39 research outputs found
Impact du climat organisationnel sur le façonnement des pratiques relationnelles de soin et la satisfaction professionnelle dâinfirmiĂšres soignantes en milieu hospitalier
Les pratiques relationnelles de soin (PRS) sont au cĆur mĂȘme des normes et valeurs professionnelles qui dĂ©finissent la qualitĂ© de lâexercice infirmier, mais elles sont souvent compromises par un milieu de travail dĂ©favorable. La difficultĂ© pour les infirmiĂšres Ă actualiser ces PRS qui sâinscrivent dans les interactions infirmiĂšre-patient par un ensemble de comportements de caring, constitue une menace Ă la qualitĂ© des soins, tout en crĂ©ant dâimportantes frustrations pour les infirmiĂšres. En mettant lâaccent sur lâaspect relationnel du processus infirmier, cette recherche, abordĂ©e sous l'angle du caring, renvoie Ă une vision novatrice de la qualitĂ© des soins et de l'organisation des services en visant Ă expliquer lâimpact du climat organisationnel sur le façonnement des PRS et la satisfaction professionnelle dâinfirmiĂšres soignantes en milieu hospitalier.
Cette Ă©tude prend appui sur une adaptation du Quality-Caring Model© de Duffy et Hoskins (2003) qui combine le modĂšle dâĂ©valuation de la qualitĂ© de Donabedian (1980, 1992) et la thĂ©orie du Human Caring de Watson (1979, 1988). Un devis mixte de type explicatif sĂ©quentiel, combinant une mĂ©thode quantitative de type corrĂ©lationnel prĂ©dictif et une mĂ©thode qualitative de type Ă©tude de cas unique avec niveaux dâanalyse imbriquĂ©s, a Ă©tĂ© privilĂ©giĂ©. Pour la section quantitative auprĂšs dâinfirmiĂšres soignantes (n = 292), diffĂ©rentes Ă©chelles de mesure validĂ©es, de type Likert ont permis de mesurer les variables suivantes : le climat organisationnel (global et cinq dimensions composites) ; les PRS privilĂ©giĂ©es ; les PRS actuelles ; lâĂ©cart entre les PRS privilĂ©giĂ©es et actuelles ; la satisfaction professionnelle. Des analyses de rĂ©gression linĂ©aire hiĂ©rarchique ont permis de rĂ©pondre aux six hypothĂšses du volet quantitatif. Pour le volet qualitatif, les donnĂ©es issues des sources documentaires, des commentaires recueillis dans les questionnaires et des entrevues effectuĂ©es auprĂšs de diffĂ©rents acteurs (n = 15) ont Ă©tĂ© traitĂ©s de maniĂšre systĂ©matique, par analyse de contenu, afin dâexpliquer les liens entre les notions dâintĂ©rĂȘts. LâintĂ©gration des infĂ©rences quantitatives et qualitatives sâest faite selon une approche de complĂ©mentaritĂ©.
