Enhancing organizational health literacy in a rural Missouri clinic: a qualitative case study

2019 ◽  
Vol 32 (5) ◽  
pp. 788-804 ◽  
Author(s):  
Ricardo Wray ◽  
Nancy Weaver ◽  
Prajakta Adsul ◽  
Kanak Gautam ◽  
Keri Jupka ◽  
...  
Keyword(s):  
Organizational Change ◽  
Health Literacy ◽  
Literacy Practices ◽  
Health Care Organization ◽  
Qualitative Interviews ◽  
Management Strategies ◽  
Organizational Health ◽  
Health Clinic ◽  
Care Organization ◽  
Content Type

Purpose The purpose of this paper is to evaluate a collaborative effort between a health care organization and academic institution to strengthen organizational health literacy. Design/methodology/approach The intervention took place at a rural, federally qualified health clinic in Missouri between May 2009 and April 2011. Qualitative interviews of key informants were conducted before (n=35) and after (n=23) the intervention to examine program implementation and success in effecting organizational change. Findings Intervention activities helped establish a comprehensive understanding of health literacy. The project achieved moderate, fundamental and sustainable organizational change. The program successfully integrated health literacy practices into clinic systems and garnered leadership and organizational commitment, helped the workforce improve interpersonal communication and embedded practices making health education materials more accessible. Originality/value The study points to programmatic, conceptual and methodological challenges that must be addressed for organizations to improve health literacy practices, and suggests change management strategies to advance organizational health literacy.

scholarly journals Organizational Health Literacy in Facilities for People with Disabilities: First Results of an Explorative Qualitative and Quantitative Study

2020 ◽  
Vol 17 (8) ◽  
pp. 2886 ◽  
Author(s):  
Katharina Rathmann ◽  
Theres Vockert ◽  
Lorena Denise Wetzel ◽  
Judith Lutz ◽  
Kevin Dadaczynski
Keyword(s):  
Health Literacy ◽  
Health Information ◽  
Qualitative Content Analysis ◽  
Health Care Organization ◽  
People With Disabilities ◽  
Organizational Health ◽  
Living Environment ◽  
Future Research ◽  
Care Organization ◽  
Skilled Staff

To date, studies on individual and organizational health literacy (OHL) in facilities for people with disabilities are scarce. Thus, the aims of this study are (1) to adapt an existing instrument for measuring organizational health literacy (OHL), namely, the “Health literate health care organization scale” (HLHO-10), to the context of facilities for people with disabilities, (2) to quantitatively examine characteristics of OHL, and (3) to qualitatively assess the definition and role of OHL by interviewing managers and skilled staff. An online study in Germany with N = 130 managers and skilled staff in facilities for people with disabilities was conducted, using the adapted HLHO-10 questionnaire. Univariate analyses were applied. Qualitative content analysis was used to investigate interview data from N = 8 managers and skilled staff from N = 8 facilities for people with disabilities in Hesse, Germany. Quantitative results revealed that respondents reported a below-average level in HLHO-10, with the lowest level found in the attribute of participative development of health information. The qualitative findings showed a clear need for improved navigation to and in facilities. The quantitative and qualitative findings are mainly consistent. Future research and measures should focus on facilities for people with disabilities in order to strengthen the development of and access to target-group-specific health information, as well as to establish a health-literate working and living environment.

Contextualizing Health Literacy to Health Care Organizations

2016 ◽  
Vol 18 (4) ◽  
pp. 611-624 ◽  
Author(s):  
Carmela Annarumma ◽  
Rocco Palumbo
Keyword(s):  
Health Care ◽  
Health Literacy ◽  
Health Care Organizations ◽  
Health Care Organization ◽  
Organizational Health ◽  
Poor Health ◽  
Care Organization ◽  
Health Care Environment ◽  
Inadequate Health Literacy ◽  
The Way

