Restorative clinical supervision: a chance for change but are we ready?

In the wake of the COVID-19 pandemic, nurses are experiencing increasing stress, burnout and mental health problems. The Advocating and Educating for Quality ImProvement (A-EQUIP) model of clinical supervision aims to support staff wellbeing, promote positive work cultures and improve patient care. Although a growing body of empirical evidence supports the positive impact of clinical supervision, several individual and organisational barriers may impede the implementation of A-EQUIP in practice. Organisational culture, staffing and workforce pressures all affect employees' ability to engage with supervision, and organisations and clinical leaders must consciously work to sustain lasting change.

Strategic management and organizational culture of medical device companies in relation to corporate performance.

AIMS: Strategies focus on securing the competitiveness of medical device corporations by strengthening their organizational capabilities, which, in turn, ensure their continuous development. This study aims to investigate both management strategies and organizational culture, which may affect the performance of these companies, and analyzes the influence of education and training investment. MATERIALS AND METHODS: We used data from the 3rd to 6th Human Capital Corporate Panel surveys by the Korea Research Institute for Vocational Education and Training as well as data from the Korea Information Service and 6,112 workers and 260 companies were analyzed. For the analysis, management strategy and organizational culture were set as independent variables, and corporation performance was set as the dependent variable. Additionally, investment in education and training was set as a control variable between the independent and dependent variables. Corporate performance was analyzed by dividing into organizational satisfaction and organizational commitment. RESULTS: Differentiation strategy and innovative culture had a positive (+) effect on organizational satisfaction, while cost leadership strategy and hierarchical culture had a negative (-) effect. On the other hand, in the case of interaction with education and training investment, cost leadership strategy and hierarchical culture had a positive (+) effect, while differentiation strategy and innovation culture had a negative (-) effect. In organizational commitment, innovation culture had a positive (+) effect, and hierarchical culture had a negative (-) effect. In the case of interaction with investment in education and training, only the hierarchical culture had a positive (+) effect. CONCLUSIONS: The innovation culture positively influenced the performance of medical device companies. Furthermore, cost leadership strategy, hierarchical culture, education and training investment improved the corporate performance of these companies. To enhance corporate performance, these companies should create an innovation culture and invest in education and training in accordance with the organizational culture.

COVID-19 has proven the excellence of Korea's medical devices, and the medical device industry is expected to continue to grow due to the increase in chronic disease and non-face-to-face treatment. However, the current medical device industry is monopolized by global companies with capital and technological prowess. To overcome this, Korean medical device companies are developing innovative medical devices centered on start-ups, but now is the time to strategically respond to them in order to compete with global companies. In general, companies establish management strategies for survival and growth by analyzing threats and opportunities based on the market environment to maintain the optimal organization according to market competition, government policies, and changes in consumer needs. Strategies are often established based on the culture of the organizations that make up the company. When it comes to strategy establishment, the medical device industry has special characteristics compared to other industries. The medical device industry is based on advanced technology and puts patient safety first, requiring continuous product upgrades. Therefore, it is an essential industry for employees to invest in education and training. The analysis shows the effectiveness of investment in education and training according to the management strategy and organizational culture of medical device companies. It was confirmed that when medical device companies create an Innovation culture, their performance improves. It also shows that when medical device companies adopt a cost leadership strategy, they need to increase their investment in education and training to improve corporate performance.

Association between the Nursing Practice Environment and Safety Perception with Patient Safety Culture during COVID-19.

AIMS: In this study, we aimed to identify the relationship between nursing practice environments (NPEs) and safety perceptions with patient safety culture (PSC) during COVID-19. DESIGN: We conducted a quantitative, non-experimental, correlational, and cross-sectional study. We interviewed 211 nurses from Peru using two scales: PES-NWI and HSOPSC. We used the Shapiro-Wilk test and Spearman's coefficient and estimated two regression models. RESULTS: NPE was reported as favorable by 45.5% of the participants, and PSC was reported as neutral by 61.1%. Safety perception, the workplace, and NPE predict PSC. All NPE factors were correlated with PSC. However, safety perception, support of nurses subscale, the nurse manager's ability, and leadership were predictors of PSC. CONCLUSION: To promote a safe work culture, health institutions should foster leadership that prioritizes safety, strengthens managers' abilities, encourages interprofessional collaboration, and considers nurses' feedback for constant improvement.

