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A cross-sectional study investigating the associations of person-organisation and person-group fit with staff outcomes in mental healthcare.

ABSTRACT: OBJECTIVES:Organisational and workplace cultures are fundamental determinants of health systems performance; through better understanding of the dimensions of culture there is the potential to influence them, and subsequently improve safety and quality of care, as well as the experiences of both patients and staff. One promising conceptual framework for studying culture in healthcare is person-environment (P-E) fit. Comprising person-organisational (P-O) and person-group (P-G) components, P-E fit is defined as the extent to which individuals are compatible with their work environment. The aim of this study was to examine the associations of P-O and P-G fit with staff outcomes in mental healthcare. SETTING AND PARTICIPANTS:Participants (n=213) were staff and volunteers at 31 primary mental health facilities across six states of Australia. PRIMARY AND SECONDARY OUTCOME MEASURES:Staff outcomes, comprising burnout (depersonalisation and emotional exhaustion), job satisfaction and work stress. DESIGN:A multidimensional survey tool was used to measure P-O and P-G fit, and staff outcomes. Multiple regression analyses were used to test the associations between fit and outcome measures. RESULTS:The regression analyses indicated that, based on a Bonferroni adjusted alpha value of ?=00417, P-O fit accounted for 36.6% of the variability in satisfaction (F=8.951, p?0.001); 27.7% in emotional exhaustion (F=6.766, p?0.001); 32.8% in depersonalisation (F=8.646, p?0.001); and 23.5% in work stress (F=5.439, p?0.001). The P-G fit results were less conclusive, with P-G fit accounting for 15.8% of the variability in satisfaction (F=4.184, p?0.001); 10.0% in emotional exhaustion (F=2.488, p=0.014); 28.6% in depersonalisation (F=8.945, p?0.001); and 10.4% in work stress (F=2.590, p=0.032). There was no statistically significant increase in the variability accounted for when the interaction term of P-O and P-G fit was added to the regression. CONCLUSIONS:The findings highlight that staff's perception of their workplace and organisational culture can have implications for staff well-being.

SUBMITTER: Herkes J

PROVIDER: S-EPMC6773281 | biostudies-literature | 2019 Sep

REPOSITORIES: biostudies-literature

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A cross-sectional study investigating the associations of person-organisation and person-group fit with staff outcomes in mental healthcare.

Herkes Jessica J Ellis Louise A LA Churruca Kate K Braithwaite Jeffrey J

BMJ open 20190924 9

<h4>Objectives</h4>Organisational and workplace cultures are fundamental determinants of health systems performance; through better understanding of the dimensions of culture there is the potential to influence them, and subsequently improve safety and quality of care, as well as the experiences of both patients and staff. One promising conceptual framework for studying culture in healthcare is person-environment (P-E) fit. Comprising person-organisational (P-O) and person-group (P-G) components ...[more]

PMID: 31551386

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Project description:ObjectivesPeople interact with their work environment through being, to a greater or lesser extent, compatible with aspects of their setting. This interaction between person and environment is particularly relevant in healthcare settings where compatibility affects not only the healthcare professionals, but also potentially the patient. One way to examine this association is to investigate person-organisation (P-O) fit and person-group (P-G) fit. This systematic review aimed to identify and synthesise knowledge on both P-O fit and P-G fit in healthcare to determine their association with staff outcomes. It was hypothesised that there would be a positive relationship between fit and staff outcomes, such that the experience of compatibility and 'fitting in' would be associated with better staff outcomes.DesignA systematic review was conducted based on an extensive search strategy guided by Preferred Reporting Items for Systematic review and Meta-Analyses to identify relevant literature.Data sourcesCINAHL Complete, EMBASE, Ovid MEDLINE, PsycINFO and Scopus.Eligibility criteriaArticles were included if they were empirical studies, published in peer-reviewed journals in English language, set in a healthcare context and addressed the association that staff outcomes have with P-O and/or P-G fit.Data extraction and synthesisIncluded texts were examined for study characteristics, fit constructs examined and types of staff outcomes assessed. The Quality Assessment Tool was used to assess risk of bias.ResultsTwenty-eight articles were included in the review. Of these, 96.4% (27/28) reported a significant, positive association between perception of fit and staff outcomes in healthcare contexts, such that a sense of compatibility had various positive implications for staff, including job satisfaction and retention.ConclusionAlthough the results, as with all systematic reviews, are prone to bias and definitional ambiguity, they are still informative. Generally, the evidence suggests an association between employees' perceived compatibility with the workplace or organisation and a variety of staff outcomes in healthcare settings.

Project description:BackgroundHealthcare professionals' person-centered communication skills are pivotal for delivering successful diabetes education. Many healthcare professionals favor person-centeredness as a concept, but implementation in practice remains challenging. Today, programs have often a fixed curriculum dominated by biomedical issues. Most person-centered methods are developed targeting individual consultations, although group-based programs are a widespread and efficient method of support. Person-centeredness in group-based programs requires a change in practice towards addressing biopsychosocial issues and facilitating group processes. The objective of this study was to explore how healthcare professionals implement new approaches to facilitate group-based, person-centered diabetes education targeting people with type 2 diabetes.MethodsThe study was guided by action research and divided into three studies: investigation, development, and pilot using a variety of qualitative methods. In the first study; observations across five settings were conducted. Forty-nine group participants and 13 professionals took part; the focus was to investigate approaches that supported or hindered person-centeredness in groups. Observations were supplemented by interviews (n?=?12) and two focus groups (n?=?16) with group participants, as well as interviews (n?=?5) with professionals. In the second study; 14 professionals collaborated in two workshops to develop new approaches. In the third study, new approaches were pilot-tested using observations in three settings. Twenty-five group participants and five professionals took part. The analysis of the pilot test led to the final workshop where six professionals took part.ResultsImplementation was characterized by three categories. Some professionals chose not to implement the methods because they conflicted with their practice relying on the biomedical model. Other incorporated some approaches but was unable to structure the process, leaving participants uncertain about the aim. Finally, one setting succeeded with implementation, tailoring content and processes to group participants' needs.ConclusionThe use of action research created context-sensitive approaches and increased professionals' readiness to implement. More attention should be paid to systematic training of professionals. Training should be structured stepwise incorporating techniques directed towards existing skills including ample time to train and reiterate skills.

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A cross-sectional study investigating the associations of person-organisation and person-group fit with staff outcomes in mental healthcare.

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A cross-sectional study investigating the associations of person-organisation and person-group fit with staff outcomes in mental healthcare.

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