze the association between patient safety culture and professional quality of life in nursing professionals. METHOD: Correlational study carried out in a hospital in Salvador, Bahia, Brazil, with 180 participants. The data were collected through the Hospital Survey on Patient Safety Culture and Professional Quality of Life Scale and analyzed with correlation tests. RESULTS: The use of the Quality of Professional Life model, which encompasses Compassion Satisfaction, Burnout and Traumatic Stress, showed that a better assessment of the safety culture was negatively associated with Burnout. Regarding the dimensions of culture, better evaluations of the general perception of safety, teamwork and staffing were negatively associated with Burnout and Traumatic Stress. Higher Burnout was negatively associated with better handoffs and greater Traumatic Stress was positively associated with error communication. CONCLUSION: Higher levels of Burnout were associated with worse perception of safety culture and worse teamwork evaluations; staffing and general perception of safety were associated to a higher level of Burnout and Traumatic Stress, which emphasizes the importance of investment in these areas.


Assuntos
Esgotamento Profissional , Segurança do Paciente , Qualidade de Vida , Humanos , Masculino , Feminino , Adulto , Esgotamento Profissional/epidemiologia , Pessoa de Meia-Idade , Recursos Humanos de Enfermagem Hospitalar/psicologia , Estudos Transversais , Gestão da Segurança/organização & administração , Cultura Organizacional , Adulto Jovem , Correlação de Dados , Brasil
2.
BMC Psychol ; 12(1): 380, 2024 Jul 08.
Artigo em Inglês | MEDLINE | ID: mdl-38978098

RESUMO

BACKGROUND: Fatigue in surgical technologists is of paramount importance and is known as a priority because it can be regarded as a threat to the nurse's health and patient's safety. The fatigue level of healthcare workers can be affected by some factors, while the role of part of these factors is less known. This study aimed to determine the predictive role of resilience and the hospital ethical climate in the fatigue of surgical technologists working in operating rooms (ORs). METHODS: This is a cross-sectional study conducted on 217 surgical technologists working in ORs of hospitals affiliated with Shiraz University of Medical Sciences. Data were collected using Connor-Davidson's Resilience scale, Olson's Hospital Ethical Climate Survey, and the Multidimensional Fatigue Inventory, and then analyzed using Pearson's correlation coefficient and multiple regression analysis. RESULTS: 87.1% and 12.9% of surgical technologists reported low and high fatigue, respectively. All fatigue subscales had significant and negative relationships with resilience (p < 0.05). Moreover, the relationship between fatigue and ethical climate was significant (p = 0.02). The multiple linear regression model showed the predictive role of resilience in fatigue (ß=-0.29, P < 0.001). According to the model, 10% of the change of fatigue was related to resilience and ethical climate. CONCLUSION: The present study demonstrated the relationship between resilience and ethical climate with fatigue. Moreover, resilience was a predictor of the surgical technologists' fatigue, so that their fatigue decreased with increasing resilience. However, future studies are recommended to determine other factors influencing fatigue in surgical technologists.


Assuntos
Fadiga , Salas Cirúrgicas , Resiliência Psicológica , Humanos , Estudos Transversais , Fadiga/psicologia , Feminino , Masculino , Adulto , Auxiliares de Cirurgia/psicologia , Inquéritos e Questionários , Cultura Organizacional , Irã (Geográfico) , Pessoa de Meia-Idade
3.
Ann Ist Super Sanita ; 60(2): 145-153, 2024.
Artigo em Inglês | MEDLINE | ID: mdl-38984629

RESUMO

INTRODUCTION: Since 2013, European countries have transposed the 2013/59/EURATOM Directive that lays down basic safety standards for protection against dangers arising from exposure to ionising radiation. In the years between the issuance of the European Directive and its formal transposition, Italian researchers investigated solutions to renew the technological, educational, and organizational culture in radiology departments. SCOPE: This article proposed a reflection on the contribution of Organizational Health Literacy (OHL) to implement Legislative Decree 101/2020 in the practice of Italian radiology departments. RESULTS: By implementing OHL principles, examinations with exposure to ionizing radiation and related informative processes could be personalized based on patients' knowledge, abilities, and competencies, as well as on the services' provision. These principles can be in fact integrated with the organizational, training, and management requirements set by the Directive. CONCLUSIONS: According with the state-of-the-art, decision-makers and health managers could support the application of OHL principles in Italian radiology departments.