Parker, Ratzen and Lurie (2003) pointed out that a silent epidemic is affecting the health status of the American population, namely poor health literacy. Actually, inadequate health literacy is the main cause of the patients’ inability to navigate the health care environment, paving the way for inappropriateness in the provision of care as well as for poor health outcomes. Moreover, it has been esteemed that a third of the European population is not able to properly understand, process and use health information (HLS-EU Consortium, 2012). The same issue has been identified in several Asian countries (see, for example, Nakayama et al., 2015; Pednekar, Gupta & Gupta, 2011). What is striking is that—until today—the attention has been focused on the individual determinants of low health literacy, while studies concerning the organizational health literacy—that is to say, the ability of health care organization to establish friendly and comfortable relationships with the patients—are uncommon (Weaver, Wray, Zellin, Gautam & Jupka, 2012). This article is aimed at exploring the way health care organizations deal with patients living with inadequate health literacy. Drawing on the prevailing literature (Brach et al., 2012; DeWalt et al., 2013; Matthews & Sewell, 2002; Murphy-Knoll, 2007; Stableford & Mettger, 2007) the main approaches to improve organizational health literacy are examined. Then, a distinction between formal and informal tools to address organizational health literacy is suggested and the effectiveness of both of them is compared. The findings of the research suggest that informal tools are more common than formal tools, even though the former have lower perceived effectiveness as compared with the latter. Health care organizations seem to be still far from effectively activating comprehensive organizational health literacy pathways. There is a desperate need for systemic efforts to enhance the awareness of organizational health literacy and to encourage processes of change towards health literate organizational environments.

scholarly journals Which criteria characterize a health literate health care organization? – a scoping review on organizational health literacy

2021 ◽  
Vol 21 (1) ◽  
Author(s):  
Daniel Bremer ◽  
Izumi Klockmann ◽  
Leonie Jaß ◽  
Martin Härter ◽  
Olaf von dem Knesebeck ◽  
...  
Keyword(s):  
Health Care ◽  
Health Literacy ◽  
Scoping Review ◽  
Health Care Organization ◽  
Organizational Health ◽  
Assessment Tools ◽  
Easy Access ◽  
Cochrane Library ◽  
Care Organization ◽  
Service Users

Abstract Background Organizational health literacy (OHL) aims to respond to the health literacy needs of patients by improving health information and services and making them easier to understand, access, and apply. This scoping review primarily maps criteria characterizing health literate health care organizations. Secondary outcomes are the concepts and terminologies underlying these criteria as well as instruments to measure them. Methods The review was carried out following the JBI Manual on scoping reviews. The databases CINAHL, Cochrane Library, JSTOR, PsycINFO, PubMed, Web of Science Core Collection, and Wiley Online Library were searched in July 2020. Three researchers screened the records and extracted the data. The results were synthesized systematically and descriptively. Results The literature search resulted in 639 records. After removing duplicates, screening by title and abstract, and assessing full-texts for eligibility, the scoping review included 60 publications. Criteria for OHL were extracted and assigned to six main categories (with 25 subcategories). The most prevalent topic of organizational health literacy refers to communication with service users. Exemplary criteria regarding this main category are the education and information of service users, work on easy-to-understand written materials as well as oral exchange, and verifying understanding. The six main categories were defined as 1) communication with service users; 2) easy access & navigation; 3) integration & prioritization of OHL; 4) assessments & organizational development; 5) engagement & support of service users, and 6) information & qualification of staff. The criteria were based on various concepts and terminologies. Terminologies were categorized into four conceptual clusters: 1) health literacy in various social contexts; 2) health literate health care organization; 3) organizational behavior, and 4) communication in health care. 17 different assessment tools and instruments were identified. Only some of the toolkits and instruments were validated or tested in feasibility studies. Conclusions Organizational health literacy includes a significant number of distinct organizational criteria. The terminologies used in the OHL literature are heterogeneous based on a variety of concepts. A comprehensive, consensus-based conceptual framework on OHL is missing.

