Institute of Radiology, Kantonsspital Baden, CH-5404, Baden, Switzerland.
Eur Radiol. 2010 Feb;20(2):377-84. doi: 10.1007/s00330-009-1565-5. Epub 2009 Sep 16.
Within the framework of organisational development, an assessment of the workplace experience of radiographers (RGs) was conducted. The aims of this study were to develop structural and interpersonal interventions and to prove their effectiveness and feasibility.
A questionnaire consisting of work-related factors, e.g. time management and communication, and two validated instruments (Workplace Analysis Questionnaire, Effort-Reward Imbalance Scale) was distributed to all RGs (n = 33) at baseline (T1). Interventions were implemented and a follow-up survey (T2) was performed 18 months after the initial assessment.
At T1, areas with highest dissatisfaction were communication and time management for ambulant patients (bad/very bad, 57% each). The interventions addressed adaptation of work plans, coaching in developing interpersonal and team leadership skills, and regular team meetings. The follow-up survey (T2) showed significantly improved communication and cooperation within the team and improved qualification opportunities, whereas no significant changes could be identified in time management and in the workplace-related scales 'effort' expended at work and 'reward' received in return for the effort.
Motivating workplace experience is important for high-level service quality and for attracting well-qualified radiographers to work at a place and to stay in the team for a longer period.
在组织发展框架内，对放射技师（RGs）的工作场所体验进行评估。本研究的目的是制定结构和人际关系干预措施，并证明其有效性和可行性。
在基线（T1）时，向所有 RGs（n=33）分发了一份包含工作相关因素（如时间管理和沟通）的问卷，以及两个经过验证的工具（工作场所分析问卷、努力-回报失衡量表）。实施干预措施后，在初始评估后 18 个月进行了随访调查（T2）。
在 T1 时，对流动患者的沟通和时间管理最不满意（各有 57%的人认为很差/非常差）。干预措施包括调整工作计划、在发展人际关系和团队领导技能方面的辅导，以及定期的团队会议。随访调查（T2）显示，团队内部的沟通和合作明显改善，资格提升机会也有所增加，而在时间管理以及与工作场所相关的“工作投入”和“回报”方面，没有显著变化。
激励工作场所体验对于提供高水平的服务质量以及吸引高素质的放射技师在一个地方工作并在团队中停留更长时间非常重要。
