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1.
Rev. urug. enferm ; 17(2): 1-10, dic. 2022.
Artigo em Espanhol | LILACS, BDENF - Enfermagem | ID: biblio-1393223

RESUMO

El clima organizacional constituye uno de los elementos a considerar en los procesos organizativos y la calidad de los servicios públicos de salud. En este artículo se realiza una valoración sobre el tema, con el objetivo de caracterizar el trabajo de nuestros Centros de Diagnóstico Integral (CDI). Entre varios argumentos se analizan las técnicas propuestas por Letwin y Stinger. Se enfatiza en las técnicas de exploración del clima organizacional a través de cuatro dimensiones básicas: motivación, liderazgo, reciprocidad y participación. Se realizó análisis de contenido de documentos, que incluyó artículos originales y de revisión publicados desde el año 2001 al 2021, se identificaron y revisaron artículos que fueron útiles para el desarrollo de la revisión, así como monografías de varias revistas y tesis doctorales actualizadas que permitieron el análisis histórico lógico de la evolución de la definición del clima organizacional. La sistematización de los términos relacionados con el clima organizacional permitió definirlo con sus características, dimensiones e importancia, sin embargo se hace necesario su conocimiento para el mejoramiento de la calidad en las instituciones laborales.


The organizational climate constitutes one of the elements to be considered in the organizational processes and the quality of public health services. In this article an assessment is made on the subject, with the aim of characterizing the work of our Comprehensive Diagnostic Centers (CDI). Among several arguments, the techniques proposed by Letwin and Stinger are analyzed. Emphasis is placed on the techniques for exploring the organizational climate through four basic dimensions: motivation, leadership, reciprocity, and participation. Document content analysis was carried out, which included original and review articles published from 2001 to 2021, identifying and reviewing articles that were useful for the development of the review, as well as monographs from various journals and updated doctoral theses that allowed the logical historical analysis of the evolution of the definition of organizational climate. The systematization of the terms related to the organizational climate, allowed to define it, with its characteristics, dimensions and importance, however its knowledge is necessary for the improvement of quality in labor institutions.


O clima organizacional constitui um dos elementos a serem considerados nos processos organizacionais e na qualidade dos serviços públicos de saúde. Neste artigo é feita uma avaliação sobre o assunto, com o objetivo de caracterizar o trabalho de nossos Centros de Diagnóstico Integral (CDI). Entre vários argumentos, são analisadas as técnicas propostas por Letwin e Stinger. A ênfase é colocada nas técnicas de exploração do clima organizacional por meio de quatro dimensões básicas: motivação, liderança, reciprocidade e participação. Foi realizada análise de conteúdo documental, que incluiu artigos originais e de revisão publicados de 2001 a 2021, identificando e revisando artigos que foram úteis para o desenvolvimento da revisão, além de monografias de diversos periódicos e teses de doutorado atualizadas que permitiram a análise histórica lógica da evolução da definição de clima organizacional. A sistematização dos termos relacionados ao clima organizacional, permitiu defini-lo, com suas características, dimensões e importância, porém seu conhecimento é necessário para a melhoria da qualidade nas instituições trabalhistas.


Assuntos
Humanos , Atenção Primária à Saúde , Qualidade da Assistência à Saúde , Venezuela , Condições de Trabalho , Planejamento Estratégico , Cultura Organizacional , Engajamento no Trabalho , Satisfação no Emprego , Liderança , Motivação
2.
PLoS One ; 17(9): e0274074, 2022.
Artigo em Inglês | MEDLINE | ID: mdl-36103554