An assessment of organizational well-being, organizational health, and work-related stress: A cross-sectional study of nurses involved with COVID-19 interventions.

BACKGROUND: Nurses have been affected by stress, developing many related consequences during the health emergency caused by the SARS-CoV-2 (COVID-19) pandemic. It is essential for healthcare organizations to protect their human resources because there is a strong correlation between the health status of healthcare workers and the quality of care provided. OBJECTIVE: The aim of the study was to measure the perception of the organizational health level of the workplace among COVID-19 nurses (i.e. nurses who directly dealt with COVID-19 countermeasures) as an influence on work quality and work-related stress. METHODS: A cross-sectional study was carried out by administering the Nursing Questionnaire on Organizational Health (QISO) to nurses in contact with COVID-19 patients. The search period ranged between August and September 2021 with nurses who work and/or worked in Lazio. RESULTS: 123 questionnaires were collected. The scores with a value below the recommended level (2,6) are: "Comfort of the working environment" (mean = 2.57; SD = 0.66); "Valorization of skills" (mean = 2.40; SD = 0.62); "Openness to innovation" (mean = 2.46; SD = 0.77); "Satisfaction with top management" (mean = 2.48; SD = 0.81); and the inverse scale "Fatigue" (mean = 2.94; SD = 0.55). CONCLUSION: Management of healthcare organizations should define action strategies to promote and increase organizational well-being and reduce work-related stress risk factors. Some action strategies that could be used include improving the elements of the work environment to make it more comfortable for workers; strengthening and improving communication; improving the relationship between nurses and senior management; and establishing a team of experts for psychological assistance.

Psychological capital, grit and organizational justice as positive strengths and resources among registered nurses: A path analysis.

AIM: To examine registered nurses' individual strengths (psychological capital and grit) and an organizational resource (organizational justice) as well as associated work-related outcomes. In a time of a global nursing shortage, there is an urgent need to identify strengths and resources that can have a positive impact on the health, well-being and retention of registered nurses. DESIGN: A cross-sectional survey. METHODS: A nationwide convenience sample of 514 registered nurses responded to a survey. Data were collected using a self-reported questionnaire between March and May 2018. Data were analysed using descriptive statistics and multivariate path analysis. RESULTS: Participants rated their psychological capital and grit moderately high. Grit and organizational justice were found to have significant direct effects on psychological capital. Furthermore, psychological capital had positive direct effects on engagement and the perception of well-conducted everyday nursing as well as negative direct effects on burnout, the stress of conscience and the intent to leave the profession. CONCLUSION: The results suggest that nurse leaders and managers could consider improving registered nurses' well-being with two complementary approaches. It might be useful to reinforce positive, individual strengths, such as psychological capital, and at the same time create more favourable nursing work environments, for example by strengthening organizational justice. IMPLICATIONS FOR THE PROFESSION: Psychological capital and grit are emerging concepts in nursing workforce research. Identifying registered nurses' positive strengths and resources is important for inventing interventions that enhance nurses' engagement and well-being as well as reduce turnover intentions. IMPACT: Nurse leaders and managers play crucial roles in managing and developing registered nurses' individual strengths and organizational resources. This has gained even more importance now as the COVID-19 pandemic could have a long-term negative impact on nurses' well-being. REPORTING METHOD: The study is reported following STROBE guidelines. PATIENT OR PUBLIC CONTRIBUTION: No patient or public contribution.

The Relationship Between Patient Safety Culture and the Intentions of the Nursing Staff to Report a Near-Miss Event During the COVID-19 Crisis.

