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Elbus LMS, Mostafa MG, Mahmoud FZ, Shaban M, Mahmoud SA. Nurse managers' managerial innovation and it's relation to proactivity behavior and locus of control among intensive care nurses. BMC Nurs 2024; 23:485. [PMID: 39014395 PMCID: PMC11251221 DOI: 10.1186/s12912-024-02084-8] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/05/2024] [Accepted: 06/10/2024] [Indexed: 07/18/2024] Open
Abstract
BACKGROUND The nursing profession is undergoing rapid transformation, requiring innovation in management approaches and proactive behaviors among staff. Nurse Managers play a vital role through managerial innovation, but its impacts on intensive care nurses' proactivity and locus of control remain underexplored. OBJECTIVES This study aimed to assess the levels of Nurse Managers' managerial innovation and relate it to proactivity behaviors and locus of control orientations among intensive care nurses. METHODS A cross-sectional correlational design was adopted, recruiting 242 intensive care nurses from Tanta University Hospital, Egypt. Participants completed standardized questionnaires measuring perceived managerial innovation, proactivity behavior, and locus of control. RESULTS Nurse Managers demonstrated moderately high innovation across all dimensions, especially in continuous learning and development (mean = 4.65) and advanced technology use (mean = 4.56). Nurses exhibited sound proactivity levels, particularly in adaptability (mean = 4.40) and planning (mean = 4.35). The majority of nurses showed an internal locus of control (64.5%). Managerial innovation had significant positive correlations with nurses' proactivity (r = 0.45, p < 0.001) and internal locus of control (r = 0.42, p < 0.001). Regression analysis revealed age, gender, experience, education, and ICU type as significant predictors of proactivity and locus of control. CONCLUSION Innovative nursing leadership positively influences staff's proactivity levels and perceived control over their practice. This underscores the vital role of nurse managers in creating empowering environments in intensive care.
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Affiliation(s)
| | | | | | - Mostafa Shaban
- Community Health Nursing Department, College of Nursing, Jouf University, Sakak, Saudi Arabia
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Donnellan C. Impact and effectiveness of leadership and management in academic health sciences. BMJ LEADER 2024; 8:153-158. [PMID: 38154919 DOI: 10.1136/leader-2023-000843] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/06/2023] [Accepted: 12/19/2023] [Indexed: 12/30/2023]
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Wang Z, Zhu Y, Wang T, Su T, Zhou H, Zhang S, Liu M, Chen L, Wu M, Li L, Li X, Pang X, Peng J, Tang X, Liu L. Innovative behavior and organizational innovation climate among the Chinese clinical first-line nurses during the Omicron pandemic: The mediating roles of self-transcendence. PLoS One 2024; 19:e0306109. [PMID: 38941294 PMCID: PMC11213342 DOI: 10.1371/journal.pone.0306109] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/01/2023] [Accepted: 06/11/2024] [Indexed: 06/30/2024] Open
Abstract
BACKGROUND During the Omicron pandemic, clinical first-line nurses played a crucial role in healthcare. Their innovative behavior enhanced the quality of nursing and served as a vital factor in driving the sustainable development of the nursing discipline and healthcare industry. Many previous studies have confirmed the significance of nurses' innovative behavior worldwide. However, the correlations among innovative behaviors, organizational innovation climate, self-transcendence, and their mediating roles in Chinese clinical first-line nurses need further research. METHODS A cross-sectional study was conducted, and the quality reporting conformed to the STROBE Checklist. From March 2022 to February 2023, a convenience sample of 1,058 Chinese clinical first-line nurses was recruited from seven tertiary grade-A hospitals of Tianjin city in Northern China. The Demographic Characteristics Questionnaire, Nurse Innovative Behavior Scale (NIBS), Nurse Organizational Innovation Climate Scale, and the Self-Transcendence Scale were used. The data was analyzed using descriptive statistics, correlation, and process plug-in mediation effect analyses. RESULTS The total scores of innovative behavior, organizational innovation climate, and self-transcendence were 33.19 ± 6.71, 68.88 ± 12.76, and 41.25 ± 7.83, respectively. Innovative behavior was positively correlated with the organizational innovation climate (r = 0.583, p < 0.01) and self-transcendence (r = 0.635, p < 0.01). Self-transcendence partially mediated mediating role between innovative behavior and organizational innovation climate, accounting for 41.7%. CONCLUSION The innovative behavior, organizational innovation climate, and self-transcendence among the first-line nurses during the Omicron pandemic were relatively moderate, which needs improving. Organizational innovation climate can directly affect the innovative behavior among Chinese clinical first-line nurses and indirectly through the mediating role of self-transcendence. It is recommended that nursing managers adjust their management strategies and techniques based on the unique characteristics of nurses during the pandemic. This includes fostering a positive and inclusive environment for organizational innovation, nurturing nurses' motivation and awareness for innovation, enhancing their ability to gather information effectively, overcoming negative emotions resulting from the pandemic, and promoting personal growth. These efforts will ultimately enhance nursing quality and satisfaction during the Omicron pandemic.
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Affiliation(s)
- Zhangyi Wang
- Nursing Department, Affiliated Hengyang Hospital of Hunan Normal University & Hengyang Central Hospital, Hengyang, Hunan Province, China
| | - Yue Zhu
- School of Nursing, Tianjin University of Traditional Chinese Medicine, Tianjin, China
| | - Tingrui Wang
- School of Nursing, Guizhou Medical University, Guiyang, Guizhou Province, China
| | - Tao Su
- School of Nursing, Tianjin University of Traditional Chinese Medicine, Tianjin, China
| | - Huifang Zhou
- Nursing Department, Affiliated Hengyang Hospital of Hunan Normal University & Hengyang Central Hospital, Hengyang, Hunan Province, China
| | - Siai Zhang
- Cardiac Intensive Care Unit (CICU), Meizhou People’s Hospital (Meizhou Academy of Medical Sciences), Meizhou, Guangdong Province, China
| | - Mengru Liu
- Kidney Transplantation Department, Shandong Provincial Hospital Affiliated to Shandong First Medical University, Jinan, Shandong Province, China
| | - Lamei Chen
- Nursing Department, Affiliated Hengyang Hospital of Hunan Normal University & Hengyang Central Hospital, Hengyang, Hunan Province, China
| | - Manli Wu
- School of Nursing, Gansu University of Chinese Medicine, Lanzhou, Gansu Province, China
| | - Liping Li
- Nursing Department, Affiliated Hengyang Hospital of Hunan Normal University & Hengyang Central Hospital, Hengyang, Hunan Province, China
| | - Xuechun Li
- School of Nursing, Dali University, Dali, Yunnan Province, China
| | - Xiaoli Pang
- School of Nursing, Tianjin University of Traditional Chinese Medicine, Tianjin, China
| | - Jiaofeng Peng
- Nursing Department, Affiliated Hengyang Hospital of Hunan Normal University & Hengyang Central Hospital, Hengyang, Hunan Province, China
| | - Xiaochun Tang
- Nursing Department, Affiliated Hengyang Hospital of Hunan Normal University & Hengyang Central Hospital, Hengyang, Hunan Province, China
| | - Li Liu
- Nephrology Department / Rheumatology and Immunology Department, The Second Affiliated Hospital of University of South China, Hengyang, Hunan Province, China
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Rietdijk WJR, van der Kuy PHM, den Uil CA. Human resource management at the intensive care unit: A pragmatic review and future research agenda for building a learning health system. Learn Health Syst 2024; 8:e10395. [PMID: 38633021 PMCID: PMC11019382 DOI: 10.1002/lrh2.10395] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/29/2022] [Revised: 08/18/2023] [Accepted: 09/10/2023] [Indexed: 04/19/2024] Open
Abstract
Recently, the importance of efficient and effective health care has been recognized, especially during the acute phase of the Coronavirus Disease-2019 (COVID-19) pandemic. Intensive care units (ICUs) have faced an immense workload, with massive numbers of patients being treated in a very short period of time. In general, ICUs are required to deliver high-quality care at all times during the year. At the same time, high-quality organizational goals may not be aligned with the interests, motivation, and development of individual staff members (eg, nurses, and doctors). For management of the ICU, it is important to balance the organizational goals and development of the staff members ("their human capital"), usually referred to as human resource management. Although many studies have considered this area, no holistic view of the topic has been presented. Such a holistic view may help leadership and/or other stakeholders at the ICU to design a better learning health system. This pragmatic review aims to provide a conceptual model for the management of ICUs. Future research may also use this conceptual model for studying important factors for designing and understanding human resources in an ICU.
