University of Warwick (WMS), Coventry, CV4 7AL, UK.
Hum Resour Health. 2021 Feb 27;19(1):24. doi: 10.1186/s12960-021-00564-5.
Interventions using positive psychology (PP), which build on positive qualities of healthcare personnel and institutions, could potentially enhance organisational performance in healthcare. The aim of this systematic review was to identify if PP interventions have an impact on organisational performance of healthcare personnel, and if so, how this impact can be achieved. We developed a logic model to explain the impact of PP interventions on organisational performance.
We searched Web of Science, Medline, Psychinfo, Embase, Scopus and CINAHL (from inception until March 2019) and references of included articles to identify studies that evaluated the impact of a PP intervention for health personnel. Study quality was assessed using the SQUIRE checklist for quality improvement studies. Data were extracted about study details, setting, participants, intervention, method of evaluation and results. Outcomes, mechanisms and contexts were coded in nVivo. Data synthesis was guided by Lewis' theory of the impact of PP interventions on organisational performance and Kneale et al.'s method for logic model development. Collected data were integrated into a logic model explaining initial inputs, processes, and intermediate outcomes of PP interventions that lead to improved organisational performance in healthcare settings.
We retrieved 4638 articles and identified five through references of included articles of which 29 studies (31 articles) met our inclusion criteria. Most articles were of low quality (n = 19) and outcome measures varied widely. We identified 54 different outcomes of PP interventions, including 'improved well-being' and 'improved interaction and support'. Forty-nine mechanisms were identified including 'recognising and reframing negative interpretations'. Twenty four contextual factors were identified of which seven acted as barriers. 'Managerial support' was a facilitator mentioned in eight studies. All identified outcomes, mechanisms and contextual factors were integrated into a logic model explaining how interventions using PP can impact organisational performance in healthcare.
Few identified outcomes were statistically significant, however, trends in both quantitative and qualitative outcomes show that PP interventions can increase well-being and interaction and support and thus improve organisational performance in healthcare. The developed logic model can be used in the implementation and evaluation of interventions using PP for health personnel.
利用积极心理学（PP）的干预措施，建立在医疗保健人员和机构的积极素质基础上，有可能提高医疗保健组织的绩效。本系统评价的目的是确定 PP 干预措施是否对医疗保健人员的组织绩效有影响，如果有，那么这种影响是如何实现的。我们制定了一个逻辑模型来解释 PP 干预措施对组织绩效的影响。
我们在 Web of Science、Medline、Psychinfo、Embase、Scopus 和 CINAHL（从创建到 2019 年 3 月）中进行了搜索，并查阅了纳入文章的参考文献，以确定评估健康人员 PP 干预措施影响的研究。使用 SQUIRE 清单评估质量改进研究的研究质量。提取了有关研究细节、背景、参与者、干预措施、评估方法和结果的信息。在 nVivo 中对结果、机制和背景进行了编码。数据综合由 Lewis 关于 PP 干预措施对组织绩效影响的理论和 Kneale 等人开发逻辑模型的方法指导。收集的数据被整合到一个逻辑模型中，该模型解释了导致医疗保健环境中组织绩效提高的 PP 干预措施的初始投入、过程和中间结果。
我们检索了 4638 篇文章，并通过纳入文章的参考文献确定了 5 篇，其中 29 项研究（31 篇文章）符合我们的纳入标准。大多数文章的质量较低（n=19），并且结果衡量标准差异很大。我们确定了 54 种不同的 PP 干预措施的结果，包括“提高幸福感”和“改善互动和支持”。确定了 49 种机制，包括“认识和重新解释负面解释”。确定了 24 个背景因素，其中 7 个是障碍。“管理层支持”是在八项研究中提到的一个促进因素。所有确定的结果、机制和背景因素都被整合到一个逻辑模型中，该模型解释了如何利用 PP 干预措施来影响医疗保健组织的绩效。
少数确定的结果具有统计学意义，但是定量和定性结果的趋势表明，PP 干预措施可以提高幸福感和互动与支持，从而提高医疗保健组织的绩效。所开发的逻辑模型可用于实施和评估针对卫生人员的 PP 干预措施。