BACKGROUND: Reporting a near-miss event has been associated with better patient safety culture. PURPOSE: To examine the relationship between patient safety culture and nurses' intention to report a near-miss event during COVID-19, and factors predicting that intention. METHODS: This mixed-methods study was conducted in a tertiary medical center during the fourth COVID-19 waves in 2020-2021 among 199 nurses working in COVID-19-dedicated departments. RESULTS: Mean perception of patient safety culture was low overall. Although 77.4% of nurses intended to report a near-miss event, only 20.1% actually did. Five factors predicted nurses' intention to report a near-miss event; the model explains 20% of the variance. Poor departmental organization can adversely affect the intention to report a near-miss event. CONCLUSIONS: Organizational learning, teamwork between hospital departments, transfers between departments, and departmental disorganization can affect intention to report a near-miss event and adversely affect patient safety culture during a health crisis.

Factors associated with the safety culture of patients under dialysis in the context of the COVID-19 pandemic.

OBJECTIVES: to assess the factors associated with the safety culture of patients under dialysis in the context of the COVID-19 pandemic. METHODS: a cross-sectional and analytical study, carried out in Minas Gerais, with 134 professionals from three dialysis services. The Hospital Survey on Patient Safety Culture, adapted for Brazil, was used. RESULTS: only variable type of management was associated with the highest percentage of positive response in public and private services. Patient safety was rated as good by 55.7% of respondents. In dimension assessment, the public service presented one strength and five weaknesses, the private service did not present weak areas, and the philanthropic service presented a weakness. The priority areas for improvement actions are represented by dimensions "Nonpunitive response to error" and "Staffing". CONCLUSIONS: interventions should consider the type of service management, as it is a factor associated with safety culture.

The Impact of CSR Perceptions on Employees' Turnover Intention during the COVID-19 Crisis in China.

The COVID-19 pandemic has created tremendous challenges for organizations' corporate social responsibility (CSR), communication, and relationship management with internal stakeholders such as employees. This study conducted an online survey of 466 employees working for large Chinese corporations during the pandemic. A structural equation model based on insights from expectancy violation theory was used to examine how negative violation valence increases employees' turnover intention as mediated by uncertainty, CSR cynicism, and distrust. The survey results showed that employees' negative violation valence positively influenced their uncertainty about their organizations' CSR activities, which fostered their cynicism about CSR and distrust of their organization. Employees' CSR cynicism increased their distrust toward their organizations, which increased their turnover intention. The theoretical and practical implications of the study are discussed as well.

Evaluation of organisational culture dimensions and their change due to the pandemic.

The purpose of this research is to determine whether the Covid-19 pandemic has had an impact on the change of organisational culture in public high schools. Additionally, if there has been a change in organisational culture, to what extent does this change differ from the preferred type? Cameron and Quinn's OCAI questionnaire was used to determine the types of organisational culture. 453 valid responses were obtained from teachers of randomly selected public secondary schools in all regions of the Czech Republic. Pre-Covid-19, the present and preferred status were assessed. It was found that initially hierarchy culture was predominant, while currently preferences for adhocracy and market culture have increased significantly, although the hierarchy type still prevails. In the type of future, respondents will see the clan of organisational culture. The shift in each type, but also in each of its dimensions in the three periods studied, provides the researcher with a theme for deeper research into the context, and for school institutions and principals to develop strategies to support the creation of a healthy organisational culture.

Contact and impact on the frontline: Effects of relational job architecture and perceived safety climate on strain and motivational outcomes during COVID-19.

The COVID-19 pandemic has dramatically impacted the relational nature of work, particularly for frontline workers who provide their labor in person. However, little is known about how relational job characteristics during the pandemic may affect workers or how frontline and nonfrontline workers may respond differently. We integrate theory on relational job architecture with the job demands-resources model to understand the effects of contact and impact during the pandemic. We propose contact as a job demand that increases strain outcomes among frontline workers and impact as a job resource that increases motivational outcomes among all workers. In addition, we propose perceived safety climate as a critical resource for mitigating the negative effects of contact among frontline workers and amplifying the positive effects of impact among all workers. We test hypotheses among 452 full-time workers (209 frontline, 243 nonfrontline) using a two-wave survey design. We find no support for the idea that contact operates as a job demand among frontline workers. In contrast, among nonfrontline workers, contact was associated with higher levels of burnout at lower levels of job impact and perceived safety climate. Impact and perceived safety climate acted as important resources among all workers, predicting both motivational and strain outcomes 4 months later. In addition, the positive effects of impact on prosocial motivation were amplified at higher levels of perceived safety climate among all workers. Our results suggest that impactful work, when conducted in a safe climate, is a key resource for enhancing prosocial motivation during crisis situations. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

Corporate health culture promotes infection control measures against COVID-19 in the workplace.