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Affiliation(s)
- Wim J. R. Rietdijk
- Department of Hospital PharmacyErasmus University Medical CenterRotterdamThe Netherlands
- Department of Institutional AffairsVrije Universiteit AmsterdamAmsterdamThe Netherlands
| | - P. Hugo M. van der Kuy
- Department of Hospital PharmacyErasmus University Medical CenterRotterdamThe Netherlands
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Günay İ, Çiçek Korkmaz A. Innovative leadership characteristics of Generation X and Y nurses: A cross-sectional study. Nurs Health Sci 2024; 26:e13101. [PMID: 38383960 DOI: 10.1111/nhs.13101] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/09/2023] [Revised: 01/02/2024] [Accepted: 01/31/2024] [Indexed: 02/23/2024]
Abstract
The study aimed to identify the innovative leadership qualities of Generation X and Y nurses and explore factors affecting these qualities in both generations. This cross-sectional study was conducted with 324 teaching and research hospital nurses. Data were gathered using a Personal Information Form and the Innovative Leadership Scale from October 2021 to March 2022. Descriptive statistics were applied, followed by Mann-Whitney U, Kruskal-Wallis H tests, and multiple linear regression. Of the nurses, 34% were Generation X, while 66% were Generation Y. Both Generation X and Y nurses exhibited high scores of innovative leadership, with no significant difference in their overall scale scores. Generation X nurses scored higher on average in the subscales of being entrepreneur, motivating others, and being energetic. In contrast, Generation Y nurses excelled in being open to new ideas and being a changemaker. The factors influencing nurses' innovative leadership qualities included their educational level, position, work clinic, clinical experience, shift type, and perception of themselves as leaders. These results suggest that nurses from both generations manifest differing innovative leadership qualities.
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Affiliation(s)
- İpek Günay
- Health Sciences Institute, Bandırma Onyedi Eylül University, Karabağlar, Turkey
| | - Ayşe Çiçek Korkmaz
- Nursing Department, Faculty of Health Sciences, Bandırma Onyedi Eylül University, Balıkesir, Turkey
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Osborne R, Bailey C, Dinsmore D, Lyter E, Burnfield J, Medearis H, Roura A. Structural Equation Modeling: Effects of Master Adaptive Learner and Clinical Learning Environment Attributes on Career Satisfaction and Intention to Stay. Phys Ther 2024; 104:pzad152. [PMID: 37941504 DOI: 10.1093/ptj/pzad152] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 03/03/2023] [Revised: 07/16/2023] [Accepted: 11/03/2023] [Indexed: 11/10/2023]
Abstract
OBJECTIVE The objective of this observational study was to test a proposed conceptual model depicting the influence of personal and environmental attributes of clinical learning environments on rehabilitation professionals' career satisfaction and intention to stay with their current organization. The mediating effects of 2 loci of engagement were also assessed. METHODS Rehabilitation professionals (physical therapists, occupational therapists, speech-language pathologists, and registered nurses; n = 436) from 4 health care organizations in the Northeast, Southeast, and Midwest regions in the USA completed a battery of questionnaires related to personal attributes (resilience and orientation toward lifelong learning), environmental attributes (innovation support and basic psychological need satisfaction at work), loci of engagement (professional and organizational), career satisfaction, and intention to stay. Data were analyzed using structural equation modeling. RESULTS The measurement and structural model fit was acceptable. The greatest total effects on career satisfaction (r = .459) and intention to stay (r = .462) were observed through the influences of basic psychological need satisfaction, professional engagement, and organizational engagement. Orientation toward lifelong learning was negatively associated with career satisfaction (r = -.208) and intention to stay (r = -.154), but this was mitigated by organizational engagement (r = -.060 and - .134, respectively). Small but significant total effects were also observed between innovation support, professional and organizational engagement, and intention to stay (r = .144) and resilience, professional and organizational engagement, and career satisfaction (r = .110). CONCLUSION Clinical learning environments that support rehabilitation professionals' basic psychological needs (autonomy, competency, and relatedness) are associated with greater career satisfaction and intention to stay. This association is further enhanced by organizational engagement and innovation support. IMPACT Rehabilitation organizations interested in developing and retaining master adaptive learners should create clinical learning environments that reinforce rehabilitation professionals' sense of autonomy, competency, and relatedness, and are supportive on innovative behaviors.
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Affiliation(s)
- Raine Osborne
- University of North Florida, Department of Physical Therapy, Jacksonville, Florida, USA
- Brooks Rehabilitation, Jacksonville, Florida, USA
| | - Chloe Bailey
- Brooks Rehabilitation, Jacksonville, Florida, USA
| | - Daniel Dinsmore
- University of North Florida, Department of Physical Therapy, Jacksonville, Florida, USA
| | - Emily Lyter
- Good Shepherd Rehabilitation, Allentown, Pennsylvania, USA
| | - Judy Burnfield
- Madonna Rehabilitation Hospitals, Lincoln, Nebraska, USA
| | | | - Amanda Roura
- University of Florida Health, Jacksonville, Florida, USA
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Lin T, Gao Y, Feng X. Relationship between information literacy and innovative behavior of emergency specialist nurses: A cross-sectional study in southwest China. Int Emerg Nurs 2023; 71:101356. [PMID: 37972518 DOI: 10.1016/j.ienj.2023.101356] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/24/2022] [Revised: 08/25/2023] [Accepted: 09/10/2023] [Indexed: 11/19/2023]
Abstract
BACKGROUND Emergency specialist nurses play a vital role in providing high-quality care to patients. This study investigated the innovative behavior and information literacy of emergency specialist nurses and analyzed the influence of information literacy on innovative behavior to promote the latter. METHODS In total, 484 emergency specialist nurses in Sichuan Province, China, completed the Innovative Behavior and Information Literacy Scales. Univariate analysis, Pearson's analysis, and multiple linear regression were performed. RESULTS The emergency specialist nurses' innovative behavior and information literacy scores were 32.34 ± 6.27 and 74.32 ± 7.38, respectively. Scores for information awareness, ability, knowledge, and ethics were 3.90 ± 0.53, 2.95 ± 0.45, 3.32 ± 0.19, and 3.28 ± 0.30, respectively. The correlation analysis demonstrated that information literacy positively correlated with innovative behavior. The multivariate linear regression analysis revealed that experience in publishing academic papers influenced innovative behavior. CONCLUSIONS Emergency specialist nurses demonstrated a moderate level of innovative behavior. Higher information literacy was associated with higher innovative behavior. Therefore, enhancing emergency specialist nurses' information literacy could stimulate innovative behavior and improve innovation ability. Nursing managers should develop corresponding information literacy training programs according to the characteristics of information literacy and evidence-based practice of emergency specialist nurses to improve their innovation level and quality of specialized nursing services.
