Strasser Dale C, Smits Stanley J, Falconer Judith A, Herrin Jeph S, Bowen Susan E
Atlanta Site--Birmingham/Atlanta GRECC, VA Medical Center, Decatur, GA 30033, USA.
J Rehabil Res Dev. 2002 Jan-Feb;39(1):115-25.
A conceptual model of rehabilitation effectiveness, in which team functioning is influenced by hospital culture, has been previously suggested by several authors of this study. The current study tested the efficacy of the hospital culture portion of the model using survey data from 523 rehabilitation team members and 162 administrators from 50 participating Veterans Administration Hospitals (VAHs). We assessed four types of hospital culture (personal, dynamic, formal, and production-oriented) using an instrument developed originally for a Competing Values Model. Rehabilitation team members and administrators perceived three of the four hospital cultures differently (p < 0.0001), agreeing only on production-oriented culture. With the use of VAH dominant culture as the independent variable, statistically significant differences were found among all nine measures of team functioning (dependent variables). The major contrast was between personal versus formal hospital culture types.
本研究的几位作者此前曾提出过一个康复效果的概念模型，其中团队运作受医院文化影响。本研究利用来自50家参与研究的退伍军人管理局医院（VAH）的523名康复团队成员和162名管理人员的调查数据，对该模型中医院文化部分的有效性进行了测试。我们使用最初为竞争价值观模型开发的一种工具，评估了四种类型的医院文化（个人型、动态型、正式型和生产导向型）。康复团队成员和管理人员对四种医院文化中的三种有不同看法（p < 0.0001），仅在生产导向型文化上达成一致。以VAH主导文化作为自变量，在团队运作的所有九项指标（因变量）中发现了统计学上的显著差异。主要对比在于个人型与正式型医院文化类型之间。
