Faculty of Health, Medicine and Life Sciences, Maastricht University, Maastricht, The Netherlands.
School of Public Health, Physiotherapy & Population Science, University College Dublin, Dublin, Ireland.
Int J Health Plann Manage. 2024 May;39(3):860-878. doi: 10.1002/hpm.3761. Epub 2024 Feb 14.
The European Union faces severe and worsening personnel shortages in healthcare. Coaching has emerged as a human-centred strategy to enhance sustainable employment and retention. While the number of efficacy studies on coaching continues to grow, knowledge about the barriers and facilitators to implementing coaching interventions among healthcare professionals (HCPs) remains scarce.
This systematic review aimed to describe common barriers and facilitators to the implementation of coaching interventions for HCPs.
In April 2023, five databases were searched for eligible articles. Barriers and facilitators were systematically identified and mapped onto the constructs of the Consolidated Framework for Implementation Research (CFIR). Directed content analysis yielded thematic areas and a reporting frequency.
A total of thirty (n = 30) studies were included in this review, representing twenty-five (n = 25) distinct coaching programmes. Implementation determinants were clustered under two CFIR domains: the Inner Setting (8 facilitators, 5 barriers) and Implementation Process (6 facilitators, 1 barrier). Barriers included (i) limited organisational capacity, (ii) lack of psychological safety, (iii) competing work demands, and (iv) insufficient leadership buy-in, while facilitators were the (i) allocation of protected time for participants and coaches, (ii) promotion through opinion leaders, (iii) embeddedness in existing Continuous Professional Development programmes, and (iv) programme co-creation.
The findings of this study provide practical insights to guide the future implementation of coaching interventions at an organisational level. In particular, the identified barriers and facilitators suggest, for optimal efficacy and sustainment, coaching interventions must be implemented within a safe, supportive organisational climate.
欧盟面临着医疗保健领域严重且日益恶化的人员短缺问题。教练已成为一种以人为本的策略，旨在增强可持续就业和留用率。虽然关于教练的功效研究数量不断增加，但关于在医疗保健专业人员（HCP）中实施教练干预的障碍和促进因素的知识仍然很少。
本系统评价旨在描述针对 HCP 实施教练干预的常见障碍和促进因素。
2023 年 4 月，对五个数据库进行了搜索，以查找符合条件的文章。系统地确定了障碍和促进因素，并将其映射到实施研究综合框架（CFIR）的结构上。定向内容分析产生了主题领域和报告频率。
本综述共纳入了三十项（n=30）研究，代表了二十五个（n=25）不同的教练计划。实施决定因素分为两个 CFIR 领域：内部环境（8 个促进因素，5 个障碍）和实施过程（6 个促进因素，1 个障碍）。障碍包括（i）组织能力有限，（ii）缺乏心理安全感，（iii）工作需求竞争激烈，以及（iv）领导层认同度不足，而促进因素包括（i）为参与者和教练分配受保护的时间，（ii）通过意见领袖进行推广，（iii）嵌入现有的持续专业发展计划，以及（iv）共同创造计划。
本研究的结果为指导未来在组织层面实施教练干预提供了实用的见解。特别是，确定的障碍和促进因素表明，为了实现最佳效果和维持，教练干预必须在安全、支持性的组织氛围中实施。
