2.50
Hdl Handle:
http://hdl.handle.net/10755/152417
Type:
Presentation
Title:
Evaluation of Cultural Transformation in the Work Environment
Abstract:
Evaluation of Cultural Transformation in the Work Environment
Conference Sponsor:Sigma Theta Tau International
Conference Year:2006
Author:Bliss-Holtz, Jane, DNSc, BC
P.I. Institution Name:Meridian Health
Title:Nurse Researcher
In late 2003, Meridian Health received a grant from the Robert Wood Johnson Foundation, New Jersey Health Initiatives program to further enhance the cultural environment of newly-developed ?Model of Care? (MOC) nursing units, which had operationalized the ?hard? components of the practice model such as increased staffing, ?no-float? policies, dedicated nurse educators, and additional valued-added technology during the prior 12-month period. The aim of the project, entitled ?An Innovative Process for Work Environment Enhancement,? was to develop a standardized process to empower and motivate nursing staff to actively participate in improvement of unit-based nurse-sensitive patient outcomes and to plan, implement and evaluate quality improvement projects. This process began on three MOC units on three hospital campuses, then was replicated and evaluated annually in four ?second generation? and four ?third? generation? MOC units. Nurses? perception of work environment was used to represent cultural change in the work environment and was measured using the Pennsylvania Nurse Survey, which contains the Nursing Work Index-Revised (NWI-R) as a component. Measurement of all ?first generation? MOC units occurred at the beginning of process implementation, and both MOC and ?non-MOC? units were measured approximately one year later, thus comparisons both across time and across units were performed. Additionally, nurse-sensitive quality indicators were trended. Although mean NWI-R scores were high prior to process implementation, NWI-R scores improved significantly in the ?first generation? MOC units across time as well as when compared to ?non-MOC? units. Additionally, trends in several nurse-sensitive indicators improved over time on the MOC units. Although delivery of satisfiers such as increased staffing and improved technology may improve perception of the work environment, processes that involve staff more fully in improving patient outcomes may have aided in sustaining these gains.
Repository Posting Date:
26-Oct-2011
Date of Publication:
17-Oct-2011
Sponsors:
Sigma Theta Tau International

Full metadata record

DC FieldValue Language
dc.typePresentationen_GB
dc.titleEvaluation of Cultural Transformation in the Work Environmenten_GB
dc.identifier.urihttp://hdl.handle.net/10755/152417-
dc.description.abstract<table><tr><td colspan="2" class="item-title">Evaluation of Cultural Transformation in the Work Environment</td></tr><tr class="item-sponsor"><td class="label">Conference Sponsor:</td><td class="value">Sigma Theta Tau International</td></tr><tr class="item-year"><td class="label">Conference Year:</td><td class="value">2006</td></tr><tr class="item-author"><td class="label">Author:</td><td class="value">Bliss-Holtz, Jane, DNSc, BC</td></tr><tr class="item-institute"><td class="label">P.I. Institution Name:</td><td class="value">Meridian Health</td></tr><tr class="item-author-title"><td class="label">Title:</td><td class="value">Nurse Researcher</td></tr><tr class="item-email"><td class="label">Email:</td><td class="value">jbliss@meridianhealth.com</td></tr><tr><td colspan="2" class="item-abstract">In late 2003, Meridian Health received a grant from the Robert Wood Johnson Foundation, New Jersey Health Initiatives program to further enhance the cultural environment of newly-developed ?Model of Care? (MOC) nursing units, which had operationalized the ?hard? components of&nbsp;the practice model such as increased staffing,&nbsp;?no-float? policies, dedicated nurse educators, and additional valued-added technology during the prior 12-month period. The aim of the project, entitled ?An Innovative Process for Work Environment Enhancement,? was to develop a standardized process to empower and motivate nursing staff to actively participate in improvement of unit-based nurse-sensitive patient outcomes and to plan, implement and evaluate quality improvement projects. This process began on three MOC units on three hospital campuses, then was replicated and evaluated annually in four ?second generation? and four ?third? generation? MOC units. Nurses? perception of work environment was used to represent cultural change in the work environment and was measured using the Pennsylvania Nurse Survey, which contains the Nursing Work Index-Revised (NWI-R) as a component. Measurement of all ?first generation? MOC units occurred at the beginning of process implementation, and both MOC and ?non-MOC? units were measured approximately one year later, thus comparisons both across time and across units were performed. Additionally, nurse-sensitive quality indicators were trended. Although mean NWI-R scores were high prior to process implementation, NWI-R scores improved significantly in the ?first generation? MOC units across time as well as when compared to ?non-MOC? units. Additionally, trends in several nurse-sensitive indicators improved over time on the MOC units. Although delivery of satisfiers such as increased staffing and improved technology may improve perception of the work environment, processes that involve staff more fully in improving patient outcomes may have aided in sustaining these gains.</td></tr></table>en_GB
dc.date.available2011-10-26T11:35:32Z-
dc.date.issued2011-10-17en_GB
dc.date.accessioned2011-10-26T11:35:32Z-
dc.description.sponsorshipSigma Theta Tau Internationalen_GB
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