OBJECTIVES: The present study examined the relationship between health culture evaluated by the Health and Productivity Survey Sheets and the implementation status of infection control measures against COVID-19 in the workplace. METHODS: This was a cross-sectional study using the corporate data (2518 companies) collected for the purpose of selecting the excellent company of health and productivity management by the Japanese government. The explanatory variable was the overall evaluation score, and the outcome was whether or not infection control measures against COVID-19 in the workplace. We used logistic regression analysis and calculated the odds ratio adjusted for the industry sector, the corporation size, and the operating profit ratio by the overall evaluation score category. RESULTS: The odds ratio of all infection control measurements in the workplace increased as the evaluation score increased. CONCLUSIONS: This study revealed a new finding that the presence of a healthy culture in the workplace will lead to the appropriate implementation of infection control measures during a pandemic. The company's ordinary commitment to employee health will be effective even in times of health crisis, such as during the outbreak of the pandemic.

How Psychosocial Safety Climate Helped Alleviate Work Intensification Effects on Presenteeism during the COVID-19 Crisis? A Moderated Mediation Model.

Healthcare sector organizations have long been facing the issue of productivity loss due to presenteeism which is affected by psychosocial safety climate (PSC) and work intensification. Presenteeism has visibly increased among nurses during COVID-19 pandemic period. Grounded in COR theory and sensemaking theory, the current study aimed to examine the role PSC plays as driver or moderator to reduce presenteeism by lessening work intensification over time and the impact of work intensification over time on presenteeism during the COVID-19 pandemic. Adopting a time-lagged research design, this study gathered data from randomly selected registered nurses, practicing in Québec, Canada in two phases, i.e., 800 at Time 1 and 344 at Time 2 through email surveys. The study results showed that (1) PSC reduces presenteeism over time by reducing work intensification at time 1; (2) PSC moderates the relationship between work intensification at time 1 and work intensification at time 2; and (3) PSC as moderator also lessens the detrimental effect of work intensification at time 2 on presenteeism at time 2. Presenteeism among nurses affects their health and psychological well-being. We find that PSC is likely an effective organizational tool particularly in crises situations, by providing an organizational mechanism to assist nurses cope (through a resource caravan, management support) with managing intensified work.

Work climate in emergency health services during COVID-19 pandemic-An international multicenter study.

Introduction: A good working climate increases the chances of adequate care. The employees of Emergency in Hospitals are particularly exposed to work-related stress. Support from management is very important in order to avoid stressful situations and conflicts that are not conducive to good work organization. The aim of the study was to assess the work climate of Emergency Health Services during COVID-19 Pandemic using the Abridged Version of the Work Climate Scale in Emergency Health Services. Design: A prospective descriptive international study was conducted. Methods: The 24-item Abridged Version of the Work Climate Scale in Emergency Health Services was used for the study. The questionnaire was posted on the internet portal of scientific societies. In the study participated 217 women (74.5%) and 74 men (25.4%). The age of the respondents ranged from 23 to 60 years (SD = 8.62). Among the re-spondents, the largest group were Emergency technicians (85.57%), followed by nurses (9.62%), doctors (2.75%) and Service assistants (2.06%). The study was conducted in 14 countries. Results: The study of the climate at work shows that countries have different priorities at work, but not all of them. By answering the research questions one by one, we can say that the average climate score at work was 33.41 min 27.0 and max 36.0 (SD = 1.52). Conclusion: The working climate depends on many factors such as interpersonal relationships, remuneration or the will to achieve the same selector. In the absence of any of the elements, a proper working climate is not possible.