Nous retenons du volet quantitatif quâune fois les variables de contrĂŽle prises en compte, seule une dimension composite du climat organisationnel, soit les caractĂ©ristiques de la tĂąche, expliquent 5 % de la variance des PRS privilĂ©giĂ©es. Le climat organisationnel global et ses dimensions composites relatives aux caractĂ©ristiques du rĂŽle, de lâorganisation, du supĂ©rieur et de lâĂ©quipe sont de puissants facteurs explicatifs des PRS actuelles (5 % Ă 11 % de la variance), de lâĂ©cart entre les PRS privilĂ©giĂ©es et actuelles (4 % Ă 9 %) ainsi que de la satisfaction professionnelle (13 % Ă 30 %) des infirmiĂšres soignantes. De plus, il a Ă©tĂ© dĂ©montrĂ©, quâau-delĂ de lâimportant impact du climat organisationnel global et des variables de contrĂŽle, la frĂ©quence des PRS contribue Ă augmenter la satisfaction professionnelle des infirmiĂšres (Ă = 0,31 ; p < 0,001), alors que lâĂ©cart entre les PRS privilĂ©giĂ©es et actuelles contribue Ă la diminuer (Ă = - 0,30 ; p < 0,001) dans des proportions fort similaires (respectivement 7 % et 8 %). Le volet qualitatif a permis de mettre en relief quatre ordres de facteurs qui expliquent comment le climat organisationnel façonne les PRS et la satisfaction professionnelle des infirmiĂšres. Ces facteurs sont: 1) lâintensitĂ© de la charge de travail; 2) lâapproche dâĂ©quipe et la perception du rĂŽle infirmier ; 3) la perception du supĂ©rieur et de lâorganisation; 4) certaines caractĂ©ristiques propres aux patients/familles et Ă lâinfirmiĂšre. Lâanalyse de ces facteurs a rĂ©vĂ©lĂ© dâintĂ©ressantes interactions dynamiques entre quatre des cinq dimensions composites du climat, suggĂ©rant ainsi quâil soit possible dâinfluencer une dimension en agissant sur une autre. LâintĂ©gration des infĂ©rences quantitatives et qualitatives rend compte de lâimpact prĂ©pondĂ©rant des caractĂ©ristiques du rĂŽle sur la rĂ©alisation des PRS et la satisfaction professionnelle des infirmiĂšres, tout en suggĂ©rant dâadopter une approche systĂ©mique qui mise sur de multiples facteurs dans la mise en oeuvre dâinterventions visant lâamĂ©lioration des environnements de travail infirmier en milieu hospitalier.Relational caring practices (RCP) are at the heart of the professional standards and values defining the quality of the nursing profession; however, these practices are often compromised in unfavourable work environments. Difficulties experienced by nurses in implementing RCPâs (âcaringâ behaviours that make up a form of nurse-patient interaction) jeopardize healthcare quality and cause much frustration among nurses. By emphasizing relational aspects of the nursing process, this project, taking a âcaringâ framework, has implications for an innovative vision of healthcare quality and service organization through its attempts to explain how organizational climate influences RCPâs and professional job satisfaction among hospital staff nurses.
This study is based on an adaptation of Duffy and Hoskinsâ (2003) Quality-Caring Model©, which combines Donabedianâs quality evaluation model (1980, 1992) and Watsonâs Human Caring theory (1979, 1988). A sequential explanatory mixed design, combining a predictive correlational quantitative method and a single case study with overlapping analysis levels, was selected. In the quantitative portion of the study involving 292 staff nurses, various validated Likert rating scales were used to measure the following variables: organizational climate (general climate and 5 composite dimensions); preferred RCPâs; current RCPâs; gaps between preferred and current RCPâs; and, professional job satisfaction. Hierarchical linear regression analyses were used to address 6 hypotheses in the quantitative portion. For the qualitative portion, data drawn from source documents, comments gathered through questionnaires and interviews conducted with 15 informants were systematically handled using content analysis strategies, to explain the relationships between the key concepts. Inferences from the quantitative and qualitative portions of the study were integrated using a complementarity approach.
Quantitative analyses revealed that after considering control variables were considered, a single organizational climate dimension (task specifications) accounted for 5 % of the variation in preferred RCP scores. Overall organizational climate and specific organizational climate dimensions (addressing characteristics of the job, organization, superior and team) played a major role in explaining current RCP levels (explaining from 5 % to 11% of variation), gaps between preferred and current RCPâs (4 % to 9 % of variation) and [staff nurse] professional job satisfaction (13 % to 30 % of variation). Furthermore, above and beyond the significant impact of overall organizational climate and control variables, RCP frequency was related to increased professional job satisfaction (Ă = 0.31, p < 0.001), while the gap between preferred and current RCPâs were associated with lower professional job satisfaction (Ă = - 0.30, p < 0.001) and accounted for similar portions of variability in this professional job satisfaction (7 % and 8 % respectively). The qualitative component revealed 4 factor orders that explain how the organizational climate shapes RCPâs and professional job satisfaction among nurses. These factors were: 1) workload intensity; 2) team approach and perceptions of the nurseâs role; 3) perceptions of the superior and organization; 4) specific patient/family and nurse characteristics. The analysis of these factors revealed interesting dynamic interactions between four of the five of the environmentâs composite dimensions, thus suggesting that each dimension can be influenced by actions taken in relation to others. The integration of the quantitative and qualitative findings explained the significant impact of role characteristics on actual RCPâs, as well as professional job satisfaction, and support adoption of a systemic management approach improving multiple aspects of the work environment of hospital staff nurses
Les devoirs, corvĂ©e inutile ou indispensable opportunitĂ© dâapprentissage?
