医生领导力和倦怠:需要代理;一个学术机构的定性研究
James S Hu1, Louis N Pangaro2, Bami M Gloria Andrada3
1Department of Medicine - MD, EdD, Keck School of Medicine of USC, Los Angeles, CA, USA.
Journal of healthcare leadership
|March 7, 2024
概括
医生领导者需要提供更多的资源和认可来打击倦怠. 教师希望有更多的代理和沟通,而不仅仅是健康计划推,以有效地解决倦怠问题.
科学领域:
- 医疗保健管理的管理
- 医生福利 医生福利
- 组织心理学 组织心理学
背景情况:
- 医生倦怠是有限的组织解决方案的一个重要问题.
- 培训医生领导者来影响工作环境是一个新兴的战略.
- 了解医生对领导力的看法对于有效的干预至关重要.
研究的目的:
- 为了探索教师医生对领导行为在应对倦怠的看法.
- 确定解决医生倦怠问题所需的领导行动.
- 为组织策略和领导力培训提供信息,以预防倦怠.
主要方法:
- 一个学术医疗机构的10名教师医生进行了半结构化的虚拟访谈.
- 对面试成绩单的专题分析,涉及领导力行动和关于倦怠的建议.
- 代编码用于识别感知和期望的领导行为中的关键主题.
主要成果:
- 观察到的领导行为包括转介到健康计划,增加会议,以及在解决健康问题上缺乏主动性.
- 希望的领导行为集中在通过增强的沟通获得更多的资源和更大的赞赏/认可.
- 出现了五个主要主题,分为观察到的和所需的领导行为.
结论:
- 研究结果与以前关于沟通,资源和健康计划的研究一致.
- 一个新的发现是医生在解决环境健康因素方面缺乏主动性的感知.
- 建议对这种缺乏行动的根本原因进行进一步的研究,以改善领导力培训和对燃烧的组织方法.
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