RESUMO

The aim of this study was to analyse the content of online reviews posted by hospital employees on job websites for themes of organisational culture. 103 anonymous online reviews across three job websites, posted by hospital employees of four hospitals within an Australian health network were extracted. Reviews had been posted across a period of six years, from 2014 to early 2020. Sentiment rating based on user-allotted ratings on the selected websites was calculated. The sentiment score was validated against the textual content of the review to confirm employee recommendation and sentiment. Sentiment was coded as neutral, positive, or negative. Significant keywords, associations, and usage within the context of identified sentiment were deductively coded and clustered manually against eight pre-determined safety culture themes. These themes were derived from the most used assessment tools for self-reported measures of occupational health and safety, and safety culture in healthcare. Workers across clinical roles (n = 49) and non-clinical roles (n = 50) were evenly represented in the dataset. 35.9% of commenters (n = 37) reported their length of employment in the hospitals that they reviewed. Most online employee reviews addressed broad themes related to perceptions of management (n = 98), safety climate (n = 97), teamwork climate (n = 91) and working conditions (n = 98). A significant set of reviews addressed themes related to job satisfaction (n = 49) and learning, training, and development (n = 41). 72.8% of online reviews (n = 75) expressed positive sentiment towards their employer. Reviews expressing negative sentiment were largely posted by former employees and indicated areas of discontent that reflected organisational and systemic factors. Online employee reviews posted by hospital workers on job sites provide valuable insights into healthcare organisational culture. Therefore, employee online reviews could be used as a supplementary source of data to inform organisational employee engagement initiatives.


Assuntos
Cultura Organizacional , Gestão da Segurança , Austrália , Hospitais , Humanos , Satisfação no Emprego
3.
Hu Li Za Zhi ; 69(5): 7-13, 2022 Oct.
Artigo em Chinês | MEDLINE | ID: mdl-36127753

RESUMO

In hospitals, safety climate refers to the safety policies and regulations established by medical institutions and the measures taken to ensure medical personnel feel safe while working at these institutions. Safety climate can directly affect the overall work performance of medical personnel and indirectly affect patient care quality, which in turn impacts the rate of occupational hazards. Common occupational hazards in the medical workplace include contracting infectious diseases, overwork, irregular circadian rhythm due to working shifts, changes in sleep patterns and dietary habits, musculoskeletal discomfort, workplace violence, workplace stress, and needlestick injuries. This paper was developed to explore the history of promoting needlestick prevention in Taiwan, and discusses how to use the results of empirical research as scientific evidence and critical proofs to advocate for needlestick prevention and to establish related policies. In addition, the process of how improvements to the hospital safety climate and the prevention of occupational hazard incidents mutually influence and complement each other was examined. Future studies are encouraged to explore this topic to further elucidate the sources of workplace stress and to devise methods to ameliorate their influence on workplace stress in medical institutions. The results of these studies may be referenced by relevant government agencies and medical institutions when developing policies promoting safe environments in hospitals that improve the safe-work perceptions of nursing personnel and create comfortable and friendly medical environments.


Assuntos
Ferimentos Penetrantes Produzidos por Agulha , Estresse Ocupacional , Hospitais , Humanos , Ferimentos Penetrantes Produzidos por Agulha/prevenção & controle , Cultura Organizacional , Políticas , Taiwan
4.
Hu Li Za Zhi ; 69(5): 14-20, 2022 Oct.
Artigo em Chinês | MEDLINE | ID: mdl-36127754

RESUMO

Cultures of safety share a strong commitment to the goal of achieving zero harm and to continuously implementing the improvements and innovations necessary to achieve this goal. However, in some healthcare organizations today, safety is often undervalued and considered only after the occurrence of safety incidents, with no sense of commitment and no goal of zero harm. This article first briefly introduces the origin and definition of safety culture, the composition of safety culture, and the safety culture pyramid. Secondly, the definition, importance, and impact of hospital safety culture as well as the assessment tools for hospital safety culture are discussed. Finally, many practical leadership guidelines used in other countries to promote hospital safety culture are introduced as references for domestic healthcare organizations. Because patient safety is a dynamic and complex phenomenon, research and surveys of hospital safety culture conducted every two to three years are recommended to ensure best practices in patient safety. Achieving continuous improvement in patient safety and hospital safety culture requires leadership at all levels. In tandem, a total safety culture must be instilled throughout the health system. Commitment from leadership and management is critical to establishing and maintaining a safe, people-centered environment.


Assuntos
Liderança , Cultura Organizacional , Hospitais , Humanos , Segurança do Paciente , Gestão da Segurança
5.
Hu Li Za Zhi ; 69(5): 21-26, 2022 Oct.
Artigo em Chinês | MEDLINE | ID: mdl-36127755

RESUMO

Workplace violence is recognized as a serious psychosocial work hazard in the workplace. Nurses face higher risks of workplace violence and poor mental health than other medical professionals. In addition to addressing personal factors, workplace violence should be understood and managed in the context of the organizational climate. In this article, the definition and types of workplace violence and a socio-ecological perspective on workplace violence are introduced. In addition, the prevalence and impact on mental health of workplace violence are described. Lastly, the concept of safety climate and its influence on mental health are proposed. We hope this article provides readers with a better understanding of workplace violence and a contextual perspective on this issue. In addition to understanding workplace violence and learning coping strategies and skills, hospital managers should promote a positive climate of safety to reduce the occurrence of workplace violence and the impact of workplace violence on nurses.