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Affiliation(s)
- Tao Lin
- Emergency Department of West China Hospital,Sichuan University/West China School of Nursing, Sichuan University, 37 Guo Xue Xiang, Chengdu 610041, Sichuan Province, China; Institute of Disaster Medicine, Sichuan University, Chengdu, China; Nursing Key Laboratory of Sichuan Province, Chengdu, China.
| | - Yongli Gao
- Emergency Department of West China Hospital,Sichuan University/West China School of Nursing, Sichuan University, 37 Guo Xue Xiang, Chengdu 610041, Sichuan Province, China; Institute of Disaster Medicine, Sichuan University, Chengdu, China; Nursing Key Laboratory of Sichuan Province, Chengdu, China.
| | - Xianqiong Feng
- West China School of Nursing, Sichuan University/West China Hospital, Sichuan University, 37 Guo Xue Xiang, Chengdu 61004, Sichuan Province, China.
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Sagoo R. How to use leadership to spark innovation: Good nursing leadership when practising innovation is vital to quality patient care. Nurs Manag (Harrow) 2023; 30:17. [PMID: 37548321 DOI: 10.7748/nm.30.4.17.s7] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 08/08/2023]
Abstract
Innovation, creativity and leadership in nursing are essential to meet healthcare's constantly growing demands and to improve health and well-being. However, improvement initiatives require leadership and innovation support to make a positive impact ( Knol and van Linge 2009 ).
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Warsi A, Dawdy K, Bishop M, Khader J, Amiel G, Heneghan K, Wiljer D, Szumacher E. Leadership, Leading, and Influencing Change in Cancer Education: Development and Assessment of a Pilot Leadership Workshop in Cancer Education for Interdisciplinary Healthcare Staff. JOURNAL OF CANCER EDUCATION : THE OFFICIAL JOURNAL OF THE AMERICAN ASSOCIATION FOR CANCER EDUCATION 2023; 38:697-712. [PMID: 35635720 PMCID: PMC9148944 DOI: 10.1007/s13187-022-02179-3] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Accepted: 05/11/2022] [Indexed: 05/20/2023]
Abstract
Effective leaders in healthcare settings create a motivating work environment, initiate changes in practice, and facilitate interdisciplinary collaboration to advance patient-centered care. Health professionals in cancer education need leadership development to meet the continued rise in cancer cases and to keep up with the rapid biomedical and technological advances in global cancer care. In addition, leadership development in cancer education supports interprofessional collaboration, optimizes patient engagement, and provides mentorship opportunities necessary for career advancement and skill development. The identified benefits from leadership development in cancer education led to the creation of an interactive pilot leadership workshop titled "Essential Skills in Cancer Education: Leadership, Leading, and Influencing Change in Cancer Education," held at the International Cancer Education Conference in October 2020. The workshop was led by global leaders in cancer education and utilized lectures, mentorship opportunities, interactive case studies, and individual learning projects to develop leadership skills in multidisciplinary oncology professionals. Fifteen attendees from diverse educational backgrounds and levels of experience participated in the virtual leadership workshop and mentorship program. Following the workshop, participants reported an increase in knowledge regarding how to use different leadership styles, initiate changes in practice, and apply leadership skills in their career development and at their institutions. The feedback received from participants through post-workshop evaluations was overall positive and demonstrated an interest for more leadership development opportunities in cancer education. This pilot workshop shows that leadership is a valuable and teachable skill that will benefit both healthcare professionals and patients in the field of cancer education.
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Affiliation(s)
- A Warsi
- Schulich School of Medicine and Dentistry, Western University, London, ON, Canada
| | - K Dawdy
- Department of Radiation Therapy, Odette Cancer Centre, Sunnybrook Health Sciences Centre, University of Toronto, Toronto, ON, Canada
| | - M Bishop
- Division of Hematology and Oncology, University of Arizona Cancer Center, Tucson, AZ, USA
| | - J Khader
- Department of Radiation Oncology, King Hussein Cancer Center, Amman, Jordan
| | - G Amiel
- Department of Urology, Rambam Health Care Campus, Haifa, Israel
| | - K Heneghan
- Surgical Patient Education, American College of Surgeons, Chicago, IL, USA
| | - D Wiljer
- Department of Psychiatry, Faculty of Medicine, University of Toronto, Toronto, ON, Canada
| | - Ewa Szumacher
- Department of Radiation Oncology, Odette Cancer Centre, Sunnybrook Health Sciences Centre, University of Toronto, 2075 Bayview Avenue, Toronto, ON, M4N 3M5, Canada.
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Chekijian S, Hertelendy A, McNulty E, Ciottone GR. Integrating crisis leadership in academic medicine. BMJ LEADER 2022; 6:303-306. [PMID: 36794603 DOI: 10.1136/leader-2021-000585] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/18/2021] [Accepted: 03/20/2022] [Indexed: 11/04/2022]
Affiliation(s)
- Sharon Chekijian
- Emergency Medicine, Yale School of Medicine, New Haven, Connecticut, USA
| | - Attila Hertelendy
- Information Systems and Business Analytics, Florida International University, Miami, Florida, USA.,Emergency Medicine, Beth Israel Deaconess Medical Center, Harvard Medical School, Boston, Massachusetts, USA
| | - Eric McNulty
- National Preparedness Leadership Initiative, Harvard T.H. Chan School of Public Health, Cambridge, Massachusetts, USA
| | - Gregory R Ciottone
- Emergency Medicine, Beth Israel Deaconess Medical Center, Harvard Medical School, Boston, Massachusetts, USA.,National Preparedness Leadership Initiative, Harvard T.H. Chan School of Public Health, Cambridge, Massachusetts, USA
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Zhang M, Chen H, Wang N, Li Y, Liu Y. Does transformational leadership and psychological empowerment improve nurses' innovative behaviour during COVID-19 outbreak? A cross-sectional study. J Nurs Manag 2022; 30:4116-4125. [PMID: 36262030 DOI: 10.1111/jonm.13877] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/17/2022] [Revised: 09/15/2022] [Accepted: 10/02/2022] [Indexed: 12/30/2022]
Abstract
AIMS To investigate the relationships between transformational leadership, psychological empowerment and innovative behaviour among nurses in China. BACKGROUND The innovative behaviour of nurses is important to adapt to the changing medical environment. However, there is currently a limited understanding of the relationship between nurses' innovative behaviour and transformational leadership and psychological empowerment during the pandemic. METHODS Convenience sampling was used to conduct an investigation involving 1317 nurses from 10 hospitals in China from January 2022 to April 2022. Data analysis was performed using correlation analysis, univariate analysis and multiple regression analysis. The STROBE checklist was followed when writing this manuscript. RESULTS High transformational leadership and high psychological empowerment were associated with high innovative behaviour. The results of the multiple linear regression analysis showed that physical condition, whether or not you have attended academic conferences or whether or not you have participated in fund research projects, transformational leadership and psychological empowerment were the main factors on nurses' innovative behaviour, together explaining 64.5% of the total variance. CONCLUSION Promotion of transformational leadership and psychological empowerment is vital for nurses to promote innovation, thereby meeting the urgent demand for innovative nurses and the rapid development of nursing disciplines. IMPLICATIONS FOR NURSING MANAGEMENT This study highlights the importance of transformational leadership in developing nurses' innovative behaviours. Understanding the role of psychological empowerment can help nurse managers formulate relevant intervention strategies and cultivate nurses' innovative behaviour.