Facilitating system-wide organizational change in health care

2015 ◽  
Vol 7 (1) ◽  
pp. 72-89 ◽  
Author(s):  
Anna Westerlund ◽  
Rickard Garvare ◽  
Elisabet Höög ◽  
Monica Elisabeth Nyström
Keyword(s):  
Health Care ◽  
Organizational Change ◽  
Organizational Development ◽  
Current Knowledge ◽  
Health Care Organization ◽  
Care Organization ◽  
Longitudinal Case Study ◽  
Content Type ◽  
Roles And Responsibilities ◽  
Combining Data

Purpose – The purpose of this paper was to investigate the role of an intra-organizational change facilitating function (CFF) in relation to a multi-level development initiative in a health care organization. Involved actors’ views on factors in need of attention and how the CFF related to these factors were studied. Design/methodology/approach – A longitudinal case study design was used, combining data from questionnaires, process diaries and interviews with employees at the CFF, managers and clinic staff. Findings – Factors on micro, meso and macro levels, crucial to attend to, were highlighted by respondents at staff and managerial levels. The CFF related to some of these factors by acting upon them, or by developing plans to handle them, while other factors were unattended to. The CFF activities also had indirect influence on other factors. The CFF role and responsibilities were not clearly defined beforehand, and a need to clarify a division of roles and responsibilities is highlighted. Research limitations/implications – Our study contributes to current knowledge on facilitation of change by relating it to an organizational dimension of implementation. Practical implications – The description of important factors to handle during a large organizational change process and issues a CFF can encounter may aid others involved in designing and managing large organizational development initiatives. Originality/value – The study elaborates on less studied functions and roles of an intra-organizational CFF in relation to factors of vital importance for organizational change and development in health-care organizations.

scholarly journals Outcomes and Critical Factors for Successful Implementation of Organizational Health Literacy Interventions: A Scoping Review

2021 ◽  
Vol 18 (22) ◽  
pp. 11906
Author(s):  
Marise S. Kaper ◽  
Jane Sixsmith ◽  
Sijmen A. Reijneveld ◽  
Andrea F. de Winter
Keyword(s):  
Health Care ◽  
Health Literacy ◽  
Scoping Review ◽  
Empirical Studies ◽  
Health Care Organization ◽  
Organizational Health ◽  
Assessment Tools ◽  
Successful Implementation ◽  
Care Organization ◽  
Critical Factors

Organizational health literacy (OHL)-interventions can reduce inequality and demands in health care encountered by patients. However, an overview of their impact and critical factors for organization-wide implementation is lacking. The aim of this scoping review is to summarize the evidence on: (1) the outcomes of OHL-interventions at patient, professional and organizational levels; and (2) the factors and strategies that affect implementation and outcomes of OHL-interventions. We reviewed empirical studies following the five-stage framework of Arksey and O’Malley. The databases Scopus, PubMed, PsychInfo and CINAHL were searched from 1 January 2010 to 31 December 2019, focusing on OHL-interventions using terms related to “health literacy”, “health care organization” and “intervention characteristics”. After a full-text review, we selected 24 descriptive stu-dies. Of these, 23 studies reported health literacy problems in relation to OHL-assessment tools. Nine out of thirteen studies reported that the use of interventions resulted in positive changes on OHL-domains regarding comprehensible communication, professionals’ competencies and practices, and strategic organizational changes. Organization-wide OHL-interventions resulted in some improvement of patient outcomes but evidence was scarce. Critical factors for organization-wide implementation of OHL-interventions were leadership support, top-down and bottom-up approaches, a change champion, and staff commitment. Organization-wide interventions lead to more positive change on OHL-domains, but evidence regarding OHL-outcomes needs strengthening.

scholarly journals Validating a model & self-assessment tool to measure organizational health literacy in hospitals

2019 ◽  
Vol 29 (Supplement_4) ◽  
Author(s):  
J Pelikan ◽  
P Nowak
Keyword(s):  
Health Care ◽  
Health Literacy ◽  
Health Services ◽  
Assessment Tool ◽  
Health Care Organization ◽  
Organizational Health ◽  
Care Organization ◽  
Self Assessment ◽  
Health Promoting