Assuntos
Recursos Humanos de Enfermagem , Violência no Trabalho , Hospitais , Humanos , Saúde Mental , Cultura Organizacional , Violência no Trabalho/prevenção & controle , Violência no Trabalho/psicologia
6.
Hu Li Za Zhi ; 69(5): 27-33, 2022 Oct.
Artigo em Chinês | MEDLINE | ID: mdl-36127756

RESUMO

Work environments at healthcare organizations involve biological, chemical, and physical risks. Healthcare providers adhere to safe work practices and promote organizational activities proactively to improve practice safety and patient safety, both of which are closely linked to quality of care. In light of the limited research on safety culture and employee safety performance in the healthcare industry, this paper was developed to introduce the concept of hospital safety climate; the factors known to influence the safety climate in hospitals and safety performance and outcomes; and related safety climate measurement tools from the perspective of promoting safe performance among hospital healthcare providers. We recommend management create a safe work environment to reinforce employees' positive perceptions about the commitment of management to safety and subsequently promote shared beliefs regarding workplace safety and motivate employees to create a safer work environment. In addition, healthcare providers' perceptions of the safety climate should be assessed to identify strengths and weaknesses in the safety climate, guide the development of related improvement measures, and enhance the safety-climate perceptions of employees.


Assuntos
Cultura Organizacional , Gestão da Segurança , Hospitais , Humanos , Segurança do Paciente , Local de Trabalho
8.
Artigo em Inglês | MEDLINE | ID: mdl-36078677

RESUMO

Trust and team communication are central aspects for the achievement of both individual and common goals, which affect not only work efficiency but also the well-being of its members. In addition, organizational justice could affect these indicators, as well as the perception of collective efficacy within organizations, in this case, schools. The purpose of this study was to analyze the effect of organizational justice on teachers' subjective well-being, and how this is affected/mediated by collective efficacy. We worked with a sample of 693 teachers across Chile. Multiple mediation analysis was carried out, where the latent variables of the study were estimated (subjective well-being, organizational justice, and two dimensions of collective efficacy). The results indicate that there is full mediation of the collective efficacy dimensions between the predictor-criterion relationship. Our findings allow us to hypothesize that perceptions of collective efficacy are central to explaining well-being as an intrinsic factor.


Assuntos
Cultura Organizacional , Justiça Social , Logro , Humanos , Professores Escolares , Instituições Acadêmicas
9.
Artigo em Inglês | MEDLINE | ID: mdl-36078853

RESUMO

The importance of sustainability in supply chain management is growing worldwide. It is possible to find reasons for this using various phenomena that negatively affect humanity, e.g., climate change, scarce materials, supply disruptions, and complex fossil fuel dependency. Because of that, is extremely important to constantly look for new ways to systematically increase sustainability in enterprises and their logistics and supply chain processes by considering different stakeholders and influential factors. Therefore, this paper explores how different types of organizational culture and normative commitment impact sustainability and each other in business logistics and supply chains and develops a conceptual model to manage this challenge. Gaining new insights is valuable especially for managers to obtain better information on how to improve sustainability not just by integrating green technologies but mainly by changing culture, attitude, and perception in their enterprises. The research is focused on employees from global logistics or related branches in micro, small, medium, and large enterprises with the primary activity mostly related to manufacturing, transport, and storage. The findings are based on the questionnaire which was sent directly to 1576 employees from 528 enterprises. A total of 516 employees from enterprises that are mostly located in 34 countries responded to requests for participation. The results reveal statistically significant positive and negative impacts, e.g., clan culture has a positive statistically significant impact on the sustainable development of supply chains. Most of the connections to the eighth Sustainable Development Goal by the United Nations (decent work and economic growth) were also found, which was the enterprise's highest priority with a share of 52.99%. A contribution to the theory development is gained using the developed model that considers both positive and negative statistically significant impacts studied.


