Jeroen Bosch Hospital, PO Box 90153, NL-5200 ME 's Hertogenbosch, the Netherlands; Radboud University, Institute for Management Research, PO Box 9108, NL-6500 HK Nijmegen, the Netherlands.
Radboud University, Institute for Management Research, PO Box 9108, NL-6500 HK Nijmegen, the Netherlands.
Int J Nurs Stud. 2021 May;117:103889. doi: 10.1016/j.ijnurstu.2021.103889. Epub 2021 Jan 30.
Previous studies on the effects of providing feedback about quality improvement measures to nurses show mixed results and the factors explaining the variance in effects are not yet well-understood. One of the factors that could explain the variance in outcomes is how nurses perceive the feedback. It is not the feedback per se that influences nurses, and consequently their performance, but rather the way the feedback is perceived.
This article aims to enhance our understanding of Human Resource attributions and employee engagement and burnout in a feedback environment. An in-depth study of nurses' attributions about the 'why' of feedback on quality measurements, and its relation to engagement and burnout, was performed.
A convergent mixed-methods, multiple case study design was used. Evidence was drawn from four comparable surgical wards within three teaching hospitals in the Netherlands that volunteered to participate in this study. Nurses on each ward were provided with oral and written feedback on quality measurements every two weeks, over a four month period. After this period, an online survey was distributed to all the nurses (n = 184) on the four participating wards. Data were collected from 91 nurses. Parallel to the survey, individual, semi-structured face-to-face interviews were conducted with eight nurses and their ward manager in each ward, resulting in interview data from 32 nurses and four ward managers.
Results show that nurses - both as a group and individually - make varying attributions about their managers' purpose in providing feedback on quality measurements. The feedback environment is associated to nurses' attributions and these attributions are related to nurses' burnout.
By showing that feedback on quality measurements can be attributed differently by nurses and that the feedback environment plays a role in this, the study provides an interesting mechanism for explaining how feedback is related to performance. Implications for theory, practice and future research are discussed.
之前关于向护士提供质量改进措施反馈的效果的研究结果不一，且影响效果差异的因素尚不清楚。能够解释结果差异的因素之一是护士对反馈的看法。影响护士及其绩效的不是反馈本身，而是对反馈的感知方式。
本文旨在深入了解反馈环境中的人力资源归因和员工敬业度与倦怠。对护士对质量测量反馈“为何”的归因及其与敬业度和倦怠的关系进行了深入研究。
采用了汇聚式混合方法、多个案例研究设计。证据来自荷兰三所教学医院的四个可比外科病房，这些病房自愿参与这项研究。每个病房的护士每两周都会收到关于质量测量的口头和书面反馈，为期四个月。在此期间，向四个参与病房的所有护士（n=184）分发了在线调查。共收集了 91 名护士的数据。与调查同时进行，对每个病房的八名护士及其病房经理进行了个人、半结构化的面对面访谈，共采访了 32 名护士和四名病房经理。
结果表明，护士——无论是作为一个群体还是个人——对其经理提供质量测量反馈的目的有不同的归因。反馈环境与护士的归因有关，这些归因与护士的倦怠有关。
通过表明护士对质量测量的反馈可以有不同的归因，并且反馈环境在这方面发挥作用，该研究为解释反馈如何与绩效相关提供了一个有趣的机制。讨论了对理论、实践和未来研究的启示。