Assuntos
Letramento em Saúde , Itália , Humanos , Serviço Hospitalar de Radiologia/organização & administração , Cultura Organizacional
4.
5.
Nurs Philos ; 25(3): e12488, 2024 Jul.
Artigo em Inglês | MEDLINE | ID: mdl-38963874

RESUMO

Emancipatory practice development (ePD) is a practitioner-led research methodology which enables workplace transformation. Underpinned by the critical paradigm, ePD works through facilitation and workplace learning, with people in their local context on practice issues that are significant to them. Its purpose is to embed safe, person-centred learning cultures which transform individuals and workplaces. In this article, we critically reflect on a year-long ePD study in an acute care hospital ward. We explore the challenges of practice change within systems, building collective strength with frontline collaborations and leadership to sustain new learning cultures. Our work advances practice development dialogue through working closely with the underpinning theories. Our critique analyses how ePD can enact and sustain change within a complex system. We argue that ePD works to strengthen safety cultures by challenging antidemocratic practices through communicative action. By opening communicative spaces, ePD enables staff to collectively deliberate and reach consensus. Their raised awareness supports staff to resist ways of working which conspire against safe patient care. Sustainability of practice change is fostered by the co-operative democracies created within the frontline team and meso level enablement. We conclude that the democratising potential of ePDt generates staff agency at the frontline.


Assuntos
Local de Trabalho , Humanos , Local de Trabalho/psicologia , Local de Trabalho/normas , Democracia , Liderança , Cultura Organizacional
6.
BMC Med Educ ; 24(1): 732, 2024 Jul 06.
Artigo em Inglês | MEDLINE | ID: mdl-38971716

RESUMO

BACKGROUND: There are significant gaps in research output and authorship in low- and middle-income countries. Research dissemination events have the potential to help bridge this gap through knowledge transfer, institutional collaboration, and stakeholder engagement. These events may also have an impact on both clinical service delivery and policy development. King Faisal Hospital Rwanda (KFH) is a tertiary-level teaching hospital located in Kigali, Rwanda. To strengthen its research dissemination, KFH conducted an inaugural Research Day (RD) to disseminate its research activities, recognize staff and student researchers at KFH, define a research agenda for the hospital, and promote a culture of research both at KFH and in Rwanda. METHODS: RD was coordinated by an interdisciplinary committee of clinical and non-clinical staff at KFH. Researchers were encouraged to disseminate their research across all disciplines. Abstracts were blind reviewed using a weighted rubric and ranked by overall score. Top researchers were also awarded and recognized for their work, and equity and inclusion was at the forefront of RD programming. RESULTS: RD had over 100 attendees from KFH and other public, private, and academic institutions. Forty-seven abstracts were submitted from the call for abstracts, with the highest proportion studying cancer (17.02%) and sexual and reproductive health (10.64%). Thirty-seven researchers submitted abstracts, and most of the principal investigators were medical doctors (35.14%), allied health professionals (27.03%), and nurses and midwives (16.22%). Furthermore, 30% of principal investigators were female, with the highest proportion of them being nurses and midwives (36.36%). CONCLUSION: RD is an effective way to disseminate research in a hospital setting. RD has the potential to strengthen the institution's research agenda, engage the community in ongoing projects, and provide content-area support to researchers. Equity and inclusion should be at the forefront of research dissemination, including gender equity, authorship representation, and the inclusion of interdisciplinary health professionals. Stakeholder engagement can also be utilized to strengthen institutional research collaboration for greater impact.


Assuntos
Hospitais de Ensino , Ruanda , Humanos , Disseminação de Informação , Feminino , Pesquisa Biomédica , Centros de Atenção Terciária , Masculino , Cultura Organizacional
8.
BMC Psychol ; 12(1): 384, 2024 Jul 09.
Artigo em Inglês | MEDLINE | ID: mdl-38982552

