Use of an Innovative Personality-Mindset Profiling Tool to Guide Culture-Change Strategies among Different Healthcare Worker Groups.

Grayson, ML; Macesic, N; Huang, GK; Bond, K; Fletcher, J; Gilbert, GL; Gordon, DL; Hellsten, JF; Iredell, J; Keighley, C; Stuart, RL; Xuereb, CS; Cruickshank, M

Use of an Innovative Personality-Mindset Profiling Tool to Guide Culture-Change Strategies among Different Healthcare Worker Groups.

Grayson, ML Macesic, N Huang, GK Bond, K Fletcher, J Gilbert, GL Gordon, DL Hellsten, JF Iredell, J Keighley, C Stuart, RL Xuereb, CS Cruickshank, M

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Publisher:: PUBLIC LIBRARY SCIENCE
Publication Type:: Journal Article
Citation:: PloS one, 2015, 10, (10), pp. e0140509
Issue Date:: 2015-01

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Field	Value	Language
dc.contributor.author	Grayson, ML
dc.contributor.author	Macesic, N
dc.contributor.author	Huang, GK
dc.contributor.author	Bond, K
dc.contributor.author	Fletcher, J
dc.contributor.author	Gilbert, GL
dc.contributor.author	Gordon, DL
dc.contributor.author	Hellsten, JF
dc.contributor.author	Iredell, J
dc.contributor.author	Keighley, C
dc.contributor.author	Stuart, RL
dc.contributor.author	Xuereb, CS
dc.contributor.author	Cruickshank, M https://orcid.org/0000-0001-9890-3141
dc.date.accessioned	2020-11-01T06:08:30Z
dc.date.available	2015-09-25
dc.date.available	2020-11-01T06:08:30Z
dc.date.issued	2015-01
dc.identifier.citation	PloS one, 2015, 10, (10), pp. e0140509
dc.identifier.issn	1932-6203
dc.identifier.issn	1932-6203
dc.identifier.uri	http://hdl.handle.net/10453/143665
dc.description.abstract	Important culture-change initiatives (e.g. improving hand hygiene compliance) are frequently associated with variable uptake among different healthcare worker (HCW) categories. Inherent personality differences between these groups may explain change uptake and help improve future intervention design.We used an innovative personality-profiling tool (ColourGrid®) to assess personality differences among standard HCW categories at five large Australian hospitals using two data sources (HCW participant surveys [PS] and generic institution-wide human resource [HR] data) to: a) compare the relative accuracy of these two sources; b) identify differences between HCW groups and c) use the observed profiles to guide design strategies to improve uptake of three clinically-important initiatives (improved hand hygiene, antimicrobial stewardship and isolation procedure adherence).Results from 34,243 HCWs (HR data) and 1045 survey participants (PS data) suggest that HCWs were different from the general population, displaying more individualism, lower power distance, less uncertainty avoidance and greater cynicism about advertising messages. HR and PS data were highly concordant in identifying differences between the three key HCW categories (doctors, nursing/allied-health, support services) and predicting appropriate implementation strategies. Among doctors, the data suggest that key messaging should differ between full-time vs part-time (visiting) senior medical officers (SMO, VMO) and junior hospital medical officers (HMO), with SMO messaging focused on evidence-based compliance, VMO initiatives emphasising structured mandatory controls and prestige loss for non-adherence, and for HMOs focusing on leadership opportunity and future career risk for non-adherence.Compared to current standardised approaches, targeted interventions based on personality differences between HCW categories should result in improved infection control-related culture-change uptake. Personality profiling based on HR data may represent a useful means of developing a national culture-change "blueprint" for HCW education.
dc.format	Electronic-eCollection
dc.language	eng
dc.publisher	PUBLIC LIBRARY SCIENCE
dc.relation.ispartof	PloS one
dc.relation.isbasedon	10.1371/journal.pone.0140509
dc.rights	info:eu-repo/semantics/openAccess
dc.subject.classification	General Science & Technology
dc.subject.mesh	Humans
dc.subject.mesh	Attitude of Health Personnel
dc.subject.mesh	Personality
dc.subject.mesh	Personality Assessment
dc.subject.mesh	Infection Control
dc.subject.mesh	Adult
dc.subject.mesh	Medical Staff, Hospital
dc.subject.mesh	Hospitals
dc.subject.mesh	Guideline Adherence
dc.subject.mesh	Australia
dc.subject.mesh	Female
dc.subject.mesh	Male
dc.subject.mesh	Hand Disinfection
dc.subject.mesh	Surveys and Questionnaires
dc.subject.mesh	Adult
dc.subject.mesh	Attitude of Health Personnel
dc.subject.mesh	Australia
dc.subject.mesh	Female
dc.subject.mesh	Guideline Adherence
dc.subject.mesh	Hand Disinfection
dc.subject.mesh	Hospitals
dc.subject.mesh	Humans
dc.subject.mesh	Infection Control
dc.subject.mesh	Male
dc.subject.mesh	Medical Staff, Hospital
dc.subject.mesh	Personality
dc.subject.mesh	Personality Assessment
dc.subject.mesh	Surveys and Questionnaires
dc.title	Use of an Innovative Personality-Mindset Profiling Tool to Guide Culture-Change Strategies among Different Healthcare Worker Groups.
dc.type	Journal Article
utslib.citation.volume	10
utslib.location.activity	United States
pubs.organisational-group	/University of Technology Sydney/Faculty of Health
pubs.organisational-group	/University of Technology Sydney
utslib.copyright.status	open_access	*
dc.date.updated	2020-11-01T06:08:09Z
pubs.issue	10
pubs.publication-status	Published
pubs.volume	10
utslib.citation.issue	10

Abstract:

Important culture-change initiatives (e.g. improving hand hygiene compliance) are frequently associated with variable uptake among different healthcare worker (HCW) categories. Inherent personality differences between these groups may explain change uptake and help improve future intervention design.We used an innovative personality-profiling tool (ColourGrid®) to assess personality differences among standard HCW categories at five large Australian hospitals using two data sources (HCW participant surveys [PS] and generic institution-wide human resource [HR] data) to: a) compare the relative accuracy of these two sources; b) identify differences between HCW groups and c) use the observed profiles to guide design strategies to improve uptake of three clinically-important initiatives (improved hand hygiene, antimicrobial stewardship and isolation procedure adherence).Results from 34,243 HCWs (HR data) and 1045 survey participants (PS data) suggest that HCWs were different from the general population, displaying more individualism, lower power distance, less uncertainty avoidance and greater cynicism about advertising messages. HR and PS data were highly concordant in identifying differences between the three key HCW categories (doctors, nursing/allied-health, support services) and predicting appropriate implementation strategies. Among doctors, the data suggest that key messaging should differ between full-time vs part-time (visiting) senior medical officers (SMO, VMO) and junior hospital medical officers (HMO), with SMO messaging focused on evidence-based compliance, VMO initiatives emphasising structured mandatory controls and prestige loss for non-adherence, and for HMOs focusing on leadership opportunity and future career risk for non-adherence.Compared to current standardised approaches, targeted interventions based on personality differences between HCW categories should result in improved infection control-related culture-change uptake. Personality profiling based on HR data may represent a useful means of developing a national culture-change "blueprint" for HCW education.

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http://hdl.handle.net/10453/143665