Reijmerink Iris M, van der Laan Maarten J, Scheele Fedde, Wietasch J K Götz
Department of Surgery, University Medical Centre Groningen, Groningen, the Netherlands.
Amsterdam Academic Medical Center, Research in Education, Amsterdam, the Netherlands.
J Healthc Leadersh. 2025 Jan 13;17:1-11. doi: 10.2147/JHL.S475811. eCollection 2025.
The well-being of healthcare workers (HCWs) is a critical concern. While healthcare leaders can play a crucial role in influencing employees' well-being, it remains unclear how leaders are leveraging this influence. This study aims to unravel the current perspectives and practices of healthcare leaders in supporting HCW well-being.
Semi-structured interviews were conducted with healthcare leaders at various levels within a university medical center. The interviews focused on exploring three key topics: factors influencing HCW well-being, data sources utilized for information gathering, and strategies leaders employ to influence HCW well-being. Our study design was grounded in constructionist epistemology and adopted a phenomenological approach. The methodology primarily involved a data driven, inductive thematic analysis to discern patterns and themes from the collected data.
Fifteen interviews with healthcare leaders revealed a multitude of factors influencing HCW well-being, categorized into three domains: personal, socioeconomic, and work-related factors. Leaders reported a variety of data sources, including "contact data", data derived from regular and sporadic interpersonal interactions, and "investigation data", entailing formal inquiries conducted within the healthcare organization. Interestingly, while leaders acknowledge their potential to positively influence well-being, particularly in work-related aspects, there was a notable trend of deflecting responsibility, often redirecting it towards other leaders or placing it back on the individual employee.
Healthcare leaders show a comprehensive understanding of factors affecting employee well-being. However, healthcare leaders have a predominantly reactive approach to managing employees' well-being. Data collection is often sporadic, lacking consistency, and there is a tendency to redirect responsibility for well-being, revealing a discrepancy between acknowledgement of influence and its actual implementation. We argue that it is essential for leaders at all hierarchical levels to assume responsibility actively and collectively for employee well-being, transitioning to a proactive approach in promoting and safeguarding the well-being of HCWs.
医护人员的福祉是一个至关重要的问题。虽然医疗保健领导者在影响员工福祉方面可以发挥关键作用，但目前尚不清楚领导者是如何利用这种影响力的。本研究旨在揭示医疗保健领导者在支持医护人员福祉方面的当前观点和做法。
对一所大学医疗中心内各级医疗保健领导者进行了半结构化访谈。访谈重点探讨了三个关键主题：影响医护人员福祉的因素、用于信息收集的数据来源，以及领导者用来影响医护人员福祉的策略。我们的研究设计基于建构主义认识论，并采用了现象学方法。该方法主要涉及数据驱动的归纳主题分析，以从收集的数据中辨别模式和主题。
对医疗保健领导者的15次访谈揭示了影响医护人员福祉的众多因素，分为三个领域：个人因素、社会经济因素和工作相关因素。领导者报告了多种数据来源，包括“接触数据”，即来自定期和偶尔人际互动的数据，以及“调查数据”，即医疗保健组织内部进行的正式询问。有趣的是，虽然领导者承认他们有积极影响福祉的潜力，特别是在工作相关方面，但存在明显的责任推诿趋势，往往将责任重新导向其他领导者或推回给员工个人。
医疗保健领导者对影响员工福祉的因素有全面的理解。然而，医疗保健领导者在管理员工福祉方面主要采取被动反应的方式。数据收集往往是零星的，缺乏一致性，并且存在将福祉责任重新导向的倾向，这揭示了在承认影响力与其实际实施之间的差异。我们认为，各级领导者积极共同承担员工福祉的责任至关重要，应转向积极主动的方式来促进和保障医护人员的福祉。
