Finnish Institute of Occupational Health, Helsinki, Finland.
Faculty of Social Sciences, Tampere University, Tampere, Finland.
J Health Organ Manag. 2024 Sep 2;38(9):313-328. doi: 10.1108/JHOM-01-2024-0006.
An "open communication culture" in the workplace is considered a key contributor to high-quality interaction and providing means to address problems at work. We study how the ideals of "open communication" operate in healthcare.
DESIGN/METHODOLOGY/APPROACH: We use discourse analysis to investigate the audio-recorded data from 14 workshop team discussions in older people services.
We found four imperatives concerning the interactional conduct of their colleagues in problematic situations that nursing professionals prefer: (1) Engage in direct communication and avoid making assumptions, (2) Address problems immediately, (3) Deal directly with the person involved in the matter and (4) Summon the courage to speak up. Through these imperatives, the nursing professionals invoke and draw upon the "open communication" discourse. Although these ideals were acknowledged as difficult to realize in practice and as leading to experiences of frustration, the need to comply with them was constructed as beyond doubt.
Workplace communication should be enhanced at a communal level, allowing those with less power to express their perspectives on shaping shared ideals of workplace interaction.
ORIGINALITY/VALUE: The expectation that an individual will simply "speak up" when they experience mistreatment by a colleague might be too much if the individual is already in a precarious position.
职场中的“开放沟通文化”被认为是促进高质量互动和解决工作问题的关键因素。我们研究“开放沟通”的理念在医疗保健中的运作方式。
设计/方法/途径：我们使用话语分析来研究老年人服务中 14 个工作坊团队讨论的录音数据。
我们发现，在有问题的情况下，护理专业人员更喜欢同事在互动中的四种强制性做法：（1）进行直接沟通，避免臆测，（2）立即解决问题，（3）直接与涉及问题的人打交道，（4）鼓起勇气直言不讳。通过这些强制性做法，护理专业人员援引并借鉴了“开放沟通”话语。尽管这些理想在实践中被认为难以实现，并导致挫败感，但遵守这些理想的必要性被认为是毫无疑问的。
应该在社区层面加强工作场所沟通，让那些权力较小的人能够表达他们对塑造共同工作场所互动理想的看法。
原创性/价值：如果个人已经处于不稳定的境地，那么期望个人在受到同事的虐待时简单地“直言不讳”可能是不切实际的。
