André Beate, Sjøvold Endre
Department of Public Health and Nursing, Norwegian University of Science and Technology (NTNU), 7004, Trondheim, NO, Norway.
NTNU Center for Health Promotion Research, Trondheim, Norway.
BMC Health Serv Res. 2017 Jul 14;17(1):486. doi: 10.1186/s12913-017-2436-4.
To successfully achieve change in healthcare, a balance between technology and "people ware", the human recourses, is necessary. However, the human aspect of the change implementation process has received less attention than the technological issues. The aim was to explore the factors that characterize the work culture in a hospital unit that successfully implemented change compared with the factors that characterize the work culture of a hospital unit with unsuccessful implementation.
The Systematizing Person-Group Relations method was used for gathering and analyzing data to explore what dominate the behavior in a particular work environment identifying challenges, limitations and opportunities. This method applied six different dimensions, each representing different behavior in a work culture: Synergy, Withdrawal, Opposition, Dependence, Control and Nurture. We compared two different units at the same hospital, one that successfully implemented change and one that was unsuccessful.
There were significant statistical differences between healthcare personnel working at a unit that successfully implemented change contrasted with the unit with unsuccessful implementation. These significant differences were found in both the synergy and control dimensions, which are important positive qualities in a work culture.
The results of this study show that healthcare personnel at a unit with a successful implementation of change have a working environment with many positive qualities. This indicates that a work environment with a high focus on goal achievement and task orientation can handle the challenges of implementing changes.
为了在医疗保健领域成功实现变革，技术与“人力因素”（即人力资源）之间的平衡是必要的。然而，变革实施过程中的人文因素受到的关注少于技术问题。目的是探索成功实施变革的医院科室的工作文化特征因素，并与实施变革未成功的医院科室的工作文化特征因素进行比较。
运用系统化人-群体关系方法收集和分析数据，以探索在特定工作环境中主导行为的因素，识别挑战、限制和机遇。该方法应用六个不同维度，每个维度代表工作文化中的不同行为：协同、退缩、反对、依赖、控制和培育。我们比较了同一家医院的两个不同科室，一个成功实施了变革，另一个未成功。
成功实施变革的科室的医护人员与未成功实施变革的科室的医护人员之间存在显著的统计学差异。这些显著差异在协同和控制维度中均有发现，而这两个维度在工作文化中是重要的积极特质。
本研究结果表明，成功实施变革的科室的医护人员拥有具有许多积极特质的工作环境。这表明高度注重目标达成和任务导向的工作环境能够应对实施变革的挑战。
