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Bjørnstad M, Tam A, McDougall M, Feddersen NB. Relationships influencing organisational culture in men's elite football clubs in Norway. Psychol Sport Exerc 2024; 72:102604. [PMID: 38316334 DOI: 10.1016/j.psychsport.2024.102604] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 05/31/2023] [Revised: 02/01/2024] [Accepted: 02/02/2024] [Indexed: 02/07/2024]
Abstract
This paper examines the relationships within and outside organisations that have the leverage to influence culture in the context of men's elite football clubs in Norway. Participants from three clubs held positions as Performance Director (n=2), sport psychology practitioner (n = 3), and physiotherapist (n = 2) and participated in semi-structured interviews focusing on the relationships, tensions, and dynamic organisational forces in their respective clubs. Using reflexive thematic analysis, we developed two overarching themes showing (1) Organisational cultures in time frames and (2) Relationships among stakeholders influencing organisational culture. Developing these themes indicated that an organisational culture is not only a point of arrival, but also a point of departure for future activities. Hence, those charged with organisational culture work must maintain awareness of the influence of a club's history and how it influences dynamic tensions with stakeholders within and outside clubs. It is also critical that cultural practitioners are mindful of players' and staffs' individual journeys, which influence how they self-organise into fluid and temporary subgroups. The findings can sharpen our understanding of working with culture in elite football by emphasising other sources of culture besides leaders' attempts at controlling or steering it in their preferred way. Using the findings provided in this study can help practitioners recognise organisational tensions or slippage towards cultural problems before they lead to traumatic organisational crises.
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Amoadu M, Ansah EW, Sarfo JO. Preventing workplace mistreatment and improving workers' mental health: a scoping review of the impact of psychosocial safety climate. BMC Psychol 2024; 12:195. [PMID: 38589902 PMCID: PMC11003102 DOI: 10.1186/s40359-024-01675-z] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/03/2023] [Accepted: 03/19/2024] [Indexed: 04/10/2024] Open
Abstract
BACKGROUND Work environment is rapidly evolving, unfortunately, it is also becoming increasingly hostile for workers due mostly to common psychosocial hazards. This situation is posing significant challenges for organisations to protect the psychological well-being of their workers. Hence, this review aims to map studies to understand the influence of psychosocial safety climate (PSC) on workplace mistreatment and mental health of workers. METHODS The guidelines outlined by Arksey and O'Malley were adopted for this review. PubMed, Scopus, Web of Science, JSTOR, Google and Google Scholar were searched for relevant papers. Only peer-reviewed studies that measured PSC using PSC-12, PSC-8 or PSC-4 were included in this review. RESULTS Thirty-eight studies met the inclusion criteria. This review found that PSC has a negative association with workplace mistreatment such as bullying, harassment, violence, discrimination and abuse. Further, PSC has a positive association with psychological well-being, personal resilience and hope. Low level organisational PSC also promotes psychological distress, stress, depression, cognitive weariness and emotional exhaustion. The buffering effect of PSC is well-established. Moreover, PSC mediates the association between health-centric leadership and workers' psychological health problems. The inverse relationship between PSC and depressive symptoms was stronger for females than males. CONCLUSION Organisations should prioritise training and development of supervisors to enhance their supportive skills, encourage respectful behaviour, encourage the use of resources promote open and bottom-up communication and provide guidance on conflict resolution. By promoting a high PSC context, organisations can create a culture that discourages mistreatment, leading to increased employee well-being, job satisfaction, and productivity.
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Affiliation(s)
- Mustapha Amoadu
- Department of Health, Physical Education and Recreation, University of Cape Coast, Cape Coast, Ghana.
| | - Edward Wilson Ansah
- Department of Health, Physical Education and Recreation, University of Cape Coast, Cape Coast, Ghana
| | - Jacob Owusu Sarfo
- Department of Health, Physical Education and Recreation, University of Cape Coast, Cape Coast, Ghana
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Lui JNM, Andres EB, Johnston JM. How do organizational culture and leadership style affect nurse presenteeism and productivity?: A cross sectional study of Hong Kong acute public hospitals. Int J Nurs Stud 2024; 152:104675. [PMID: 38277926 DOI: 10.1016/j.ijnurstu.2023.104675] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/29/2022] [Revised: 11/03/2023] [Accepted: 12/11/2023] [Indexed: 01/28/2024]
Abstract
BACKGROUND Presenteeism is defined as a type of work behavior in which employees are physically present at work when ill, often with reduced performance. While organizational culture and leadership style are known to impact the organizational behavior of hospital staff, as indicated by increased burnout and decreased work engagement, their impact on nurse presenteeism and productivity has not been explored. Moreover, nursing studies often neglect the importance of using multi-level analysis, adopting aggregated unit-level scores to account for collective perceptions to evaluate culture and leadership. OBJECTIVE This study aims to evaluate the impact of unit-level organizational culture and leadership style on individual-level nurse presenteeism and productivity in acute care hospitals using multilevel analysis. DESIGN Cross-sectional study. SETTING(S) Three major acute care public hospitals in Hong Kong, where public hospitals provide over 90 % of inpatient services. PARTICIPANTS All full-time nurses (N = 4657) in the three study hospitals were invited to participate in this study. A total of 2339 nurses responded to the survey for a 65 % response rate. METHODS Organizational culture and leadership style are characterized using the competing values framework and a two-factor leadership style typology, respectively. Multilevel hierarchical linear modeling was applied with unit-level clustering in each hospital. RESULTS Hierarchical culture was the dominant culture (M = 3.64, SD = 0.74) in our nurse sample. None of the unit-level organizational culture and leadership styles were associated with nurse presenteeism, however, rational organizational culture at the unit-level was significantly associated with increased productivity (regression coefficient: 0.17, 95 % CI: 0.04-0.31). CONCLUSIONS This study provides hospital managers with improved understanding of the differential impact of unit-level organizational culture and leadership style on nurse presenteeism and productivity. Unit-level leadership style did not have a direct impact on nurse presenteeism and productivity in this study, while the externally focused rational organizational culture increased nurse productivity. Further research is needed to understand the impacts of modifiable work factors and nurse psychosocial emotions on presenteeism and productivity.
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Affiliation(s)
- Juliana Nga Man Lui
- Department of Medicine and Therapeutics, The Chinese University of Hong Kong, Prince of Wales Hospital, Hong Kong, China.
| | | | - Janice Mary Johnston
- School of Public Health, Li Ka Shing Faculty of Medicine, The University of Hong Kong, G/F, Patrick Manson Building (North Wing), 7 Sassoon Road, Pokfulam, Hong Kong, China
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Huang YH, Lee J, Perry M, He Y, Tondokoro T. Safety Climate in the Utility Industry: Perceptual Discrepancies Across Organizational Hierarchy. J Occup Environ Med 2024; 66:298-304. [PMID: 38234091 DOI: 10.1097/jom.0000000000003037] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/19/2024]
Abstract
OBJECTIVES This study aims to extend safety climate research by considering perceptions across the following three hierarchical levels within a workplace: (1) senior leaders/executives, (2) field leaders/supervisors, and (3) front-line employees. METHODS We conducted a quantitative survey study at a US utility company where we collected data related to safety climate perceptions and employee-reported safety behaviors across the different levels of organizational hierarchy. RESULTS The findings revealed the highest safety climate scores among senior leaders/executives, followed by field leaders/supervisors, and then employees, suggesting potential discrepancies between espoused and enacted safety values in the workplace. CONCLUSIONS These results suggest that supervisors and top managers may have different mental models of workplace safety compared with employees. Consequently, assessing perceptions at different organizational levels provides a fuller picture of safety in the workplace.
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Affiliation(s)
- Yueng-Hsiang Huang
- From the Oregon Health & Science University, Portland, OR (Y.H.H., T.T.); Kansas State University, Manhattan, KS (J.L.); Portland State University, Portland, OR (M.P.); and University of Georgia, Athens, GA (Y.H.)
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Lee MCC, Ding AYL. The Relationship Between Market Culture, Clan Culture, Benevolent Leadership, Work Engagement, and Job Performance: Leader's Dark Triad as a Moderator. Psychol Rep 2024; 127:887-911. [PMID: 35981716 DOI: 10.1177/00332941221121564] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
Benevolent leadership is one of the leadership styles which provides a positive influence on employees. However, the current leadership literature has yet to investigate how benevolent leadership leads to job performance, the processes involved, the relationship between organizational culture and benevolent leadership, and the role of dark side of leaders in affecting this relationship. Using the leader-culture fit framework within an Eastern context, the current study first investigates the relationship between benevolent leadership and job performance through work engagement. The study then compares two contrasting organizational culture (i.e., market culture and clan culture) on benevolent leadership. Finally, the study investigates how leaders' dark triad affects the relationship between organizational culture and benevolent leadership. 374 full-time white-collar employees (Males = 54.01%; Mean age: 32.7 years) from various private organizations within the service industry participated in this study. The results showed that work engagement mediated benevolent leadership and job performance. Market culture showed a negative relationship with benevolent leadership while clan culture showed a positive relationship with benevolent leadership. Benevolent leadership mediated clan culture (but not market culture) and work engagement. Under a high market culture with a high dark triad leader, benevolent leadership is at its lowest level. Under a high clan culture with a low dark triad leader, benevolent leadership is at its highest level. The findings suggest the importance of benevolent leadership within a clan culture (rather than market culture), in aligning with the leader-culture fit framework in increasing employees' work engagement and job performance.
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Affiliation(s)
| | - Alyssa Y L Ding
- Department of Psychology, Sunway University, Petaling Jaya, Malaysia
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Brook K, Lin DM, Agarwala AV. Practical approaches to implementing a safety culture. Int Anesthesiol Clin 2024; 62:34-40. [PMID: 38349014 DOI: 10.1097/aia.0000000000000435] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 03/12/2024]
Affiliation(s)
- Karolina Brook
- Department of Anesthesiology, Quality and Safety, Boston Medical Center, Boston, Massachusetts
- Department of Anesthesiology, Chobanian and Avedisian School of Medicine, Boston, Massachusetts
| | - Della M Lin
- Department of Surgery, John A. Burns School of Medicine, Honolulu, Hawaii
- Faculty, Ariadne Laboratories, Boston, Massachusetts
| | - Aalok V Agarwala
- Department of Anesthesiology, Massachusetts Eye and Ear Infirmary, Boston, Massachusetts
- Department of Anesthesia, Harvard Medical School, Boston, Massachusetts
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Rathert C, Vogus T, Hearld LR. Psychological work climates and health care worker well-being. Health Care Manage Rev 2024; 49:85. [PMID: 38393980 DOI: 10.1097/hmr.0000000000000401] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 02/25/2024]
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Khanam Z, Khan Z, Arwab M, Khan A. Assessing the mediating role of organizational justice between the responsible leadership and employee turnover intention in health-care sector. Leadersh Health Serv (Bradf Engl) 2024; ahead-of-print. [PMID: 38520672 DOI: 10.1108/lhs-06-2023-0046] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 03/25/2024]
Abstract
PURPOSE The aim of this study is to investigate the extent to which organizational justice (OJ) mediates between responsible leadership (RL) and employee turnover intention (TI). DESIGN/METHODOLOGY/APPROACH Both online and offline questionnaire was used to collect the data from 387 Indian health-care employees, and the data were analyzed using partial least squares structural equation modeling (PLS-SEM) with the help of SmartPLS 4. FINDINGS The study's findings demonstrated a significant positive association between RL and OJ and a negative association between OJ and employee TI. Furthermore, results also confirmed the mediating role of OJ between RI and TI. RESEARCH LIMITATIONS/IMPLICATIONS The generalizability of the study's data collection is limited because it is based on the responses of Indian health-care sector employees to an online and offline survey. The authors propose that the health-care sector uses RL as an approach that takes a broad view of the parties with a stake and focuses on creating fairness in acts and justice at the workplace to address the major issue of employee turnover. ORIGINALITY/VALUE This study expanded on previous research by demonstrating that the influence of responsible leadership on employee TI is mediated by OJ in the context of India's health-care sector. It also contributes to the literature regarding RI, OJ and TI. The study also enriched the body of knowledge about using the PLS-SEM approach to predict employee TI.