Abstract Background The European Health Literacy Survey (HLS-EU) demonstrated that in many European countries a considerable proportion of the population has limited health literacy (HL), that there is a social gradient for HL and that HL is associated with use of health services. Furthermore research mostly from the US also showed that HL of patients has detrimental effects not only on use but also on outcomes of health care. Therefore in the US the concept of the Health Literate Health Care Organization (HLHCO) has been developed by IOM to make health services more sensitive to the needs of patients with limited HL. Methods Based on the IOM concept, a more comprehensive model of a Health Literate Health Care Organization fulfilling criteria of WHÓs health promoting setting approach has been developed. A set of standards and indicators according to quality management criteria (ISQUA) to measure the organizational HL of a hospital has been constructed, tested and validated in 9 different kinds of hospitals by a team in Vienna. This model and measurement tool has been translated to English and other languages and been used and validated also in other countries (Belgium, Italy, Taiwan). By an international working group of the international Health Promoting Hospitals and Health Services network an international version of the model and tool has been developed and will be tested in different countries. Results The model and self-assessment tool has been demonstrated to be acceptable, feasibly, valid and useful to start self-assessment and improvement of organizational HL in different types of hospitals and health care systems. Conclusions Organizational HL of health services matters for use and quality of health care of patients. Measuring organizational HL of hospitals by a validated instrument can support development of a more health literate health care organization and by that improve quality of care and tackle the health gap. Key messages Health literacy matter for health care and can be measured and improved on a personal and on an organizations or systems level to improve quality of care and tackle the health gap. A model and self-assessment instrument to measure organizational health literacy of hospitals has been developed and validated to support hospitals to improve their organizational health literacy.

“Stuck in the middle” first-line healthcare managers’ responsibilities and needs of support when applying Lean

2020 ◽  
Vol 12 (2) ◽  
pp. 173-186
Author(s):  
Therese Kahm ◽  
Pernilla Ingelsson
Keyword(s):  
Health Care ◽  
Health Care Organization ◽  
Shared Responsibility ◽  
Care Organization ◽  
First Line ◽  
Line Managers ◽  
Content Type ◽  
Lean Principles ◽  
Organizational Issues ◽  
The Relationship

Purpose The purpose of this paper is to present the supportive conditions that the first-line health-care managers claim that they need from their own managers and what they experience as their own roles and responsibilities in relation to their coworkers when applying Lean principles and practices. Design/methodology/approach A survey with a Web-based questionnaire was designed and used in a Swedish health-care organization two years after the initiation of Lean to investigate the managers’ views on their role, conditions and ability to create change according to Lean. The result from two of the questions will be presented where one focuses on the relationship to the first-line managers’ own manager and the second on the relationship to their coworkers. Findings The results show that to initiate improvement, work based on Lean first-line managers ask for own managers who are assured about Lean, include them in discussions and ask for follow-ups and results about Lean. Concerning first-line managers’ relation to their coworkers they experience themselves as responsible for leading toward creating a culture where problems and mistakes are viewed as possibilities to improve, for encouraging that new work procedures are tested and for creating commitment and inspiration in relation to their coworkers. Originality/value The questions can be used separately or as part of an entire questionnaire before and along the Lean process to highlight organizational issues such as shared responsibility and supportive relations when developing health care.

Structure of health-care dyad leadership: an organization’s experience

2018 ◽  
Vol 31 (2) ◽  
pp. 238-253 ◽  
Author(s):  
Anurag Saxena ◽  
Maura Davies ◽  
Don Philippon
Keyword(s):  
Health Care ◽  
Leadership Development ◽  
Health Care Organization ◽  
Middle Level ◽  
Care Organization ◽  
Mutual Relationship ◽  
Joint Decision ◽  
Content Type ◽  
Management Domain ◽  
Formal Leadership

Purpose This study aims to explore the structural aspects (roles, responsibilities and reporting) of dyad leadership in one health-care organization (HCO). Design/methodology/approach The perceptions of 32 leaders (17 physician leaders and 15 dyad co-leaders) in formal leadership positions (six first-level with formal authority limited to teams or divisions, 23 middle-level with wider departmental or program responsibility and three senior-level with institution-wide authority) were obtained through focus groups and surveys. In addition, five senior leaders were interviewed. Descriptive statistics was used for quantitative data, and qualitative data were analyzed for themes by coding and categorization. Findings There are a large number of shared responsibilities in the hybrid model, as most activities in HCOs bridge administrative and professional spheres. These span the leadership (e.g. global performance and quality improvement) and management (e.g. human resources, budgets and education delivery) domains. The individual responsibilities, except for staff and physician engagement are in the management domain (e.g. operations and patient care). Both partners are responsible for joint decision-making, projecting a united front and joint reporting through a quadrat format. The mutual relationship and joint accountability are key characteristics and are critical to addressing potential conflicts and contradictions and achieving coherence. Practical implications Clarity of role will assist development of standardized job descriptions and required competencies, recruitment and leadership development. Originality/value This is an original empirical study presenting an integrated view of dyad leaders and senior leadership, meaningful expansion of shared responsibilities including academic functions and developing mutual relationship and emphasizing the central role of stability generating management functions.

