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The objective of this chapter is to present research results on the relationship between innovation climate among the workforce and the degree of implementation of patient-centered care (PCC). The overarching goal is to contribute to quantitative research on the organizational preconditions including the skills, capacity and readiness of the workforce for Innovation. The research question is: Is there a correlation between innovation climate among the workforce and the degree of implementation of patient-centredness in health and social care organizations? Regarding methodology a secondary data analysis of data from the OrgValue study was conducted, in which decision-makers from health and social care organisations in Cologne were surveyed on PCC implementation. Only organizations with more than two employees are included in the analysis (N = 156). Multiple linear regression was applied to examine the relationship between the independent variable innovation climate and the dependent variable PCC implementation. The findings can be summarized as follows: The model fit of the second model with control variables is R2 = .159 (p < .001), 15.9% of the total variance in implementation of patient-centredness can be explained by the factors innovation climate, organization size and organization type. The coefficient for the independent variable innovation climate is significant in this model (β = 0.388; p < .001). The inclusion of the innovation climate factor in the model was associated with an increase in the proportion of explained variance of 7.6 percentage points. In the research field of organizational preconditions and implementation of PCC many qualitative publications can be found that compile the facilitators and barriers for the PCC implementation. The above research results indicate that there is a positive relationship between innovation climate among the workforce and implementation of PCC. No reliable conclusions can yet be drawn about the strength of the influence and the interaction of these factors. More quantitative and longitudinal research into these organizational factors related to the workforce is therefore required.

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Innovation Climate: An Organizational Precondition for the Implementation of Patient-Centered Care

  • 章节

  • 发表日期：

    2025年

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  • Theresa Hensel,
  • Holger Pfaff

摘要

The objective of this chapter is to present research results on the relationship between innovation climate among the workforce and the degree of implementation of patient-centered care (PCC). The overarching goal is to contribute to quantitative research on the organizational preconditions including the skills, capacity and readiness of the workforce for Innovation. The research question is: Is there a correlation between innovation climate among the workforce and the degree of implementation of patient-centredness in health and social care organizations? Regarding methodology a secondary data analysis of data from the OrgValue study was conducted, in which decision-makers from health and social care organisations in Cologne were surveyed on PCC implementation. Only organizations with more than two employees are included in the analysis (N = 156). Multiple linear regression was applied to examine the relationship between the independent variable innovation climate and the dependent variable PCC implementation. The findings can be summarized as follows: The model fit of the second model with control variables is R2 = .159 (p < .001), 15.9% of the total variance in implementation of patient-centredness can be explained by the factors innovation climate, organization size and organization type. The coefficient for the independent variable innovation climate is significant in this model (β = 0.388; p < .001). The inclusion of the innovation climate factor in the model was associated with an increase in the proportion of explained variance of 7.6 percentage points. In the research field of organizational preconditions and implementation of PCC many qualitative publications can be found that compile the facilitators and barriers for the PCC implementation. The above research results indicate that there is a positive relationship between innovation climate among the workforce and implementation of PCC. No reliable conclusions can yet be drawn about the strength of the influence and the interaction of these factors. More quantitative and longitudinal research into these organizational factors related to the workforce is therefore required.