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Affiliation(s)
- Minyi Zhang
- Department of Neurosurgery, The First Hospital of China Medical University, Shenyang, P.R. China
| | - Hongyu Chen
- Department of Neurosurgery, The First Hospital of China Medical University, Shenyang, P.R. China
| | - Ning Wang
- Department of Neurosurgery, The First Hospital of China Medical University, Shenyang, P.R. China
| | - Yao Li
- Department of Neurosurgery, The First Hospital of China Medical University, Shenyang, P.R. China
| | - Yan Liu
- Department of Neurosurgery, The First Hospital of China Medical University, Shenyang, P.R. China
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Palm K, Persson Fischier U. What Managers Find Important for Implementation of Innovations in the Healthcare Sector - Practice Through Six Management Perspectives. Int J Health Policy Manag 2022; 11:2261-2271. [PMID: 34814679 PMCID: PMC9808278 DOI: 10.34172/ijhpm.2021.146] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/02/2020] [Accepted: 10/23/2021] [Indexed: 01/12/2023] Open
Abstract
BACKGROUND There is a growing expectation that many health organisations will implement innovations. One obstacle for innovative ideas to have an impact on the healthcare system in practice seems to be difficulties in the implementation phase. There is a lack of concretization of theoretical perspectives related to implementation of innovations. The research question answered by this article is: Which enabling factors can facilitate the specific step of moving from idea generation to implementation in a healthcare context? METHODS The research was carried out with a qualitative action research methodology where the researchers took part in the innovation implementation project. The authors of this article were part of a collaborative innovation implementation project involving approximately 54 practitioners. The project was run by five stakeholders: (1) the Division of Assistive Technology in the Dalarna County Council Regional Healthcare Administration, (2) the Habilitation Division, (3) the Division for Home Care and Social Services in the municipality of Leksand, (4) Dalarna University, and (5) Uppsala University. Through a 'Pearl growing' technique six implementation management perspectives were, as a framework, identified and presented for the practitioners. The practitioners worked further to concretize these six perspectives. Data was collected through five workshops and collaborations between the researchers and the practitioners. Data was clustered regarding what the managers want to achieve within these six perspectives (ideal situation) and the main means for reaching this situation. RESULTS The study underlying this article generated 35 concrete enabling factors for successful innovation implementation, distributed over the initially presented six theoretical perspectives. CONCLUSION Concretizing management principles into enabling factors shows, on the one hand, that the theoretical principles have practical value, but on the other that they must be adopted to the specific circumstances of each organization, and that too abstract principles can hardly be operationalized.
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Affiliation(s)
- Klas Palm
- Department of Civil and Industrial Engineering, Uppsala University, Uppsala, Sweden
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Morris M, Seguin M, Landon S, McKee M, Nolte E. Exploring the Role of Leadership in Facilitating Change to Improve Cancer Survival: An Analysis of Experiences in Seven High Income Countries in the International Cancer Benchmarking Partnership (ICBP). Int J Health Policy Manag 2022; 11:1756-1766. [PMID: 34380203 PMCID: PMC9808244 DOI: 10.34172/ijhpm.2021.84] [Citation(s) in RCA: 6] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/06/2020] [Accepted: 07/12/2021] [Indexed: 01/12/2023] Open
Abstract
BACKGROUND The differences in cancer survival across countries and over time are well recognised, with progress varying even among high-income countries with comparable health systems. Previous research has examined several possible explanations, but the role of leadership in systems providing cancer care has attracted little attention. As part of the International Cancer Benchmarking Partnership (ICBP), this study looked at diverse aspects of leadership to identify drivers of change and opportunities for improvement across seven high-income countries. METHODS Key informants in 13 jurisdictions were interviewed: Australia (2 states), Canada (3 provinces), Denmark, Ireland, New Zealand, Norway and United Kingdom (4 countries). Participants represented a range of stakeholders at different tiers of the system. They were recruited through a combination of purposive and 'snowball' strategies and participated in semi-structured telephone interviews. Interview transcripts were analysed thematically drawing on the World Health Organization (WHO) health systems framework and previous work analysing national cancer control programmes (NCCPs). RESULTS Several facets of leadership were perceived as important for improving outcomes. These included political leadership to initiate and maintain progress, intellectual leadership to support those engaged in local implementation of national policies and drive change, and a coherent vision from leaders at different levels of the system. Clinical leadership was also viewed as vital for translating policy into action. CONCLUSION Certain aspects of cancer care leadership emerged as underpinning and sustaining improvements, such as appointing a central agency, involving clinicians at every stage, ensuring strong leadership of cancer care with a consistent political mandate. Improving cancer outcomes is challenging and complex, but it is unlikely to be achieved without effective leadership, both political and clinical.
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Affiliation(s)
- Melanie Morris
- Department of Health Services Research & Policy, London School of Hygiene & Tropical Medicine, London, UK
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14
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van den Hoed MW, Backhaus R, de Vries E, Hamers JPH, Daniëls R. Factors contributing to innovation readiness in health care organizations: a scoping review. BMC Health Serv Res 2022; 22:997. [PMID: 35932012 PMCID: PMC9354428 DOI: 10.1186/s12913-022-08185-x] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/28/2022] [Accepted: 06/14/2022] [Indexed: 12/03/2022] Open
Abstract
Background Increasing innovation readiness of healthcare organizations is necessary to meet upcoming challenges, including population aging, staff shortages and reduced funding. Health care organizations differ in the extent to which they are innovation ready. This review aims to clarify the concept of innovation readiness and identify which factors contribute to innovation readiness in health care organizations. Methods A scoping review was conducted based on the framework from Arksey and O’Malley. PubMed/MEDLINE, CINAHL and Web of Science were searched for studies that (a) aimed to contribute to scientific knowledge about innovation readiness of health care organizations, (b) were peer-reviewed, (c) reported empirical data and (d) were written in English, Dutch or German. Factors researched in the included studies were bundled into 4 overarching main factors and 10 sub-factors. Results Of the 6,208 studies identified, 44 were included. The majority (n = 36) of the studies had been conducted since 2011 and almost half of the studies (n = 19) were performed in hospitals. Of the 44 studies, 21 researched factors contributing to innovation readiness in the implementation stage of the innovation process. The authors used a variety of words and descriptions addressing innovation readiness, with hardly any theoretical frameworks for innovation readiness presented. Four main factors and 10 sub-factors contributing to the innovation readiness of health care organizations were summarized: strategic course for innovation, climate for innovation, leadership for innovation and commitment to innovation. Climate for innovation (n = 16) was studied the most and individual commitment to innovation (n = 6) was the least studied. Conclusion Our study identified four main factors contributing to the innovation readiness of health care organizations. Research into innovation readiness of health care organizations is a rather new field. Future research could be directed towards defining the concept of innovation readiness and the development of a framework for innovation readiness. More understanding of the interplay of factors contributing to innovation readiness in all stages of the innovation process and in diverse health care settings can support health care managers to structurally embed innovation. This review contributes to the first stage of theory building on factors contributing to innovation readiness of health care organizations. Supplementary Information The online version contains supplementary material available at 10.1186/s12913-022-08185-x.
