Rondeau Kent V, Wagar Terry H
Department of Public Health Sciences, University of Alberta, Edmonton.
Healthc Manage Forum. 2002 Summer;15(2):17-23. doi: 10.1016/S0840-4704(10)60576-5.
Interest is growing in learning more about the ability of total quality management and continuous quality improvement (TQM/CQI) initiatives to contribute to the performance of healthcare organizations. A major factor in the successful implementation of TQM/CQI is the seminal contribution of an organization's culture. Many implementation efforts have not succeeded because of a corporate culture that failed to stress broader organizational learning. This may help to explain why some TQM/CQI programs have been unsuccessful in improving healthcare organization performance. Organizational performance variables and organizational learning orientation were assessed in a sample of 181 Canadian long-term care organizations that had implemented a formal TQM/CQI program. Categorical regression analysis shows that, in the absence of a strong corporAte culture that stresses organizational learning and employee development, few performance enhancements are reported. The results of the assessment suggest that a TQM/CQI program without the backing of a strong organizational learning culture may be insufficient to achieve augmented organizational performance.
人们越来越有兴趣深入了解全面质量管理和持续质量改进（TQM/CQI）举措对医疗保健组织绩效的贡献能力。成功实施TQM/CQI的一个主要因素是组织文化的开创性贡献。由于企业文化未能强调更广泛的组织学习，许多实施工作都没有成功。这或许有助于解释为什么一些TQM/CQI项目在改善医疗保健组织绩效方面没有取得成功。在181个实施了正式TQM/CQI项目的加拿大长期护理组织样本中，对组织绩效变量和组织学习导向进行了评估。分类回归分析表明，在缺乏强调组织学习和员工发展的强大企业文化的情况下，很少有绩效提升的报告。评估结果表明，没有强大的组织学习文化支持的TQM/CQI项目可能不足以实现组织绩效的提升。
