Hewko Sarah J, Freeburn Julia
Department of Applied Human Sciences, University of Prince Edward Island, 550 University Ave, Charlottetown, PE, C1A 4N3, Canada.
University of Prince Edward Island Integrated Dietetic Internship Program, 550 University Ave, Charlottetown, PE, C1A 4N3, Canada.
BMC Health Serv Res. 2024 Dec 18;24(1):1593. doi: 10.1186/s12913-024-12095-5.
Frontline health professionals are well-placed to develop and implement beneficial innovations. Evidence supports the clinical and financial benefits of Registered Dietitian (RD)-led improvement initiatives, but we know little about how RDs perceive of innovation or of themselves as innovators. The objectives of the study were to gain an understanding of: 1) how RDs define innovation; 2) who RDs perceive as innovative; 3) whether RDs feel prepared to innovate, and; 4) to what extent work context impacts RDs' capacity to innovate at work.
All RDs employed in Canada were eligible to participate. Semi-structured interviews were conducted and a deductive-inductive approach was applied to qualitative analysis. Specifically, Scott & Bruce's (1994) Path Model of Individual Innovation in the Workplace was first applied as a coding structure.
Respondents (n = 18) exhibited a pro-innovation disposition and a gendered perception of innovation. Few felt their preparatory education prepared them to be innovators in the workplace. All components of Scott & Bruce's model were supported. Inductive codes were categorized into five themes, including: benefits, dietetics-specific, health care system, technology and individual characteristics.
Researchers have previously raised concerns about gendered perceptions of innovation; our results support the legitimacy of these concerns. RDs reported entering the workforce unprepared to be innovative. While the applicability of Scott & Bruce's model among RDs was confirmed, deficits in the model were noted beyond what would be expected due to context.
一线医疗专业人员处于开发和实施有益创新的有利位置。有证据支持注册营养师（RD）主导的改进举措在临床和经济方面的益处，但我们对注册营养师如何看待创新或他们如何看待自己作为创新者的情况知之甚少。本研究的目的是了解：1）注册营养师如何定义创新；2）注册营养师认为谁是有创新能力的人；3）注册营养师是否觉得自己有准备进行创新；4）工作环境在多大程度上影响注册营养师在工作中的创新能力。
在加拿大受雇的所有注册营养师都有资格参与。进行了半结构化访谈，并采用演绎 - 归纳法进行定性分析。具体而言，首先应用斯科特和布鲁斯（1994年）的工作场所个人创新路径模型作为编码结构。
受访者（n = 18）表现出支持创新的倾向以及对创新的性别化认知。很少有人觉得他们的预科教育使他们有准备在工作场所成为创新者。斯科特和布鲁斯模型的所有组成部分都得到了支持。归纳编码被归类为五个主题，包括：益处、特定于营养学、医疗保健系统、技术和个人特征。
研究人员此前曾对创新的性别化认知表示担忧；我们的结果支持了这些担忧的合理性。注册营养师报告说进入职场时没有准备好进行创新。虽然证实了斯科特和布鲁斯模型在注册营养师中的适用性，但注意到该模型存在超出因背景因素预期的缺陷。
