Boyd Meredith R, Becker Kimberly D, Park Alayna L, Pham Kaitlyn, Chorpita Bruce F
Department of Psychology, University of California Los Angeles, 502 Portola Plaza, Los Angeles, CA, 90095, USA.
Department of Psychology, University of South Carolina, Columbia, SC, USA.
Adm Policy Ment Health. 2024 Apr 27. doi: 10.1007/s10488-024-01376-0.
Positive organizational climate - employee perceptions of their work environment and the impact of this environment on well-being and functioning - is associated with desirable organizational and client-level outcomes in mental health organizations. Clinical supervisors are well-positioned to impact organizational climate, as they serve as intermediaries between higher-level administrators who drive the policies and procedures and the therapists impacted by such decisions. This cross-sectional study examined the role of clinical supervisors as drivers of therapist perceptions of organizational climate within supervisory teams. Specifically, the present study investigated: (1) shared perceptions of organizational climate among therapists on the same supervisory team; (2) predictors of therapist climate perceptions. Eighty-six therapists were supervised by 22 supervisors. Indices of interrater agreement and interrater reliability of therapists on the same supervisory team were examined to determine shared or distinct perceptions of organizational climate. Multi-level models were used to examine whether supervisor attitudes towards evidence-based practices and therapist perceptions of supervisor communication predicted perceived organizational climate. Results showed perceptions of organizational cohesion and autonomy were shared among therapists on the same supervisory team and distinct from therapists on different supervisory teams. Therapist perceptions of their supervisor's communication was positively associated with perceptions of organizational cohesion and autonomy. These findings align with emerging evidence that middle managers shape their employees' experience of their work environment through communication strategies. These findings also point to the potential for intervening at lower organizational levels to improve overall organizational climate.
积极的组织氛围——员工对其工作环境以及该环境对幸福感和工作效能的影响的认知——与心理健康组织中理想的组织层面和客户层面的成果相关联。临床督导处于影响组织氛围的有利位置，因为他们是推动政策和程序的高层管理人员与受此类决策影响的治疗师之间的中间人。这项横断面研究考察了临床督导在督导团队中作为治疗师对组织氛围认知的驱动因素所起的作用。具体而言，本研究调查了：（1）同一督导团队中治疗师对组织氛围的共同认知；（2）治疗师对氛围认知的预测因素。86名治疗师由22名督导进行督导。对同一督导团队中治疗师的评分者间一致性和评分者间信度指标进行了检查，以确定对组织氛围的共同或不同认知。使用多层次模型来检验督导对循证实践的态度以及治疗师对督导沟通的认知是否能预测感知到的组织氛围。结果显示，同一督导团队中的治疗师对组织凝聚力和自主性的认知是共同的，且与不同督导团队中的治疗师的认知不同。治疗师对其督导沟通的认知与对组织凝聚力和自主性的认知呈正相关。这些发现与新出现的证据一致，即中层管理人员通过沟通策略塑造员工对工作环境的体验。这些发现还指出了在较低组织层面进行干预以改善整体组织氛围的潜力。