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Affiliation(s)
- Zeba Khanam
- Department of Commerce, Aligarh Muslim University, Aligarh, India
| | - Zebran Khan
- Department of Commerce and Business Studies, Jamia Millia Islamia Central University, New Delhi, India
| | - Mohd Arwab
- Department of Management, Institute of Professional Excellence and Management (IP EM), Ghaziabad, India
| | - Ariba Khan
- Department of Commerce and Business Studies, Jamia Millia Islamia Central University, New Delhi, India
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Johnson T, Shamroukh S. Predictive modeling of burnout based on organizational culture perceptions among health systems employees: a comparative study using correlation, decision tree, and Bayesian analyses. Sci Rep 2024; 14:6083. [PMID: 38480806 PMCID: PMC10937646 DOI: 10.1038/s41598-024-56771-2] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/12/2023] [Accepted: 03/11/2024] [Indexed: 03/17/2024] Open
Abstract
Burnout is a significant concern, particularly within the healthcare field, affecting both nurses and physicians. It is a common issue in health systems, which encompass a range of healthcare facilities, such as hospitals, physician practices, ambulatory sites, and administrative offices like finance. Despite this, there has not been an extensive exploration of burnout in employees working directly with patients versus those in non-patient-facing roles within these health systems. It is important to note that organizational culture plays a crucial role in influencing various aspects of employees' work-life balance and their experiences of burnout. This study adopts a cross-sectional design, involving the distribution of a 57-question Likert scale survey to employees in health systems. These employees serve in various roles, both patient-facing and non-patient-facing, within jointly owned healthcare organizations, which encompass hospitals, ambulatory sites, and administrative offices. The survey was disseminated through trade organizations and employees at the managerial level and above within these health systems. Data was collected between October 2022 and January 2023, resulting in a total of 67 responses. The study employs correlation analysis to explore the connection between organizational culture and burnout. Furthermore, a decision tree model is constructed to predict burnout scores based on survey responses, specifically the question regarding the perceived positivity of the organizational culture. The decision tree models indicate that perceiving organizational culture as positive, safety-oriented, and supportive predicts various outcomes for individuals, including job retention, positive experiences with patients, increased callousness, and stimulation while working with colleagues. Bayesian analysis, considering the small sample size, reinforces these findings and provides a different perspective, incorporating prior knowledge and credible intervals. An association test suggests a strong link between a positive organizational culture and burnout symptoms, while another test supports a connection with engagement signs. Similar to nurses and physicians, administrative health systems' personnel are susceptible to burnout. Organizational culture can affect burnout. Therefore, health systems' leaders should cultivate an organizational culture that protects against burnout.
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Affiliation(s)
- Teray Johnson
- Data Sciences, Harrisburg University of Science and Technology, 326 Market Street, Harrisburg, PA, 17101, USA.
| | - Sameh Shamroukh
- Data Sciences, Harrisburg University of Science and Technology, Harrisburg, PA, USA
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Weaver BW, Murphy DJ. A Combined Assessment Tool of Teamwork, Communication, and Workload in Hospital Procedural Units. Jt Comm J Qual Patient Saf 2024; 50:219-227. [PMID: 38072739 DOI: 10.1016/j.jcjq.2023.10.014] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/25/2023] [Revised: 10/25/2023] [Accepted: 10/27/2023] [Indexed: 03/01/2024]
Abstract
Teamwork, communication, and workload issues continue to contribute to patient safety events. The authors developed a diagnostic mixed methods toolkit combining a behavior observation tool, semistructured interview guide, and surveys to proactively identify relevant gaps. Applied across 14 units at three hospitals, this toolkit yielded 344 findings with 156 associated recommendations and took, on average, four days of observation. On a scale from 1 (not at all helpful) to 6 (substantially helpful), leaders indicated that the assessment and its recommendations were very helpful (median 5, interquartile range 5-6, 34 survey respondents, 47.9% individual-level response rate, 85.7% unit-level response rate). Integrating this tool into a broader safety strategy can help inform organizational improvement efforts.
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Ennis K, Brown-DeVeaux D. How Can Organizations Support a Culture of Care? Nurs Clin North Am 2024; 59:131-139. [PMID: 38272579 DOI: 10.1016/j.cnur.2023.11.014] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/27/2024]
Abstract
Providing care is central to the operations of health care organizations. This article discusses how organizations can create a culture of care. It also identifies key elements that health care organizations can implement to build a culture that nurtures both patients and employees. Additionally, the article examines the benefits of implementing practices that demonstrate compassion toward both employees and patients. This article explores the significance of creating and supporting a culture of care for both patients and employees in health care organizations. Finally, the article identifies prevalent practices that contribute to a culture of care.
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Affiliation(s)
- Kimberley Ennis
- Department of Nursing NYU Langone Health, Site Lead for Nursing and Patient Care Services, NYU Langone Othopedic Hospital, 301 East 17th Street, New York, NY 10010, USA.
| | - Dewi Brown-DeVeaux
- Department of Nursing NYU Langone Health A, 10514 Flatlands 10th Street, Brooklyn NY 11236, USA
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Gilmartin HM, Saint S, Ratz D, Chrouser K, Fowler KE, Greene MT. The influence of hospital leadership support on burnout, psychological safety, and safety climate for US infection preventionists during the coronavirus disease 2019 (COVID-19) pandemic. Infect Control Hosp Epidemiol 2024; 45:310-315. [PMID: 37702064 PMCID: PMC10933498 DOI: 10.1017/ice.2023.184] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/25/2023] [Revised: 06/28/2023] [Accepted: 07/14/2023] [Indexed: 09/14/2023]
Abstract
OBJECTIVE To explore infection preventionists' perceptions of hospital leadership support for infection prevention and control programs during the coronavirus disease 2019 (COVID-19) pandemic and relationships with individual perceptions of burnout, psychological safety, and safety climate. DESIGN Cross-sectional survey, administered April through December 2021. SETTING Random sample of non-federal acute-care hospitals in the United States. PARTICIPANTS Lead infection preventionists. RESULTS We received responses from 415 of 881 infection preventionists, representing a response rate of 47%. Among respondents, 64% reported very good to excellent hospital leadership support for their infection prevention and control program. However, 49% reported feeling burned out from their work. Also, ∼30% responded positively for all 7 psychological safety questions and were deemed to have "high psychological safety," and 76% responded positively to the 2 safety climate questions and were deemed to have a "high safety climate." Our results indicate an association between strong hospital leadership support and lower burnout (IRR, 0.61; 95% CI, 0.50-0.74), higher perceptions of psychological safety (IRR, 3.20; 95% CI, 2.00-5.10), and a corresponding 1.2 increase in safety climate on an ascending Likert scale from 1 to 10 (β, 1.21; 95% CI, 0.93-1.49). CONCLUSIONS Our national survey provides evidence that hospital leadership support may have helped infection preventionists avoid burnout and increase perceptions of psychological safety and safety climate during the COVID-19 pandemic. These findings aid in identifying factors that promote the well-being of infection preventionists and enhance the quality and safety of patient care.
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Affiliation(s)
- Heather M. Gilmartin
- Denver/Seattle Center of Innovation for Veteran-Centered and Value Driven Care, Veterans Health Administration Eastern Colorado Healthcare System, Aurora, Colorado
- Department of Health Systems, Management and Policy, University of Colorado, Colorado School of Public Health, Aurora, Colorado
- University of Michigan/VA Ann Arbor Patient Safety Enhancement Program, Ann Arbor, Michigan
| | - Sanjay Saint
- VA Ann Arbor Healthcare System, Ann Arbor, Michigan
- Department of Internal Medicine, University of Michigan Medical School, Ann Arbor, Michigan
- University of Michigan/VA Ann Arbor Patient Safety Enhancement Program, Ann Arbor, Michigan
| | - David Ratz
- VA Ann Arbor Healthcare System, Ann Arbor, Michigan
- University of Michigan/VA Ann Arbor Patient Safety Enhancement Program, Ann Arbor, Michigan
| | - Kristin Chrouser
- VA Ann Arbor Healthcare System, Ann Arbor, Michigan
- Department of Urology, University of Michigan Medical School, Ann Arbor, Michigan
- University of Michigan/VA Ann Arbor Patient Safety Enhancement Program, Ann Arbor, Michigan
| | - Karen E. Fowler
- VA Ann Arbor Healthcare System, Ann Arbor, Michigan
- University of Michigan/VA Ann Arbor Patient Safety Enhancement Program, Ann Arbor, Michigan
| | - M. Todd Greene
- VA Ann Arbor Healthcare System, Ann Arbor, Michigan
- Department of Internal Medicine, University of Michigan Medical School, Ann Arbor, Michigan
- University of Michigan/VA Ann Arbor Patient Safety Enhancement Program, Ann Arbor, Michigan
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Zeid MAGA, Mostafa B, Zoromba MA, Abdelnaby R, Elsayed M, El-Gazar HE. Effects of organizational agility on readiness for change in nurses: A cross-sectional study. Int Nurs Rev 2024; 71:140-147. [PMID: 37584315 DOI: 10.1111/inr.12869] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/17/2023] [Accepted: 07/23/2023] [Indexed: 08/17/2023]
Abstract
AIM To investigate the correlation between organizational agility and nurses' readiness for change. BACKGROUND The paradigm of agility in a healthcare organization is a novel concept that embodies the most advantageous organizational status. However, assessing the effects of organizational agility on nurses' readiness for change has not been previously studied. METHODS This cross-sectional study was conducted on 270 nurses working in a university hospital in Egypt. The study took place between January - March 2022, and participation was voluntary. Data were collected using the organizational agility scale and individual readiness for change scales. Data analysis was conducted using descriptive statistics, Pearson correlation, and structured equation modeling (SEM). RESULTS The results indicated that nurses in the hospital exhibited a moderate level of agility. Nurses' readiness for change is high. The SEM showed that organizational agility accounted for 64% of the variance in nurses' readiness for change. CONCLUSIONS Organizational agility is a significant predictor of nurses' readiness for change. IMPLICATIONS FOR NURSING POLICYMAKING As a means of ensuring that nurses are prepared for changes, nursing institutions should foster agility by instilling a vision for the future, enhancing staff capabilities, encouraging teamwork and open communication, and implementing total quality management, strategic planning, advanced nursing practice, participatory management, shared decision-making, and policy development.
