Development and evaluation of an organisational culture change intervention in residential aged care facilities

Venturato, Lorraine; Horner, Barbara; Etherton‐Beer, Christopher

doi:10.1111/ajag.12667

Cited by 11 publications

(14 citation statements)

References 17 publications

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“…[30] Similarly, Venturato, Horner, and Etherton-Beer (2019) identify that nurses can improve their practice through critical reflection on their practice, and critical reflection was an ongoing activity of the CLD workshop, focused on improving the LPNs' practice in SL. [31] The study findings suggested that a regularly scheduled CLD workshop offered in the workplace could improve participants' team communication, empowerment, relationships, and teamwork.…”

Section: Challengesmentioning

confidence: 86%

Clinical leadership development workshop for licenced practical nurses in supportive living in Alberta: An exploratory qualitative study

Enghiad

Ewashen²,

Venturato³

2020

JNEP

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Objective: Since 2013, the scope of practice of LPNs in Alberta, Canada has expanded to include leadership in SL that requires that the development of new CL skills be prioritized. To date, few SL work-based educational programs have been devoted to developing CL skills for LPNs. The objective of this study is the assessment of the impact of a brief patient group education intervention (Conversation MapsTM) in people with type 2 Diabetes Mellitus.Methods: An exploratory qualitative design was used, incorporating multiple data collection methods, including individual and focus group interviews, and a demographic questionnaire. Interview data were analyzed using thematic description.Results and conclusions: Findings suggest that the CLD workshop was effective and feasible in SL practice settings. Data showed that improvement in LPN autonomy and control over decision-making resulted from gaining confidence and feeling empowered, which led to positive change in participants’ CL attitudes. Including other team members, health care aides (HCAs), and management in the CLD workshops also improved team relationships for all.

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Section: Challengesmentioning

confidence: 86%

Clinical leadership development workshop for licenced practical nurses in supportive living in Alberta: An exploratory qualitative study

Enghiad

Ewashen²,

Venturato³

2020

JNEP

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“…The strength of this work is its grounding in an iterative development process informed by empiric data comprising of previous studies of educational interventions and organisational culture in RACF, as well as piloting of the intervention and engaging consumers in the process 6,8,10,12 . Notwithstanding these strengths, interpretation of the results is limited by a potential for volunteer bias, and generalisability is limited by the small number of participating RACF.…”

Section: Discussionmentioning

confidence: 99%

“…To support sustainable culture change in residential aged care, we developed and piloted the Towards Organisational Culture Change (TOrCCh) intervention 6,12 . Participatory action research was used to develop and pilot a structured approach supporting small work groups of staff in each of the eight facilities to undertake quality improvement cycles focusing on improving leadership, teamwork and communication.…”

Section: Introductionmentioning

confidence: 99%

“…The TOrCCh intervention is a systematic change process, and in development was facilitated by research staff working with facility work teams who acted as ‘champions’ at each site. Staff and management both positively evaluated the TOrCCh intervention and process, and there were perceived cultural shifts in communication, teamwork and staff empowerment 12 . However, the external facilitation by research staff was substantial.…”

Section: Introductionmentioning

confidence: 99%

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Development of a Toolkit to support sustainable culture change in residential aged care

et al. 2020

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Objective This study aimed to develop and evaluate a Toolkit to support implementation of the Towards Organisational Culture Change (TOrCCh) intervention, with minimal external facilitation, in aged care facilities, to implement long‐lasting organisational change. Methods Eight residential aged care facilities across two Australian states participated. A Toolkit was drafted iteratively, engaging staff from participating sites and a reference group. Participating facilities undertook two change projects utilising the Toolkit. Qualitative data were collected from site project sponsors, work teams and other care staff, and analysed thematically. Results The intervention was perceived to provide a generic approach that could be applied to solve agreed challenges in the workplace generating useful outcomes including staff development, increased communication, teamwork and leadership. The role of a project sponsor, and organisational support, was perceived as important for sustainability. Conclusion Aged care facility staff teams report they can work together effectively for sustainable improvements when provided with a Toolkit.

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“…A further key facet of this orientation is represented by the occupational, organizational, and environmental health of staff working in RFs. In fact, it is necessary that operators are capable of caring work in their area of expertise, but also of cooperating within a multidisciplinary team that is open to discussion and improvement [ 17 , 18 ]. In addition, they should be able both to relate to the patient and his or her caregivers (often family members) with empathy, listening skills, emotional closeness, and affective exchange [ 19 , 20 ], and to know how to cope with critical relational situations, which can be marked by fear, suffering, anger, conflict, and misunderstanding [ 21 ], and not infrequently by despair and grief [ 22 , 23 ].…”

Section: Introductionmentioning

confidence: 99%

The Moderation of Perceived Comfort and Relations with Patients in the Relationship between Secure Workplace Attachment and Organizational Citizenship Behaviors in Elderly Facilities Staff

Nonnis

Mura

Scrima

et al. 2022

IJERPH

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This study focuses on caregivers who work in residential facilities (RFs) for the elderly, and specifically on their organizational citizenship behaviors (OCBs) in relation to their interaction respectively with the overall context (workplace attachment dimension), the spatial-physical environment (perceived environmental comfort), and the social environment (relationship with patients). A sample of health care workers (medical or health care specialists, nurses, and office employees, n = 129) compiled a self-report paper-pencil questionnaire, which included scales measuring the study variables. The research hypotheses included secure workplace attachment style as independent variable, OCBs as the dependent variable, and perceived comfort and relations with patients as moderators. Results showed that both secure workplace attachment and perceived comfort promote OCBs, but the latter counts especially as a compensation of an insecure workplace attachment. As expected, difficult relationships with patients hinder the relationship between secure workplace attachment style and OCBs. In sum, our study highlights the importance of the joint consideration of the psychological, social, and environmental dimensions for fostering positive behaviors in caregivers employed in elderly care settings.

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Development and evaluation of an organisational culture change intervention in residential aged care facilities

Cited by 11 publications

References 17 publications

Clinical leadership development workshop for licenced practical nurses in supportive living in Alberta: An exploratory qualitative study

Clinical leadership development workshop for licenced practical nurses in supportive living in Alberta: An exploratory qualitative study

Development of a Toolkit to support sustainable culture change in residential aged care

The Moderation of Perceived Comfort and Relations with Patients in the Relationship between Secure Workplace Attachment and Organizational Citizenship Behaviors in Elderly Facilities Staff

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