Doram Keith, Chadwick Whitney, Bokovoy Joni, Profit Jochen, Sexton Janel D, Sexton J Bryan
Adventist Health, Palo Alto, CA, USA.
Department of Pediatrics, Stanford University School of Medicine and Lucile Packard Children's Hospital, Palo Alto, CA, USA.
BMC Health Serv Res. 2017 Feb 11;17(1):132. doi: 10.1186/s12913-017-2050-5.
Organizations that encourage the respectful expression of diverse spiritual views have higher productivity and performance, and support employees with greater organizational commitment and job satisfaction. Within healthcare, there is a paucity of studies which define or intervene on the spiritual needs of healthcare workers, or examine the effects of a pro-spirituality environment on teamwork and patient safety. Our objective was to describe a novel survey scale for evaluating spiritual climate in healthcare workers, evaluate its psychometric properties, provide benchmarking data from a large faith-based healthcare system, and investigate relationships between spiritual climate and other predictors of patient safety and job satisfaction.
Cross-sectional survey study of US healthcare workers within a large, faith-based health system.
Seven thousand nine hundred twenty three of 9199 eligible healthcare workers across 325 clinical areas within 16 hospitals completed our survey in 2009 (86% response rate). The spiritual climate scale exhibited good psychometric properties (internal consistency: Cronbach α = .863). On average 68% (SD 17.7) of respondents of a given clinical area expressed good spiritual climate, although assessments varied widely (14 to 100%). Spiritual climate correlated positively with teamwork climate (r = .434, p < .001) and safety climate (r = .489, p < .001). Healthcare workers reporting good spiritual climate were less likely to have intentions to leave, to be burned out, or to experience disruptive behaviors in their unit and more likely to have participated in executive rounding (p < .001 for each variable).
The spiritual climate scale exhibits good psychometric properties, elicits results that vary widely by clinical area, and aligns well with other culture constructs that have been found to correlate with clinical and organizational outcomes.
鼓励对不同精神观点进行尊重表达的组织具有更高的生产力和绩效，并能以更高的组织承诺度和工作满意度来支持员工。在医疗保健领域，针对医护人员精神需求进行定义或干预，或研究支持精神性的环境对团队合作和患者安全影响的研究较少。我们的目标是描述一种用于评估医护人员精神氛围的新型调查量表，评估其心理测量特性，提供来自大型宗教性医疗系统的基准数据，并研究精神氛围与患者安全和工作满意度的其他预测因素之间的关系。
对一个大型宗教性医疗系统内的美国医护人员进行横断面调查研究。
2009年，16家医院325个临床区域的9199名合格医护人员中有7923人完成了我们的调查（回复率86%）。精神氛围量表显示出良好的心理测量特性（内部一致性：克朗巴哈α系数 = 0.863）。给定临床区域平均68%（标准差17.7）的受访者表示精神氛围良好，尽管评估差异很大（14%至100%）。精神氛围与团队合作氛围呈正相关（r = 0.434，p < 0.001），与安全氛围呈正相关（r = 0.489，p < 0.001）。报告精神氛围良好的医护人员离职意图、职业倦怠或在其单位出现破坏性行为的可能性较小，且更有可能参与行政查房（每个变量p < 0.001）。
精神氛围量表显示出良好的心理测量特性，得出的结果因临床区域而异，并且与已发现与临床和组织结果相关的其他文化结构高度契合。
