Does Organizational Compassion Matter? A Cross-sectional Survey of Nurses

Lown, Beth A.; Manning, Colleen; Hassmiller, Susan B.

doi:10.1097/nna.0000000000000845

Cited by 14 publications

(28 citation statements)

References 32 publications

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“…We used the Schwartz Center Compassionate Care Scale ® (SCCCS) [14] to assess the compassionate care provided by professional caregivers [15]. A version of this instrument has been used by researchers to assess physician compassion as assessed by recently hospitalized [16] and ambulatory patients [14], as well as by physicians (non-intensivists) [2] and nurses [17] to assess self-reported compassionate care in previous studies. This was an observational, prospective, cross-sectional study, using the SCCCS.…”

Section: Measurementsmentioning

confidence: 99%

Intensivists’ perceptions of what is missing in their compassionate care during interactions in the intensive care unit

Siddiqui

Mohamed

Subramaniam

et al. 2022

BMC Health Serv Res

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Background We proposed that the behaviors that demonstrate compassionate care in the intensive care unit (ICU) can be self-assessed and improved among ICU clinicians. Literature showing views of intensivists about their own compassionate care attitudes is missing. Methods This was an observational, prospective, cross-sectional study. We surveyed clinicians who are members of professional societies of intensive care using the modified Schwartz Center Compassionate Care Scale® (SCCCS) about their self-reported compassionate care. A modified SCCCS instrument was disseminated via an email sent to the members of the Society of Critical Care Medicine and the European Society of Intensive Care Medicine between March and June 2021. Results Three hundred twenty-three clinicians completed the survey from a cohort of 1000 members who responded (32.3% response rate). The majority (54%) of respondents were male physicians of 49 (+ − 10 SD) years of age and 19 (12 + − SD) years in practice. The mean SCCCS was 88.5 (out of 100) with an average score of 8 for each question (out of 10), showing a high self-assessed physician rating of their compassionate care in the ICU. There was a positive association with age and years in practice with a higher score, especially for women ages 30–50 years (P = 0.03). Years in practice was also independently associated with greater compassion scores (p < 0.001). Lower scores were given to behaviors that reflect understanding perspectives of families and patients and showing caring and sensitivity. In contrast, the top scores were given to behaviors that included conducting family discussions and showing respect. Conclusion Physicians in the ICU self-score high in compassionate care, especially if they are more experienced, female, and older. Self-identified areas that need improvement are the humanistic qualities requiring sensitivity, such as cognitive empathy, which involves perspective-taking, reflective listening, asking open-ended questions, and understanding the patient’s context and worldview. These can be addressed in further clinical and ICU quality improvement initiatives.

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Section: Measurementsmentioning

confidence: 99%

Intensivists’ perceptions of what is missing in their compassionate care during interactions in the intensive care unit

Siddiqui

Mohamed

Subramaniam

et al. 2022

BMC Health Serv Res

Self Cite

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“…Emotion Recognition Index (Scherer and Scherer, 2011) 1* Healthcare provider's rating of their team and their organization (Lown et al, 2020) 1…”

Section: Risk Factorsmentioning

confidence: 99%

“…Organizational compassion (3 studies, 3 tests of association) Henshall et al (2018) found perceived organizational compassion to be significantly associated with employees' compassion for others. In the healthcare setting, Lown et al found positive correlations between nurses' perceived organizational compassion scores and self-reported scores for their own compassionate caregiving (Lown et al, 2020). Moon and colleagues reported that employee compassion was positively related to the employees' perception of their organization's social engagement as being just and compassionate (Moon et al, 2014).…”

