Locke Rachel, Castrucci Brian C, Gambatese Melissa, Sellers Katie, Fraser Michael
de Beaumont Foundation, Bethesda, Maryland (Ms Locke and Drs Castrucci and Sellers); Gambatese Consulting, Wappingers Falls, New York (Ms Gambatese); and Association of State and Territorial Health Officials, Arlington, Virginia (Dr Fraser).
J Public Health Manag Pract. 2019 Mar/Apr;25 Suppl 2, Public Health Workforce Interests and Needs Survey 2017(2 Suppl):S96-S102. doi: 10.1097/PHH.0000000000000973.
Creativity and innovation in the governmental public health workforce will be required to generate new ideas to solve complex problems that extend beyond traditional public health functions such as disease surveillance and monitoring. Creativity and innovation can promote and advance necessary organizational transformation as well as improve organizational culture and workplace environment by motivating employees intrinsically. However, there is little empirical evidence on how rewarding creativity and innovation in governmental public health departments is associated with organizational culture and workplace environments.
This study describes (1) the degree to which creativity and innovation are rewarded in governmental public health agencies and (2) associations between rewarding creativity and innovation and worker satisfaction, intent to leave, and workplace characteristics.
The cross-sectional Public Health Workforce Interests and Needs Survey (PH WINS) was administered using a Web-based platform in fall 2017.
Data used for these analyses were drawn from the 2017 PH WINS of governmental health department employees. This included state health agency and local health department staff. PH WINS included responses from 47 604 staff members, which reflected a 48% overall response rate. PH WINS excludes local health departments with fewer than 25 staff or serving fewer than 25 000 people.
Fewer than half of all workers, regardless of demographic group and work setting, reported that creativity and innovation were rewarded in their workplace. Most measures of worker satisfaction and workplace environment were significantly more positive for those who reported that creativity and innovation were rewarded in their workplace.
This research suggests that promoting creativity and innovation in governmental public health agencies not only could help lead the transformation of governmental public health agencies but could also improve worker satisfaction and the workplace environment in governmental public health agencies.
政府公共卫生工作人员需要具备创造力和创新能力，以产生新的想法来解决复杂问题，这些问题超出了传统公共卫生职能，如疾病监测和监控。创造力和创新可以促进和推动必要的组织变革，并通过内在激励员工来改善组织文化和工作场所环境。然而，关于政府公共卫生部门对创造力和创新的奖励如何与组织文化和工作场所环境相关联，几乎没有实证证据。
本研究描述了（1）政府公共卫生机构对创造力和创新的奖励程度，以及（2）奖励创造力和创新与员工满意度、离职意愿和工作场所特征之间的关联。
2017年秋季，通过基于网络的平台进行了横断面的公共卫生劳动力兴趣与需求调查（PH WINS）。
用于这些分析的数据来自2017年政府卫生部门员工的PH WINS。这包括州卫生机构和地方卫生部门的工作人员。PH WINS包括47604名工作人员的回复，总体回复率为48%。PH WINS排除了员工少于25人或服务人口少于25000人的地方卫生部门。
无论人口统计学群体和工作环境如何，所有员工中报告在工作场所创造力和创新得到奖励的不到一半。对于那些报告在工作场所创造力和创新得到奖励的员工，大多数员工满意度和工作场所环境指标明显更积极。
本研究表明，在政府公共卫生机构中促进创造力和创新不仅有助于引领政府公共卫生机构的变革，还可以提高政府公共卫生机构员工的满意度和工作场所环境。