La recension des Ă©crits scientifiques sur les devoirs montre quâil sâagit dâune
pratique pédagogique diversifiée et controversée, dont la popularité est
cyclique. Alors que plusieurs Ă©tudes se sont intĂ©ressĂ©es Ă lâimpact des devoirs
sur le rendement scolaire, dâautres ont plutĂŽt examinĂ© la question dans la
perspective des relations parent-enfant, de la motivation des Ă©lĂšves, du
dĂ©veloppement des habiletĂ©s cognitives ou de lâutilisation des technologies
informatiques. Il en ressort que les devoirs peuvent sâavĂ©rer bĂ©nĂ©fiques, Ă
certaines conditions. Des pistes dâintervention dans ce sens sont suggĂ©rĂ©es au
milieu scolaire et aux parents.A review of scientific literature on homework shows that it is a diverse and controversial
educational practice that is cyclical in its popularity. While several studies have focused on the
impact of homework on academic achievement, others have examined the issue from the
perspective of parent-child relationships, student motivation, cognitive skills development or the
use of computer technologies. It appears that homework can be beneficial, under certain
conditions. Courses of intervention in this direction are suggested to schools and families.Nuestra revisiĂłn de literatura cientĂfica sobre los deberes muestra que se trata de una prĂĄctica
pedagĂłgica diversificada y controvertida, cuya popularidad es cĂclica. Mientras que varios estudios
se interesan por el impacto de los deberes sobre el rendimiento escolar, otros han examinado, mĂĄs
bien, la cuestiĂłn desde la perspectiva de las relaciones padres-hijo, de la motivaciĂłn de los
alumnos, del desarrollo de habilidades cognitivas, o de la utilizaciĂłn de tecnologĂas informĂĄticas.
Los datos sugieren que los deberes pueden resultar ser benéficos, pero bajo ciertas condiciones.
AsĂ, sugerimos pistas de intervenciĂłn para el medio escolar y los padres
Motivation, engagement et satisfaction des besoins psychologiques en formation initiale Ă lâenseignement lors des premiĂšres vagues de COVID-19
Lâimpact des cours en ligne sur la motivation, lâengagement dans les Ă©tudes et la satisfaction des
besoins psychologiques lors des premiĂšres vagues de COVID-19 ont Ă©tĂ© examinĂ©s Ă partir dâun
questionnaire rempli par un Ă©chantillon dâĂ©tudiants en formation initiale Ă lâenseignement dâune
universitĂ© francophone de la rĂ©gion de MontrĂ©al (Canada) (n = 272). Lâanalyse des donnĂ©es
rĂ©vĂšle que les participants ont Ă©tĂ© moins motivĂ©s et moins engagĂ©s et quâils sont plus
difficilement parvenus Ă satisfaire leurs besoins psychologiques dans les cours en ligne que dans
leur habituelle formation en présentiel. Ces résultats sont discutés dans la perspective de la
littĂ©rature existante sur le sujet et des futurs dĂ©veloppements de la formation en ligne.The impact of online courses on studentsâ motivation, academic engagement, and satisfaction of
psychological needs during the first waves of COVID-19 was examined with a questionnaire
administered to a sample of teachers in training (n = 272) of a French-speaking university in
Montreal (Canada). Analysis of the data reveals that participants were less motivated, less
engaged and had more problems meeting their psychological needs in online courses than in
traditional face-to-face classes. These results are discussed from the perspective of literature
currently available on the subject and future developments in online training
Lâillusion dâincompĂ©tence et les facteurs associĂ©s chez lâĂ©lĂšve du primaire