Assuntos
Cultura Organizacional , Desenvolvimento Sustentável , Comércio , Desenvolvimento Econômico , Humanos , Modelos Teóricos
10.
Artigo em Inglês | MEDLINE | ID: mdl-36142071

RESUMO

The role of organizational resilience is important in an era of the new normal after COVID-19. The purpose of this study is to examine the effect of organizational resilience and psychological resilience on perceived well-being and employee resilience in the workplace from the internal stakeholder perspective. A new research framework has been proposed. Cross-sectional research design was employed to collect responses from 115 employees from various organizations. Structural equation modeling was used to analyze the data. Organizational resilience is associated with perceived well-being and employee resilience. Psychological resilience is associated with perceived well-being and employee resilience. Employee resilience and perceived well-being are associated with work engagement. Complex mediation models are proposed. Theoretical contributions and managerial implications are discussed.


Assuntos
COVID-19 , Resiliência Psicológica , COVID-19/epidemiologia , Estudos Transversais , Humanos , Cultura Organizacional , Local de Trabalho/psicologia
11.
BMJ Lead ; 6(2): 87-91, 2022 Jun.
Artigo em Inglês | MEDLINE | ID: mdl-36170536

RESUMO

BACKGROUND: There is evidence that creating a 'healthy workplace' can be of profound importance for clinicians, team members and patients. Yet there have been few papers that have proposed mechanisms to take decades of research and translate this into a practical list of options for leaders and managers to take into account when structuring a clinic based on care and kindness to achieve optimal health. EVIDENCE: We bring together 20 years of scholarship linking care of the caregivers with outcomes for caregivers and patients. The data are used to support both structures and cultures that will result in satisfied and thriving healthcare team members, as well as satisfied and healthy patients. RESULTS: The clinic based on care of the caregivers will be structured to address key aspects of worklife that are known to cause either satisfaction or burnout. Aspects of care, such as time pressure, chaotic environments and worker control of their workplace, will be taken into account in clinical design; organisational culture will be supportive and cohesive, emphasising quality, values and communication. Experiences based on gender and race will be measured and continuously improved; and performance will be evaluated in a new, human-centred manner. OUTCOMES: The careful and kind clinic will be a remarkable place to work; in contrast to industrialised healthcare, this will be an environment where health can indeed be optimised, for both workers and patients.


Assuntos
Esgotamento Profissional , Local de Trabalho , Esgotamento Profissional/prevenção & controle , Cuidadores , Comunicação , Humanos , Cultura Organizacional
12.
J Patient Saf ; 18(7): 674-679, 2022 Oct 01.
Artigo em Inglês | MEDLINE | ID: mdl-36170586

RESUMO

OBJECTIVES: This study aimed at the simultaneous assessment of culture and laboratory practices related to patient safety in Brazilian laboratories, and validation of the proposed questionnaire. METHODS: The questionnaire was based on the Hospital Survey on Patient Safety Culture, used by the 1.0 version of the Agency of Healthcare Research and Quality and other bibliographical references. The sample consisted of 1414 professionals from 51 different Brazilian clinical laboratories. Agency of Healthcare Research and Quality criteria were used to define "strengths and weaknesses" related to patient safety. The psychometric evaluation of the questionnaire included the analysis of reliability and validity. RESULTS: Patient safety in the laboratories was considered "excellent" (35.22%), "very good" (53.14%), "regular" (10.11%), "bad" (0.92%), and "very bad" (0.61%). The only dimension of culture with positivity less than 50% was "nonpunitive responses to errors" (30.74%). The dimensions on laboratory practices related to patient safety revealed positivity greater than 60%, with the "analytical" dimension (76.47%) being the highest. The psychometric evaluation revealed the reliability of the questionnaire, the applicability of 12 dimensions to assess culture, and 4 or 5 dimensions to assess laboratory practices related to patient safety. CONCLUSIONS: The culture and practices related to patient safety in Brazilian laboratories were evaluated as good, although a punitive culture against the occurrence of errors was identified. The psychometric evaluation of the questionnaire confirmed its reliability and validity. Studies performed in a larger and more diverse sample of clinical laboratories are needed to confirm the results obtained.


