Manley K
Nurs Stand. 2000;14(37):34-9. doi: 10.7748/ns2000.05.14.37.34.c2846.
The aim of this three-year study was to investigate the development of a consultant nurse post and consider whether it contributed to a new organisational culture.
Action research was used because it focuses on developing practitioners, developing practice and contributing to understanding both the phenomena being studied and the processes being used.
The role of leadership is recognised as key to bringing about cultural change, as is the use of approaches that clarify values and highlight the contradiction between espoused culture and culture in practice.
This new culture had a positive impact on the unit in which it was based, on practitioners and their practice, and also on the trust. A number of factors, including transformational leadership, other facilitative processes, expertise in the practice of nursing, and other subroles of the consultant nurse were shown to be influential. Part one, published last week, described the concept of organisational culture. This article discusses the consultant nurse outcomes.
这项为期三年的研究旨在调查顾问护士岗位的发展情况，并考虑其是否有助于形成一种新的组织文化。
采用行动研究法，因为它侧重于培养从业者、改进实践，并有助于理解所研究的现象和所采用的过程。
领导力的作用被认为是实现文化变革的关键，明确价值观以及突出所倡导的文化与实际文化之间矛盾的方法的运用也是如此。
这种新文化对其所在科室、从业者及其实践以及信任都产生了积极影响。包括变革型领导、其他促进性过程、护理实践专业知识以及顾问护士的其他子角色在内的一些因素被证明具有影响力。上周发表的第一部分描述了组织文化的概念。本文讨论顾问护士的成果。
