Sawada Utako, Shimazu Akihito, Kawakami Norito, Miyamoto Yuki, Speigel Lisa, Leiter Michael P
Department of Psychiatric Nursing, Graduate School of Medicine, The University of Tokyo, 7-3-1 Hongo, Bunkyo-ku, Tokyo 113-0033, Japan.
Faculty of Policy Management, Keio University, 5322 Endo, Fujisawa, Kanagawa 252-0882, Japan.
Nurs Rep. 2021 May 1;11(2):320-330. doi: 10.3390/nursrep11020031.
Good social climate and high work engagement are important factors affecting outcomes in healthcare settings. This study observed the effects of a program called Civility, Respect, and Engagement in the Workplace (CREW) on social climate and staff work engagement in a psychiatric ward of a Japanese hospital.
The program comprised 18 sessions installed over six months, with each session lasting 30-min. Participation in the program was recommended to all staff members at the ward, including nurses, medical doctors, and others, but it was not mandatory. A serial cross-sectional study collected data at four time-points. Nurses (n = 17 to 22), medical doctors (n = 9 to 13), and others (n = 6 to 10) participated in each survey. The analysis of variance was used to evaluate the changes in the following dependent variables, the Essen climate evaluation schema (EssenCES), the CREW civility scale, and the Utrecht work engagement scale (UWES) over time.
We found no significant effects. The effect size (Cohen's d) for EssenCES was 0.35 from baseline to post-installation for all staff members. Effect sizes for EssenCES for medical doctors and UWES for nurses were 0.79 and 0.56, respectively, from baseline to post-program.
Differences in social climate and work engagement among Japanese healthcare workers between the baseline and post-installation of the CREW program were non-significant.
良好的社会氛围和较高的工作投入度是影响医疗环境中各项成果的重要因素。本研究观察了一项名为“职场文明、尊重与投入”（CREW）的项目对日本一家医院精神科病房的社会氛围和员工工作投入度的影响。
该项目包括在六个月内开展的18次课程，每次课程持续30分钟。建议病房的所有工作人员，包括护士、医生及其他人员参加该项目，但不强制要求。一项系列横断面研究在四个时间点收集数据。每次调查有护士（n = 17至22）、医生（n = 9至13）和其他人员（n = 6至10）参与。采用方差分析来评估以下因变量随时间的变化，即埃森气候评估量表（EssenCES）、CREW文明量表和乌得勒支工作投入量表（UWES）。
我们未发现显著影响。所有工作人员从基线到项目安装后，EssenCES的效应量（科恩d值）为0.35。从基线到项目结束，医生的EssenCES效应量和护士的UWES效应量分别为0.79和0.56。
在日本医护人员中，CREW项目安装前后的社会氛围和工作投入度差异不显著。