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Affiliation(s)
- Monique W van den Hoed
- Department of Health Services Research, Care and Public Health Research Institute, Maastricht University, Maastricht, The Netherlands. .,Living Lab in Ageing and Long-Term Care, Maastricht, The Netherlands.
| | - Ramona Backhaus
- Department of Health Services Research, Care and Public Health Research Institute, Maastricht University, Maastricht, The Netherlands.,Living Lab in Ageing and Long-Term Care, Maastricht, The Netherlands
| | - Erica de Vries
- Department of Health Services Research, Care and Public Health Research Institute, Maastricht University, Maastricht, The Netherlands.,Living Lab in Ageing and Long-Term Care, Maastricht, The Netherlands
| | - Jan P H Hamers
- Department of Health Services Research, Care and Public Health Research Institute, Maastricht University, Maastricht, The Netherlands.,Living Lab in Ageing and Long-Term Care, Maastricht, The Netherlands
| | - Ramon Daniëls
- Department of Health Services Research, Care and Public Health Research Institute, Maastricht University, Maastricht, The Netherlands.,Living Lab in Ageing and Long-Term Care, Maastricht, The Netherlands.,Expertise Centre for Innovative Care and Technology, Research Centre for Assistive Technology in Care, Zuyd University of Applied Sciences, Heerlen, The Netherlands
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15
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The impact of healthcare executive seniority on implementation of innovative methods of diagnosis and prevention. Health Policy 2022; 126:996-1001. [PMID: 35882588 DOI: 10.1016/j.healthpol.2022.07.006] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/03/2020] [Revised: 09/17/2020] [Accepted: 07/17/2022] [Indexed: 11/21/2022]
Abstract
Innovative methods of diagnosis and prevention play a key role in the survival of healthcare systems as well as the wellbeing of patients. Effective healthcare management is a critical factor in implementing hospital innovation. Healthcare executive (HE) personal and job characteristics such as age and seniority have been found to affect innovative decision-making. However, no study has yet investigated age and seniority effects on the propensity to implement innovation in health prevention strategies. This study fills the literature gap by providing evidence for the effect of HE age and seniority on the implementation of innovative methods for diagnosis and prevention. Predicated on 57 in-depth interviews with HEs, we employ mixed methods research, combining qualitative and quantitative analysis. Structural Equation Modeling was used to test the model's goodness-of-fit. Results show that while HE age and number of years in the organization positively affect job tenure, job tenure, in turn, negatively affects willingness to implement innovative methods of diagnosis and prevention in hospitals. This study extends the Upper-Echelon Theory to health workforce management. Practical implications are discussed.
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16
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Baig LD, Azeem MF, Paracha A. Cultivating Innovative Work Behavior of Nurses Through Diversity Climate: The Mediating Role of Job Crafting. SAGE Open Nurs 2022; 8:23779608221095432. [PMID: 35574269 PMCID: PMC9096180 DOI: 10.1177/23779608221095432] [Citation(s) in RCA: 4] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/17/2021] [Accepted: 04/03/2022] [Indexed: 11/15/2022] Open
Abstract
Introduction Innovative work behavior of nurses is essential to deliver affordable quality healthcare services. Diversity climate and job crafting are a few of the supportive managerial strategies that can be applied to cultivate the innovative capacity of nurses. Objective Aim for the current study is to: (a) examine the role of diversity climate in cultivating innovative work behavior of nurses directly; and (b) indirectly through job crafting. Methods For this study data was collected through cross-sectional design employing simple random sampling using structured questionnaires from 283 nurses. Data was analyzed using SPSS.Amos.21. Results Results revealed the positive influence of diversity climate on innovative work behavior directly (γ = 0.51, p < .001) and indirectly through job crafting (ρ = 0.235, p < .001). Conclusion The current study revealed that diversity climate significantly influences the innovative work behavior of employees directly and indirectly through Job crafting. Healthcare management can integrate diversity management policies and job crafting techniques in their strategies to foster innovative work behavior of nurses.
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Affiliation(s)
- Lubaina D. Baig
- Department of Management Sciences, COMSATS University, Islamabad, Pakistan
- Sardar Bahadur Khan Womens’ University, Quetta, Pakistan
| | - Malik F. Azeem
- Department of Management Sciences, COMSATS University, Islamabad, Pakistan
| | - Adil Paracha
- Department of Management Sciences, COMSATS University, Islamabad, Pakistan
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17
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Bello C, Filipovic MG, Andereggen L, Heidegger T, Urman RD, Luedi MM. Building a well-balanced culture in the perioperative setting. Best Pract Res Clin Anaesthesiol 2022; 36:247-256. [DOI: 10.1016/j.bpa.2022.05.003] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/17/2022] [Accepted: 05/18/2022] [Indexed: 10/18/2022]
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18
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Zhang S, Liu Y, Li G, Zhengtao Z, Fa T. Chinese nurses' innovation capacity: The influence of inclusive leadership, empowering leadership and psychological empowerment. J Nurs Manag 2022; 30:1990-1999. [PMID: 35476276 DOI: 10.1111/jonm.13654] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/20/2022] [Revised: 04/18/2022] [Accepted: 04/25/2022] [Indexed: 11/29/2022]
Abstract
AIM To explore the relationships between inclusive leadership, empowering leadership, nurses' perceived psychological empowerment and nurses' innovation capacity. BACKGROUND Innovation capacity is essential for nurses to adapt to the changing healthcare environment. However, the current knowledge of nurses' innovation capacity and its' relationships between inclusive leadership, empowering leadership and psychological empowerment is limited. METHODS A cross-sectional survey using a convenience sample was conducted among 1355 nurses in ten hospitals in Tianjin, China. The data was analyzed by correlation analysis, univariate analysis and PROCESS macro. RESULTS High inclusive leadership, empowering leadership and high psychological empowerment were associated with high innovation capacity. The total effect of inclusive leadership and empowering leadership on innovation capacity through psychological empowerment was significant, with their indirect effects accounting for 69.19% and 61.29% of the total effect respectively. CONCLUSIONS To cultivate nurses' innovation capacity, the development of inclusive leadership, empowering leadership and psychological empowerment is important. IMPLICATIONS FOR NURSING MANAGEMENT This research highlights the importance of inclusive leadership and empowering leadership to foster nurses' innovation capacity. Understanding the mediating role of psychological empowerment is expected to help nurse managers develop relevant intervention strategies to cultivate nurses' innovation capacity.
