领导力行为与安全文化、敬业度和医护人员健康福祉的各个领域相关联。
Leadership Behavior Associations with Domains of Safety Culture, Engagement, and Health Care Worker Well-Being.
出版信息
Jt Comm J Qual Patient Saf. 2023 Mar;49(3):156-165. doi: 10.1016/j.jcjq.2022.12.006. Epub 2022 Dec 23.
BACKGROUND
Leadership is a key driver of health care worker well-being and engagement, and feedback is an essential leadership behavior. Methods for evaluating interaction norms of local leaders are not well developed. Moreover, associations between local leadership and related domains are poorly understood. This study sought to evaluate health care worker leadership behaviors in relation to burnout, safety culture, and engagement using the Local Leadership scale of the Safety, Communication, Operational Reliability, and Engagement (SCORE) survey.
METHODS
The SCORE survey was administered to 31 Midwestern hospitals as part of a broad effort to measure care context, with domains including Local Leadership, Emotional Exhaustion/Burnout, Safety Climate, and Engagement. Mixed-effects hierarchical logistic regression was used to evaluate the relationships between local leadership scores and related domains, adjusted for role and work-setting characteristics.
RESULTS
Of the 23,853 distributed surveys, 16,797 (70.4%) were returned. Local leadership scores averaged 68.8 ± 29.1, with 7,338 (44.2%) reporting emotional exhaustion, 9,147 (55.9%) reporting concerning safety climate, 10,974 (68.4%) reporting concerning teamwork climate, 7,857 (47.5%) reporting high workload, and 3,436 (20.7%) reporting intentions to leave. Each 10-point increase in local leadership score was associated with odds ratios of 0.72 (95% confidence interval [CI] 0.71-0.73) for burnout, 0.48 (95% CI 0.47-0.49) for concerning safety climate, 0.64 (95% CI 0.63-0.66) for concerning teamwork climate, 0.90 (95% CI 0.89-0.92) for high workload, and 0.80 (95% CI 0.78-0.81) for intentions to leave, after adjustment for unit and provider characteristics.
CONCLUSION
Local leadership behaviors are readily measurable using a five-item scale and strongly associate with established domains of health care worker well-being, safety culture, and engagement.
背景
领导力是员工健康和敬业度的关键驱动因素，而反馈则是领导力的一项重要行为。目前尚未开发出评估当地领导互动规范的方法。此外，人们对当地领导力与相关领域之间的关系也知之甚少。本研究使用安全、沟通、运营可靠性和敬业度（SCORE）调查中的本地领导力量表，评估医疗保健工作者的领导力行为与倦怠、安全文化和敬业度之间的关系。
方法
SCORE 调查作为广泛的护理环境测量工作的一部分，在 31 家中西部医院中进行，其领域包括本地领导力、情绪耗竭/倦怠、安全氛围和敬业度。采用混合效应分层逻辑回归评估本地领导评分与相关领域的关系，调整角色和工作环境特征。
结果
在分发的 23853 份调查中，有 16797 份（70.4%）被返回。本地领导评分平均为 68.8±29.1，其中 7338 人（44.2%）报告情绪耗竭，9147 人（55.9%）报告安全氛围令人担忧，10974 人（68.4%）报告团队合作氛围令人担忧，7857 人（47.5%）报告工作量大，3436 人（20.7%）报告有离职意向。与本地领导评分每增加 10 分相比，倦怠的比值比为 0.72（95%置信区间 [CI] 0.71-0.73），担忧安全氛围的比值比为 0.48（95% CI 0.47-0.49），担忧团队合作氛围的比值比为 0.64（95% CI 0.63-0.66），工作量大的比值比为 0.90（95% CI 0.89-0.92），离职意向的比值比为 0.80（95% CI 0.78-0.81），在调整单位和提供者特征后。
结论
使用五项量表可以很容易地衡量本地领导行为，并且与医疗保健工作者健康、安全文化和敬业度的既定领域密切相关。
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