RESUMO

BACKGROUND: This theoretical model has been drawn on principles of social exchange theory to scrutinize the connection between organizational virtuousness and job performance with the mediating role of Organizational citizenship behavior and moderating role of workplace ostracism. A survey was conducted in Pakistan, gathering data from 486 employees working for various private and commercial banks. METHOD: Soft and hard questionnaires were distributed to the participants, with social media platforms used for the soft questionnaires and meetings with employees for the hard questionnaires. A 7-point Likert scale was employed in data collection, and measures for the variables were adapted from reliable and valid sources. A demographic analysis was performed to summarize the sample collected from participants. The demographics results were analyzed using SPSS, while the measurement model and path analysis were conducted using Structural Equational Modeling with Smart PLS-4. RESULTS: The study's findings showed a significant and positive relationship between organizational virtuousness and job performance, with organizational citizenship behavior serving as a mediator. Additionally, a negative moderation of workplace ostracism was observed in the mediation of organizational citizenship behavior toward the relationship between organizational virtuousness and job performance. CONCLUSION: The study's results contribute to the implementation of social exchange theory and related concepts in the banking sector of Pakistan, providing practical guidance for implementing virtuous practices within organizations and discouraging ostracism in banks to enhance overall performance. The study suggests that policies regarding the implementation of virtuous practices in organizations can be established, and workplace ostracism can be avoided by providing a platform for social gatherings and training employees. Managers should adopt appropriate leadership styles and relevant communication patterns to impact the organizational climate which can also help reduce the influence of ostracism in the organization. Additionally, a complaint cell should be established with complete confidentiality to reduce ostracism.


Assuntos
Cultura Organizacional , Desempenho Profissional , Humanos , Adulto , Feminino , Paquistão , Masculino , Local de Trabalho/psicologia , Local de Trabalho/organização & administração , Inquéritos e Questionários , Comportamento Social , Pessoa de Meia-Idade , Análise de Classes Latentes , Adulto Jovem
9.
BMC Med Inform Decis Mak ; 24(1): 190, 2024 Jul 05.
Artigo em Inglês | MEDLINE | ID: mdl-38970070

RESUMO

BACKGROUND: Similar to other low and middle-income countries, Ethiopia faces limitations in using local health data for decision-making.We aimed to assess the effect of an intervention, namely the data-informed platform for health, on the culture of data-based decision making as perceived by district health office staff in Ethiopia's North Shewa Zone. METHODS: By designating district health offices as 'clusters', a cluster-randomised controlled trial was implemented. Out of a total of 24 districts in the zone, 12 districts were allocated to intervention arm and the other 12 in the control group arms. In the intervention arm district health office teams were supported in four-monthly cycles of data-driven decision-making over 20 months. This support included: (a) defining problems using a health system framework; (b) reviewing data; (c) considering possible solutions; (d) value-based prioritizing; and (e) a consultative process to develop, commit to, and follow up on action plans. To measure the culture of data use for decision-making in both intervention and control arms, we interviewed 120 health management staff (5 per district office). Using a Likert scale based standard Performance of Routine Information System Management tool, the information is categorized into six domains:- evidence-based decision making, emphasis on data quality, use of information, problem solving, responsibility and motivation. After converting the Likert scale responses into percentiles, difference-in-difference methods were applied to estimate the net effect of the intervention. In intervention districts, analysis of variance was used to summarize variation by staff designation. RESULTS: The overall decision-making culture in health management staff showed a net improvement of 13% points (95% C.I:9, 18) in intervention districts. The net effect of each of the six domains in turn was an 11% point increase (95% C.I:7, 15) on culture of evidence based decision making, a 16% point increase (95% C.I:8, 24) on emphasis on data quality, a 20% point increase (95% C.I:12, 28) on use of information, a 21% point increase (95% C.I:13, 29) on problem solving, and a 10% point increase (95% C.I:4, 16) on responsibility and motivation. In terms of variation by staff designation within intervention districts, statistically significant differences were observed only for problem solving and responsibility. CONCLUSION: The data-informed platform for health strategy resulted in a measurable improvement in data use and structured decision-making culture by using existing systems, namely the Performance Monitoring Team meetings. The intervention supported district health offices in identifying and solving problems through a structured process. After further research, DIPH intervention could also be applied to other health administration and facility levels. TRIAL REGISTRATION: ClinicalTrials.gov ID: NCT05310682, Dated 25/03/ 2022.