Parmi les caractĂ©ristiques nĂ©cessaires au bien-ĂȘtre psychologique de la personne, une des plus centrales est son sentiment de compĂ©tence personnelle. Bien quâancienne, cette position est au cĆur de la thĂ©orie de nombre dâauteurs actuels â comme Harter, Deci et Ryan, Bandura, pour ne nommer que certains des plus connus et des plus influents. Au plan du dĂ©veloppement, les jeunes enfants ont gĂ©nĂ©ralement des perceptions fort optimistes de leur compĂ©tence. Cependant, il se trouve un certain pourcentage dâenfants qui Ă lâinverse prĂ©sente un biais nĂ©gatif, ce que nous appelons une illusion dâincompĂ©tence. La prĂ©sente Ă©tude examine ce phĂ©nomĂšne chez 958 Ă©lĂšves de 3e et 4e annĂ©e du primaire. Lâimportance du phĂ©nomĂšne, les facteurs qui lui sont associĂ©s et quelques rĂ©percussions sur certains aspects du fonctionnement scolaire des Ă©lĂšves et de leur bien-ĂȘtre psychologique sont prĂ©sentĂ©s.Among the characteristics needed to the psychological well-being of a person, one of the most important is the feeling of being competent. Even though this assertion is old, it still is at the heart of the theories developed by numerous authors like Harter, Deci and Ryan, and Bandura, to name a few of the well-known and most influent ones. As regards their developments, the youngsters generally view their skills in a rather optimistic way. However, part of the children see themselves negatively. We call it illusion of incompetence. This study examines this phenomenon in 958 schoolchildren in 3rd and 4th grades. Its importance, the elements associated with it, and some of the consequences on the studentsâ schoolwork and psychological well-being are presented herein.Entre las caracterĂsticas necesarias al bienestar psicolĂłgico de la persona, una de las mĂĄs centrales es su sentimiento de competencia personal. Aunque antigua, esta posiciĂłn estĂĄ en el corazĂłn de la teorĂa de numerosos autores actuales como Harter, Deci y Ryan, y Bandura, por no nombrar mĂĄs que a algunos de los mĂĄs conocidos y mĂĄs influyentes. En el terreno del desarrollo, los niños jĂłvenes tienen generalmente percepciones muy optimistas de su competencia. Sin embargo, existe cierto porcentage de niños que, a la inversa, presenta una visiĂłn negativa, lo que llamamos una ilusiĂłn de incompetencia. El presente estudio examina este fenĂłmeno en 958 alumnos de 3e y 4e año de la escuela primaria. Se presentan la importancia del fenĂłmeno, los factores asociados y algunas repercusiones sobre ciertos aspectos del funcionamiento escolar de los alumnos y su bienestar psicolĂłgico.Unter den fĂŒr das psychologische Wohlbefinden des Menschen notwendigen Merkmalen ist eines der wesentlichsten das seines persönlichen KompetenzgefĂŒhls. Obwohl diese Auffasssung schon alt ist, steht sie im Mittelpunkt der Theorie zahlreicher aktuellen Autoren wie Harter, Deci und Ryan, und Bandura, um sich auf einige der berĂŒhmtesten und einfluĂreichsten zu beschrĂ€nken. EntwicklungsmĂ€Ăig haben kleine Kinder im allgemeinen sehr optimistische Wahrnehmungen der eigenen Kompetenzen. Jedoch weist ein gewisser Prozentsatz der Kinder im Gegenteil eine negative Einstellung auf, was wir eine Illusion der Inkompetenz nennen. Vorliegende Forschungsarbeit nimmt dieses PhĂ€nomen bei 955 SchĂŒlern aus der 3. und 4. Klasse unter der Lupe. Es werden die Bedeutung des PhĂ€nomens, die damit verbundenen Faktoren und einige Konsequenzen auf gewisse Aspekte der Schulkarriere der SchĂŒler und ihr psychologisches Wohlbefinden vorgelegt
Measuring organizational readiness for knowledge translation in chronic care
<p>Abstract</p> <p>Background</p> <p>Knowledge translation (KT) is an imperative in order to implement research-based and contextualized practices that can answer the numerous challenges of complex health problems. The Chronic Care Model (CCM) provides a conceptual framework to guide the implementation process in chronic care. Yet, organizations aiming to improve chronic care require an adequate level of organizational readiness (OR) for KT. Available instruments on organizational readiness for change (ORC) have shown limited validity, and are not tailored or adapted to specific phases of the knowledge-to-action (KTA) process. We aim to develop an evidence-based, comprehensive, and valid instrument to measure OR for KT in healthcare. The OR for KT instrument will be based on core concepts retrieved from existing literature and validated by a Delphi study. We will specifically test the instrument in chronic care that is of an increasing importance for the health system.