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Affiliation(s)
- Siai Zhang
- Graduate School, Tianjin University of Traditional Chinese Medicine, Tianjin, China
| | - Yanhui Liu
- School of nursing, Tianjin University of Traditional Chinese Medicine, Tianjin, China
| | - Ge Li
- Public Health Science and Engineering College, Tianjin University of Traditional Chinese Medicine, Tianjin, China
| | - Zhang Zhengtao
- Graduate School, Tianjin University of Traditional Chinese Medicine, Tianjin, China
| | - Tiane Fa
- Nursing Department, Tianjin Chest Hospital, Tianjin, China
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19
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Dadich A, Mellick Lopes A. Leadership During a Pandemic: A Lexical Analysis. Front Public Health 2022; 10:783337. [PMID: 35548084 PMCID: PMC9081495 DOI: 10.3389/fpubh.2022.783337] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/26/2021] [Accepted: 03/22/2022] [Indexed: 11/24/2022] Open
Abstract
To manage pandemics, like COVID-19, leadership can enable health services to weather the storm. Yet there is limited clarity on how leadership manifested and was discussed in the literature during COVID-19. This can have considerable public health implications given the importance of leadership in the health sector. This article addresses this missed opportunity by examining the literature on leadership during a pandemic. Following a systematic search of nine academic databases in May 2021, 1,747 publications were screened. Following this, a lexical analysis of the results section was conducted, sourced from a corpus of publications across myriad journals. The results found a prevalence of references to “leader” as a sole actor, risking the perpetuation of a view that critical decisions emanate from a singular source. Moreover, “leadership” was a concept disconnected from the fray of frontline workers, patients, and teams. This suggests a strong need for more diverse vocabularies and conceptions that reflect the “messiness” of leadership as it takes shape in relation to the challenges and uncertainties of COVID-19. There is a considerable opportunity to advance scholarship on leadership via further empirical studies that help to clarify different approaches to lead teams and organizations during a pandemic.
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Affiliation(s)
- Ann Dadich
- School of Business, Western Sydney University, Parramatta, NSW, Australia
- *Correspondence: Ann Dadich
| | - Abby Mellick Lopes
- School of Design, Faculty of Design, Architecture and Building, University of Technology Sydney, Ultimo, NSW, Australia
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20
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Jalalabadi F, Ferry AM, Chang A, Reece EM, Izaddoost SA, Hassid VJ, Tahiri Y, Buchanan EP, Winocour SJ. Plastic Surgeons as Medical Directors: A Natural Transition into Medical Leadership. Arch Plast Surg 2022; 49:221-226. [PMID: 35832672 PMCID: PMC9045541 DOI: 10.1055/s-0042-1744421] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/05/2022] Open
Abstract
With the growing complexity of the U.S. health care system, highly motivated medical directors with strong leadership skills are vital to the success of health care facilities. Presently, there are no articles assessing a plastic surgeon's qualifications for the role of medical director. In addition, there is a paucity of literature comparing the responsibilities of medical directors across various types of health care institutions. Herein, we outline why plastic surgeons have the unique skillset to succeed in this role and highlight the differences between medical director positions across the vast landscape of health care. While the intricacies of this position vary greatly across different landscapes of the health care industry, successful medical directors lead by following a set of universal principles predisposing them for success. Plastic surgeons innately exhibit a subset of particular traits deeming them suitable candidates for the medical director position. While transitioning from the role of a surgeon to that of a medical director does require some show of adaptation, plastic surgeons are ultimately highly likely to find intrinsic benefit from serving as a medical director.
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Affiliation(s)
- Faryan Jalalabadi
- Division of Plastic Surgery, Michael E. DeBakey Department of Surgery, Baylor College of Medicine, Houston, Texas
| | - Andrew M. Ferry
- Division of Plastic Surgery, Michael E. DeBakey Department of Surgery, Baylor College of Medicine, Houston, Texas
- Division of Plastic Surgery, Department of Surgery, Texas Children's Hospital, Houston, Texas
| | - Andrew Chang
- Division of Plastic Surgery, Michael E. DeBakey Department of Surgery, Baylor College of Medicine, Houston, Texas
| | - Edward M. Reece
- Division of Plastic Surgery, Michael E. DeBakey Department of Surgery, Baylor College of Medicine, Houston, Texas
- Division of Plastic Surgery, Department of Surgery, Texas Children's Hospital, Houston, Texas
| | | | - Victor J. Hassid
- Department of Plastic Surgery, MD Anderson Cancer Center, Houston, Texas
| | | | - Edward P. Buchanan
- Division of Plastic Surgery, Michael E. DeBakey Department of Surgery, Baylor College of Medicine, Houston, Texas
- Division of Plastic Surgery, Department of Surgery, Texas Children's Hospital, Houston, Texas
| | - Sebastian J. Winocour
- Division of Plastic Surgery, Michael E. DeBakey Department of Surgery, Baylor College of Medicine, Houston, Texas
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21
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Hilts KE, Yeager VA, Kooreman H, Smith R, Busching B, Spitznagle M. Public Health and Health Care Partnerships for Improved Tobacco Cessation. JOURNAL OF PUBLIC HEALTH MANAGEMENT AND PRACTICE 2022; 28:E404-E412. [PMID: 34347652 PMCID: PMC8807793 DOI: 10.1097/phh.0000000000001406] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/03/2023]
Abstract
CONTEXT Tobacco use remains a leading cause of preventable death and disease. While most tobacco users are interested in quitting, few receive professional assistance. PROGRAM This state health department-led project leveraged partnerships to build capacity and support 9 health care organizations in implementing system-level initiatives to improve delivery of tobacco cessation. IMPLEMENTATION Participating organizations' initiatives targeted 3 focus areas: implementing best practices for tobacco cessation; quality improvement; and utilization of the electronic health record. EVALUATION A qualitative study was conducted to examine facilitators and barriers to tobacco cession systems change among participating health care organizations. Common barriers included time constraints, staffing issues, and organizational structure. These factors often differed by organization type (eg, large vs small). Facilitators included leadership buy-in, organizational priority, technical assistance, teams/teamwork, and IT support. DISCUSSION Initial findings suggest that this type of partnership model can be leveraged to gain organizational support, build capacity, address key barriers, and ensure that systems change strategies align with best practices for tobacco cessation across a diverse set of health care organizations. Findings presented in this report provide insights for other public health and health care organizations looking to implement similar initiatives.
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Affiliation(s)
- Katy Ellis Hilts
- Center for Health Policy, Department of Health Policy & Management, Indiana University Richard M. Fairbanks School of Public Health, Indianapolis, Indiana (Drs Hilts and Yeager and Mr Kooreman); and Tobacco Prevention and Cessation Commission, Indiana Department of Health, Indianapolis, Indiana (Mss Smith and Spitznagle and Mr Busching)
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22
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GANGULY ANIRBAN, KUMAR CHITRESH. DISRUPTIVE INNOVATION IN HEALTHCARE: A REVIEW AND FUTURE RESEARCH AGENDAS. INTERNATIONAL JOURNAL OF INNOVATION MANAGEMENT 2022. [DOI: 10.1142/s1363919622500025] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/18/2022]
Abstract
Disruptive innovation (DI) refers to a mode of low cost high ancillary performance innovation that starts at the lower end of the market and gradually moves up to eventually displace its incumbent counterparts. The concept of DI has become more and more popular in the healthcare sector. The paper studies how healthcare research has embraced the concept of DI in various areas within the healthcare sector. Areas of healthcare, where DI has been adopted as a management strategy, were identified in the last two decades, through initially shortlisting 157 papers and the final reviewed set of 117 papers. Through a multi-method approach comprising of co-word analysis, identification of themes, mapping of research work across these themes and geography, the study found that, although from a management perspective there are 13 major themes, the majority of the focus is on four major themes—healthcare delivery and services, healthcare administration, technology and equipment, and nursing and palliative care. Furthermore, the majority of the geography-specific research was conducted in developed countries, especially the USA. It was also observed that organisational strategies for successfully implementing DI in the healthcare sector are still in the nascent stage and the focus is mostly in the area of healthcare delivery and administration from the management perspective. Future research studies could aim at looking at the role that DI plays in the healthcare sector of the developing countries, as well as using DI in other areas of healthcare, rather than a few concentrated areas.
