Implementing a new health management information system in Uganda
Implementing a new health management information system in Uganda
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DOI：
10.1093/heapol/czg026
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发表时间：
2003-06-01
影响因子：
3.2
通讯作者：
Wilson, TD
中科院分区：
文献类型：
--
作者：
Gladwin, J;Dixon, RA;Wilson, TD
本文报告的研究调查卫生管理信息系统（HMIS）的实施过程中，在乌干达，利用创新和动态平衡的组织变革模型的扩散。这两种观点都没有指导HMIS的开发过程。相反，技术问题，而不是更广泛的组织问题，主导了计划中的变革。在改变信息系统时需要考虑到组织环境，因为这一过程比一些从业人员在试图了解信息管理问题的原因和在低收入国家开发人力资源管理信息系统时所认识到的更为复杂。信息系统开发人员在推动集中式报告系统的变革时，并没有承认他们正在推动信息化管理方法一个支持在收集一级使用信息的HMIS。组织理论可以促进创新框架的传播。它是罗杰斯的创新扩散框架和莱维特的均衡组织力量概念的结合。扩散框架描述了过程，但组织模型已经给出了过程的各个方面的背景和原因。扩散模型并不能预测当一个特定的创新被引入时，组织内部需要改变什么，或者改变多少。组织模型的增加起到了帮助作用，这些框架可以促进未来信息管理创新的引入，并使从业人员能够将其引入视为需要管理的分阶段过程。实践的影响被确定。
This paper reports on research investigating the health management information system (HMIS) implementation process in Uganda, utilizing the diffusion of innovation and dynamic equilibrium organizational change models. Neither perspective guided the HMIS development process. Instead, technological issues, rather than wider organizational issues, dominated the planned change. The need to consider the organizational context when changing information systems arises because the process is more complex than some practitioners have realized, when attempting to understand the causes of information management problems and developing HMIS in low-income countries.In particular, information system developers had not acknowledged that they were promoting an informational approach to management when they promoted a change from a centralized reporting system to a HMIS supporting use of information at the level of collection. Strategies to facilitate this approach were not advocated.Organizational theory can contribute to the diffusion of innovation framework. It has yielded an integration of Rogers's diffusion of innovation framework and Leavitt's concept of organizational forces in equilibrium. The diffusion framework describes the process, but the organizational model has given the context and reason for aspects of the process. The diffusion model does not predict what needs to change within the organization when a particular innovation is introduced, or how much. The addition of the organizational model has helped.These frameworks can facilitate the introduction of future information management innovations and allow practitioners to perceive their introduction as a staged process needing to be managed. Implications for practice are identified.