组织正义对集中劳动安排的影响:与患者护理人员进行的定性研究
Richard Tarpey1, Millicent Nelson1
1Department of Management, Jennings A Jones College of Business, Middle Tennessee State University, Murfreesboro, Tennessee, USA.
Journal of health organization and management
|April 4, 2025
概括
医院的集中调度和自动化导致了员工的不满,因为他们认为程序和结果不公平. 通过更好的沟通和维护人际联系来解决组织正义问题,对于成功实施至关重要.
科学领域:
- 医疗保健管理的管理
- 组织行为 组织行为
- 人力资源 人力资源 人力资源
背景情况:
- 医疗保健机构越来越多地采用集中式员工调度和自动化.
- 虽然这些系统可以优化时间表,但它们可能会对员工的支持和满意度产生负面影响.
- 了解员工抵抗的根本原因对于成功实施至关重要.
研究的目的:
- 探索组织正义在员工对集中调度和自动化不满的作用.
- 确定员工对这些新流程的犹和抵抗的根本原因.
主要方法:
- 在三家医院研究了中央调度和自动化的大规模实施.
- 对来自护士和辅助人员的结构化面试反,使用了反思性的专题分析.
- 该研究的重点是确定与员工对公平性和程序性正义的看法相关的主题.
主要成果:
- 三个主要主题出现了:人际关系的感知变化,灵活性丧失,人际接触/沟通减少.
- 工作人员对程序正义表示不满,表示对安排开发方法不满.
- 分配正义也被负面地看待,反映了对调度结果公平性的不满.
结论:
- 对集中调度和自动化的不满与对组织不公正的看法有关.
- 有效实施需要加强员工沟通,特别是在最初.
- 保持"人性接触"和考虑关系动态对于减轻对技术和流程变化的阻力至关重要.
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