沉默的声音:在护理实践中问题化无声症
Lori L Rietze1, Mary Ellen Purkis2, Kelli I Stajduhar2
1Laurentian University, Sudbury, Ontario, Canada.
Nursing inquiry
|November 28, 2025
概括
尽管有"大声说话"的倡议,但护士们经常觉得自己被压制,这导致了负面情绪. 管理人员感到无能为力,阻碍了改善医疗保健工作环境和患者护理的努力.
科学领域:
- 医疗保健管理的管理
- 护理学研究 护理学研究
- 组织行为 组织行为
背景情况:
- 积极的医疗环境和有效的护士招聘对于患者,家庭和员工的福祉至关重要.
- 在工作场所问题上,前线护士和管理人员之间仍然存在相互矛盾的观点.
- 现有的"发声"倡议对改善急性护理机构的工作场所文化的长期影响有限.
研究的目的:
- 增强对急症护理机构安静护士的机制的理解.
- 探索注册护士和管理人员在工作场所的沟通和文化方面的观点.
- 识别医疗保健组织内部有效沟通和协作的障碍.
主要方法:
- 使用与注册护士 (n=14) 和管理员 (n=9) 进行半结构面试的定性,民族学研究.
- 包括观察现场笔记 (20小时) 和文档分析 (n=8) 以提供全面的视图.
- 来自多个来源的数据的三角化,以确保可靠的发现.
主要成果:
- 护士们对患者安全,以患者为中心的护理和工作场所健康表示担忧,但感到被忽视和没有得到支持.
- 这些经历使护士们感到脆弱,愤怒和被遗弃.
- 管理人员承认员工感到丧,但认为自己是指令的无能管道,而不是积极的变革推动者.
结论:
- 调查结果强调,尽管有沟通道,但护士的沉默仍然存在,这会影响士气和潜在的护理质量.
- 组织文化倡议需要对包括管理人员在内的各级人员进行更深入的参与和赋权.
- 创造一个包容性文化,优先考虑合作,对于高质量的患者护理和员工福祉至关重要.
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