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Organizational Change in Human Service Organizations: A Review and Content Analysis
Human Service Organizations: Management, Leadership & Governance ( IF 1.721 ) Pub Date : 2021-09-01 , DOI: 10.1080/23303131.2021.1967245
John R. Graham 1 , Kyler Woodmass 1 , Quinn Bailey 1 , Eric P. H. Li 2 , Arielle Lomness 3
Affiliation  

ABSTRACT

This literature review examines organizational change scholarship within human service organizations (“health,” “human,” and “social” services) between 1968 and 2020. MEDLINE, CINAHL, Social Work Abstracts, EMBASE, and Sociology Collection databases were searched for peer-reviewed, English-language items. The vast majority of first authors were based in the UK, the US, Australia, and Canada, though UK-based authors produced over a third of included items. Forty-two journals had multiple included items. Four main, interconnected themes were identified and discussed: external rationales for change (e.g. adopting evidence-based practices, structural shifts, community demands); type and level of change (e.g. frontline interventions, restructuring management, improving internal and external relations); implementing changes (targeted interventions, broader implementation models, and successful “tactics”); and internal characteristics that both promote and inhibit change (leadership, readiness, communication, learning orientation, skills). Growing scholarship warrants frequent review and summarization for diverse actors.



中文翻译:

人类服务组织的组织变革:回顾和内容分析

摘要

这篇文献综述考察了 1968 年至 2020 年间人类服务组织(“健康”、“人类”和“社会”服务)中的组织变革学术研究。搜索了 MEDLINE、CINAHL、社会工作摘要、EMBASE 和社会学收藏数据库中的同行审查的英语项目。绝大多数第一作者来自英国、美国、澳大利亚和加拿大,尽管英国作者制作了超过三分之一的收录项目。42 种期刊有多个收录项目。确定并讨论了四个相互关联的主要主题:变革的外部理由(例如采用循证实践、结构转变、社区需求);变化的类型和水平(例如一线干预、重组管理、改善内部和外部关系);实施变革(有针对性的干预措施,更广泛的实施模式和成功的“策略”);促进和抑制变化的内部特征(领导力、准备、沟通、学习方向、技能)。不断增长的奖学金需要对不同的参与者进行频繁的审查和总结。

更新日期:2021-09-01
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