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Affiliation(s)
| | | | - Mohamed A Zoromba
- College of Applied Medical Sciences, Prince Sattam Bin Abdulaziz University, Al-Kharj, Saudi Arabia
- Faculty of Nursing, Mansoura University, Mansoura, Egypt
| | | | - Mohamed Elsayed
- School of Medicine and Health Sciences Carl von Ossietzky, University Oldenburg, Oldenburg, Germany
- University of Ulm, Leimgrubenweg, Ulm, Germany
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Sun K, Lan T, Goh YM, Safiena S, Huang YH, Lytle B, He Y. An interpretable clustering approach to safety climate analysis: Examining driver group distinctions. Accid Anal Prev 2024; 196:107420. [PMID: 38159513 DOI: 10.1016/j.aap.2023.107420] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 10/24/2023] [Revised: 11/23/2023] [Accepted: 12/01/2023] [Indexed: 01/03/2024]
Abstract
The transportation industry, particularly the trucking sector, is prone to workplace accidents and fatalities. Accidents involving large trucks accounted for a considerable percentage of overall traffic fatalities. Recognizing the crucial role of safety climate in accident prevention, researchers have sought to understand its factors and measure its impact within organizations. While existing data-driven safety climate studies have made remarkable progress, clustering employees based on their safety climate perception is innovative and has not been extensively utilized in research. Identifying clusters of drivers based on their safety climate perception allows the organization to profile its workforce and devise more impactful interventions. The lack of utilizing the clustering approach could be due to difficulties interpreting or explaining the factors influencing employees' cluster membership. Moreover, existing safety-related studies did not compare multiple clustering algorithms, resulting in potential bias. To address these problems, this study introduces an interpretable clustering approach for safety climate analysis. This study compares five algorithms for clustering truck drivers based on their safety climate perceptions. It also proposes a novel method for quantitatively evaluating partial dependence plots (QPDP). Then, to better interpret the clustering results, this study introduces different interpretable machine learning measures (Shapley additive explanations, permutation feature importance, and QPDP). The Python code used in this study is available at https://github.com/NUS-DBE/truck-driver-safety-climate. This study explains the clusters based on the importance of different safety climate factors. Drawing on data collected from more than 7,000 American truck drivers, this study significantly contributes to the scientific literature. It highlights the critical role of supervisory care promotion in distinguishing various driver groups. Moreover, it showcases the advantages of employing machine learning techniques, such as cluster analysis, to enrich the scientific knowledge in this field. Future studies could involve experimental methods to assess strategies for enhancing supervisory care promotion, as well as integrating deep learning clustering techniques with safety climate evaluation.
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Affiliation(s)
- Kailai Sun
- National University of Singapore, Singapore
| | | | | | | | | | | | - Yimin He
- University of Nebraska Omaha, United States
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Lown BA, Collier J, Manning C, Gareis K. The Healing Healthcare Initiative: Guiding leaders to heal a traumatized workforce. Healthc Manage Forum 2024; 37:74-79. [PMID: 37831518 DOI: 10.1177/08404704231204874] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/14/2023]
Abstract
The COVID-19 pandemic amplified burnout and moral distress among healthcare professionals and accentuated the systemic gaps and limitations of current approaches to workforce well-being. The Schwartz Center for Compassionate Healthcare launched the Healing Healthcare Initiative (HHI) in response to these compounded challenges. Aligned with national recommendations, the HHI framework comprises six key principles and eight implementation domains that foster compassionate and trauma-informed organizational cultures. C-suite level executive teams from six diverse healthcare organizations were selected to participate in the year-long pilot. Organizational and executive team surveys identified siloed well-being efforts and gaps in knowledge and awareness that undermine meaningful progress. The HHI pilot offers executive teams a space for reflection and open conversations, fostering trust within the team, and reinforcing the commitment to employee well-being. The program supports leadership teams in creating a strategy to implement the HHI framework that engages frontline workers in co-designing organizational solutions for a thriving workforce.
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Affiliation(s)
- Beth A Lown
- The Schwartz Center for Compassionate Healthcare, Somerville, Massachusetts, United States
| | - Julie Collier
- The Schwartz Center for Compassionate Healthcare, Somerville, Massachusetts, United States
| | - Colleen Manning
- Goodman Research Group, Inc., Cambridge, Massachusetts, United States
| | - Karen Gareis
- Goodman Research Group, Inc., Cambridge, Massachusetts, United States
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Seyferth AV, Soldes KC, Chung KC. Culture in the Workplace. Plast Reconstr Surg 2024; 153:537-542. [PMID: 38385719 DOI: 10.1097/prs.0000000000011118] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 02/23/2024]
Affiliation(s)
- Anne V Seyferth
- From the Section of Plastic Surgery, Department of Surgery, University of Michigan Medical School
| | - Katherine C Soldes
- From the Section of Plastic Surgery, Department of Surgery, University of Michigan Medical School
| | - Kevin C Chung
- From the Section of Plastic Surgery, Department of Surgery, University of Michigan Medical School
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Ibrahim ME, El-Zoghby SM, Zaghloul NM, Shehata SA, Farghaly RM. Musculoskeletal pain among medical residents: role of workplace safety climate and sexual harassment. BMC Musculoskelet Disord 2024; 25:167. [PMID: 38388888 PMCID: PMC10882788 DOI: 10.1186/s12891-024-07272-w] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 03/27/2023] [Accepted: 02/08/2024] [Indexed: 02/24/2024] Open
Abstract
BACKGROUND Workplace factors are important predictors of occurrence of musculoskeletal pain among different occupational populations. In healthcare, a psychologically unsafe work environment can negatively affect the emotional, physical and psychological well-being of physicians. This study aimed to examine the relationship between workplace violence, sexual harassment and musculoskeletal pain among Egyptian physicians in their years of residency. METHODS We distributed an online self-administered questionnaire to 101 residents working in various healthcare sectors in Egypt. It included sections on demographic data, working conditions, widespread pain index (WPI), pain interference short-form, workplace violence and harassment questionnaire, psychosocial safety climate questionnaire (PSC) and sexual harassment climate questionnaire. RESULTS All residents had at least one painful site on the WPI (range 1-11). The mean WPI was 3.5 ± 2.4, and 39.6% satisfied the criteria of having widespread pain by having at least 4 pain sites. Widespread pain index showed a weak statistically significant negative correlation with workplace PSC score (rho = - 0.272, p = 0.006), and a statistically significant weak positive correlation with the calculated total abuse index (rho = 0.305, p = 0.002). Workplace violence and abuse, as measured by a calculated abuse index was the only significant predictors of widespread pain among residents. CONCLUSION WPV was found to be a predictor of musculoskeletal pain among medical residents. Healthcare organizations need to address WPV by employing preventive strategies to minimize its hazardous effects and ensure a safe working environment for physicians.
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Affiliation(s)
- Maha E Ibrahim
- Department of Physical Medicine, Rheumatology and Rehabilitation, Faculty of Medicine, Suez Canal University, Ismailia, 41522, Egypt.
| | - Safaa M El-Zoghby
- Department of Family Medicine, Faculty of Medicine, Suez Canal University, Ismailia, 41522, Egypt
| | - Nancy M Zaghloul
- Department of Forensic Medicine and Clinical Toxicology, Misr University for Science and Technology, Cairo, Egypt
| | - Shaimaa A Shehata
- Department of Forensic Medicine and Clinical Toxicology, Faculty of Medicine, Suez Canal University, Ismailia, 41522, Egypt
| | - Rasha M Farghaly
- Department of Community, Occupational and Environmental Medicine, Faculty of Medicine, Suez Canal University, Ismailia, 41522, Egypt
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18
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Grimbuhler S, Werlen T, Viel JF. Safety climate scale for vineyards: an external validity study. Ann Work Expo Health 2024; 68:203-210. [PMID: 38142237 DOI: 10.1093/annweh/wxad078] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/11/2023] [Accepted: 12/08/2023] [Indexed: 12/25/2023] Open
Abstract
OBJECTIVES Agriculture entered the discussions about safety climates late, despite being one of the most hazardous industries. We recently developed a safety climate scale in Bordeaux vineyards, for which we provided good evidence of reliability and construct validity (Grimbuhler and Viel 2019). In this study, we aimed to establish the external validity of this safety climate scale with the help of an independent national sample of vineyard professionals. POPULATION AND METHODS We approached vineyard managers and operators during compulsory training and certification procedures for pesticide-related activities. Trainees giving informed consent for participation in the study were asked to complete a safety climate questionnaire at the start and end of a training session. In total, 406 vineyard managers or operators completed the questionnaire at the start of the study, 37 of whom declined to complete the questionnaire at the end of the training session, leaving 369 subjects available for pretraining/post-training comparisons. Statistical comparisons were based on t-tests and mixed models for repeated measures. RESULTS A mean safety climate score of 82.91 (SD: 9.06) was obtained in the initial survey in the Bordeaux region, whereas the safety climate score was estimated at 83.78 (SD 10.39) in this nationwide survey (P = 0.23). A significant increase was observed after the training course, for the safety climate score (7.5%, P < 10-15) and for each of its 7 dimensions (P < 10-4 or less), in both univariate and multivariate analyses. However, the magnitude of these increases varied with dimension, ranging from 2.4% for rules and best practices to 15.5% for communication and feedback. CONCLUSIONS External validity was demonstrated by transferability and sensitivity to intervention. This safety climate scale can now be considered to provide a good inference of the safety culture, with a meaning generalizable across vineyards.
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Affiliation(s)
- Sonia Grimbuhler
- INRAE, National Research Institute for Agriculture, Food and Environment, ITAP Research Team "Technologies and Methods for the Agriculture of Tomorrow", Montpellier Institut Agro, Univ Montpellier, F-34196 Montpellier, France
| | - Théo Werlen
- INRAE, National Research Institute for Agriculture, Food and Environment, ITAP Research Team "Technologies and Methods for the Agriculture of Tomorrow", Montpellier Institut Agro, Univ Montpellier, F-34196 Montpellier, France
| | - Jean-François Viel
- Univ Rennes, CHU Rennes, Inserm, EHESP, Irset (Institut de recherche en santé, environnement et travail) - UMR_S 1085, F-35000 Rennes, France
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19
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Tingle J. The enormity of the NHS patient safety culture development challenge. Br J Nurs 2024; 33:152-153. [PMID: 38335103 DOI: 10.12968/bjon.2024.33.3.152] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 02/12/2024]
Affiliation(s)
- John Tingle
- Lecturer in Law, Birmingham Law School, University of Birmingham, discusses some recent patient safety reports
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20
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Tietschert M, Higgins S, Haynes A, Sadun R, Singer SJ. Safe Surgery Checklist Implementation: Associations of Management Practice and Safety Culture Change. Adv Health Care Manag 2024; 22:117-140. [PMID: 38262013 DOI: 10.1108/s1474-823120240000022006] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/25/2024]
Abstract
Designing and developing safe systems has been a persistent challenge in health care, and in surgical settings in particular. In efforts to promote safety, safety culture, i.e., shared values regarding safety management, is considered a key driver of high-quality, safe healthcare delivery. However, changing organizational culture so that it emphasizes and promotes safety is often an elusive goal. The Safe Surgery Checklist is an innovative tool for improving safety culture and surgical care safety, but evidence about Safe Surgery Checklist effectiveness is mixed. We examined the relationship between changes in management practices and changes in perceived safety culture during implementation of safe surgery checklists. Using a pre-posttest design and survey methods, we evaluated Safe Surgery Checklist implementation in a national sample of 42 general acute care hospitals in a leading hospital network. We measured perceived management practices among managers (n = 99) using the World Management Survey. We measured perceived preoperative safety and safety culture among clinical operating room personnel (N = 2,380 (2016); N = 1,433 (2017)) using the Safe Surgical Practice Survey. We collected data in two consecutive years. Multivariable linear regression analysis demonstrated a significant relationship between changes in management practices and overall safety culture and perceived teamwork following Safe Surgery Checklist implementation.
