Wilson Centre for Research in Education, University Health Network, Toronto, Canada.
J Interprof Care. 2011 May;25(3):203-8. doi: 10.3109/13561820.2010.504312. Epub 2010 Dec 23.
Appreciative inquiry (AI) is a relatively new approach to initiating or managing organizational change that is associated with the 'positiveness' movement in psychology and its offshoot positive organizational scholarship. Rather than dwelling upon problems related to change, AI encourages individuals to adopt a positive, constructive approach to managing change. In recent years, AI has been used to initiate change across a broad range of public and private sector organizations. In this article, we report findings from a subset of 50 interviews gathered in a wider study of interprofessional education (IPE) in which AI was employed as a change agent for implementing IPE in a number of health care institutions in a North American setting. A multiple case study approach. (Yin, 2002) was employed in the wider study and semi-structured interviews were undertaken with participants both before their IPE programs and directly afterwards to obtain a detailed understanding of their expectations and experiences of IPE. Interviews were analyzed in an inductive thematic manner in order to produce key emergent themes from each of the IPE programs. A process of re-analysis provided a set of themes which offered an understanding of the role of AI within this IPE initiative. Our findings identify a strong resonance and fit for AI both among the health and social care professionals who participated in this initiative. Numerous individuals commented on the enthusiasm and energy AI engendered, while praising its ability to enhance their working lives and interprofessional relationships. Yet a number of difficulties were also reported. These focused on problems with the translation of the AI process into achievable structural level (e.g. professional, cultural) changes. Based on these findings, the article goes on to argue that the use of AI can overlook a number of structural factors, which will ultimately limit its ability to actually secure meaningful and lasting change within health care.
赞赏性探究（Appreciative Inquiry，AI）是一种相对较新的发起或管理组织变革的方法，它与心理学中的“积极性”运动及其分支积极组织学术研究有关。与关注与变革相关的问题不同，AI 鼓励个人采取积极、建设性的方法来管理变革。近年来，AI 已被用于发起广泛的公共和私营部门组织的变革。在本文中，我们报告了在一项更广泛的跨专业教育（IPE）研究中收集的 50 次访谈的一部分结果，在该研究中，AI 被用作变革推动者，在北美地区的一些医疗机构中实施 IPE。采用了（Yin，2002）的多案例研究方法，对参与者进行了半结构化访谈，在他们的 IPE 项目之前和之后直接进行，以详细了解他们对 IPE 的期望和经验。采用归纳主题的方法对访谈进行分析，以便从每个 IPE 项目中产生关键的新兴主题。重新分析的过程提供了一组主题，这些主题理解了 AI 在这一 IPE 倡议中的作用。我们的发现确定了 AI 在参与这一倡议的医疗保健和社会护理专业人员中具有强烈的共鸣和契合度。许多人对 AI 所产生的热情和活力表示赞赏，同时也赞扬它增强了他们的工作生活和跨专业关系的能力。然而，也报告了一些困难。这些困难主要集中在将 AI 过程转化为可实现的结构层面（例如专业、文化）变革方面的问题。基于这些发现，本文接着认为，AI 的使用可能会忽略一些结构因素，这最终将限制其在医疗保健领域真正实现有意义和持久变革的能力。
