共同解决问题的方向,相互价值的认可,以及在流动的团队工作环境中的表现
Michaela Kerrissey1, Zhanna Novikov2
1Harvard TH Chan School of Public Health, Harvard University, Cambridge, MA, United States.
Frontiers in psychology
|February 28, 2024
概括
共同解决问题的导向 (JPS) 通过增强相互价值认可 (MVR) 来提高团队合作绩效,特别是当专业知识多样性 (EV) 高时. 这项研究突出了JPS的重点.
科学领域:
- 医疗保健管理的管理
- 组织行为 组织行为
- 团队合作 动态 团队工作
背景情况:
- 共同解决问题的导向 (JPS) 被认为可以提高流动团队合作的表现.
- 关于JPS的研究,特别是在医疗保健组织内,仍然有限.
- 了解JPS在组织内部的作用对于提高团队效率至关重要.
研究的目的:
- 在医疗保健环境中调查JPS,绩效,相互价值认可 (MVR) 和专业知识多样性 (EV) 之间的关系.
- 通过MVR探索JPS对业绩的影响,由EV调节.
- 将JPS研究的应用扩展到组织内部的团队合作.
主要方法:
- 一项基于调查的纵向实地研究在美国一家大型医疗机构中进行.
- 在2019年和2021年,从1608个部门单位收集了数据.
- 这些措施包括JPS (2019年),MVR (2021年),EV (学科数量) 和感知到的护理质量和安全 (绩效).
主要成果:
- 一个调节调解模型得到了肯定,表明JPS直接和通过MVR提高了绩效.
- 无论专业知识的多样性 (EV),JPS都会对MVR产生积极的影响.
- 当EV高时,高JPS与更高的MVR有关,当JPS低时,EV较低.
结论:
- 在医疗保健组织内,JPS对于提高流动团队工作的表现非常有价值.
- 提高MVR是JPS提高绩效的关键途径,特别是在多元化的团队中.
- 这些发现强调了JPS对于有效的组织内部协作和绩效的重要性.
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