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Socias-Morales CM, Haas EJ, Gwilliam M, Yorio PL, Delaney NB, Falcon RG, Stallings HA, Burnham BR, Stuever DM, Stouder SM, Ewing GL, Collins JW, Chaumont Menendez CK. The association between safety climate and noncombat injury events among United States Air Force workers. J Safety Res 2024; 88:16-23. [PMID: 38485358 DOI: 10.1016/j.jsr.2023.10.004] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 01/10/2023] [Revised: 06/16/2023] [Accepted: 10/16/2023] [Indexed: 03/19/2024]
Abstract
INTRODUCTION Work-related injuries are a common lagging safety indicator whereas safety climate assessments can help identify constructs serving as leading indicators. The National Institute for Occupational Safety and Health (NIOSH) partnered with the U.S. Department of the Air Force (DAF) Safety Center to examine the association between perceptions of safety climate survey constructs and the number of injury events within the DAF workforce. METHODS The DAF administers voluntary, anonymous, occupation-specific safety climate surveys to DAF workers using the internal Air Force Combined Mishap Reduction System (AFCMRS). Survey responses from 2014 to 2018 provided by DAF workers and injury events in maintenance, support, and operations occupations were shared with NIOSH. Exploratory Factor Analysis revealed five constructs: Leadership and Communication; Organizational Safety Priority; Error Management; Resource Adequacy; and Deployment/Official Travel Impact. Squadron-level analysis included bivariate correlations and estimated Rate Ratios (RRs). RESULTS 1,547 squadrons administered the survey, averaging 144 workers and 15.8 reportable injuries per squadron. Higher (more favorable) squadron-level construct scores were consistently correlated with fewer reported injuries (p < 0.001). Controlling for the number of workers, RRs revealed significant reductions in injury rates with each one-unit increase in responses: Leadership and Communication RR = 0.40 (95%CI: 0.32-0.48); Organizational Safety Priority RR = 0.50 (95%CI: 0.40-0.64); Error Management RR = 0.37 (95%CI: 0.30-0.47); Deployment/Official Travel Impact RR = 0.36 (95%CI: 0.29-0.45). Resource Adequacy revealed a non-significant lower injury rate RR = 0.87 (95%CI: 0.73-1.04). CONCLUSIONS This unique study quantified safety climate and the association with injuries across a multi-year period. While safety climate measurements may be limited by frequent turnover and the self-reported, voluntary, anonymous nature of AFCMRS, the strength of this study is in the census of injuries. PRACTICAL APPLICATIONS Future research should include longitudinal analyses to examine the impact on injuries when squadron leaders are provided feedback on safety climate survey results.
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Affiliation(s)
| | - Emily J Haas
- CDC National Institute for Occupational Safety and Health (NIOSH), United States
| | - Melody Gwilliam
- CDC National Institute for Occupational Safety and Health (NIOSH), United States
| | - Patrick L Yorio
- CDC National Institute for Occupational Safety and Health (NIOSH), United States
| | | | | | | | | | | | | | | | - James W Collins
- CDC National Institute for Occupational Safety and Health (NIOSH), United States
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22
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Ta'an WF, Allama F, Williams B. The role of organizational culture and communication skills in predicting the quality of nursing care. Appl Nurs Res 2024; 75:151769. [PMID: 38490801 DOI: 10.1016/j.apnr.2024.151769] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/04/2023] [Revised: 08/30/2023] [Accepted: 02/18/2024] [Indexed: 03/17/2024]
Abstract
AIMS This study aims to identify the level of nursing care quality and examine its predictors considering nurses' demographic data, organizational culture, and communication skills. BACKGROUND Quality of care is a determinant of the sustainability of any healthcare organization. Therefore, it is imperative to understand how factors may contribute to the quality of nursing care. Limited research is available on the interaction between the concepts of quality of nursing care, communication skills, and organizational culture. METHODS A cross-sectional multi-site correlational design was used in this study. A convenience sample of 200 nurses from four Jordanian hospitals was recruited. Data was collected using self-reported questionnaires. Descriptive statistics, Pearson correlations, and multiple regression were performed to achieve the study's aims. RESULTS The majority of the nurses in this study were females with bachelor's degrees. Age ranged between 22 and 53 years whereas experience ranged from 1 to 30 years. Communication skills significantly predicted the quality of nursing care; however, organizational culture was not a significant predictor of the quality of nursing care. Nevertheless, Pearson r correlation results revealed a significant correlation between organizational culture and communication skills (r = 0.57, p < 0.05). CONCLUSION Nurses and organizational managers can increase the level of quality of nursing care by investing in programs that target improving nurses' communication skills. Providing a good environment in the hospital can increase communication skills between staff members, ultimately increasing the quality of nursing care. Further studies are recommended to elaborate and further uncover concerns related to the current research.
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Affiliation(s)
- Wafa'a F Ta'an
- Community and Mental Health Nursing Department, Faculty of Nursing, Jordan University of Science and Technology, Irbid, Jordan.
| | - Fadi Allama
- Community and Mental Health Nursing Department, Faculty of Nursing, Jordan University of Science and Technology, Irbid, Jordan.
| | - Brett Williams
- Department of Paramedicine, Monash University, Clayton, Victoria, Australia.
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Jones W, Janczewski LM, Tatebe LC. Cultivating surgical leaders: A framework for developing a culture of safety. Am J Surg 2024; 228:30-31. [PMID: 37981517 DOI: 10.1016/j.amjsurg.2023.11.008] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/31/2023] [Revised: 11/04/2023] [Accepted: 11/06/2023] [Indexed: 11/21/2023]
Affiliation(s)
- Whitney Jones
- Department of Surgery, Northwestern University Feinberg School of Medicine, Chicago, IL, USA
| | - Lauren M Janczewski
- Department of Surgery, Northwestern University Feinberg School of Medicine, Chicago, IL, USA
| | - Leah C Tatebe
- Department of Surgery, Northwestern University Feinberg School of Medicine, Chicago, IL, USA.
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24
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O'Neill OA, Jazaieri H. Emotional culture and humor in organizations: A social-functional approach. Curr Opin Psychol 2024; 55:101720. [PMID: 37992592 DOI: 10.1016/j.copsyc.2023.101720] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/02/2023] [Revised: 10/11/2023] [Accepted: 10/22/2023] [Indexed: 11/24/2023]
Abstract
Adopting a social-functionalist theoretical lens, this review examines emotional culture and its relation to discrete emotions such as joviality and humor-supportive or "joking" organizational cultures. We propose four primary pathways through which humor influences emotional culture in organizations and social units: (1) creating and defining emotional culture through "bottom-up" affective mechanisms, (2) a "top-down" normative function that promotes or inhibits humor through cultural values, norms, and traditions of organizational life, (3) a maintenance function, whereby humor corrects emotional culture norm violations, and (4) a link to positive work outcomes via a reciprocal feedback loop. We also describe negative consequences of humor for emotional culture, highlight unanswered questions in the literature, and suggest future research opportunities, including a comprehensive new framework.
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Affiliation(s)
| | - Hooria Jazaieri
- Leavey School of Business, Santa Clara University, United States
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25
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Greene MT, Borg MA, Schwaber MJ, Najjar-Debbiny R, Apisarnthanarak A, Saint S. Perceptions of organizational culture among infection preventionists in Israel, the United States, and Thailand: Results from national infection prevention surveys. Am J Infect Control 2024; 52:246-248. [PMID: 37625548 DOI: 10.1016/j.ajic.2023.08.017] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/05/2023] [Revised: 08/15/2023] [Accepted: 08/16/2023] [Indexed: 08/27/2023]
Abstract
In national surveys of infection preventionists in Israel (n = 15), the United States (n = 415), and Thailand (n = 100), we found that views of organizational culture track well with these countries' cultural dimension scores of power distance and individualism. Our findings highlight the importance of considering cultural dimensions when implementing infection prevention efforts.
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Affiliation(s)
- M Todd Greene
- VA Ann Arbor Center for Clinical Management Research, VA Ann Arbor Healthcare System, Ann Arbor, MI, USA; Department of Internal Medicine, University of Michigan Medical School, Ann Arbor, MI, USA; VA/UM Patient Safety Enhancement Program, Ann Arbor, MI.
| | - Michael A Borg
- Department of Infection Prevention and Control, Mater Dei Hospital, Malta; Department of Pathology, University of Malta, Msida, Malta
| | - Mitchell J Schwaber
- National Center for Infection Control, Israel Ministry of Health, Tel Aviv, Israel; Faculty of Medicine, Tel Aviv University, Tel Aviv, Israel
| | - Ronza Najjar-Debbiny
- Infection Prevention and Control Unit, Lady Davis Carmel Medical Center, Haifa, Israel; Ruth and Bruce Rappaport Faculty of Medicine, Technion, Israel Institute of Technology, Haifa, Israel
| | | | - Sanjay Saint
- VA Ann Arbor Center for Clinical Management Research, VA Ann Arbor Healthcare System, Ann Arbor, MI, USA; Department of Internal Medicine, University of Michigan Medical School, Ann Arbor, MI, USA; VA/UM Patient Safety Enhancement Program, Ann Arbor, MI
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Schwatka NV, Burden M, Dyrbye LN. An Organizational Leadership Development Approach to Support Health Worker Mental Health. Am J Public Health 2024; 114:142-147. [PMID: 38354347 PMCID: PMC10916722 DOI: 10.2105/ajph.2023.307407] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 07/28/2023] [Indexed: 02/16/2024]
Affiliation(s)
- Natalie V Schwatka
- Natalie V. Schwatka is with the Center for Health, Work & Environment, Department of Environmental & Occupational Health, Colorado School of Public Health, University of Colorado Anschutz Medical Campus, Aurora. Marisha Burden is with the Division of Hospital Medicine, School of Medicine, University of Colorado Anschutz Medical Campus, Aurora. Liselotte N. Dyrbye is the senior associate dean of faculty and chief well-being officer, professor of medicine, School of Medicine, University of Colorado Anschutz Medical Campus, Aurora
| | - Marisha Burden
- Natalie V. Schwatka is with the Center for Health, Work & Environment, Department of Environmental & Occupational Health, Colorado School of Public Health, University of Colorado Anschutz Medical Campus, Aurora. Marisha Burden is with the Division of Hospital Medicine, School of Medicine, University of Colorado Anschutz Medical Campus, Aurora. Liselotte N. Dyrbye is the senior associate dean of faculty and chief well-being officer, professor of medicine, School of Medicine, University of Colorado Anschutz Medical Campus, Aurora
| | - Liselotte N Dyrbye
- Natalie V. Schwatka is with the Center for Health, Work & Environment, Department of Environmental & Occupational Health, Colorado School of Public Health, University of Colorado Anschutz Medical Campus, Aurora. Marisha Burden is with the Division of Hospital Medicine, School of Medicine, University of Colorado Anschutz Medical Campus, Aurora. Liselotte N. Dyrbye is the senior associate dean of faculty and chief well-being officer, professor of medicine, School of Medicine, University of Colorado Anschutz Medical Campus, Aurora
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Estudillo B, Forteza FJ, Carretero-Gómez JM, Rejón-Guardia F. The role of organizational factors in promoting workers' health in the construction sector: A comprehensive analysis. J Safety Res 2024; 88:41-55. [PMID: 38485384 DOI: 10.1016/j.jsr.2023.10.007] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 11/18/2022] [Revised: 05/12/2023] [Accepted: 10/16/2023] [Indexed: 03/19/2024]
Abstract
INTRODUCTION The number of physical and mental problems caused by occupational accidents and diseases increases every year. To control them, the safety climate at work is a recognized critical factor. However, a widely applicable model to capture the safety climate for various industries and organizations is lacking. METHOD This study proposes a theoretical model to measure the direct and indirect effects of safety climate on workers' physical and mental health, mediated by job satisfaction, in the construction sector. We propose a multidimensional construct of safety climate, considering the most salient factors from the literature, and including psychological capital as a new factor. Using data from the last wave of the European Working Conditions Survey (2015) in Spain, the proposed model was validated using structural equation modeling. RESULTS Our findings suggest that to further improve the mental health of construction workers, work-life balance and job rewards and compensation must be prioritized along with safety climate. As for physical health, safety climate and work-life balance are crucial. Finally, we provide some recommendations for construction company managers based on a ranking of all the factors affecting the safety climate and the workers' health.