Assuntos
Tomada de Decisões , Etiópia , Humanos , Feminino , Adulto , Masculino , Cultura Organizacional , Pessoal de Saúde
10.
Sci Rep ; 14(1): 15371, 2024 07 04.
Artigo em Inglês | MEDLINE | ID: mdl-38965330

RESUMO

This study investigates the factors influencing employees' pro-environmental behavior (PEB) within organizations in the United Arab Emirates (UAE), a nation with a strong policy focus on sustainability. Utilizing a questionnaire-based survey of 146 employees in an automotive division of a UAE company and structural equation modeling (SEM), the research examines the impact of green entrepreneurial orientation, green leadership, environmental commitment, and Green Human Resource Management (GHRM) on employees' willingness to engage in eco-friendly practices at work. The findings reveal that GHRM and green leadership significantly influence employees' green entrepreneurial orientation, which in turn, alongside environmental commitment, positively impacts PEB. These results emphasize the importance of integrating sustainability into organizational culture, leadership, and human resource practices to foster a workforce that actively participates in environmental initiatives, thereby contributing to the development of sustainable communities and enhancing stakeholder engagement. The study provides valuable insights into the specific factors that drive PEB in the UAE context, where national policies prioritize sustainability, highlighting that the importance of implementing green practices and promoting a supportive environment encourages employees and stakeholders to embrace environmental sustainability. The research also sheds light on the role of green entrepreneurial orientation, suggesting that empowering employees to develop innovative environmental solutions can be a key driver of PEB. The SEM analysis also confirmed the positive impact of GHRM and green leadership on green entrepreneurial orientation. Additionally, green entrepreneurial orientation and environmental commitment were found to significantly influence PEB. These results have practical implications for organizations in the UAE and beyond, emphasizing that by integrating eco-friendly practices and fostering stakeholder engagement, organizations can enhance their environmental performance, strengthen their reputation, and attract environmentally conscious customers and employees, contributing to the development of sustainable communities.


Assuntos
Liderança , Emirados Árabes Unidos , Humanos , Masculino , Adulto , Feminino , Inquéritos e Questionários , Cultura Organizacional , Conservação dos Recursos Naturais/métodos , Pessoa de Meia-Idade
11.
Front Public Health ; 12: 1323716, 2024.
Artigo em Inglês | MEDLINE | ID: mdl-38903597

RESUMO

Background: This study aimed to translate the revised Hospital Survey on Patient Safety Culture (HSOPSC 2.0) to Mandarin, evaluate its psychometric properties, and apply it to a group of private hospitals in China to identify the determinants associated with patient safety culture. Methods: A two-phase study was conducted to translate and evaluate the HSOPSC 2.0. A cross-cultural adaptation of the HSOPSC 2.0 was performed in Mandarin and applied in a cross-sectional study in China. This study was conducted among 3,062 respondents from nine private hospitals and 11 clinics across six cities in China. The HSOPSC 2.0 was used to assess patient safety culture. Primary outcomes were measured by the overall patient safety grade and patient safety events reported. Results: Confirmatory factor analysis results and internal consistency reliability were acceptable for the translated HOSPSC 2.0. The dimension with the highest positive response was "Organizational learning - Continuous improvement" (89%), and the lowest was "Reporting patient safety event" (51%). Nurses and long working time in the hospital were associated with lower assessments of overall patient safety grades. Respondents who had direct contact with patients, had long working times in the hospital, and had long working hours per week reported more patient safety events. A higher level of patient safety culture implies an increased probability of a high overall patient safety grade and the number of patient safety events reported. Conclusion: The Chinese version of HSOPSC 2.0 is a reliable instrument for measuring patient safety culture in private hospitals in China. Organizational culture is the foundation of patient safety and can promote the development of a positive safety culture in private hospitals in China.


Assuntos
Hospitais Privados , Cultura Organizacional , Segurança do Paciente , Psicometria , Humanos , Estudos Transversais , China , Hospitais Privados/normas , Hospitais Privados/estatística & dados numéricos , Feminino , Inquéritos e Questionários , Adulto , Masculino , Reprodutibilidade dos Testes , Gestão da Segurança , Pessoa de Meia-Idade
12.
Int J Nurs Educ Scholarsh ; 21(1)2024 Jan 01.
Artigo em Inglês | MEDLINE | ID: mdl-38906531

RESUMO

OBJECTIVES: This cross-sectional study aimed to investigate and compare the perceptions of nursing students regarding patient safety culture (PSC) during the COVID-19 pandemic in three Central European countries. METHODS: Data were collected from 624 nursing students between April and September 2021 using the Hospital Survey on Patient Safety Culture. RESULTS: The evaluation of the PSC dimensions did not reach the expected level of 75 %. Significant associations were found between the perception of the dimensions of the individual PSC and age, student status, study year, and clinical placement. The overall patient safety grade, the number of events reported, and the number of events reported by nursing students were significantly predicted by several dimensions of the PSC (p<0.05). CONCLUSIONS: The evaluation of patient safety culture by nursing students offers a unique perspective. Students come with 'fresh eyes' and provide different perspectives that can provide healthcare leaders with a practical opportunity to identify blind spots, review and improve safety protocols, and foster a more inclusive culture that prioritizes patient safety.