The Supervisor’s Perceived Role in Employee Well-Being: Results From Mayo Clinic

2018 ◽  
Vol 33 (2) ◽  
pp. 300-311 ◽  
Author(s):  
Kaisa C. Wieneke ◽  
Karen S. Schaepe ◽  
Jason S. Egginton ◽  
Sarah M. Jenkins ◽  
Nicole C. Block ◽  
...  
Keyword(s):  
Role Model ◽  
Small Sample Size ◽  
Health Care Organization ◽  
Qualitative Interviews ◽  
Well Being ◽  
Small Sample ◽  
Care Organization ◽  
Positive Role ◽  
Worksite Health ◽  
Administrative Units

Purpose: Novel approaches are needed to enhance employee well-being and perhaps supervisors can be an effective agent for worksite health promotion. The aim of this study was to examine the supervisor’s perceived needs, barriers, and role for influencing employee well-being for incorporation into program development. Design: Semistructured, qualitative interviews of supervisors. Setting: Large, integrated academic health-care organization with over 30 000 employees and 2600 supervisors having access to comprehensive well-being programs and a successful well-being champion network comprised of 600 champions. Participants: Twenty supervisors representing clinical, research, and administrative units. Methods: Semistructured, one-on-one interviews were conducted and audio recorded. Analysis included content log development and open coding by a trained analyst to reveal key themes. More formalized content coding using specialized software for qualitative analyses was also conducted. Results: Supervisor responses were wide ranging regarding their perceived and desired role in promoting workplace well-being. Barriers from the supervisor perspective included high current workload, ambivalence about promoting wellness, lack of support from leadership, lack of flexibility and control at work, and difficulty accessing on-site resources. They perceived their potential role in well-being as remaining a positive role model and encouraging their staff in wellness activities. Conclusion: Although findings are generated from a small sample size, these qualitative data provide compelling and early insights into building a workplace well-being strategy leveraging an underutilized key stakeholder, the workplace supervisor.

Mechanisms to motivate knowledge sharing: integrating the reward systems and social network perspectives

2015 ◽  
Vol 19 (2) ◽  
pp. 212-235 ◽  
Author(s):  
Sheng-Wei Lin ◽  
Louis Yi-Shih Lo
Keyword(s):  
Social Network ◽  
Knowledge Sharing ◽  
Health Care Organization ◽  
Economic Benefits ◽  
Care Organization ◽  
Reward Systems ◽  
Content Type ◽  
Complementary Role ◽  
Individual Knowledge ◽  
Network Centralities

Purpose – The purpose of this study is to develop a theoretical model that integrates two different mechanisms to explain knowledge sharing. First, adapted from traditional reward systems, the calculative-based mechanism (CBM) serves as the benchmark. Second, the relational-based mechanism (RBM) plays a complementary role. RBM is founded on social interaction and consists of two social network constructs: relational deposits (i.e. network and valued network centralities) and withdrawals (i.e. network and valued network densities). Design/methodology/approach – This study collected survey data in collaboration with a health-care organization. The data collected from 180 respondents were tested against the research model using a partial least squares analysis. Findings – This study found the CBM to be beneficial for knowledge sharing. The findings support the RBM prediction of a positive relationship between the deposit construct and knowledge sharing, but fail to support the RBM prediction on the withdrawal construct. The RBM explained about 15 per cent more of the variance than the CBM. In addition, the withdrawal construct of the RBM predicts respondents’ beliefs in reciprocal obligation. Research limitations/implications – RBM does not as strongly associate with economic benefits as the CBM, but it still plays a noteworthy role in increasing the possibility of an individual knowledge sharing. Originality/value – The study is the first to propose the concepts of relational deposits and withdrawals. The authors use a roster-based sociometric approach to collect the social network data and to benchmark the effect of RBM with that of CBM on individual knowledge sharing and his/her beliefs in reciprocal obligation.

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