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Affiliation(s)
- Barbara Estudillo
- University of the Balearic Islands, Ctra. Valldemossa Km. 7.5, 07122 Palma, Spain.
| | - Francisco J Forteza
- University of the Balearic Islands, Ctra. Valldemossa Km. 7.5, 07122 Palma, Spain.
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Cartwright T, Jenkins P, Florom-Smith AL. Developing Nurses and Interdisciplinary Teams in Caring Science. J Nurs Adm 2024; 54:126-132. [PMID: 38261645 DOI: 10.1097/nna.0000000000001392] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/25/2024]
Abstract
This program evaluation assessed a caring science program's impact on nurse and interdisciplinary professionals' self-reported caring, compassion satisfaction, and intent to leave at an academic-affiliated community hospital. A 3-session program resulted in self-caring and intent to leave significant increases at 60 days post intervention. Findings demonstrated caring science interventions alone are insufficient to impact staff engagement and intent to leave. Further actions for organizational culture changes are discussed.
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Affiliation(s)
- Tina Cartwright
- Author Affiliations: Senior Director of Nursing Excellence, Professional Development, and Nursing Research (Dr Cartwright), Nursing Administration, Stanford Health Care Tri-Valley, Pleasanton, California; Associate Professor, Senior Assistant Dean of Academic Programs, and Assistant Dean of the MS Program (Dr Jenkins), University of Colorado College of Nursing, Aurora; Nurse Scientist (Dr Florom-Smith), Office of Research, Patient Care Services, Stanford Health Care, California; and Clinical Assistant Professor of Primary Care and Population Health (Dr Florom-Smith), Department of Medicine, Stanford University School of Medicine, California
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Khan HSUD, Chughtai MS, Ma Z, Li M, He D. Adaptive leadership and safety citizenship behaviors in Pakistan: the roles of readiness to change, psychosocial safety climate, and proactive personality. Front Public Health 2024; 11:1298428. [PMID: 38344041 PMCID: PMC10853380 DOI: 10.3389/fpubh.2023.1298428] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/21/2023] [Accepted: 12/27/2023] [Indexed: 02/15/2024] Open
Abstract
Challenging times have put organizations in a perilous and chaotic state that demands immediate resolution and calls for effective leadership to help navigate out of the crisis. In this context, we focused on psychosocial safety climate theory to investigate the influence of adaptive leadership on safety citizenship behaviors by looking at the mediating effect of readiness to change and the moderating impact of psychosocial safety climate and proactive personality, particularly in the Pakistani healthcare sector. To test the hypotheses, the data were collected from 397 employees working in the healthcare sector of Pakistan at two different times. The results of this study supported the model. The moderated path analysis revealed that psychosocial safety climate strengthens the direct effect of adaptive leadership on readiness to change, whereas the moderating impact of a proactive personality also strengthens the relationship between readiness to change and safety citizenship behaviors. Similarly, both moderators significantly moderated the indirect impact of adaptive leadership on safety citizenship behaviors via readiness to change. To conclude, the present study has significant implications for organizations and practitioners in both steady and uncertain environments.
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Affiliation(s)
| | - Muhmmmad Salman Chughtai
- Faculty of Management Sciences, International Islamic University, Islamabad, Islamabad, Pakistan
- Managing People in Organizations, IESE Business School, University of Navarra, Barcelona, Spain
| | - Zhiqiang Ma
- School of Management, Jiangsu University, Zhenjiang, China
| | - Mingxing Li
- School of Management, Jiangsu University, Zhenjiang, China
- Research Center for Green Development and Environmental Governance, Jiangsu University, Zhenjiang, China
| | - Di He
- School of Management, Jiangsu University, Zhenjiang, China
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30
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Hashimoto S, Motozawa Y, Mano T. Effect of the Japanese medical office system on job satisfaction, loyalty, engagement, and organizational commitment of medical practitioners: a survey of cardiologists in the acute care setting. BMC Health Serv Res 2024; 24:139. [PMID: 38279162 PMCID: PMC10811903 DOI: 10.1186/s12913-023-10507-6] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/11/2023] [Accepted: 12/20/2023] [Indexed: 01/28/2024] Open
Abstract
BACKGROUND In Japan, medical doctors have traditionally been assigned from university medical offices, under the medical office system. The present study examined the effects of the medical office system on job satisfaction, engagement, loyalty, and organizational commitment among cardiologists. METHODS In this study, a survey of 156 cardiologists was conducted, from April 22, 2023, to May 21, 2023, to examine the effect of the medical office system on employee job satisfaction, employee engagement, and organizational commitment. RESULTS Compared with the group that belonged to a medical office system (affiliated group, n = 117), the group that did not belong to a medical office system (non-affiliated group, n = 39) was affiliated to hospitals with a smaller number of beds. The results of the factor analysis showed that four types of hospital management styles were generated, namely, environment-, loyalty-building-, treatment-, and philosophy-oriented hospitals. There is an indication that the philosophy-oriented management style was adopted at the workplaces of the non-affiliated group. The treatment-oriented style also tended to be higher in the non-affiliated group than in the affiliated group. Furthermore, the non-affiliated group had higher organizational commitment, indicating that they were more likely to agree with the management philosophy set forth by hospital executives. CONCLUSION Although the medical office system did not affect job satisfaction, compared with medical doctors with the affiliated group, those with the non-affiliated group tended to work in hospitals that emphasized philosophy-oriented management, and they received moderate compensation while practicing in an environment suitable for their specialty. These results suggest that the medical office system makes it difficult for medical doctors to have high workplace loyalty, engagement, and commitment to the hospital to which they are dispatched.
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Affiliation(s)
- Satoru Hashimoto
- Department of Healthcare Management, TCROSS Co., Ltd., NEOX Shinjuku Bldg. 7F, Shinjuku 1-9-1, Tokyo, 160-0022, Japan.
- Graduate School of Strategic Management, Chuo University, Tokyo, Japan.
| | - Yoshihiro Motozawa
- Department of Healthcare Management, TCROSS Co., Ltd., NEOX Shinjuku Bldg. 7F, Shinjuku 1-9-1, Tokyo, 160-0022, Japan
- Department of Internal Medicine, San-ikukai Hospital, Tokyo, Japan
| | - Toshiki Mano
- Graduate School of Strategic Management, Chuo University, Tokyo, Japan
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Guirardello EDB, de Jesus MVN, Vieira LC, Oliveira HC, Vergilio MSTG. Nurses' perceptions about the patient safety climate in Primary Health Care. Rev Lat Am Enfermagem 2024; 32:e4092. [PMID: 38294053 PMCID: PMC10825895 DOI: 10.1590/1518-8345.6374.4092] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/02/2022] [Accepted: 09/19/2023] [Indexed: 02/01/2024] Open
Abstract
OBJECTIVE to evaluate the patient safety climate in Primary Health Care from the perspective of nurses working in the services. METHOD a quantitative and cross-sectional study conducted with 148 nurses from a municipality in the state of São Paulo. The Brazilian version of the Primary Care Safety Questionnaire Survey and personal, professional, and organizational performance variables (intention to stay at work, job satisfaction, care quality, and frequency of incidents) were used. Parametric and non-parametric comparison tests and Spearman's correlation coefficient were performed, considering a 5% significance level. RESULTS the safety climate was positive, varying from 4.52 to 5.33 and differing across districts for workload (p=0.0214) and leadership (p=0.0129). The safety climate professional variables and dimensions differed in relation to the frequency of incidents. Teamwork and safety and learning system were strongly correlated with job satisfaction and moderately with perceived care quality. CONCLUSION teamwork and safety and learning system stood out for their positive correlations with job satisfaction and care quality. A positive safety climate favors the involvement of Primary Care nurses to develop improvement plans aligned with the National Patient Safety Program. BACKGROUND (1) The safety climate is perceived differently across health districts. (2) There is a correlation between the climate dimensions and professional satisfaction. (3) Workload and leadership exert an influence on the safety climate perception. (4) There is a relationship between the safety climate and reporting of care-related incidents. (5) The safety climate is perceived differently among nurses regarding their role.
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Affiliation(s)
| | - Mariana Véo Nery de Jesus
- Universidade Estadual de Campinas, Faculdade de Enfermagem, Campinas, SP, Brazil
- Scholarship holder at the Coordenação de Aperfeiçoamento de Pessoal de Nível Superior (CAPES), Brazil
| | - Lilian Ceroni Vieira
- Universidade Estadual de Campinas, Faculdade de Enfermagem, Campinas, SP, Brazil
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Lintanga AJBJ, Rathakrishnan B. The impact of psychosocial safety climate on public sector job satisfaction: the moderating role of organizational climate. BMC Psychol 2024; 12:38. [PMID: 38243327 PMCID: PMC10797777 DOI: 10.1186/s40359-023-01513-8] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/12/2023] [Accepted: 12/28/2023] [Indexed: 01/21/2024] Open
Abstract
BACKGROUND The purpose of this study is to uncover the effect of psychological safety climate (PSC) on employees' job satisfaction and organisational climate mediating processes explaining that association. It is posited that the four PSC aspects (management commitment, management priority, organisational participation, and organisational communication) are important for employees' job satisfaction and organisational climate act as resources to facilitate the enactment of managerial quality. METHODS This study uses a quantitative approach through a questionnaire survey method involving 340 Kota Kinabalu City Hall employees who were selected through simple random sampling. RESULTS The results of linear regression analysis found that organisation participation has a positive significant relationship with job satisfaction. Organisational communication also showed a negative and significant relationship with job satisfaction. Meanwhile, both management commitment and management priority are statistically insignificant. When the organisational climate is included in the relationship as a mediator through Structural Equation Modelling (SEM) to reinforce the role of psychological safety climate in increasing job satisfaction, such mediating role can only strengthen the relationship between management commitment and organisational participation with job satisfaction. CONCLUSION Despite the study being cross-sectional, it contributes to knowledge on the resources facilitating PSC, which is important for employees' psychological health. From a practical viewpoint, this study contributes to the literature showing that organizations with good PSC should have policies and practices directed towards employee well-being. The implications of the study for DBKK management are to providing knowledge on the types of psychosocial safety climate domains that plays a crucial role in improving the job satisfaction of DBKK employees.