Assuntos
COVID-19 , Segurança do Paciente , Estudantes de Enfermagem , Humanos , Estudantes de Enfermagem/psicologia , Estudantes de Enfermagem/estatística & dados numéricos , Estudos Transversais , Segurança do Paciente/estatística & dados numéricos , Feminino , Masculino , COVID-19/epidemiologia , Adulto , Adulto Jovem , Gestão da Segurança , Atitude do Pessoal de Saúde , Cultura Organizacional , SARS-CoV-2 , Inquéritos e Questionários
13.
PLoS One ; 19(6): e0304529, 2024.
Artigo em Inglês | MEDLINE | ID: mdl-38885235

RESUMO

With the continuous development of education level and the downturn of economic situation, employment competition is intensifying, more and more high-quality talents appear, and the misfit between people and posts has become a common phenomenon. However, there is no consensus on the relationship between perceived overqualification and employee creativity. Based on the conservation of resource theory, this study reveals the micro mechanism and boundary conditions of the influence of excessive qualification on employee creativity. This study analyzed 487 valid samples obtained in three stages. The results show that: (1) Job crafting has a positive mediating effect on perceived overqualification and creativity, and the path of the two halves is positive; (2) Work withdrawal behavior plays a negative mediating role between the perceived overqualification and creativity. The path in the first half is positive, and the path in the second half is negative; (3) Organizational identity moderates the effect of perceived overqualification on job crafting and work withdrawal behavior. Specifically, the higher the sense of organizational identification, the stronger the positive effect of perceived overqualification on job crafting and the weaker the positive effect on work withdrawal behavior; (4) Organizational identification moderates the mediating role of job crafting and work withdrawal behavior in the relationship between overqualification and creativity. Specifically, the higher the organizational identity, the stronger the indirect positive effect of perceived overqualification on creativity through job crafting, and the weaker the indirect negative impact of perceived overqualification on creativity through work withdrawal behavior. The study conclusion deepens the research on the mechanism of the influence of the perceived overqualification on employees' work behavior, and provides practical enlightenment for the organization and management of employees with excess qualification.


Assuntos
Criatividade , Emprego , Humanos , Emprego/psicologia , Feminino , Masculino , Adulto , Inquéritos e Questionários , Adulto Jovem , Satisfação no Emprego , Cultura Organizacional
14.
Hum Resour Health ; 22(1): 41, 2024 Jun 18.
Artigo em Inglês | MEDLINE | ID: mdl-38890735

RESUMO

Employer of choice (EOC) is a relatively new phenomenon, particularly in Human Resources Management. Existing employees and prospective talent have reasons and expectations to designate an employer as an EOC. While EOC has received extensive attention from both academics and practitioners over the past few years, the work has mostly focused on managerial and marketing perspectives, and thus far lacks a strong theoretical foundation. Drawing on Social Exchange Theory (SET), based on Human Resources and employees' perceptions and experiences, this research aims to explore and investigate the factors that constitute/designate an employer as an Employer of Choice EOC. Two qualitative triangulated data sets were collected from existing full-time employees at a Saudi multinational corporation: open interviews and document analysis (cross-sectional and longitudinal). Thematic analysis (TA) was employed to analyze both methods. The findings reveal that company image, training, and development, satisfaction, involvement and commitment, fairness, work culture, reward, opportunities for growth, teamwork, motivation, and corporate social responsibility are the factors that lead employees to designate an employer as an EOC. This research contributes to knowledge conceptually, theoretically, and empirically, mainly in the area of Human Resources Management. This research represents one of the first studies to empirically identify and investigate employee-related factors and evaluate them all together in a multinational Saudi organization. Recognizing the findings of this empirical-based research assists HR managers in designating their organizations as an EOC for current employees and prospective talents.