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Affiliation(s)
- ANIRBAN GANGULY
- Jindal Global Business School, O. P. Jindal Global University, Sonipat, Haryana 131001, India
| | - CHITRESH KUMAR
- Jindal Global Business School, O. P. Jindal Global University, Sonipat, Haryana 131001, India
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23
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Thijssen SV, Jacobs MJ, Swart RR, Heising L, Ou CX, Roumen C. The barriers and facilitators of radical innovation implementation in secondary healthcare: a systematic review. J Health Organ Manag 2021; ahead-of-print:289-312. [PMID: 34910413 PMCID: PMC10430798 DOI: 10.1108/jhom-12-2020-0493] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/21/2020] [Revised: 05/17/2021] [Accepted: 08/09/2021] [Indexed: 11/17/2022]
Abstract
PURPOSE This study aimed to identify the barriers and facilitators related to the implementation of radical innovations in secondary healthcare. DESIGN/METHODOLOGY/APPROACH A systematic review was conducted and presented in accordance with a PRISMA flowchart. The databases PubMed and Web of Science were searched for original publications in English between the 1st of January 2010 and 6th of November 2020. The level of radicalness was determined based on five characteristics of radical innovations. The level of evidence was classified according to the level of evidence scale of the University of Oxford. The Consolidated Framework for Implementation Research was used as a framework to classify the barriers and facilitators. FINDINGS Based on the inclusion and exclusion criteria, nine publications were included, concerning six technological, two organizational and one treatment innovation. The main barriers for radical innovation implementation in secondary healthcare were lack of human, material and financial resources, and lack of integration and organizational readiness. The main facilitators included a supportive culture, sufficient training, education and knowledge, and recognition of the expected added value. ORIGINALITY/VALUE To our knowledge, this is the first systematic review examining the barriers and facilitators of radical innovation implementation in secondary healthcare. To ease radical innovation implementation, alternative performance systems may be helpful, including the following prerequisites: (1) Money, (2) Added value, (3) Timely knowledge and integration, (4) Culture, and (5) Human resources (MATCH). This study highlights the need for more high-level evidence studies in this area.
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Affiliation(s)
- Salina V. Thijssen
- Department of Radiation Oncology (Maastro), GROW School for Oncology,
Maastricht University Medical Centre+
, Maastricht,
The Netherlands
| | - Maria J.G. Jacobs
- Tilburg School of Economics and Management
,
Tilburg University
, Tilburg,
Netherlands
| | - Rachelle R. Swart
- Department of Radiation Oncology (Maastro), GROW School for Oncology,
Maastricht University Medical Centre+
, Maastricht,
The Netherlands
| | - Luca Heising
- Tilburg School of Economics and Management
,
Tilburg University
, Tilburg,
Netherlands
| | - Carol X.J. Ou
- Tilburg School of Economics and Management
,
Tilburg University
, Tilburg,
Netherlands
| | - Cheryl Roumen
- Department of Radiation Oncology (Maastro), GROW School for Oncology,
Maastricht University Medical Centre+
, Maastricht,
The Netherlands
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24
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Jankelová N, Joniaková Z, Romanová A. The need for management education of healthcare management employees. Int J Health Plann Manage 2021; 37:301-317. [PMID: 34585433 DOI: 10.1002/hpm.3325] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/01/2020] [Revised: 08/09/2021] [Accepted: 08/23/2021] [Indexed: 11/09/2022] Open
Abstract
Given the wide professional discussion on the dominating professional focus of healthcare managers at the expense of management knowledge, the main goal of this paper is to verify the extent, to which management education of healthcare workers affects the level of their management skills. METHODOLOGY The Descriptive statistics methods have been used to answer research questions regarding the differences in the perception of the managerial skills and their disposition importance between managers with a completed management education and without it. Emphasis was placed on people management skills and communication skills. The research sample consisted of 253 healthcare managers. RESULTS Managers with a completed specialized management study are characterized by higher values of entrepreneurial competences and communication skills. They also have exceptional skills in the area of initiator of change. Another significant difference is the higher adaptation of roles and low critique of their subordinates. They are oriented at workers and relationships with them. CONCLUSION Our results show that management education of healthcare managers significantly contributes to the implementation of newer approaches to people management and the use of the necessary management skills, which are a source of higher efficiency in the context of the present world of work and its challenges.
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Affiliation(s)
- Nadežda Jankelová
- Department of Management, University of Economics in Bratislava, Bratislava, Slovakia
| | - Zuzana Joniaková
- Department of Management, University of Economics in Bratislava, Bratislava, Slovakia
| | - Anita Romanová
- Department of Information Management, University of Economics in Bratislava, Bratislava, Slovakia
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25
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Veziari Y, Kumar S, Leach M. Addressing barriers to the conduct and application of research in complementary and alternative medicine: a scoping review. BMC Complement Med Ther 2021; 21:201. [PMID: 34266441 PMCID: PMC8281683 DOI: 10.1186/s12906-021-03371-6] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/12/2020] [Accepted: 06/25/2021] [Indexed: 11/23/2022] Open
Abstract
BACKGROUND Over the past few decades, the popularity of complementary and alternative medicine (CAM) has grown considerably and along with it, scrutiny regarding its evidence base. While this is to be expected, and is in line with other health disciplines, research in CAM is confronted by numerous obstacles. This scoping review aims to identify and report the strategies implemented to address barriers to the conduct and application of research in CAM. METHODS The scoping review was undertaken using the Arksey and O'Malley framework. The search was conducted using MEDLINE, EMBASE, EMCARE, ERIC, Scopus, Web of Science, The Cochrane Library, JBI and the grey literature. Two reviewers independently screened the records, following which data extraction was completed for the included studies. Descriptive synthesis was used to summarise the data. RESULTS Of the 7945 records identified, 15 studies met the inclusion criteria. Using the oBSTACLES instrument as a framework, the included studies reported diverse strategies to address barriers to the conduct and application of research in CAM. All included studies reported the use of educational strategies and collaborative initiatives with CAM stakeholders, including targeted funding, to address a range of barriers. CONCLUSIONS While the importance of addressing barriers to the conduct and application of research in CAM has been recognised, to date, much of the focus has been limited to initiatives originating from a handful of jurisdictions, for a small group of CAM disciplines, and addressing few barriers. Myriad barriers continue to persist, which will require concerted effort and collaboration across a range of CAM stakeholders and across multiple sectors. Further research can contribute to the evidence base on how best to address these barriers to promote the conduct and application of research in CAM.
