Homepage > Research abstracts > Climate of Personal Initiative, Climate of Openness to Change and Quality of Employee Performance: Does effective implementation of Accreditation in Israel’s hospital contribute to the patient?
Climate of Personal Initiative, Climate of Openness to Change and Quality of Employee Performance: Does effective implementation of Accreditation in Israel’s hospital contribute to the patient?
Researchers: Isaak Valerie1
- University of Haifa
Background: The health system considered to be one of the successful ones among the social services in Israel. The relationship between this success and the Accreditation process is not clear in the literature. It is known that accreditation processes are related to improvement and performance. Studies found a connection between openness to change climate and personal initiative climate to organizational performance and efficiency. This study claims that lack of climate foundations such as personal initiative and openness to change will negatively affect on the organizational performance and delay Accreditation process implementation and by that the patient treatment quality will be damage.
Objectives: To examine the relationship between two knowledge areas: organizational climate during Accreditation processes and performances. Based on the argument that if the Accreditation implementation continues, the influence of the climate types on organizational performance will increase and the treatment given to the patient will be in better quality.
Method: Questionnaires were given to 55 nursing staff at three-time points of the accreditation process.
Findings: The selected organizational climates did not contribute to performance at the various stages of the Accreditation. At the same time, employees' personal abilities, involvement, and professionalization contributed to predicting higher performance at the various stages of the implementation process.
Conclusions: Since the climates were at a high level and unchanged as the assimilation progressed, it appears that the climates did not contribute to the organization's performance at various stages of Accreditation. The employee's personal abilities constitute a precondition for the integration of Accreditation in a psychiatric hospital among the nursing staff and contribute to the performance of the employees and the performance of the organization according to the Ministry of Health indices.
Recommendations: Decision-makers must design dialogues for psychiatric hospitals that implement Accreditation, which will include nurturing the personal abilities of the nursing staff, involvement, and professionalization, as a condition for the success of the process in psychiatric hospitals in the future.
Research number: A/73/2015
Research end date: 01/2019