Assuntos
Laboratórios , Segurança do Paciente , Brasil , Humanos , Cultura Organizacional , Psicometria , Reprodutibilidade dos Testes , Gestão da Segurança , Inquéritos e Questionários
13.
J Healthc Manag ; 67(5): 380-402, 2022.
Artigo em Inglês | MEDLINE | ID: mdl-36074701

RESUMO

GOAL: Moral distress literature is firmly rooted in the nursing and clinician experience, with a paucity of literature that considers the extent to which moral distress affects clinical and administrative healthcare leaders. Moreover, the little evidence that has been collected on this phenomenon has not been systematically mapped to identify key areas for both theoretical and practical elaboration. We conducted a scoping review to frame our understanding of this largely unexplored dynamic of moral distress and better situate our existing knowledge of moral distress and leadership. METHODS: Using moral distress theory as our conceptual framework, we evaluated recent literature on moral distress and leadership to understand how prior studies have conceptualized the effects of moral distress. Our search yielded 1,640 total abstracts. Further screening with the PRISMA process resulted in 72 included articles. PRINCIPAL FINDINGS: Our scoping review found that leaders-not just their employees- personally experience moral distress. In addition, we identified an important role for leaders and organizations in addressing the theoretical conceptualization and practical effects of moral distress. PRACTICAL APPLICATIONS: Although moral distress is unlikely to ever be eliminated, the literature in this review points to a singular need for organizational responses that are intended to intervene at the level of the organization itself, not just at the individual level. Best practices require creating stronger organizational cultures that are designed to mitigate moral distress. This can be achieved through transparency and alignment of personal, professional, and organizational values.


Assuntos
Cultura Organizacional , Estresse Psicológico , Atenção à Saúde , Humanos , Liderança , Princípios Morais
14.
J Nurs Adm ; 52(10): 554-559, 2022 Oct 01.
Artigo em Inglês | MEDLINE | ID: mdl-36166633

RESUMO

OBJECTIVE: The aim of this study was to describe the evidence-based practice (EBP) attributes among California nurse leaders who are members of a professional nursing organization. BACKGROUND: Nurse leaders are pivotal for successful EBP implementation. The Association of California Nurse Leaders' (ACNL) mission to equip nurses to lead self, others, and systems propelled them to conduct a study of members' EBP beliefs, knowledge, competencies, and implementation. METHODS: Evidence-based practice attributes of California nurse leaders were measured using valid and reliable scales via an anonymous, electronic survey. RESULTS: Although ahead in the subjective EBP scales, California nurse leaders' perceptions of organizational EBP culture were comparable with those of a similar national sample. Scores still indicated opportunities for improvement. CONCLUSIONS: Nurse leaders must be prepared to lead EBP in their organizations. Professional organizations such as ACNL have an opportunity to help leaders by conducting research and assessing and meeting their members' learning needs.


Assuntos
Prática Clínica Baseada em Evidências , Enfermeiras e Enfermeiros , Atitude do Pessoal de Saúde , Enfermagem Baseada em Evidências , Humanos , Cultura Organizacional , Inquéritos e Questionários
15.
Leadersh Health Serv (Bradf Engl) ; ahead-of-print(ahead-of-print)2022 09 19.
Artigo em Inglês | MEDLINE | ID: mdl-36107020

RESUMO

PURPOSE: Leadership literature has identified that the servant leadership style can reduce employee negative work outcomes, even in challenging work environments like the health-care sector as nurses play an important role in the performance of a hospital. That is why, the efficiency and effectiveness of the nurses are believed to be directly linked to improved health benefits to the public. So, this study aims to investigate the inter-relationship between servant leadership, organizational justice and workplace deviance of nurses in public sector hospitals. DESIGN/METHODOLOGY/APPROACH: A self-administrated questionnaire using a drop-and-collect method was used for collecting the data from nurses working in the public sector hospitals of Pakistan using a convenient sampling technique. In total, 370 questionnaires were distributed among the nursing staff, of which 201 completed and usable questionnaires were returned and used for data analysis. Further, the partial least squares structural equation modeling approach is used in this study using SmartPLS version 3 software to test the hypothesized model and determine the direct and indirect effects. FINDINGS: Results showed a negative relationship between servant leadership and workplace deviance, positive relationship between servant leadership and organizational justice, negative relationship between organizational justice and workplace deviance and that organizational justice mediates in the relationship between servant leadership and workplace deviance. PRACTICAL IMPLICATIONS: This study provides valuable recommendations and practical implications to address the nurses' deviant workplace behaviors in the public sector hospitals of Pakistan. ORIGINALITY/VALUE: This study is novel as it shows the significance of servant leadership behavior which has the ability to positively influence organizational justice perception leading to less likelihood of the emergence of nurses' deviant workplace behavior, specifically in the context of public sector hospitals of Pakistan.


