Centre for Forensic Behavioural Science, Swinburne University of Technology, and Forensicare, Melbourne, Australia.
Department of Management and Marketing, Swinburne University of Technology, Hawthorn, Australia.
BMC Health Serv Res. 2024 Nov 28;24(1):1498. doi: 10.1186/s12913-024-11779-2.
Workplace culture is theorized to involve a combination of elements such as assumptions, beliefs, and values. An effective workplace culture is safe and person-centred, which enables staff to flourish. However, there is no empirical evidence describing or informing workplace culture for forensic mental health settings.
The mixed methods approach is used to describe current indicators of, and perspectives on, workplace culture and understandings of ideal workplace culture for forensic mental health services. Participants responded to a literature informed survey (N = 482) enquiring about workplace psychological health and teamwork, and some (N = 72) participated in follow-up focus group discussions.
Psychological health was less positive for staff working in clinical compared with non-clinical roles (p < 0.01, d = 0.80). Teamwork was positive (M = 27.2, SD = 7.6). Five themes emerged from the focus group data: psychological safety and trust, siloing, passion for the job, service structures (including system issues, resourcing, and support), and staffing. Ideal workplace culture in forensic mental health services could be supported by avoiding a culture of blame, maintaining passion for the job, and supporting good communication.
There is a potential opportunity for forensic mental health services to strengthen workplace culture by improving multi-agency communication methods, improving recognition of employee expertise and achievements, and supporting reasonable risk-taking.
工作场所文化被理论化为包括假设、信念和价值观等元素的组合。有效的工作场所文化是安全和以人为本的，这使员工能够蓬勃发展。然而，目前还没有描述或告知法医心理健康环境工作场所文化的经验证据。
混合方法用于描述当前工作场所文化的指标和观点，并了解法医心理健康服务的理想工作场所文化。参与者对一项文献知情的调查（N=482）做出回应，调查询问了工作场所心理健康和团队合作情况，其中一些参与者（N=72）参加了后续焦点小组讨论。
与非临床角色相比，从事临床工作的员工的心理健康状况较差（p<0.01，d=0.80）。团队合作是积极的（M=27.2，SD=7.6）。焦点小组数据中出现了五个主题：心理安全和信任、隔离、对工作的热情、服务结构（包括系统问题、资源和支持）以及人员配置。法医心理健康服务中的理想工作场所文化可以通过避免指责文化、保持对工作的热情以及支持良好的沟通来实现。
法医心理健康服务有机会通过改善多机构沟通方式、提高对员工专业知识和成就的认可以及支持合理的风险承担来加强工作场所文化。