Assuntos
Pesquisa Qualitativa , Humanos , Arábia Saudita , Feminino , Masculino , Estudos Transversais , Motivação , Local de Trabalho , Satisfação no Emprego , Cultura Organizacional , Emprego , Adulto , Estudos Longitudinais , Comportamento de Escolha
15.
BMC Health Serv Res ; 24(1): 744, 2024 Jun 18.
Artigo em Inglês | MEDLINE | ID: mdl-38886792

RESUMO

BACKGROUND: Implementation science frameworks situate intervention implementation and sustainment within the context of the implementing organization and system. Aspects of organizational context such as leadership have been defined and measured largely within US health care settings characterized by decentralization and individual autonomy. The relevance of these constructs in other settings may be limited by differences like collectivist orientation, resource constraints, and hierarchical power structures. We aimed to adapt measures of organizational context in South African primary care clinics. METHODS: We convened a panel of South African experts in social science and HIV care delivery and presented implementation domains informed by existing frameworks and prior work in South Africa. Based on panel input, we selected contextual domains and adapted candidate items. We conducted cognitive interviews with 25 providers in KwaZulu-Natal Province to refine measures. We then conducted a cross-sectional survey of 16 clinics with 5-20 providers per clinic (N = 186). We assessed reliability using Cronbach's alpha and calculated interrater agreement (awg) and intraclass correlation coefficient (ICC) at the clinic level. Within clinics with moderate agreement, we calculated correlation of clinic-level measures with each other and with hypothesized predictors - staff continuity and infrastructure - and a clinical outcome, patient retention on antiretroviral therapy. RESULTS: Panelists emphasized contextual factors; we therefore focused on elements of clinic leadership, stress, cohesion, and collective problem solving (critical consciousness). Cognitive interviews confirmed salience of the domains and improved item clarity. After excluding items related to leaders' coordination abilities due to missingness and low agreement, all other scales demonstrated individual-level reliability and at least moderate interrater agreement in most facilities. ICC was low for most leadership measures and moderate for others. Measures tended to correlate within facility, and higher stress was significantly correlated with lower staff continuity. Organizational context was generally more positively rated in facilities that showed consistent agreement. CONCLUSIONS: As theorized, organizational context is important in understanding program implementation within the South African health system. Most adapted measures show good reliability at individual and clinic levels. Additional revision of existing frameworks to suit this context and further testing in high and low performing clinics is warranted.


Assuntos
Infecções por HIV , Atenção Primária à Saúde , África do Sul , Humanos , Atenção Primária à Saúde/organização & administração , Estudos Transversais , Infecções por HIV/diagnóstico , Infecções por HIV/terapia , Ciência da Implementação , Liderança , Instituições de Assistência Ambulatorial/organização & administração , Reprodutibilidade dos Testes , Feminino , Masculino , Cultura Organizacional , Entrevistas como Assunto
16.
Glob Health Action ; 17(1): 2346203, 2024 Dec 31.
Artigo em Inglês | MEDLINE | ID: mdl-38826145

RESUMO

BACKGROUND: Primary health care plays an important role in providing populations with access to health care. However, it is currently facing unprecedented workforce shortages and high turnover worldwide. OBJECTIVE: This study examined the relationship between organizational culture and turnover intention among primary care providers in China. METHODS: A cross-sectional survey was administered in four large cities in China, Tianjin, Jinan, Shanghai, and Shenzhen, comprising 38 community health centers and 399 primary care providers. Organizational culture was measured using the Competing Value Framework model, which is divided into four culture types: group, development, hierarchy, and rational culture. Turnover intention was measured using one item assessing participants' intention to leave their current position in the following year. We compared the turnover intention among different organizational culture types using a Chi-square test, while the hierarchical logistic regression was used to examine the relationship between organizational culture and turnover intention. RESULTS: The study found that 32% of primary care providers indicated an intention to leave. Primary care providers working in a hierarchical culture reported higher turnover intention (43.18%) compared with those in other cultures (p < 0.05). Hierarchical culture was a predictor of turnover intention (OR = 3.453, p < 0.001), whereas rational culture had a negative effect on turnover intention (OR = 0.319, p < 0.05). CONCLUSIONS: Our findings inform organizational management strategies to retain a healthy workforce in primary health care.