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Affiliation(s)
| | - Balan Rathakrishnan
- Fakulti Psikologi dan Pendidikan, Universiti Malaysia Sabah, Sabah, Malaysia.
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Nyberg A, Olofsson B, Fagerdahl A, Haney M, Otten V. Longer work experience and age associated with safety attitudes in operating room nurses: an online cross-sectional study. BMJ Open Qual 2024; 13:e002182. [PMID: 38212132 PMCID: PMC10806563 DOI: 10.1136/bmjoq-2022-002182] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/03/2022] [Accepted: 01/02/2024] [Indexed: 01/13/2024] Open
Abstract
BACKGROUND Patient safety is fundamental when providing care in the operating room. Still, adverse events and errors are a challenge for patient safety worldwide. To avoid preventable patient harm, organisations need a positive safety culture, the measurable component of which is known as the safety climate. To best improve the safety climate the current attitudes to safety must first be understood. AIM To explore operating room nurses' safety attitudes and their views on how to improve patient safety in operating rooms. METHOD A cross-sectional study using the Swedish-translated version of the Safety Attitudes Questionnaire, Operating Room version. Data were collected using an online survey platform. RESULTS 358 operating room nurses completed the questionnaire. The results show that the older age group rated their working conditions and management support as better than the younger age groups. The older age group also rated their stress recognition as lower compared with the younger age groups. The same pattern was seen in terms of work experience, with more-experienced respondents showing a higher mean score for the factor working conditions and a lower mean score for the factor stress recognition as compared with their less-experienced colleagues. When comparing hospital types, county hospital employees had higher factor scores for safety climate, job satisfaction and working conditions than university hospital employees. The respondents' most recurring recommendations for improving patient safety were 'Having better and clearer communication' followed by 'Having enough time to do things the way they should be done'. CONCLUSION More focus on safety with increasing age and experience was observed in this cohort. Need for improvements is reported for patient safety in operating rooms, mainly when it comes to communication and workload. To improve and develop patient safety in the operating room, the organisational safety climate needs to be actively managed and developed. One step in actively managing the safety climate may be efforts to retain experienced operating room nurses.
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Affiliation(s)
- Anette Nyberg
- Department of Nursing, Faculty of Medicine, Umeå University, Umeå, Sweden
- Department of Surgical and Perioperative Sciences, Anesthesiology, Faculty of Medicine, Umeå University, Umeå, Sweden
| | - Birgitta Olofsson
- Department of Nursing, Faculty of Medicine, Umeå University, Umeå, Sweden
- Department of Surgical and Perioperative Sciences, Orthopedics, Faculty of Medicine, Umeå University, Umeå, Sweden
| | - Ami Fagerdahl
- Department of Clinical Research and Education, Södersjukhuset, Karolinska Institutet, Stockholm, Sweden
| | - Michael Haney
- Department of Surgical and Perioperative Sciences, Anesthesiology, Faculty of Medicine, Umeå University, Umeå, Sweden
| | - Volker Otten
- Department of Surgical and Perioperative Sciences, Orthopedics, Faculty of Medicine, Umeå University, Umeå, Sweden
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Ashley L, Perron A. Examining the role of nurse executives in homecare through the lens of the Sociology of Ignorance and Critical Management Studies. Nurs Philos 2024; 25:e12445. [PMID: 37106477 DOI: 10.1111/nup.12445] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/30/2021] [Revised: 02/09/2023] [Accepted: 04/13/2023] [Indexed: 04/29/2023]
Abstract
This article presents a novel theoretical approach to explore nurse executives' paradoxical identity and agency of executive and nurse in homecare organizations. This complex phenomenon has yet to be well theorized or analyzed. Through a synthesis of literature, we demonstrate that Critical Management Studies, as informed by Foucault, and the Sociology of Ignorance, can create a different understanding of the complex interplay between knowledge and nonknowledge (ignorance) that positions nurse executives in both influential and precarious ways in homecare organizations. This theoretical framework has the potential to allow for the explicit exploration of nurse executives' strategic epistemic and discursive positioning and highlights hierarchal power structures within homecare organizations. We posit that this framework, that spans nursing, management and sociology disciplines, sets a different understanding of homecare organizations as epistemic landscapes, exposing institutional knowledge and ignorance dynamics that remain largely concealed and unchallenged, yet are integral to understanding nurse executives' epistemic agency.
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Affiliation(s)
- Lisa Ashley
- School of Nursing, Faculty of Health Sciences, University of Ottawa, Ottawa, Ontario, Canada
| | - Amélie Perron
- School of Nursing, Faculty of Health Sciences, University of Ottawa, Ottawa, Ontario, Canada
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Ingoglia C. Living Core Values and Establishing Organizational DNA. J Behav Health Serv Res 2024; 51:1-3. [PMID: 38057595 DOI: 10.1007/s11414-023-09872-1] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/08/2023]
Affiliation(s)
- Chuck Ingoglia
- National Council for Mental Wellbeing, Washington, D.C., USA.
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Papailiou A, Coates JK, Plateau CR, Gilmore H, Barker JB. A Qualitative Analysis of a Positive Elite Parasport Performance Culture. Adapt Phys Activ Q 2024; 41:9-32. [PMID: 37160294 DOI: 10.1123/apaq.2022-0108] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/25/2022] [Revised: 03/11/2023] [Accepted: 03/20/2023] [Indexed: 05/11/2023] Open
Abstract
Organizational culture in sports affects well-being, performance, and overall success. Although team culture has been explored within able-bodied teams, little is known about culture development within parasport. Using a descriptive case study approach, our study examined the culture development and experiences of an elite parasport team. Two semistructured individual telephone interviews were conducted with nine participants (athletes and staff), and one athlete-participant completed one interview. An inductive thematic analysis revealed two themes: approach to culture development and team culture components. Culture development was linked with facilitative leadership and important resources. This supported the team to create their shared values and mechanisms, including a behavioral framework, other artifacts (e.g., shared language and team motto), and a relaxed environment. These helped to maintain their agreed culture and benefited their well-being, progress, and team cohesion. Our results offer a starting point regarding research into the culture of elite parasport and have practical implications for managers, coaches, and psychologists.
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Affiliation(s)
- Athina Papailiou
- School of Sport, Exercise, and Health Sciences, Loughborough University, Leicestershire,United Kingdom
| | - Janine K Coates
- School of Sport, Exercise, and Health Sciences, Loughborough University, Leicestershire,United Kingdom
| | - Carolyn R Plateau
- School of Sport, Exercise, and Health Sciences, Loughborough University, Leicestershire,United Kingdom
| | - Hugh Gilmore
- English Institute of Sport, The Manchester Institute of Health and Performance, Manchester,United Kingdom
| | - Jamie B Barker
- School of Sport, Exercise, and Health Sciences, Loughborough University, Leicestershire,United Kingdom
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Gallaway MS, Aseret-Manygoats T, Sjolander S. Arizona Department of Health Prevention Services' Work to Advance Health Equity Starts With an Assessment of Its Own Organizational Culture. J Public Health Manag Pract 2024; 30:79-88. [PMID: 37966952 DOI: 10.1097/phh.0000000000001829] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2023]
Abstract
OBJECTIVE To identify skills, organizational practices, and infrastructure needed to address health equity. DESIGN, SETTING, AND PARTICIPANTS We developed an anonymous online staff survey to assess how to address health equity and policy implications and develop a baseline for future initiatives. We distributed invitations to all Arizona Department of Health Services (ADHS) Division of Prevention Services (DPS) state- and non-state-designated employees in February 2021. MAIN OUTCOME MEASURES Employee self-reported perceptions of how agency, division, and programs address health inequities; information about (1) organizational and individual traits needed to support our ability to implement effective health equity-focused work and (2) processes to enable improved organizational and workforce capacities; and implications for strategic planning. RESULTS Seventy-eight percent (N = 123) of eligible staff participated. Overall, we identified 21 of 28 organizational and 17 of 31 workforce capacities needing significant improvement. Organizational capacities were "Institutional commitment to address health inequities" (described using 6 elements), "Hiring to address health inequities" (2 elements), "Structure that supports true community partnerships" (3 elements), "Support staff to address health inequities" (4 elements), "Transparent and inclusive communication" (4 elements), "Community accessible data and planning" (1 element), and "Streamlined administrative process" (1 element). Workforce capacities were "Knowledge of public health framework" (4 elements), "Understand the social, environmental, and structural determinants of health" (1 element), "Community knowledge" (1 element), "Leadership" (4 elements), "Collaboration skills" (3 elements), "Community organizing" (3 elements), and "Problem-solving ability" (1 element). Using survey results, groups of staff identified change needed, specific actions, and training and communication to increase employee understanding. Proposed activities focused on data/evaluation, program planning/contracts, communications, personnel development, and community engagement. CONCLUSIONS This survey allowed ADHS to establish a baseline of staff knowledge of the ADHS and DPS organizational commitment to address health inequities; results show us what areas to focus on to strengthen our capacity to achieve better outcomes; and improve health and wellness for all Arizonans.
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Affiliation(s)
- M Shayne Gallaway
- Arizona Department of Health Services, Phoenix, Arizona (Dr Gallaway and Mss Aseret-Manygoats and Sjolander); and Centers for Disease Control and Prevention, Atlanta, Georgia (Dr Gallaway)
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Mirza MZ, Memon MA, Javaid MU, Arshad R. Safety climate and safety behaviors: Adapting and validating a positively worded safety climate scale through the time-lagged approach. Work 2024; 77:1005-1016. [PMID: 37781850 DOI: 10.3233/wor-230150] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/03/2023] Open
Abstract
BACKGROUND Contemporary literature raises serious questions about the inclusion of negatively worded items in the safety climate scale. Despite these reservations, limited efforts have been made to address this shortcoming. OBJECTIVE The present study aims to adapt and empirically validate the ten-items group-level safety climate scale with the purpose of replacing negatively worded items with positively worded ones after a thorough validation process. The present study is one of the first to propose an empirically validated group-level safety climate scale that uses positive items to measure the safety climate construct. METHODS Study 1 was conducted using a sample of 135 participants. Study 2 used a time-lagged approach to validate the scale, with a sample of 173 production workers from six oil and gas organizations in Malaysia. The Partial Least Squares Structural Equation Modeling (PLS-SEM) method was used to test the hypothesized relationships. RESULTS In Study 1, the results of the exploratory factor analysis showed good reliability for the revised scale. In Study 2, the results of the PLS-SEM analysis demonstrated a positive relationship between safety climate and safety behaviors, thereby validating the revised and translated scale of safety climate. CONCLUSION The revised safety climate scale will not only improve data quality, but it will also increase response rates. Additionally, the revised scale will assist managers in understanding the true perceptions of safety climate in their organization, regardless of the cultural context in which the scale is used.