Assuntos
Recursos Humanos de Enfermagem no Hospital , Local de Trabalho , Hospitais Públicos , Humanos , Liderança , Cultura Organizacional , Justiça Social
16.
J Environ Public Health ; 2022: 4629422, 2022.
Artigo em Inglês | MEDLINE | ID: mdl-36089946

RESUMO

Excellence in corporate culture is the key to achieving sustainable business development. Sustainability can be a source of success, innovation and profitability for a company, driving the achievement of low-carbon goals for transport infrastructure enterprises. The aim of this study is to examine the relationship between corporate culture and corporate sustainability from the perspective of transport infrastructure enterprises, and to identify which corporate culture factors may have an impact on the sustainable low carbon development of transport infrastructure enterprises. To achieve this, we constructed a structural equation model based on 351 cases in Hunan Province and examined the relationship between corporate culture and sustainable low-carbon development using partial least squares structural equation modeling. The findings suggest that corporate values and corporate culture management capabilities play an important role in promoting sustainable development of transport infrastructure enterprises at the economic and low-carbon levels.


Assuntos
Cultura Organizacional , Desenvolvimento Sustentável , Carbono
17.
Artigo em Inglês | MEDLINE | ID: mdl-35955067

RESUMO

The patient safety climate is a key element of quality in healthcare. It should be a priority in the healthcare systems of all countries in the world. The goal of patient safety programs is to prevent errors and reduce the potential harm to patients when using healthcare services. A safety climate is also necessary to ensure a safe working environment for healthcare professionals. The attitudes of healthcare workers toward patient safety in various aspects of work, organization and functioning of the ward are important elements of the organization's safety culture. The aim of this study was to determine the perception of the patient safety climate by healthcare workers during the COVID-19 pandemic. METHODS: The study was conducted in five European countries. The Safety Attitude Questionnaire (SAQ) short version was used for the study. A total of 1061 healthcare workers: physicians, nurses and paramedics, participated in this study. RESULTS: All groups received the highest mean results on the stress recognition subscale (SR): nurses 98.77, paramedics 96.39 and physician 98.28. Nurses and physicians evaluated work conditions (WC) to be the lowest (47.19 and 44.99), while paramedics evaluated perceptions of management (PM) as the worst (46.44). Paramedics achieved statistically significantly lower scores compared to nurses and physicians in job satisfaction (JS), stress recognition (SR) and perception of management (PM) (p < 0.0001). Paramedics compared to nurses and physicians rank better in working conditions (WC) in relation to patient safety (16.21%). Most often, persons of lower seniority scored higher in all subscales (p = 0.001). In Poland, Spain, France, Turkey, and Greece, healthcare workers scored highest in stress recognition (SR). In Poland, Spain, France, and Turkey, they assessed working conditions (WC) as the worst, while in Greece, the perception of management (PM) had the lowest result. CONCLUSION: Participant perceptions about the patient safety climate were not at a particularly satisfactory level, and there is still a need for the development of patient safety culture in healthcare in Europe. Overall, positive working conditions, good management and effective teamwork can contribute to improving employees' attitudes toward patient safety. This study was carried out during the COVID-19 pandemic and should be repeated after its completion, and comparative studies will allow for a more precise determination of the safety climate in the assessment of employees.


Assuntos
COVID-19 , Segurança do Paciente , Atitude do Pessoal de Saúde , COVID-19/epidemiologia , Estudos Transversais , Pessoal de Saúde , Humanos , Satisfação no Emprego , Cultura Organizacional , Pandemias , Percepção , Gestão da Segurança , Inquéritos e Questionários
18.
Artigo em Inglês | MEDLINE | ID: mdl-35955099

