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在外科手术中的工作场所欺凌:探索驱动因素和缓解因素
Paul Gretton-Watson1, Sandra G Leggat2, Jodi Oakman3
1School of Psychology and Public Health, College of Science Health and Engineering, La Trobe University, Bundoora , Melbourne, Australia.
在外科手术中的工作场所欺凌是由等级和个性驱动的,但被包容性领导和心理安全所缓解. 了解这些因素是改善手术团队文化和患者结果的关键.
科学领域:
- 医学社会学 医学社会学
- 组织心理学 组织心理学
- 外科教育的外科教育
背景情况:
- 工作场所欺凌是外科环境中的一个重要问题,影响了团队动态和患者护理.
- 社会身份理论 (SIT) 和心理安全模型为理解群体行为和安全气候提供了框架.
- 个人个性特征在手术团队内调解工作场所行为中的作用需要进一步探索.
研究的目的:
- 调查澳大利亚和新西兰手术环境中职场欺凌的驱动因素和缓解因素.
- 检查个性特征作为欺凌司机和缓解者之间的桥梁的影响.
- 将社会身份理论 (SIT) 与心理安全和人格理论相结合,以理解外科文化.
主要方法:
- 对31名外科医生进行了定性采访.
- 使用NVivo软件支持的专题分析进行数据分析.
- 将发现映射到SIT框架中,结合心理安全和人格理论.
主要成果:
- 确定了关键驱动因素:根深蒂固的层次结构,性别动态和竞争性的早期社会化.
- 人格特征 (例如自恋,低情商) 可以加剧欺凌,而同情心和人际意识可以减轻它.
- 有效的领导力,代际转换和通过程序包容建立稳定的团队是促进心理安全的关键缓解因素.
结论:
- 解决权力不平衡和培养包容性领导力对于在手术中缓解欺凌至关重要.
- 促进心理安全和接受代际变化可以改变外科文化,改善团队健康和患者的结果.
- 这项研究通过将SIT与人格和心理安全理论相结合,提供了新的见解,强调了手术团队有针对性的干预措施的必要性.
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