Investigating the implications of changes in supervisor and organizational support.

Workers tend to experience many benefits when they work for supportive supervisors and organizations. But what happens when workers experience changes in perceived support, more or less support than they typically experience? We studied family-supportive supervision (FSS) and perceived organizational support (POS) to test how changes in the perception of support in response to the COVID-19 pandemic may influence workers. Three waves of survey data from 368 workers in the United States and Canada were collected as the human and economic toll of COVID-19 manifested. Random-intercepts cross-lagged panel analyses were used to differentiate between stable associations and the within-person changes of interest. Stable associations among variables were consistent with prior research, but cross-lagged effects painted a complex picture that offered reasons for hope and concern. As hypothesized, we observed evidence for gain cycles such that there were reciprocal positive associations between FSS and POS, and higher-than-normal POS was associated with greater job satisfaction. However, remaining hypotheses were not supported, as changes in FSS and POS were not significantly associated with job insecurity, and heightened FSS was associated with higher levels of anxiety and depression. Our study reinforces prior findings by showing that employees generally benefit when working for supportive supervisors and organizations, while also suggesting that episodic changes in FSS and POS may have limited impacts on workers. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

"I Was Given Three Marks and Told to Buy a Porsche"-Supervisors' Experiences of Leading Psychosocial Safety Climate and Team Psychological Safety in a Remote Academic Setting.

This study examines leading psychosocial safety climate (PSC) within the organization and psychological safety in teams in remote work conditions caused by the COVID-19 pandemic. These topical working life phenomena have an essential role in health, well-being and productivity in today's working life, but they have rarely been studied in remote work context. A total of 26 supervisors and leaders at three Finnish universities participated in semi-structured interviews. The data were analyzed using qualitative content analysis, resulting in four main categories: supportive and challenging aspects of leading psychological safety and well-being, supportive and challenging aspects of organizational psychosocial safety climate leadership, support for working as a supervisor, and characteristics specific to working in academia. The results indicate that leading psychological safety remotely requires more time, deliberation and intentionality than when working face to face, and that the role of remote interaction is underlined in it. As to PSC, it is important to improve the cohesion in leading psychological safety and health in academic organizations. How PSC is led in the organizations affects not only the general psychosocial working conditions, but also the possibilities for good leadership of psychological safety in smaller units in the organization. The study makes a novel contribution especially in understanding (1) leadership of PSC and psychological safety in remote work conditions, and (2) the reciprocal relations between leading psychological safety and well-being at the organizational level and the team level.

Boosting Sustainable Operations with Sustainable Supply Chain Modeling: A Case of Organizational Culture and Normative Commitment.

The importance of sustainability in supply chain management is growing worldwide. It is possible to find reasons for this using various phenomena that negatively affect humanity, e.g., climate change, scarce materials, supply disruptions, and complex fossil fuel dependency. Because of that, is extremely important to constantly look for new ways to systematically increase sustainability in enterprises and their logistics and supply chain processes by considering different stakeholders and influential factors. Therefore, this paper explores how different types of organizational culture and normative commitment impact sustainability and each other in business logistics and supply chains and develops a conceptual model to manage this challenge. Gaining new insights is valuable especially for managers to obtain better information on how to improve sustainability not just by integrating green technologies but mainly by changing culture, attitude, and perception in their enterprises. The research is focused on employees from global logistics or related branches in micro, small, medium, and large enterprises with the primary activity mostly related to manufacturing, transport, and storage. The findings are based on the questionnaire which was sent directly to 1576 employees from 528 enterprises. A total of 516 employees from enterprises that are mostly located in 34 countries responded to requests for participation. The results reveal statistically significant positive and negative impacts, e.g., clan culture has a positive statistically significant impact on the sustainable development of supply chains. Most of the connections to the eighth Sustainable Development Goal by the United Nations (decent work and economic growth) were also found, which was the enterprise's highest priority with a share of 52.99%. A contribution to the theory development is gained using the developed model that considers both positive and negative statistically significant impacts studied.