Purpose:This project surveyed academic nursing faculty and staff on each of the APA’s five workplace practices in order to assess the work environment and to better enable strategic and shared decision-making efforts.
Methods: The research team used Plan, Do, Study, Act (PDSA) cycles to identify and test changes predicted to improve results in each of the five PHW categories (APA, 2016). The Texas A&M University College of Nursing faculty and staff (n=59) completed a survey focused on the five PHW categories. Upon completion, data was analyzed using SPSS and emphasis was placed on comparing responses between academic position and gender. Scale items within the survey were evaluated for reliability. Logistic regression was used to account for potential confounding variables. A two-day workshop designed for faculty and staff was held and organized for participants to hear from guest speakers on the topics of “Implicit Bias” and “Fostering Civility in the Learning Environment.” The presentations included small group activities and opportunities for participants to share and practice strategies for identifying and deterring implicit bias and incivility in the work environment. After the presentations, participants were randomly assigned to groups, comprised of both faculty and staff, and assigned two tasks: 1) define behaviors and values faculty and staff would like to see as norms for collegial interaction, and 2) evaluate and discuss the survey data for assigned PHW criteria and identify current opportunities or obstacles along with suggested strategies for improvement. Behavioral norms were voted upon by all workshop participants to identify the most commonly agreed upon values and norms. Lastly, the identified PHW opportunities and suggested strategies were compiled and shared with all participants. At the completion of the workshop, participants received a post-workshop survey to evaluate how the workshop and speakers enhanced understanding related to improving workplace climate. The primary outcome measures were identified areas of opportunities with suggested strategies for improvement and change. These areas were based on the PHW categories and survey results. The secondary outcome measures were defined behaviors for collegial interaction and percent of participants with an enhanced understanding of issues related to improving workplace climate as measured by self-report within the post-workshop survey.
Results:At the completion of the workshop, participants (n=56) identified opportunities and strategies for improvement for each PHW category. The variance in participants from the initial survey to those at the completion of the workshop is attributed to employee turnover between the survey release and the workshop. The PHW category (1), employee involvement, opportunity was to ameliorate workplace ostracism for all employees by increasing awareness/mindfulness of unique personalities, increase transparent communication, actively seek opinions, and inclusion of different work groups. The PHW category (2), employee growth and development, opportunity was to implement a staff mentorship program and improve the current faculty mentorship program. Suggested strategies included considering diverse needs for mentoring, using the literature to build a more robust mentoring plan, and consider incorporating focus groups for the updated mentoring plans. The PHW category (3), employee recognition, opportunity was to establish an employee recognition program within our unit by polling faculty and staff on what activities and behaviors they would like to receive formal recognition. Additionally, seek more information by investigating what and how other programs and institutions incorporate formal recognition/awards programs. The PHW category (4), health and safety, opportunity focused on improving physical and mental health through the integration of existing university and local health resources and incorporation of monthly mental health “brown bag” events. The final PHW category (5), work-life balance, identified work-family conflict as an area of opportunity for improvement with strategies directed towards implementing focused analysis of workload distributions by administration, maintaining continuity in workload assignments, and assigning work according to strengths and interests. Participants defined and voted on the following behavioral norms for collegial interaction within the college of nursing: We will perform random acts of kindness for each other; We purposefully seek out opportunities to uplift, encourage, and celebrate our colleagues; We will adhere to the Aggie Core Values; We strive to remain approachable and encourage feedback; We do not speak negatively about colleagues in their absence. Post-workshop survey response rate was 37.5% (n=21) with 62% of respondents strongly agreeing and 24% agreeing the workshop enhanced their understanding of issues related to improving the workplace climate.
Conclusion: The project is ongoing. Incorporating education and collaboration with shared decision-making efforts has increased communication concerning obstacles to creating a psychologically healthy workplace. Additional PDSA cycles are planned to incorporate college of nursing talent and pre-existing work groups to test the strategies identified by faculty and staff, test adherence to the agreed upon behavioral norms, and implement continuing education as it pertains to creating a psychologically healthy workplace.