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Affiliation(s)
- Yasamin Veziari
- UniSA Allied Health and Human Performance, University of South Australia, North Terrace, Adelaide, SA 5000 Australia
| | - Saravana Kumar
- UniSA Allied Health and Human Performance, University of South Australia, North Terrace, Adelaide, SA 5000 Australia
| | - Matthew Leach
- National Centre for Naturopathic Medicine, Southern Cross University, Military Road, East Lismore, NSW 2480 Australia
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Algahtani MS. Assessment of Pharmacist's Knowledge and Perception toward 3D Printing Technology as a Dispensing Method for Personalized Medicine and the Readiness for Implementation. PHARMACY 2021; 9:pharmacy9010068. [PMID: 33807103 PMCID: PMC8006054 DOI: 10.3390/pharmacy9010068] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/19/2021] [Revised: 03/16/2021] [Accepted: 03/16/2021] [Indexed: 11/16/2022] Open
Abstract
The main user of three dimensional (3D) printing for drug dispensing will be the hospital pharmacist. Yet despite the tremendous amount of research and industrial initiatives, there is no evaluation of the pharmacist’s knowledge and opinion of this technology. The present study aimed to assess knowledge and attitude among pharmacists about 3D printing technology as an innovative dispensing method for personalized medicine and the barriers to implementation in Saudi Arabia. We found that 53% of participants were aware of 3D printing technology in general, but only 14–16% of pharmacists were aware of the specific application of 3D printing in drug dispensing. Participants showed a positive perception regarding the concept of personalized medicine and that 3D printing could provide a promising solution to formulate and dispense personalized medicine in the pharmacy. It was also found that 67% of pharmacists were encouraged to adopt this new technology for drug dispensing, reflecting their willingness to learn new innovations. However, the technology cost, regulation, and the shortage of practicing pharmacists were also reported as the top barriers for implementation. Facilitating the implementation of this technology in the pharmacy practice will require a strategic plan in which pharmacists collaborate with regulatory bodies and 3D printing engineers to overcome challenges and barriers to implement such promising technology.
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Affiliation(s)
- Mohammed S Algahtani
- Department of Pharmaceutics, College of Pharmacy, Najran University, Najran 1988, Saudi Arabia
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27
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Esdar M, Hübner U, Thye J, Babitsch B, Liebe JD. The Effect of Innovation Capabilities of Health Care Organizations on the Quality of Health Information Technology: Model Development With Cross-sectional Data. JMIR Med Inform 2021; 9:e23306. [PMID: 33720029 PMCID: PMC8077601 DOI: 10.2196/23306] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/08/2020] [Revised: 12/13/2020] [Accepted: 02/07/2021] [Indexed: 01/12/2023] Open
Abstract
Background Large health organizations often struggle to build complex health information technology (HIT) solutions and are faced with ever-growing pressure to continuously innovate their information systems. Limited research has been conducted that explores the relationship between organizations’ innovative capabilities and HIT quality in the sense of achieving high-quality support for patient care processes. Objective The aim of this study is to explain how core constructs of organizational innovation capabilities are linked to HIT quality based on a conceptual sociotechnical model on innovation and quality of HIT, called the IQHIT model, to help determine how better information provision in health organizations can be achieved. Methods We designed a survey to assess various domains of HIT quality, innovation capabilities of health organizations, and context variables and administered it to hospital chief information officers across Austria, Germany, and Switzerland. Data from 232 hospitals were used to empirically fit the model using partial least squares structural equation modeling to reveal associations and mediating and moderating effects. Results The resulting empirical IQHIT model reveals several associations between the analyzed constructs, which can be summarized in 2 main insights. First, it illustrates the linkage between the constructs measuring HIT quality by showing that the professionalism of information management explains the degree of HIT workflow support (R²=0.56), which in turn explains the perceived HIT quality (R²=0.53). Second, the model shows that HIT quality was positively influenced by innovation capabilities related to the top management team, the information technology department, and the organization at large. The assessment of the model’s statistical quality criteria indicated valid model specifications, including sufficient convergent and discriminant validity for measuring the latent constructs that underlie the measures of HIT quality and innovation capabilities. Conclusions The proposed sociotechnical IQHIT model points to the key role of professional information management for HIT workflow support in patient care and perceived HIT quality from the viewpoint of hospital chief information officers. Furthermore, it highlights that organizational innovation capabilities, particularly with respect to the top management team, facilitate HIT quality and suggests that health organizations establish this link by applying professional information management practices. The model may serve to stimulate further scientific work in the field of HIT adoption and diffusion and to provide practical guidance to managers, policy makers, and educators on how to achieve better patient care using HIT.
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Affiliation(s)
- Moritz Esdar
- Health Informatics Research Group, Faculty of Business Management and Social Sciences, University of Applied Sciences Osnabrueck, Osnabrueck, Germany
| | - Ursula Hübner
- Health Informatics Research Group, Faculty of Business Management and Social Sciences, University of Applied Sciences Osnabrueck, Osnabrueck, Germany
| | - Johannes Thye
- Health Informatics Research Group, Faculty of Business Management and Social Sciences, University of Applied Sciences Osnabrueck, Osnabrueck, Germany
| | - Birgit Babitsch
- Institute of Health and Education, New Public Health, Osnabrück University, Osnabrueck, Germany
| | - Jan-David Liebe
- Health Informatics Research Group, Faculty of Business Management and Social Sciences, University of Applied Sciences Osnabrueck, Osnabrueck, Germany.,Institute of Medical Informatics, UMIT - Private University for Health Sciences, Medical Informatics and Technology, Hall in Tyrol, Austria
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Persaud DD, Murphy M. The ELIAS framework: A prescription for innovation and change. Healthc Manage Forum 2020; 34:56-61. [PMID: 32844685 DOI: 10.1177/0840470420950361] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Healthcare is a complex adaptive system with multiple stakeholders and dynamic environments. Therefore, healthcare organizations must continuously learn, innovate, adapt, and co-evolve to be successful. This article describes a systematic, comprehensive, and holistic performance management framework that healthcare managers can use to achieve these goals. The framework involves the ongoing assessment, modification, or replacement of current programs or services aimed at adapting successfully to achieve the organization's strategic objectives. This is engendered by the presence of a culture that is premised on continuous learning and innovation. The foundation of the framework is based on accountability, the organization's strategy, and its culture. This then acts as the basis for an ongoing process of measurement, disconfirmation, contextualization, implementation, and routinization that enhances learning, innovation, adaptation, and sustainability within the healthcare organization.
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Affiliation(s)
| | - Matthew Murphy
- 432234Nova Scotia Health Authority, Halifax, Nova Scotia, Canada
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Sarıköse S, Türkmen E. The relationship between demographic and occupational variables, transformational leadership perceptions and individual innovativeness in nurses. J Nurs Manag 2020; 28:1126-1133. [DOI: 10.1111/jonm.13060] [Citation(s) in RCA: 10] [Impact Index Per Article: 2.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/21/2020] [Revised: 05/19/2020] [Accepted: 05/25/2020] [Indexed: 12/17/2022]
Affiliation(s)
- Seda Sarıköse
- Koc University Graduate School of Health Sciences Istanbul Turkey
| | - Emine Türkmen
- Semahat Arsel Nursing Education & Research Center (SANERC) Koc University Istanbul Turkey
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