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Affiliation(s)
- Muhammad Zeeshan Mirza
- NUST Business School, National University of Sciences and Technology, Islamabad, Pakistan
| | - Mumtaz Ali Memon
- NUST Business School, National University of Sciences and Technology, Islamabad, Pakistan
- Faculty of Business, Sohar University, Sohar, Oman
| | | | - Rameen Arshad
- Department of Management Sciences, National University of Modern Languages, Islamabad, Pakistan
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Lawson C, Truelove A. Fostering Diversity, Equity, Inclusion, and Belonging Through the Lens of Gratitude. Nurs Adm Q 2024; 48:49-54. [PMID: 38079295 DOI: 10.1097/naq.0000000000000608] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/18/2023]
Abstract
Diversity, equity, inclusion, and belonging is the work of leaders. The opportunity to embrace individuality and grow collectively is something to be appreciated. The work requires leadership at all levels and starts from within. Having the courage to lean into discomfort that comes with the work reaps great rewards. Assessing your organization and applying learnings is the start to culture change. This is only the start, this work is ongoing, and it is with gratitude we should embrace to opportunity for inclusion. We as individuals and teams will benefit as well as those we serve.
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Affiliation(s)
- Crystal Lawson
- We Rise Up, LLC, Knoxville, Tennessee (Dr Lawson); and Cedars-Sinai Marina del Rey Hospital, Los Angeles, California (Ms Truelove)
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Kawar LN, Fangonil-Gagalang E, Failla KR, Aquino-Maneja E, Vaughn S, Mestler Loos N. Evidence-Based Practice Implementation: Dependent on Capacity and Capabilities. J Nurs Adm 2024; 54:35-39. [PMID: 38117150 DOI: 10.1097/nna.0000000000001374] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/21/2023]
Abstract
OBJECTIVE This study was conducted to determine the benefits, facilitators, and barriers of implementing evidence-based practice (EBP) into organizational culture. BACKGROUND Implementing EBP leads to higher quality of patient outcome care, improved patient outcomes, and decreased healthcare costs. Nurse leader (NL) influence is essential for successful EBP implementation. METHODS Data were collected using a descriptive qualitative approach with focus group interviews using 2 open-ended questions. Participants included NL attendees at the 2022 Association of California Nurse Leaders Annual Program/Conference. Data were analyzed and themes were identified using Sandelowski's method. RESULTS Two overarching themes emerged: capacity (the amount something can produce) and capabilities (the power or ability to do something). CONCLUSIONS Healthcare organizations need to invest in building NLs' capacity to implement EBP and allocate resources to strengthen the organization's capabilities in supporting EBP.
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Affiliation(s)
- Lina Najib Kawar
- Author Affiliations: Regional Director SCAL/HI Nursing Research/EBP Program/Nurse Scientist (Dr Kawar) and Practice Specialist (Dr Aquino-Maneja), Kaiser Permanente, Pasadena; Undergraduate Nursing Program Director/Assistant Professor (Dr Fangonil-Gagalang), California State University, San Bernardino; Director of Nursing Workforce Transitions (Dr Failla), Sharp HealthCare, San Diego; Professor Emeritus (Dr Vaughn), California State University, Fullerton; and Adjunct Faculty (Dr Loos), Azusa Pacific University, California
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Moreno JV, Marshall DR, Girard A, Mitchell NMB, Minissian MB, Coleman B. An Organizational Commitment to Diversity, Equity, Inclusion, and Justice: A Multipronged Strategic Approach. Nurs Adm Q 2024; 48:33-48. [PMID: 38051208 DOI: 10.1097/naq.0000000000000611] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/07/2023]
Abstract
Cedars-Sinai is a sixth continuous Magnet organization in Southern California that embodies inclusive leadership in support of diversity, equity, inclusion, and justice (DEIJ) principles. The organization adheres to a strategic model prioritizing staff sense of belonging, empowerment, engagement, curiosity, and creativity. Employing inclusive leadership, we have implemented strong programs of professional development and continuous learning, innovation, and research. This leadership and these programs have fostered a culture of inquiry, support evidence-driven practice, quality improvement, and staff engagement. Our organization is committed to creating a caring and healing environment that promotes performance. We believe in practicing loving-kindness toward ourselves and others as a core value. Executive leadership support has been a key element in our successful implementation of DEIJ strategies, including employee resource groups, Shared Leadership Councils, transition to practice programs, health equity research, and innovative solutions. These strategies have been shown to yield a significant return on investment.
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Affiliation(s)
- Janette V Moreno
- Geri and Richard Brawerman Nursing Institute (Dr Moreno), Nursing Administration (Drs Marshall and Girard), Office of Diversity and Inclusion (Ms Mitchell), Research and Innovation (Dr Minissian), and Nursing Research and Quality Improvement (Dr Coleman), Cedars-Sinai Medical Center, Los Angeles, California
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Udin U. Transformational leadership and organizational learning culture in the health sector: The mediating and moderating role of intrinsic work motivation. Work 2024; 77:1125-1134. [PMID: 37980589 DOI: 10.3233/wor-230047] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/21/2023] Open
Abstract
BACKGROUND Transformational leadership and organizational learning culture have become exciting topics to be explored over the last few decades. However, several previous studies have shown certain inconclusive findings regarding the link between transformational leadership and organizational learning culture. OBJECTIVE This study fills this gap by developing a clear model and aims to examine the extent of the impact of (1) transformational leadership on organizational learning culture and intrinsic work motivation, (2) intrinsic work motivation on organizational learning culture, (3) intrinsic work motivation in mediating and moderating the relationship between transformational leadership and organizational learning culture. METHODS The data of this study are collected from employees working at the community health center in Indonesia. A partial least squares (PLS) based structural equation modeling (SEM) technique is used to analyze the data by utilizing the SmartPLS 3.0 software package. RESULTS First, the results concluded that transformational leadership has a significant impact on organizational learning culture and intrinsic work motivation. Second, intrinsic work motivation has a significant impact on organizational learning culture. Third, intrinsic work motivation fully mediates the relationship between transformational leadership and organizational learning culture. Also, intrinsic work motivation moderates these variables' relationships. CONCLUSION The theoretical model of previous research on the relationship between transformational leadership and organizational learning culture with intrinsic work motivation as a mediator and moderator variable has yet to be fully developed both in public and private organizations, particularly in the health sector.
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Affiliation(s)
- Udin Udin
- Department of Management, Universitas Muhammadiyah Yogyakarta, Yogyakarta, Indonesia. E-mail:
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Kida R, Takemura Y. Relationship between shift assignments, organizational justice, and turnover intention: A cross-sectional survey of Japanese shift-work nurses in hospitals. Jpn J Nurs Sci 2024; 21:e12570. [PMID: 37867134 DOI: 10.1111/jjns.12570] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/08/2023] [Revised: 08/17/2023] [Accepted: 09/24/2023] [Indexed: 10/24/2023]
Abstract
AIM Shift management and planning processes for shift-working nurses are important for their continued work. This study aimed to determine the association between shift assignments, organizational justice, and their interaction with turnover intention among shift-work nurses. METHODS This cross-sectional study used an online questionnaire administered to Japanese nurses between January and February 2020. Enquiries pertaining to their daily start and end times for each shift type, the shift assignments, organizational justice, and their turnover intention were made. To examine the association with turnover intention, logistic regression analysis was performed with shift assignments, organizational justice, and their interaction terms as independent variables. RESULTS A total of 386 nurses participated in the final analysis. Of these, 161 nurses (41.7%) had turnover intention. Unequal work assignments and procedural justice were significantly associated with turnover intention. However, the interaction between these factors was not significant. CONCLUSION The results suggest that procedural justice in the workplace and turnover intention are related, but in shift planning, even procedural justice cannot buffer unequal work from leading to turnover intention. This study provides valuable insights for nursing managers who manage the schedules of shift-working nurses.
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Affiliation(s)
- Ryohei Kida
- Department of Nursing Administration and Advanced Clinical Nursing, Division of Health Sciences and Nursing, Graduate School of Medicine, The University of Tokyo, Tokyo, Japan
| | - Yukie Takemura
- Nursing Department, The University of Tokyo Hospital, Tokyo, Japan
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Yang E, Kim Y, Rodgers C. Effects of a behavior-based safety observation program: Promoting safe behaviors and safety climate at work. Work 2024; 77:133-145. [PMID: 37483049 DOI: 10.3233/wor-220465] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 07/25/2023] Open
Abstract
BACKGROUND Behavior-based safety (BBS) programs promote coworkers observing and correcting each other's at-risk behaviors on site; the idea behind BBS programs is to create a cultural shift in a company where it is acceptable for coworkers to stop anyone, at any time, from working in an unsafe manner. OBJECTIVE The main objective of this study is to examine the impacts of a BBS observation program in the construction industry. METHODS The subject, an electrical contracting company, implemented the BBS program in January 2019. This study utilized multiple data sources: the company's incident data, BBS program report data, and surveys, including the Safety Climate Assessment Tool for Small Contractors. A total of 3,891 at-risk behaviors from the BBS reports, including 600 comments, and 141 survey responses were analyzed. RESULTS The most frequently reported at-risk behavior was the line of fire, and the at-risk behaviors were often observed when workers conducted tasks, such as running or pulling wires, installing devices, and installing lights. The overall perception of safety climate was high, and the respondents reported that the safety climate had improved since the adoption of the BBS program. Overall, implementing the BBS program benefited in cultivating the company's collective safety climate. CONCLUSION As a result of the BBS program, the company implemented better communication strategies for their safety meetings on the most frequently reported at-risk behaviors, replacing safety gears with higher quality ones, and redesigning online safety training to better reflect the identified tasks that were associated with more at-risk behaviors.
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Affiliation(s)
- Eunhwa Yang
- School of Building Construction, Georgia Institute of Technology, Atlanta, GA, USA
| | - Yujin Kim
- School of Building Construction, Georgia Institute of Technology, Atlanta, GA, USA
| | - Charner Rodgers
- Robert R. Taylor School of Architecture and Construction Science, Tuskegee University, Tuskegee, AL, USA
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As AI, Irwandy I, Bulu' RM. Role of leader member exchange on nurse's organisational citizenship behaviour from the Bugis tribe cultural perspective in Indonesia. BMJ Lead 2023; 7:273-278. [PMID: 37192090 DOI: 10.1136/leader-2021-000536] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/11/2021] [Accepted: 01/30/2023] [Indexed: 02/17/2023]
Abstract
PURPOSE This research aims to look at the role of leader-member exchange (LMX) on the creation of organisational citizenship behaviour (OCB) in nurses of the Bugis tribe in the Inpatient Unit of the Labuang Baji Public General Hospital. DESIGN/METHODOLOGY/APPROACH This study used a cross-sectional research approach to gather the necessary data to perform an observational analysis. 98 nurses were selected through a purposive sampling technique. FINDINGS The research results indicate that the cultural characteristics of the Bugis people align closely with the siri' na passe value, with the criteria of sipakatau (humanity), deceng (good), asseddingeng (unity), marenreng perru (loyalty), sipakalebbi (mutual respect) and sipakainge (reminding each other). ORIGINALITY The patron-client relationship in the Bugis leadership system is reflected in the LMX concept and capable of creating the OCB in Bugis tribe nurses.