RESUMO

In complex systems such as hospitals, work organization can influence the level of occupational stress and, consequently, the physical and mental health of workers. Hospital healthcare workers were asked to complete a questionnaire during their regular occupational health examination, in order to assess the perceived level of organizational justice, and to verify whether it was associated with occupational stress, mental health, and absenteeism. The questionnaire included the Colquitt Organizational Justice (OJ) Scale, the Karasek/Theorell demand-control-support (DCS) questionnaire for occupational stress, and the General Health Questionnaire (GHQ12) for mental health. Workers were also required to indicate whether they had been absent because of back pain in the past year. Organizational justice was a significant predictor of occupational stress. Stress was a mediator in the relationship between justice and mental health. Occupational stress was more closely related to perceptions of lack of distributive justice than to perceptions of procedural, informational, and interpersonal justice. Physicians perceived significantly less distributive justice than other workers. In adjusted univariate logistic regression models, the perceptions of organizational justice were associated with a significant reduction in the risk of sick leave for back pain (OR 0.96; CI95% 0.94-0.99; p < 0.001), whereas occupational stress was associated with an increased risk of sick leave (OR 6.73; CI95% 2.02-22.40; p < 0.002). Work organization is a strong predictor of occupational stress and of mental and physical health among hospital employees.


Assuntos
Estresse Ocupacional , Justiça Social , Hospitais , Humanos , Estresse Ocupacional/psicologia , Cultura Organizacional , Recursos Humanos em Hospital , Justiça Social/psicologia , Inquéritos e Questionários
19.
J Safety Res ; 82: 151-158, 2022 Sep.
Artigo em Inglês | MEDLINE | ID: mdl-36031242

RESUMO

INTRODUCTION: Researchers are finding merits in utilizing industry-specific safety climate scales that capture the nuances of context, and tend to show stronger associations with safety behavior and outcomes like incidents. Yet, to date, guidance around the practicalities of developing and validating such industry-specific scales is lacking in the safety science literature. METHOD: In this paper we outline our experiences developing six industry-specific safety climate scales and highlight strengths and limitations of our approach. We also briefly review the industry-specific safety climate literature and offer highlights for consideration when developing such scales. Our method to develop industry-specific safety climate scales followed an established best practice structure: literature review of existing published industry scales, collation and review of existing scale items, consultation interviews with industry experts, item drafting, exploratory and confirmatory statistical analyses, and finally, a real-world ecological validity test. RESULTS: Our research highlighted the diversity of safety climate dimensions (both the conceptual and content domains of each dimension) when it is considered at an industry level. Also, the literature reviews revealed a dearth of industry-specific safety climate scales in the areas we engaged with, so our project filled a glaring gap in research and practice. Best practice safety climate scale development methods are provided to stimulate further research. CONCLUSIONS: We conclude with reflections on the nature of safety climate within and across industries, and offer suggestions for future lines of research across other contexts (e.g., national culture, geography, and regulatory settings). We suggest that industry-specific safety climate scales have a specific use case, such as identifying specific areas to improve and evaluating the impact of safety interventions. PRACTICAL APPLICATIONS: This article provides applications for both applied researchers (to improve capabilities in safety climate scale development) and practitioners who wish to measure organisational safety climate and design effective interventions. Engaging with regulators to build safety climate scales is powerful because their personnel have rich experiences to share across multiple workplaces. Organisational researchers can engage with survey panels to build robust scales. Finally, industry-specific nuances can lead to richer insights into an organisation's safety climate.


Assuntos
Saúde do Trabalhador , Cultura Organizacional , Humanos , Indústrias , Gestão da Segurança , Inquéritos e Questionários , Local de Trabalho
20.
J Ambul Care Manage ; 45(4): 299-309, 2022.
Artigo em Inglês | MEDLINE | ID: mdl-36006388

RESUMO

Investigation of nurses' perceptions of patient safety culture (PSC) might be beneficial in identifying safety areas that need improvement, especially during the COVID-19 pandemic. The study reports on the PSC in primary care from the nurses' perspective during the pandemic. Nurses (n = 117) evaluated teamwork (87.3%) and staff training (80.9%) positively but work pressure and pace (26.1%) and patient care tracking (45.3%) concerning PSC dimensions negatively. Limited care coordination and continuity lead to patient hospitalizations and care fragmentation. However, regular assessment of PSC can lead to adopting the necessary strategies to reinforce weaknesses and thus improve patient safety in primary care.


Assuntos
COVID-19 , Enfermeiras e Enfermeiros , COVID-19/epidemiologia , Estudos Transversais , Humanos , Cultura Organizacional , Pandemias , Segurança do Paciente , Percepção , Atenção Primária à Saúde , Gestão da Segurança , Inquéritos e Questionários
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