Section: Ethical and Compassionate Leadership (3 Studies 3 Tests Of A...mentioning

confidence: 99%

Epidemiology of compassion: A literature review

et al. 2022

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Psychology and neuroscience have contributed significantly to advances in understanding compassion. In contrast, little attention has been given to the epidemiology of compassion. The human experience of compassion is heterogeneous with respect to time, place, and person. Therefore, compassion has an epidemiology, although little is known about the factors that account for spatial or temporal clustering of compassion or how these factors might be harnessed to promote and realize a more compassionate world. We reviewed the scientific literature to describe what is known about “risk factors” for compassion towards others. Studies were included if they used quantitative methods, treated compassion as an outcome, and used measures of compassion that included elements of empathy and action to alleviate suffering. Eighty-two studies met the inclusion criteria; 89 potential risk factors were tested 418 times for association with compassion. Significant associations with compassion were found for individual demographic factors (e.g., gender, religious faith); personal characteristics (e.g., emotional intelligence, perspective-taking, secure attachment); personal experience (e.g., previous adversity); behaviors (e.g., church attendance); circumstantial factors during the compassion encounter (e.g., perceptions of suffering severity, relational proximity of the compassion-giver and -receiver, emotional state of the compassion-giver); and organizational features. Few studies explored the capacity to receive, rather than give, compassion. Definitions and measures of compassion varied widely across disciplines; 87% of studies used self-report measures and 39% used a cross-sectional design. Ten randomized clinical trials documented the effectiveness of compassion training. From an epidemiologic perspective, most studies treated compassion as an individual host factor rather than as transmissible or influenced by time or the environment. The causal pathways leading from suffering to a compassionate response appear to be non-linear and complex. A variety of factors (acting as effect modifiers) appear to be permissive of—or essential for—the arising of compassion in certain settings or specific populations. Future epidemiologic research on compassion should take into account contextual and environmental factors and should elucidate compassion-related dynamics within organizations and human systems. Such research should be informed by a range of epidemiologic tools and methods, as well as insights from other scientific disciplines and spiritual and religious traditions.

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“…Hiring compassionate employees is principally fundamental for organizations (Katherine and Kurt, 2020) such as the Non-Governmental Organizations (NGOs) as they are now entangled in a predicament of serving vulnerable persons. Under such circumstances, organizational compassion becomes a foundation of organizational success (Lown et al ., 2020) such as in NGOs.…”

Section: Introductionmentioning

confidence: 99%

Organizational compassion, person-organization fit and discretionary behaviours in non-governmental organizations: a moderated model

Kasekende

Nasiima

Byamukama

2022

EBHRM

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PurposeThe authors proposed that Organizational Compassion and Person-Organization-Fit dimensions interactively predict Discretionary Behaviours among employees in the Non-Governmental Organization (NGO) sector in Uganda.Design/methodology/approachThe authors employ structural equation modelling to test hypotheses. The research was carried out in two studies; the second one was done six months after the first study. Two samples of respondents were drawn from NGOs operating in West Nile and Kampala regions, respectively.FindingsDiscretionary behaviours were significantly related to the cross-sectionally assessed predictors including organizational compassion and supplementary fit. Complementary fit did not significantly predict discretionary behaviours. Both supplementary fit and complementary fit moderated the association between organizational compassion and employee discretionary behaviours among both rural and urban setting placed NGOs.Practical implicationsIn order to boost employee exhibition of discretionary behaviours, leaders of NGOs should always endeavour to find viable organizational compassion-supplementary fit and organizational compassion-complementary fit blend that can add value to NGOs in Uganda.Originality/valueThis is one of the few studies that have focused on testing the interaction effects of organizational compassion and person organization fit dimensions on discretionary behaviours. These results highlight both supplementary fit and complementary fit as key individual resources that promote the effects of organization compassion on discretionary behaviours among NGO workers in Uganda.

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Does Organizational Compassion Matter? A Cross-sectional Survey of Nurses

Cited by 14 publications

References 32 publications

Intensivists’ perceptions of what is missing in their compassionate care during interactions in the intensive care unit

Intensivists’ perceptions of what is missing in their compassionate care during interactions in the intensive care unit

Epidemiology of compassion: A literature review

Organizational compassion, person-organization fit and discretionary behaviours in non-governmental organizations: a moderated model

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