Abstract
Introduction: Developing person-centred practice is not a one-time event; rather it requires a sustained commitment from organisations to facilitate ongoing developments. Person-centeredness can only happen if cultures in care settings enable staff to experience and work in a person-centred way. This paper aims to highlight areas for improvements based on findings of person-centred provider practices in primary care clinics.
Method: We adapted the Person-Centred Practice Inventory-Staff (PCPI-S) questionnaire containing 59 items drawn from 17 constructs and rated from a 5-point scale indicating frequency of person-centred practice in health clinics in Pulau Pinang. All eligible candidates were recruited for comprehensiveness. Upon approval from state and districts ' health offices, representatives from each clinic were briefed about the study objective and data collection process. Printed questionnaires were distributed to eligible candidates from nine different health care provider categories. Respondents consented before participation and returned responses in sealed envelopes. We analysed and reported the median score for each construct in the instrument.
Results and Discussion: A total of 887 respondents (90% response rate) from 16 clinics participated in the study. The respondents' mean years of service was 9.9 ± 6.3 (range 1 month to 35 years). Nurses were the largest respondent group (45%). Overall, median scores ranged from 3.6 to 4.3. Four constructs related to organisational factors were identified as areas for improvements: Supportive Organizational System (Median 3.6, IQ:3.0-4.0), Clarity of Beliefs and Values (Median 3.7, IQ:3.3-4.0), Shared Decision-Making Systems (3.8, IQ:3.3-4.0), and Potential for Innovation and Risk Taking (Median 3.8 IQ:3.3-4.3). The transformation needed in work culture centred around giving more opportunities to healthcare providers to raise their concerns, be involved in organisational decision-making and creating a more appreciative working environment. Findings were presented to stakeholders from Pulau Pinang who deliberated a cause and action plan to improve person-centred practice.
Conclusion: A key consideration for all organisations in the development of a person-centred practice is to shift from 'person-centred moments' to 'person-centred culture', requiring reformation of workplace culture by improvements of identified organisational factors.
Links
- https://apcph.cphm.my/wp-content/uploads/2022/07/APCPH2022-O-53.pdf
- https://apcph.cphm.my/events/oral-session-7-ballroom-A/
BibTeX (Download)
@proceedings{APCPH2022-O-53,
title = {Supporting person-centred practice: The future of primary health care},
author = {Nur Zahirah Balqis-Ali and Pui San Saw and Anis Syakira Jailani and Weng Hong Fun and Sondi Sararaks},
url = {https://apcph.cphm.my/wp-content/uploads/2022/07/APCPH2022-O-53.pdf
https://apcph.cphm.my/events/oral-session-7-ballroom-A/},
year = {2022},
date = {2022-08-01},
urldate = {2022-08-02},
issue = {7},
abstract = {Introduction: Developing person-centred practice is not a one-time event; rather it requires a sustained commitment from organisations to facilitate ongoing developments. Person-centeredness can only happen if cultures in care settings enable staff to experience and work in a person-centred way. This paper aims to highlight areas for improvements based on findings of person-centred provider practices in primary care clinics.
Method: We adapted the Person-Centred Practice Inventory-Staff (PCPI-S) questionnaire containing 59 items drawn from 17 constructs and rated from a 5-point scale indicating frequency of person-centred practice in health clinics in Pulau Pinang. All eligible candidates were recruited for comprehensiveness. Upon approval from state and districts ' health offices, representatives from each clinic were briefed about the study objective and data collection process. Printed questionnaires were distributed to eligible candidates from nine different health care provider categories. Respondents consented before participation and returned responses in sealed envelopes. We analysed and reported the median score for each construct in the instrument.
Results and Discussion: A total of 887 respondents (90% response rate) from 16 clinics participated in the study. The respondents' mean years of service was 9.9 ± 6.3 (range 1 month to 35 years). Nurses were the largest respondent group (45%). Overall, median scores ranged from 3.6 to 4.3. Four constructs related to organisational factors were identified as areas for improvements: Supportive Organizational System (Median 3.6, IQ:3.0-4.0), Clarity of Beliefs and Values (Median 3.7, IQ:3.3-4.0), Shared Decision-Making Systems (3.8, IQ:3.3-4.0), and Potential for Innovation and Risk Taking (Median 3.8 IQ:3.3-4.3). The transformation needed in work culture centred around giving more opportunities to healthcare providers to raise their concerns, be involved in organisational decision-making and creating a more appreciative working environment. Findings were presented to stakeholders from Pulau Pinang who deliberated a cause and action plan to improve person-centred practice.
Conclusion: A key consideration for all organisations in the development of a person-centred practice is to shift from 'person-centred moments' to 'person-centred culture', requiring reformation of workplace culture by improvements of identified organisational factors.},
howpublished = {published online at https://apcph.cphm.my},
note = {Type: ORAL PRESENTATION; Organisation: Institute for Health Systems Research, National Institutes of Health; School of Pharmacy, Monash University Malaysia},
keywords = {person-centred care, person-centred practice, Person-Centred Practice Inventory-Staff (PCPI-S), primary health care, questionnaire},
pubstate = {published},
tppubtype = {proceedings}
}