Main findings: This study found that primary care physicians and nurses working in a hierarchical culture are more likely to report the intention to leave compared to other culture types, while those working in a rational culture are significantly less likely to report the intention to leave.Added knowledge: The dominant organizational culture identified in community health centers across eastern China is group culture, and organizational culture is a significant predictor of the turnover intention of primary care providers.Global health impact for policy and action: Future primary care reform should focus on managerial interventions in their efforts to retain health workers and, in particular, develop and implement strategies to cultivate and moderate rational culture.


Assuntos
Intenção , Cultura Organizacional , Reorganização de Recursos Humanos , Atenção Primária à Saúde , Humanos , Reorganização de Recursos Humanos/estatística & dados numéricos , China , Estudos Transversais , Feminino , Masculino , Atenção Primária à Saúde/organização & administração , Adulto , Pessoa de Meia-Idade , Cidades , Pessoal de Saúde/psicologia , Inquéritos e Questionários , Satisfação no Emprego , Atitude do Pessoal de Saúde
17.
PLoS One ; 19(6): e0298581, 2024.
Artigo em Inglês | MEDLINE | ID: mdl-38829912

RESUMO

Nursing is considered indigent and oppressed because of uneven organizational hierarchies and unsatisfactory work environments. This study aimed to highlight the critical aspects of organizational culture in the nursing profession and, in general, those propagating hostile behaviours among female nursing staff that result in dissatisfaction and intention to leave the organization. A quantitative research approach was applied and a survey research strategy was used to collect the data. Convenience sampling was applied and data were collected from female nurses who were easily accessible and willing to participate in the research. A total of 707 questionnaires were collected from 14 hospitals and the data was analyzed using SmartPLS 4. Lack of administrative support and gender discrimination positively affected person-related hostility. In contrast, person-related hostility mediated the relationship between gender discrimination and lack of administrative support with the intention to leave. Direct or indirect person-related hostility factors can severely damage organizational reputation and quality and may cause the loss of employees with specific organizational knowledge and exposure. Losing an experienced employee to a newer one cannot replace the costs incurred on hiring, training, and providing knowledge to older employees. HR managers in organizations should devise strategies and policies that allow for the timely resolution of issues of nursing staff based on fair work performance.


Assuntos
Hostilidade , Humanos , Feminino , Paquistão , Adulto , Inquéritos e Questionários , Enfermeiras e Enfermeiros/psicologia , Satisfação no Emprego , Cultura Organizacional , Recursos Humanos de Enfermagem Hospitalar/psicologia , Setor de Assistência à Saúde , Pessoa de Meia-Idade , Sexismo , Masculino , Local de Trabalho/psicologia , Reorganização de Recursos Humanos , Atitude do Pessoal de Saúde
18.
BMC Health Serv Res ; 24(1): 701, 2024 Jun 03.
Artigo em Inglês | MEDLINE | ID: mdl-38831298

RESUMO

BACKGROUND: Artificial intelligence (AI) technologies are expected to "revolutionise" healthcare. However, despite their promises, their integration within healthcare organisations and systems remains limited. The objective of this study is to explore and understand the systemic challenges and implications of their integration in a leading Canadian academic hospital. METHODS: Semi-structured interviews were conducted with 29 stakeholders concerned by the integration of a large set of AI technologies within the organisation (e.g., managers, clinicians, researchers, patients, technology providers). Data were collected and analysed using the Non-Adoption, Abandonment, Scale-up, Spread, Sustainability (NASSS) framework. RESULTS: Among enabling factors and conditions, our findings highlight: a supportive organisational culture and leadership leading to a coherent organisational innovation narrative; mutual trust and transparent communication between senior management and frontline teams; the presence of champions, translators, and boundary spanners for AI able to build bridges and trust; and the capacity to attract technical and clinical talents and expertise. Constraints and barriers include: contrasting definitions of the value of AI technologies and ways to measure such value; lack of real-life and context-based evidence; varying patients' digital and health literacy capacities; misalignments between organisational dynamics, clinical and administrative processes, infrastructures, and AI technologies; lack of funding mechanisms covering the implementation, adaptation, and expertise required; challenges arising from practice change, new expertise development, and professional identities; lack of official professional, reimbursement, and insurance guidelines; lack of pre- and post-market approval legal and governance frameworks; diversity of the business and financing models for AI technologies; and misalignments between investors' priorities and the needs and expectations of healthcare organisations and systems. CONCLUSION: Thanks to the multidimensional NASSS framework, this study provides original insights and a detailed learning base for analysing AI technologies in healthcare from a thorough socio-technical perspective. Our findings highlight the importance of considering the complexity characterising healthcare organisations and systems in current efforts to introduce AI technologies within clinical routines. This study adds to the existing literature and can inform decision-making towards a judicious, responsible, and sustainable integration of these technologies in healthcare organisations and systems.


