最后的手段:通过改善纪律政策和程序的应用来减少可避免的员工伤害
Andrew Cooper1,2,3, Kevin Rui-Han Teoh4, Ruth Madine1
1Aneurin Bevan University Health Board, Newport, United Kingdom.
Frontiers in psychology
|August 5, 2024
概括
在医疗保健中实施"最后手段"的员工调查方法,大大减少了71%的病例. 这种干预措施避免了成千上万的病假,节省了大量的成本,促进了更健康的工作环境.
科学领域:
- 医疗保健管理的管理
- 组织心理学 组织心理学
- 人力资源管理 人力资源管理
背景情况:
- 医疗保健中的员工调查可能会对个人,组织文化和服务提供产生负面影响.
- 需要进行干预,以减轻员工调查过程造成的伤害.
研究的目的:
- 详细介绍一项旨在减少NHS威尔士组织内部员工调查的干预措施.
- 引入和促进"最后手段"的方法和"可避免的员工伤害"的概念.
主要方法:
- 一个全组织的干预集中在对员工调查的"最后手段"方法上.
- 开发改进举措和培训,以支持在调查启动时的行为改变.
- 实施一项计划,以减少员工调查案件和相关伤害.
主要成果:
- 在干预后的13个月内,调查案件每年减少71%.
- 估计每年避免了3,308个病假日,每年总共节省了738,133英.
- 提高参与者对调查过程的认识和"可避免的员工伤害"培训后.
结论:
- 干预成功减少了员工调查,与"健康医疗保健"概念保持一致.
- 该研究强调了人力资源的作用,多学科的方法和组织文化的重要性,在管理员工问题.
- 采用"最后手段"策略有利于员工福祉和潜在的患者护理.
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