创建有效的团队和重视以患者为中心的护理,以改变文化和改善劳动和分娩的公平:一项定性研究
Emily White Vangompel1, Shelly Verma2,3, Caroline Wator2
1Department of Family and Community Medicine, University of Illinois Chicago, 1919 W. Taylor St, Chicago, IL, 60602, USA. ewhite5@uic.edu.
BMC health services research
|December 24, 2024
概括
医院可以通过改变组织文化来减少剖腹产. 策略包括护士赋权,医生反,以及与社区需求一致的招聘人员,以维持减少和消除种族差异.
科学领域:
- 产科和妇科 产科和妇科
- 医疗保健管理的管理
- 健康 公平 卫生 公平
背景情况:
- 剖腹产过度使用是一个持续的挑战.
- 组织文化变化是可持续的脱离实施的关键.
- 这项研究寻求了持续剖腹产减少和消除种族差异的策略.
研究的目的:
- 识别剖腹产减产的文化变革策略.
- 确定持续的剖腹产减产策略.
- 找到消除剖腹产出生率种族差异的方法.
主要方法:
- 对6家加利福尼亚州和佛罗里达州的医院进行了定性研究,这些医院具有显著的,持续的剖腹产减少.
- 优先考虑的医院也减少了剖腹产种族差异.
- 与35名医疗保健专业人员进行了半结构化采访.
主要成果:
- 护士赋权策略:为劳动力支持提供领导力支持,跨学科聚集,明确角色和护士倡导.
- 医生策略:对阴道分娩的可见反,突出劳动支持贡献.
- 聘用"适合" (同情心,人文主义,社区关注) 的员工至关重要,尤其是在消除种族差异方面.
结论:
- 医院可以通过调整退出实施策略以适应组织文化来实现持续的剖腹产减轻.
- 将策略与临床医生的价值观保持一致,并使用可信的信使,可以促进文化变革.
- 减少种族差异需要团队优先考虑社区需求和包容性招聘.
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