涉及医护人员的破坏性行为的负面后果威胁到该机构的形象,员工士气,金融,和患者安全。虽然各种健康组织或环境都可能遭受破坏性行为,由于环境和文化因素,有些人比另一些人面临更高的风险。应根据每个医疗机构的具体情况和条件来评估这种风险。
这项研究的目的是探索放射学经理对环境和文化因素的看法,这些因素导致哈拉雷大都会省中心医院的放射学技师参与其中。
进行了一项探索性定性研究,对通过标准目的抽样选择的三家中心医院的五个部门的11名射线照相术管理人员进行了深入访谈。访谈数据采用Tesch的定性分析方法进行分析。
确定的关键环境和文化因素包括三个主题:权力等级,工作环境和报告框架。电源层次结构包括类别,优越性,专业界限和代表性。工作环境包含类别,信任领导,倦怠和疲劳和报酬。最后,报告框架包括类别,缺乏协议和报道文化。
放射摄影管理人员认为,环境因素在导致涉及哈拉雷大都会省中心医院放射技师的破坏性行为中起着更大的作用。这强调了医院和射线照相管理人员在制定解决这些行为的政策和程序时需要特别强调这些行为。解决数据库可确保促进健康的工作环境,从而确保患者获得最佳和安全的护理。
本文提供了对环境和文化动态的见解,这些动态可能引发涉及放射技师的破坏性行为。这些信息对于制定解决这些非专业行为的政策和程序非常宝贵。
The negative consequences of disruptive behaviours involving healthcare workers threatens the institution\'s image, staff morale, finances, and patient safety. While all kinds of health organisations or settings are potentially exposed to disruptive behaviours, some are at higher risk than others because of both environmental and cultural factors. Such risk should be assessed having regard to the specific situation and conditions in which each healthcare organization operates.
The aim of this study was to explore radiography manager\'s perspectives on the environmental and cultural factors leading to DBs involving radiographers at central hospitals in Harare Metropolitan Province.
An exploratory qualitative study employing in-depth interviews with 11 radiography managers across five departments at three central hospitals selected by criterion purposive sampling was done. The interview data were analysed using Tesch\'s method of qualitative analysis.
The key environmental and cultural factors identified included three themes: power hierarchy, work environment and reporting framework. Power hierarchy comprised categories, superiority, professional boundaries and representation. The work environment incorporated categories, trust in leadership, burnout and fatigue and remuneration. Lastly, reporting framework included categories, lack of protocol and reporting culture.
Radiography managers believe that environmental factors play a bigger role in leading to disruptive behaviours that involve radiographers at central hospitals in Harare Metropolitan Province. This underscores the need for hospital and radiography managers to pay particular emphasis on these when formulating policies and procedures to address these behaviours. Addressing DBs ensures that healthy work environments are promoted which in turn ensures that patients receive optimum and safe care.
The paper provides an insight into the environmental and cultural dynamics that may trigger disruptive behaviours involving radiographers. This information is invaluable in formulating policies and procedures for addressing these unprofessional behaviours.