Why industrial methods do not work in healthcare: an analytical approach

Cozijnsen, Luc; Levi, Marcel; Verkerk, Maarten

doi:10.1111/imj.14730

Cited by 4 publications

(2 citation statements)

References 21 publications

(41 reference statements)

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“…Healthcare has a moral nature that cannot easily be organized into technological or corporate categories. For this reason, hospitals have been suggested to develop innovative management models, in which organizational justice contributes to defining the identity and intrinsic values of healthcare [ 11 ].…”

Section: Introductionmentioning

confidence: 99%

Organizational Justice and Health: A Survey in Hospital Workers

Magnavita

Chiorri

Maran

et al. 2022

IJERPH

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In complex systems such as hospitals, work organization can influence the level of occupational stress and, consequently, the physical and mental health of workers. Hospital healthcare workers were asked to complete a questionnaire during their regular occupational health examination, in order to assess the perceived level of organizational justice, and to verify whether it was associated with occupational stress, mental health, and absenteeism. The questionnaire included the Colquitt Organizational Justice (OJ) Scale, the Karasek/Theorell demand-control-support (DCS) questionnaire for occupational stress, and the General Health Questionnaire (GHQ12) for mental health. Workers were also required to indicate whether they had been absent because of back pain in the past year. Organizational justice was a significant predictor of occupational stress. Stress was a mediator in the relationship between justice and mental health. Occupational stress was more closely related to perceptions of lack of distributive justice than to perceptions of procedural, informational, and interpersonal justice. Physicians perceived significantly less distributive justice than other workers. In adjusted univariate logistic regression models, the perceptions of organizational justice were associated with a significant reduction in the risk of sick leave for back pain (OR 0.96; CI95% 0.94–0.99; p < 0.001), whereas occupational stress was associated with an increased risk of sick leave (OR 6.73; CI95% 2.02–22.40; p < 0.002). Work organization is a strong predictor of occupational stress and of mental and physical health among hospital employees.

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Section: Introductionmentioning

confidence: 99%

Organizational Justice and Health: A Survey in Hospital Workers

Magnavita

Chiorri

Maran

et al. 2022

IJERPH

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“…However, healthcare environments can be complex, limiting the ability to obtain optimal layout solutions [ 6 ]. Less-than-satisfactory outcomes have often been achieved through implementation of industrial and business methods in healthcare [ 7 ], and this has been attributed to the special characteristics of healthcare, which cannot be based solely on economic criteria [ 8 ]. As things stand, healthcare workers (HCWs) often witness conflicting views by national, regional, and local managers on the most appropriate policies and strategies to be implemented in order to increase efficiency.…”

Section: Introductionmentioning

confidence: 99%

The Impact of Quality of Work Organization on Distress and Absenteeism among Healthcare Workers

Magnavita

Chiorri

Karimi

et al. 2022

IJERPH

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The quality of work organization may be responsible not only for reduced productivity but also for an increased risk of mental and physical disorders. This study was aimed at testing this hypothesis. Workers of a local health unit in Italy were asked to fill out the Work Organization Assessment Questionnaire (WOAQ) during their periodic medical examinations in the second half of 2018. On the same occasion, they also completed the Demand/Control/Support (DCS) measure of job strain, the Effort/Reward Imbalance (ERI) questionnaire, and the General Health Questionnaire (GHQ12) to assess psychological health. A total of 345 workers (85.8%) completed the survey. Linear regression analysis showed that the quality of work organization was inversely proportional to psychological health problems (p < 0.001). Occupational stress, measured both by job strain and ERI, was a moderating factor in this relationship. The relationship between the WOAQ and psychological health, moderated by job strain or ERI, remained highly significant even after adjustment for sex, age, social support, and overcommitment. Regression models explained over 40% of the shared variance of the association between quality of work organization and psychological health. The quality of work organization significantly predicted the risk of sickness absence for musculoskeletal disorders (OR = 0.984, CI95% 0.972–0.996) and for other health problems (OR = 0.977, CI95% 0.967–0.988). A continuous improvement of work organization must consider not only the clients’ or production needs but also the well-being of workers.

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