Assuntos
Inteligência Artificial , Pesquisa Qualitativa , Humanos , Canadá , Entrevistas como Assunto , Cultura Organizacional , Inovação Organizacional , Liderança , Centros Médicos Acadêmicos/organização & administração , Atenção à Saúde/organização & administração
19.
BMC Health Serv Res ; 24(1): 700, 2024 Jun 03.
Artigo em Inglês | MEDLINE | ID: mdl-38831446

RESUMO

BACKGROUND: Recent research within the context of Obstetrics shows the added value of patient participation in in-hospital patient safety. Notwithstanding these benefits, recent research within an Obstetrics department shows that four different negative effects of patient participation in patient safety have emerged. However, the approach to addressing these negative effects within the perspective of patient participation in patient safety is currently lacking. For this reason, the aim of this study is to generate an overview of actions that could be taken to mitigate the negative effects of patient participation in patient safety within an Obstetrics department. METHODS: This study was conducted in the Obstetrics Department of a tertiary academic center. An explorative qualitative interview study included sixteen interviews with professionals (N = 8) and patients (N = 8). The actions to mitigate the negative effects of patient participation in patient safety, were analyzed and classified using a deductive approach. RESULTS: Eighteen actions were identified that mitigated the negative effects of patient participation in patient safety within an Obstetrics department. These actions were categorized into five themes: 'structure', 'culture', 'education', 'emotional', and 'physical and technology'. These five categories reflect the current approach to improving patient safety which is primarily viewed from the perspective of professionals rather than of patients. CONCLUSIONS: Most of the identified actions are linked to changing the culture to generate more patient-centered care and change the current reality, which looks predominantly from the perspective of the professionals and too little from that of the patients. Furthermore, none of the suggested actions fit within a sixth anticipated category, namely, 'politics'. Future research should explore ways to implement a patient-centered care approach based on these actions. By doing so, space, money and time have to be created to elaborate on these actions and integrate them into the organizations' structure, culture and practices.


Assuntos
Participação do Paciente , Segurança do Paciente , Pesquisa Qualitativa , Humanos , Feminino , Adulto , Entrevistas como Assunto , Unidade Hospitalar de Ginecologia e Obstetrícia/organização & administração , Masculino , Cultura Organizacional
20.
PLoS One ; 19(6): e0293107, 2024.
Artigo em Inglês | MEDLINE | ID: mdl-38870169

RESUMO

Globally, healthcare systems are contending with a pronounced health human resource crisis marked by elevated rates of burnout, heightened job transitions, and an escalating demand for the limited supply of the existing health workforce. This crisis detrimentally affects the quality of patient care, contributing to long wait times, decreased patient satisfaction, and a heightened frequency of patient safety incidents and medical errors. In response to the heightened demand, healthcare organizations are proactively exploring solutions to retain their workforce. With women comprising over 70% of health human resources, this study seeks to gain insight into the unique experiences of women health professionals on the frontlines of healthcare and develop a conceptual framework aimed at facilitating organizations in effectively supporting the retention and advancement of women in healthcare frontline roles. We used grounded theory in this qualitative study. From January 2023 to May 2023, we conducted individual semi-structured interviews with 27 frontline HCWs working in Canada and representing diverse backgrounds. The data underwent thematic analysis, which involved identifying and comprehending recurring patterns across the information to elucidate emerging themes. Our analysis found that organizational, professional, and personal factors shape women's intentions to leave the frontline workforce. Reevaluating organizational strategies related to workforce, fostering a positive work culture, and building the capacity of management to create supportive work environment can collectively transform the work environment. By creating conditions that enable women to perform effectively and find satisfaction in their professional roles, organizations can enhance their ability to retain valuable talent.


Assuntos
Pessoal de Saúde , Humanos , Feminino , Pessoal de Saúde/psicologia , Canadá , Adulto , Satisfação no Emprego , Pessoa de Meia-Idade , Mão de Obra em Saúde , Esgotamento Profissional , Pesquisa Qualitativa , Cultura Organizacional , Local de Trabalho/psicologia
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