Work culture among healthcare personnel in a palliative medicine unit
Work culture among healthcare personnel in a palliative medicine unit
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DOI：
10.1017/s1478951512000818
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发表时间：
2013-04-01
影响因子：
2.2
通讯作者：
Ringdal, Gerd I.
中科院分区：
文献类型：
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作者：
Andre, Beate;Sjovold, Endre;Ringdal, Gerd I.
目的：了解和评估医护人员的姑息治疗的工作文化是很重要的，因为“高科技”和“高触摸”之间的冲突。由于这种冲突，在行为和程序上实施必要的改变可能意味着一个深刻的挑战。本研究的目的是探讨姑息医学单位（PMU）的工作文化。方法：在挪威的PMU，包括医生，护士，物理治疗师，和其他人填写了一份调查问卷，他们的看法在单位的工作文化的医疗人员（N = 26）。系统化的人组关系（SPGR）的方法被用来收集数据和分析。这种方法应用了六个不同的维度，代表了工作文化的不同方面（协同、退缩、对立、依赖、控制和培养），每个维度都有两个向量。该方法旨在探索哪些方面主导特定的工作文化，确定挑战，限制和机会。调查结果与一个由347个运作良好的挪威组织组成的参照组进行了比较，该参照组被称为“挪威标准”。“结果：在PMU工作的医护人员有显着高于“挪威规范”在这两个向量中的“退出”维度和显着较低的分数在这两个向量中的“协同”，“控制”和“依赖”dimensions.Significance的结果：医护人员在PMU有显着不同的看法，他们的工作文化比在“运作良好的组织”的工作人员在几个方面。在“协同”和“控制”维度中的低分数表明缺乏参与和建设性的目标导向行为，并且无法改变他们的行为。项目管理单位“高科技”和“高接触”之间的冲突似乎是实施新程序和替代行动方针时的一个障碍。
Objective: Understanding and assessing health care personnel's work culture in palliative care is important, as a conflict between "high tech" and "high touch" is present. Implementing necessary changes in behavior and procedures may imply a profound challenge, because of this conflict. The aim of this study was to explore the work culture at a palliative medicine unit (PMU).Method: Healthcare personnel (N = 26) at a PMU in Norway comprising physicians, nurses, physiotherapists, and others filled in a questionnaire about their perception of the work culture at the unit. The Systematizing Person-Group Relations (SPGR) method was used for gathering data and for the analyses. This method applies six different dimensions representing different aspects of a work culture (Synergy, Withdrawal, Opposition, Dependence, Control, and Nurture) and each dimension has two vectors applied. The method seeks to explore which aspects dominate the particular work culture, identifying challenges, limitations, and opportunities. The findings were compared with a reference group of 347 ratings of well-functioning Norwegian organizations, named the "Norwegian Norm."Results: The healthcare personnel working at the PMU had significantly higher scores than the "Norwegian Norm" in both vectors in the "Withdrawal" dimension and significant lower scores in both vectors in the "Synergy," "Control," and "Dependence" dimensions.Significance of results: Healthcare personnel at the PMU have a significantly different perception of their work culture than do staff in "well-functioning organizations" in several dimensions. The low score in the "Synergy" and "Control" dimensions indicate lack of engagement and constructive goal orientation behavior, and not being in a position to change their behavior. The conflict between "high tech" and "high touch" at a PMU seems to be an obstacle when implementing new procedures and alternative courses of action.