Method: An emancipatory practice development framework with an integrated evaluation approach based on Realistic Evaluation was used in this study. Realistic Evaluation evaluates the relationships between Context (setting), Mechanism (process characteristics) and Outcome (arising from the context-mechanism configuration). The aim was to undertake an in-depth analysis of the culture as the starting point for the study. Data collection methods included survey, participant observation and interview. Cognitive mapping, constant comparative method and coding were used to analyse the data.

Results: Teamwork, Learning in Practice, Inevitability of Change and Family Centred Care were the four key categories identified. Collectively these formed a central category of Core Values and Beliefs. A number of themes were identified from the data in each category that reflect tensions that exist between differing values and beliefs within the culture of the unit.

Conclusions: Understanding values and beliefs is an important part of understanding the culture of a workplace culture. Whilst survey methods are capable of outlining espoused characteristics of a workplace, observation of staff interactions and perceptions provides an understanding of culture as a living entity manifested through interpersonal relationships. Attempts at changing workplace cultures should start from the clarification of values held among staff in that culture.

Implications: Nurses need to understand workplace culture if they are to significantly influence sustained cultural change.

Back to Posters
Back to Evidence-Based Nursing: Strategies for Improving Practice
Sigma Theta Tau International
July 21, 2004