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首页> 外文OA文献 >The Effects of the Civility, Respect, and Engagement in the Workplace (CREW) Program on Social Climate and Work Engagement in a Psychiatric Ward in Japan: A Pilot Study
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The Effects of the Civility, Respect, and Engagement in the Workplace (CREW) Program on Social Climate and Work Engagement in a Psychiatric Ward in Japan: A Pilot Study

机译：文明，尊重和参与在日本精神病病房的社会气候和工作参与中的工作场所（船员）计划的影响：试点研究

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Background: Good social climate and high work engagement are important factors affecting outcomes in healthcare settings. This study observed the effects of a program called Civility, Respect, and Engagement in the Workplace (CREW) on social climate and staff work engagement in a psychiatric ward of a Japanese hospital. Methods: The program comprised 18 sessions installed over six months, with each session lasting 30-min. Participation in the program was recommended to all staff members at the ward, including nurses, medical doctors, and others, but it was not mandatory. A serial cross-sectional study collected data at four time-points. Nurses (n = 17 to 22), medical doctors (n = 9 to 13), and others (n = 6 to 10) participated in each survey. The analysis of variance was used to evaluate the changes in the following dependent variables, the Essen climate evaluation schema (EssenCES), the CREW civility scale, and the Utrecht work engagement scale (UWES) over time. Result: We found no significant effects. The effect size (Cohen’s d) for EssenCES was 0.35 from baseline to post-installation for all staff members. Effect sizes for EssenCES for medical doctors and UWES for nurses were 0.79 and 0.56, respectively, from baseline to post-program. Conclusions: Differences in social climate and work engagement among Japanese healthcare workers between the baseline and post-installation of the CREW program were non-significant.
机译：背景：良好的社会气候和高工作敬业是影响医疗保健环境中结果的重要因素。本研究观察了一项叫文明，尊重和参与工作场所（船员）在日本医院精神病病房的社会气候和工作人员工作中所谓的文明，尊重和参与的影响。方法：该计划组成18个课程，超过六个月，每个会议持续30分钟。建议参加该计划的所有工作人员，包括护士，医生和其他人，但这不是强制性的。串行横截面研究在四个时间点收集数据。护士（n = 17到22岁），医生（n = 9到13），其他人（n = 6到10）参加了每次调查。差异分析用于评估以下依赖变量，埃森气候评估模式（本质），船员文明规模以及乌没有时间随着时间的推移的变化。结果：我们发现没有显着影响。对于所有员工的基准，精华的效果大小（Cohen的D）为0.35，所有工作人员的安装后。从基准到后期后，护士的医学医生和UWES的本质的效果大小分别为0.79％和0.56。结论：基线与安装后日本医疗保健工人之间的社会气候和工作参与的差异是非重要的。

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