Department of Behavioural Sciences and Learning, Linkoping University, Linkoping, Sweden.
J Health Organ Manag. 2024 Sep 3;38(9):329-343. doi: 10.1108/JHOM-04-2024-0159.
Staff shortages in the healthcare sector increase the competition for qualified staff. A magnet hospital is intended to attract, and retain healthcare professionals. This article aims to investigate the challenges related to implementation of a magnet hospital model, and given these challenges, to analyse the interplay between different organisational levels in a Swedish hospital.
DESIGN/METHODOLOGY/APPROACH: The data collection followed the implementation of a magnet hospital model and consisted of 14 meeting observations, 31 interviews and 13 document analyses.
The model implementation was driven by a top-down approach, with accompanying bottom-up activities, involving healthcare professionals, to ensure adaption to the hospital's conditions at different organisational levels. The findings revealed that the model was more appealing to top management, seeking a standardised solution to attract and retain nurses. Clinic managers preferred tailor-made solutions for managing their employee resourcing challenges. Difficulties in translating and contextualising the model to the hospital's conditions created challenges at every organisational level. Some were contained within a level while others spread to the organisational level below and turned into something else.
ORIGINALITY/VALUE: Apart from unique empirical material depicting the implementation of a magnet hospital model as an effort to attract and retain healthcare professionals, the value of this study lies in the attention given to the challenges that arise when responsibility for implementing a management model is shifted from top management to change agents tasked with facilitating and executing the organisational change.
医疗保健领域的人员短缺加剧了对合格员工的竞争。磁石医院旨在吸引和留住医疗保健专业人员。本文旨在调查与实施磁石医院模式相关的挑战，并在这些挑战的基础上，分析瑞典一家医院不同组织层次之间的相互作用。
设计/方法/方法：数据收集是在实施磁石医院模式之后进行的，包括 14 次会议观察、31 次访谈和 13 次文件分析。
该模式的实施是由上而下推动的，同时也有自下而上的活动，涉及医疗保健专业人员，以确保在不同的组织层次上适应医院的条件。研究结果表明，该模式对寻求标准化解决方案以吸引和留住护士的高层管理更具吸引力。临床经理更喜欢为管理员工资源挑战量身定制解决方案。将模式转化为医院条件所面临的困难在每个组织层次都带来了挑战。有些问题局限于某个层次，而有些则会蔓延到组织层次以下，并演变成其他问题。
原创性/价值：除了独特的描述实施磁石医院模式以吸引和留住医疗保健专业人员的经验材料外，本研究的价值在于关注当实施管理模式的责任从高层管理转移到负责促进和执行组织变革的变革推动者时，所出现的挑战。
