دانلود مقاله شایستگی مدیریت و رهبری در مدیران مراقبت معنوی
چکیده
مقدمه
مواد و روش ها
نتایج
بحث
ORCID
منابع
Abstract
Introduction
Methods
Results
Discussion
ORCID
References
چکیده
هم مراقبت های بهداشتی و هم چشم اندازهای مذهبی در ایالات متحده به سرعت در حال تغییر هستند. علیرغم محیط پویایی که مدیران مراقبت معنوی با آن روبرو هستند، بسیاری از آنها قبل از به عهده گرفتن نقش خود آموزش مدیریتی دریافت نمی کنند و بسیاری از آنها پس از انجام وظایف خود آموزش کمی دریافت می کنند یا اصلاً آموزش نمی بینند. این مطالعه از روش‌های ترکیبی برای بررسی کاربرد مدل شایستگی مرکز ملی رهبری مراقبت‌های بهداشتی (NCHL) برای نقش‌های مدیر مراقبت معنوی استفاده کرد. مصاحبه با 10 مدیر مراقبت معنوی در سراسر کشور، با استفاده از روش مصاحبه با رویداد رفتاری (BEI) انجام شد. مصاحبه ها با استفاده از پردازش زبان طبیعی به صورت کمی و با رویکرد موضوعی با استفاده از NVIVO مورد تجزیه و تحلیل کیفی قرار گرفتند. نتایج حاکی از آن است که دامنه EXECUTION بیشترین موضوع مورد بحث و پس از آن RELATIONS، TRANSFORMATION و BOUNDARY SPANNING است. در مجموع این تحلیل‌ها نشان می‌دهند که مدل شایستگی رهبری NCHL می‌تواند چارچوب مفیدی برای درک نقش‌ها و نیازهای توسعه مدیران مراقبت معنوی فراهم کند.
توجه! این متن ترجمه ماشینی بوده و توسط مترجمین ای ترجمه، ترجمه نشده است.
Abstract
Both the healthcare and religious landscapes in the United States are rapidly changing. Despite the dynamic environment that spiritual care managers face, many do not receive management training prior to assuming their roles and many receive little or no training once they are in their roles. This study used mixed methods to examine the applicability of the National Center for Healthcare Leadership (NCHL) competency model to spiritual care manager roles. Interviews were conducted with 10 spiritual care managers across the country, using a Behavioral Event Interviewing (BEI) methodology. Interviews were quantitatively analyzed by using Natural Language Processing and qualitatively analyzed by thematic approach using NVIVO. The results found the EXECUTION domain to be the most discussed theme, followed by RELATIONS, TRANSFORMATION, and BOUNDARY SPANNING. Collectively these analyses suggest the NCHL Leadership Competency Model can provide a useful framework for understanding the roles and development needs of spiritual care managers.
Introduction
Competent leadership is essential for any organization to achieve its mission, especially in a changing and challenging environment. We are in the midst of especially challenging times for managers of spiritual care programs in healthcare settings. The shift in healthcare delivery from in-patient services to population health is accelerating. The costs of delivering care must be contained while quality continues to improve. Every discipline must be able to show how they contribute to these goals. Spiritual care has historically been exempt from some of these pressures, but that is quickly changing (Handzo, Cobb, Holmes, Kelly, & Sinclair, 2014).
While the healthcare landscape is undergoing rapid change, so is the religious landscape in the US. One of the most impactful changes is the increase in the proportion of people who report no religious affiliation: approximately 40% of people under 30 in some national surveys (Pew Research Center, 2019). However, on these same surveys, many people report having rich spiritual lives (Pew Research Center, 2019), and face serious spiritual/existential questions when experiencing illness or other life crises (Weber, Pargament, Kunik, Lomax, & Stanley, 2012).
Results
Of the ten managers participating in this study, seven (70%) identified as female, and the remaining three (30%) identified as male. The average length of time in their management positions was 6.5 years. The median was 4.2 years, in a range from nine months to 24 years. Five of the managers (50%) worked at academic medical centers; the remaining five worked at faith-based health systems.