</p> <p>Methods</p> <p>Phase one: We will conduct a systematic review of the theories and instruments assessing ORC in healthcare. The retained theoretical information will be synthesized in a conceptual map. A bibliography and database of ORC instruments will be prepared after appraisal of their psychometric properties according to the standards for educational and psychological testing. An online Delphi study will be carried out among decision makers and knowledge users across Canada to assess the importance of these concepts and measures at different steps in the KTA process in chronic care.</p> <p>Phase two: A final OR for KT instrument will be developed and validated both in French and in English and tested in chronic disease management to measure OR for KT regarding the adoption of comprehensive, patient-centered, and system-based CCMs.</p> <p>Discussion</p> <p>This study provides a comprehensive synthesis of current knowledge on explanatory models and instruments assessing OR for KT. Moreover, this project aims to create more consensus on the theoretical underpinnings and the instrumentation of OR for KT in chronic care. The final product--a comprehensive and valid OR for KT instrument--will provide the chronic care settings with an instrument to assess their readiness to implement evidence-based chronic care.</p
Use of relevailles : relevailles and intersectoral collaborations : brief report.
In the interest of population-based responsibility, health and social services establishments (HSSEs) are expected to
establish more working partnerships with organismes communautaires Famille (OCF â community-based family
organizations). Some OCFs offer a service called ârelevailles,â which consists of providing a home-visiting postnatal
support program that adapts to the needs of each family, in order to listen, encourage, inform, and support day-to-day
organization. The use and impacts of this service, as well as the collaborations surrounding its implementation in local
networks of services provided by health and social services establishments, remain largely unknown
Relevailles et collaborations intersectorielles : synthÚse de l'atelier stratégique de mobilisation des connaissances
Dans une optique de responsabilité
populationnelle, les organismes communautaires
Famille (OCF) sont appelés à travailler davantage en
partenariat avec les établissements de santé et de
services sociaux (ĂSSS). Certains OCF offrent un
service de relevailles qui consiste Ă offrir un soutien
postnatal Ă domicile qui sâadapte aux besoins de
chaque famille, afin dâĂ©couter, dâencourager,
dâinformer et de soutenir lâorganisation du
quotidien. Lâutilisation et les impacts de ce service
demeurent largement mĂ©connus, de mĂȘme que les
collaborations entourant sa mise en Ćuvre Ă mĂȘme
les rĂ©seaux locaux de services des ĂSSS.
Entre 2013 et 2016, nous avons mené un projet de
recherche collaboratif qui visait Ă Ă©valuer les
services de relevailles offerts par quatre OCF et les
collaborations intersectorielles quâils partagent
avec les ĂSSS en vue de consolider les services de
santé et de soutien en période postnatale. Afin de
prĂ©senter les rĂ©sultats issus de cette Ă©tude et dâen
maximiser les retombées, différents acteurs clés
ont Ă©tĂ© conviĂ©s Ă participer Ă lâatelier stratĂ©gique
de mobilisation des connaissances « Relevailles et
collaborations intersectorielles », tenu le 4 mai
2016 Ă lâUniversitĂ© Laval.