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Affiliation(s)
- Andi Indahwaty As
- Department of Hospital Administration, Hasanuddin University, Makassar, Indonesia
- Hasanuddin University Hospital, Makassar, Indonesia
| | - Irwandy Irwandy
- Department of Hospital Administration, Hasanuddin University, Makassar, Indonesia
- Hasanuddin University Hospital, Makassar, Indonesia
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Yuwono H, Kurniawan MD, Syamsudin N, Eliyana A, Saputra DEE, Emur AP, Jalil NIA. Do psychological capital and transformational leadership make differences in organizational citizenship behavior? PLoS One 2023; 18:e0294559. [PMID: 38100445 PMCID: PMC10723732 DOI: 10.1371/journal.pone.0294559] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/04/2023] [Accepted: 11/05/2023] [Indexed: 12/17/2023] Open
Abstract
This research is proposed to determine factors affecting organizational citizenship behavior (OCB), tested on counselors, totaling 156 respondents. This study applied three waves in data collection with an interval of 30 days and a multigroup analysis to validate OCB. The analysis technique used is the Structural Equation Modeling (SEM) method using the IBM SPSS AMOS v26. The results showed that transformational leadership and psychological capital could, directly and indirectly, influence OCB and substantially affect work engagement as the mediator. Furthermore, male counselors with OCB were more dominantly influenced by work engagement, whereas female counselors were by transformational leadership. The results of this study can be used as a basis for policy recommendations by organizational management, especially organizations in the public service. This research has strengthened the empirical foundation on voluntary extra-role behavior and initiatives that can improve organizational effectiveness. This behavior can be manifested by strengthening psychological capital, transformational leadership, and work engagement.
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Affiliation(s)
- Heni Yuwono
- Directorate General of Corrections, Ministry of Law and Human Rights of the Republic of Indonesia, Central Jakarta, DKI Jakarta, Indonesia
| | - Muhammad Danang Kurniawan
- Department of Management, Universitas Airlangga, Surabaya, East Java, Indonesia
- Research and Publication, PT Usaha Mulia Digital Indonesia (PT UMDI), South Jakarta, DKI Jakarta, Indonesia
| | - Nanank Syamsudin
- Directorate General of Corrections, Ministry of Law and Human Rights of the Republic of Indonesia, Central Jakarta, DKI Jakarta, Indonesia
- State Development Administration, Politeknik STIA LAN Jakarta, Central Jakarta, DKI Jakarta, Indonesia
| | - Anis Eliyana
- Department of Management, Universitas Airlangga, Surabaya, East Java, Indonesia
| | - Deddy Eduar Eka Saputra
- Directorate General of Corrections, Ministry of Law and Human Rights of the Republic of Indonesia, Central Jakarta, DKI Jakarta, Indonesia
- Postgraduate School, Universitas Negeri Jakarta, East Jakarta, DKI Jakarta, Indonesia
| | - Alvin Permana Emur
- Research and Publication, PT Usaha Mulia Digital Indonesia (PT UMDI), South Jakarta, DKI Jakarta, Indonesia
- Department of Management, Universitas Indonesia, Depok, West Java, Indonesia
| | - Nurul Iman Abdul Jalil
- Department of Psychology and Counseling, Universiti Tunku Abdul Rahman, Kampar, Perak Darul Ridzuan, Malaysia
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Crispin CN, Afsharian A, Loh MY, Dollard MF, Dormann C, Glozier N, Gill T, Taylor AW. Psychosocial safety climate (PSC) and working conditions, predictors of mental health and antidepressant and opioid use in Australia: a study protocol for longitudinal data linkage. BMJ Open 2023; 13:e074235. [PMID: 38097242 PMCID: PMC10729104 DOI: 10.1136/bmjopen-2023-074235] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 05/03/2023] [Accepted: 11/23/2023] [Indexed: 12/18/2023] Open
Abstract
INTRODUCTION Work-related stress is a social determinant of global health that represents a huge cost to workers' health and reduces work performance. In Australia, mental well-being is a pressing national issue-with one in five Australians experiencing mental disorders. Antidepressants are a first-line medication commonly used to treat mental disorders. Recently, Australia has seen a dramatic increase in the use of prescribed antidepressant medications to treat mental health related illnesses. Australia has also seen a dramatic increase in the use of prescribed opioid analgesics for non-cancer pain including opioid use for psychological distress and social stressors. It is plausible a rise in mental health problems and antidepressant and opioid medication use is partly attributable to the corporate climate for worker mental health (ie, the psychosocial safety climate, PSC). This research aims to identify how PSC and workplace conditions contribute to employee well-being and distress that culminate in antidepressant and opioid medication use. METHODS/ANALYSIS Data will be collected through creative data linkage from the Australian Workplace Barometer (AWB), to medication data (via the Pharmaceutical Benefits Scheme, PBS). The participant sample will include 1372 working Australians from the AWB project from 2009 to 2021. Four waves of longitudinal data from 2009 to 2021 will be used to investigate the plausible link between Australia's high levels of antidepressant and opioid use and distress at work. The project advances theory by probing the role corporate climate plays in work design, distress, mental health problems and antidepressant and opioid use. It will determine if antidepressant and opioid use has led to an underestimation of work stress effects. Proposed theoretical models will be analysed through linked data, using continuous time structural equation modelling, hierarchical linear modelling, logistic regression and cost estimation. ETHICS AND DISSEMINATION The study has been approved by the Human Research Ethics Committee of the University of South Australia (Ethics Protocol: 203003). Further, approval from the Australian Institute of Health and Welfare Ethics Committee was also granted for linkage of AWB data and PBS data (EthOS Application EO2022/1/1190).Results of the study will be disseminated through worldwide keynotes, key international settings, high-impact peer-reviewed journals, industry conference presentations and media outlets to reach managers, workers, and industry partners. Further, UniSA requires publications from public projects to be held in an institutional repository which fulfils the Australian Research Council's Open Access Policy.
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Affiliation(s)
| | - Ali Afsharian
- Justice & Society, University of South Australia, Adelaide, South Australia, Australia
| | - May Young Loh
- Justice & Society, University of South Australia, Adelaide, South Australia, Australia
| | - Maureen F Dollard
- Justice & Society, University of South Australia, Adelaide, South Australia, Australia
| | - Christian Dormann
- Johannes Gutenberg Universitat Mainz, Mainz, Rheinland-Pfalz, Germany
| | - Nick Glozier
- University of Sydney Brain and Mind Research Institute, Sydney, New South Wales, Australia
| | - Tiffany Gill
- Medical Specialities, The University of Adelaide, Adelaide, South Australia, Australia
| | - Anne W Taylor
- School of Medicine, The University of Adelaide, Adelaide, South Australia, Australia
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Al-Oweidat IA, Saleh A, Khalifeh AH, Tabar NA, Al Said MR, Khalil MM, Khrais H. Nurses' perceptions of the influence of leadership behaviours and organisational culture on patient safety incident reporting practices. Nurs Manag (Harrow) 2023; 30:33-41. [PMID: 37190777 DOI: 10.7748/nm.2023.e2088] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 02/28/2023] [Indexed: 05/17/2023]
Abstract
BACKGROUND Patient safety is a priority for all healthcare organisations. Enhancing patient safety incident reporting practices requires effective leadership behaviours at all levels in healthcare organisations. AIM To explore nurses' perceptions of the influence of nurse managers' leadership behaviours and organisational culture on patient safety incident reporting practices. METHOD A descriptive, cross-sectional, correlational design was adopted with a convenience sample of 325 nurses from 15 Jordanian hospitals. RESULTS Respondents had positive perceptions of their nurse managers' leadership behaviours and organisational culture. There was a significant positive relationship between leadership behaviours and organisational culture (r=0.423, P<0.001) and between leadership behaviours and actual incident-reporting practices (r=0.131, P<0.001). Additionally, there was a significant positive relationship between organisational culture and incident-reporting practices (r=0.250, P<0.001). CONCLUSION Healthcare organisations must develop leaders who will foster a supportive and just culture that will enhance nurses' practice with regards to reporting patient safety incidents.
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Affiliation(s)
| | - Ali Saleh
- The University of Jordan, Amman, Jordan
| | | | - Nazih Abu Tabar
- Fatima College of Health Sciences, Al Ain, United Arab Emirates
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Wang D, Mao W, Zhao C, Wang F, Hu Y. The cross-level effect of team safety-specific transformational leadership on workplace safety behavior: The serial mediating role of team safety climate and team safety motivation. J Safety Res 2023; 87:285-296. [PMID: 38081702 DOI: 10.1016/j.jsr.2023.05.001] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 10/11/2022] [Revised: 12/25/2022] [Accepted: 05/01/2023] [Indexed: 12/18/2023]
Abstract
INTRODUCTION Workplace safety not only impairs individual health but also affects economic and social development. METHOD Based on social learning theory, collective social learning theory, and expectancy-valence theory, using cluster random sampling method, 630 employees from 66 different work teams out of around 800 employees in a domestic petroleum enterprise were selected to participate in the research. The safety-specific transformational leadership, safety climate, safety motivation and workplace safety behavior scales were used. Data were collected in two stages. SPSS22.0 and Mplus7.0 were used to analyze the data to explore the relationship between team safety-specific transformational leadership and workplace safety behavior, as well as the serial mediating effect of team safety climate and team safety motivation. RESULTS The results showed that: (a) team safety-specific transformational leadership can positively influence safety compliance and safety participation; (b) team safety climate mediates the relationship between team safety-specific transformational leadership and safety compliance and safety participation; (c) team safety motivation mediates the relationship between team safety-specific transformational leadership and safety compliance and safety participation; and (d) team safety climate and team safety motivation play a serial mediating role between team safety-specific transformational leadership and safety compliance and safety participation. PRACTICAL APPLICATIONS This research has both theoretical and practical significance.
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Affiliation(s)
- Dawei Wang
- School of Psychology, Shandong Normal University, China.
| | - Wenxu Mao
- School of Psychology, Shandong Normal University, China.
| | - Chaoyue Zhao
- School of Psychology, Shandong Normal University, China.
| | - Feng Wang
- School of Psychology, Shandong Normal University, China.
| | - Yixin Hu
- School of Psychology, Shandong Normal University, China.
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Bass EJ, Hose BZ. Perioperative Environment Safety Culture: A Scoping Review Addressing Safety Culture, Climate, Enacting Behaviors, and Enabling Factors. Anesthesiol Clin 2023; 41:755-773. [PMID: 37838382 PMCID: PMC10664463 DOI: 10.1016/j.anclin.2023.06.004] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/16/2023]
Abstract
While there is an increasing interest in patient safety and in transforming safety culture in the perioperative environment, it is not clear what methods are being used to understand, assess, and influence safety culture and climate. This article seeks to uncover what instruments and measures are used to assess safety culture and investigates how these measures are applied in baseline assessments and interventions in the perioperative environment to enhance/support safety culture. Study investigators are encouraged to collect and analyze data about engaging in behaviors that prevent, respond to, or resolve safety issues, and related factors that support understanding their effects.
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Affiliation(s)
- Ellen J. Bass
- Drexel University, College of Computer and Informatics, Philadelphia, PA
- Department of Anesthesiology and Critical Care at the Perelman School of Medicine, University of Pennsylvania, Philadelphia, PA
| | - Bat-Zion Hose
- Department of Anesthesiology and Critical Care at the Perelman School of Medicine, University of Pennsylvania, Philadelphia, PA
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