Le but de cet atelier Ă©tait dâencourager les acteurs
clés à se positionner par rapport à des pistes
dâaction visant la consolidation des services de
soutien postnatal et les collaborations
intersectorielles entourant lâoffre de relevailles. Ă
partir dâune prĂ©sentation des principaux rĂ©sultats
de lâĂ©tude et de quelques pistes de consolidation
préalablement sélectionnées par le Comité de suivi
formé de différents utilisateurs de connaissances,
les participants étaient appelés à se prononcer sur
les pistes dâaction Ă prioriser, en discutant des
stratégies à préconiser pour en permettre la mise
en Ćuvre
Evaluation of intersectoral collaborations : "Relevailles" and intersectoral collaborations. Brief Report.
HIGHLIGHTS âą In 3 of the 4 cases, the key actor in the collaborative network was the OCF coordinator/liaison officer. âą All the networks were vulnerable to the departure of a key actor. âą Collaborative networks did not include any perinatal assistants. âą 35 of the 37 HSSE actors involved in collaborative networks belonged to a local community services centre (CLSC), even when there was a birthing hospital or birthing centre in the HSSE. âą Five determinants contributed to or constrained intersectoral collaborations between OCFs and HSSEs. âą Sufficiency of resources, knowledge of the partner organization, and complementarity/flexibility in the delivery of services were determinants of collaborations. âą Six modes of OCF/HSSE collaboration were identified. âą There are few formal mechanisms for collaboration between organizations. âą Disagreements/misunderstandings on the mechanisms for sharing information about families occurred between organizations and even within organizations. âą Some parents perceived links between OCFs and CLSCs as falling into two modes of collaboration, namely 1) activating the request/recourse to partner organization services and 2) coordinating the services provided to families
Development and Content Validation of a Transcultural Instrument to Assess Organizational Readiness for Knowledge Translation in Healthcare Organizations: The OR4KT
Background
Implementing effective interventions in healthcare requires organizations to be ready to support change. This study aimed to develop, adapt transculturally, and assess the content and face validity of the Organizational Readiness for Knowledge Translation (OR4KT) tool. The OR4KT was designed to measure the readiness of healthcare organizations to implement evidence-informed change across a variety of services.
Methods
Based on systematic reviews of the literature, a Delphi exercise, and expert consultation, we first generated an initial pool of items. Second, we developed and assessed content validity of the pilot OR4KT questionnaire in English. Third, we created French and Spanish versions using a sequential forward and backward translation approach, and transcultural adaptation by a consensus process. Finally, we conducted pilot studies in three contexts â the Basque country region (Spain), and the provinces of QuĂ©bec and Ontario (Canada) â where 30 experts assessed the face validity of the three versions of OR4KT.
Results
We selected 59 items, grouped in 6 dimensions (organizational climate, context, change content, leadership, organizational support, and motivation) for the final English version of OR4KT. Translation and transcultural adaptation did not identify any content or language problems. Our findings indicate that the English, French and Spanish versions of OR4KT are linguistically equivalents and have high face validity. Only minor revisions to the wording of some items were recommended.
Conclusion
The OR4KT holds promise as a measure of readiness for knowledge translation (KT) in healthcare organizations. The validity and reliability of the three versions of the OR4KT will be assessed in real-life contexts of implementation of evidence-based changes in healthcare
Rapport synthĂšse : dâun regard sur la vulnĂ©rabilitĂ© pĂ©rinatale Ă une Ă©valuation des services de relevailles offerts par les centres de ressources pĂ©rinatales (CRP) du QuĂ©bec
Ce rapport synthÚse a été construit de maniÚre à faciliter le partage des connaissances issues de la
recherche avec les décideurs, praticiens et tout autre personne intéressée par la vulnérabilité en période
pĂ©rinatale, les centres de ressources pĂ©rinatales (CRP), ainsi que lâutilisation et les retombĂ©es de leur
service de relevailles auprĂšs des familles. Pour en maximiser la consultation et la diffusion, il comprend
non seulement une synthÚse de la recherche en 25 pages, mais aussi deux feuillets détachables :
âą Principaux messages et recommandations (1 page)
âą Rapport bref (5 pages