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Background: The Doctor of Nursing Practice (DNP) degree prepares nurses for engagement in practice scholarship to improve health outcomes at multiple system levels. Organizational leaders' and employers' perceptions and expectations of DNP-prepared nurses require further study. Objective: To explore the perception of organizational leaders regarding expectations and engagement of DNP-prepared nurses in practice scholarship activities. Methods: Guided by the Actualized DNP Model, a cross-sectional design was used to survey organizational leaders (N = 87) regarding DNP-prepared nurses' engagement in practice scholarship. Results: Findings indicate that 92% (n = 80) of participants believed practice scholarship should be an expectation of DNP-prepared nurses serving in a variety of roles. Of the 77 respondents to the scholarship engagement questions, 97.4% (n = 75) reported that DNP-prepared nurses engaged in one or more practice scholarship activities over the past year. Conclusions: Aligning DNP practice scholarship competencies, as outlined in the American Association of Colleges of Nursing 2021 Essentials, with organizational needs, expectations, and provision of sufficient time to support these scholarship activities is needed. Implications for Nursing: Opportunities exist for DNP-prepared nurses to articulate and demonstrate their value by conducting practice scholarship through innovative advanced nursing roles to realize organizational goals. Organizational support is necessary for practice scholarship activities to transform DNP education.

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Promoting excellence in autism intervention is arguably more urgent than ever for the field of applied behavior analysis. To fulfill this objective, autism agencies must operate from validated program systems and do so with fidelity. Program components include, but are not limited to, staff training and evaluation of clinical skills, functional personnel roles designed to promote positive outcomes for those served, and professional staff-communication-skill repertoires. Data on client outcomes must be tied to implementation of core program variables; and, contingencies between the data on client outcomes and staff performance must exist. Furthermore, these contingencies must be yoked across members of the organization to ensure a sustainable and effective program model. Finally, data on consumer satisfaction must be collected and used to evaluate program components and agency practices. Members of the Alliance for Scientific Autism Intervention have implemented key program-wide systems based upon the work of McClannahan and Krantz Journal of Applied Behavior Analysis, 26, 589-596 (1993) for decades and across various agency cultures. Data collected by six independent educational agencies on client outcomes, program implementation, and consumer feedback for a 10-year time span demonstrate the sustainability of the model and support the importance of key organizational systems and the relationship between implementation of the model and high-quality outcomes for individuals with autism.

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Introducción: En la sociedad moderna, los sistemas organizacionales marchan a la par de los procesos de transformaciones sociales. Dentro del clima organizacional, el comportamiento organizacional permite el estudio sistemático de actos y actitudes que las personas muestran en las organizaciones. Objetivo: Caracterizar el clima organizacional desde la percepción de la dimensión comportamiento organizacional de los trabajadores de la Facultad de Ciencias Médicas de Mayabeque. Métodos: Se realizó un estudio observacional descriptivo transversal para caracterizar el comportamiento de variables socio-psicológicas que definen comportamiento organizacional y su impacto en el funcionamiento interno de la Facultad de Ciencias Médicas de Mayabeque de enero a octubre del 2017. El universo estuvo constituido por el total de trabajadores de la institución en el período estudiado. La información se recogió de una fuente primaria a través de cuestionario estructurado autoaplicado, entrevista individual y grupal y la observación de la institución, que permitió la recopilación de información imprescindible mediante la triangulación de técnicas e instrumentos para el abordaje del fenómeno organizacional. Resultados: La dimensión comportamiento organizacional muestra un valor de 5,78 según promedio de ítem, lo que muestra indicadores de riesgo. La categoría comunicación obtiene la menor puntuación con 5,50 promedio de ítem. Las relaciones interpersonales entre el jefe y los miembros del equipo de trabajo fue el ítem que obtuvo mayor promedio en la categoría, con 1,46. Conclusiones: El clima organizacional de la Facultad de Ciencias Médicas de Mayabeque clasifica con un puntaje de riesgo y los trabajadores perciben dificultades en las categorías Motivación, Comunicación y Relaciones Interpersonales que la hacen clasificar como categoría en riesgo dentro de la dimensión Comportamiento Organizacional.

Introduction: In modern society, organizational systems go hand in hand with the processes of social transformations. Within the organizational ambiance, organizational behavior allows for the systematic study of acts and attitudes that people display in organizations. Objective: To characterize the organizational ambiance from the perception of the organizational behavior dimension of the workers of the Faculty of Medical Sciences of Mayabeque. Methods: A cross-sectional descriptive observational study was conducted to characterize the behavior of socio-psychological variables that define organizational behavior and their impact on the internal functioning of the Faculty of Medical Sciences of Mayabeque from January to October 2017. The universe consisted of the total number of employees of the institution in the period studied. The information was collected from a primary source through a self-administered structured questionnaire, individual and group interviews, and observation of the institution, which allowed the collection of essential information through the triangulation of techniques and instruments to address the organizational phenomenon. Results: The organizational behavior dimension shows a value of 5.78, which shows risk indicators. The communication category gets the lowest score with 5.50. The interpersonal relationships between the boss and the members of the work team were the ones that obtained the highest average in the category with 1.46. Conclusions: The organizational climate of the Faculty of Medical Sciences of Mayabeque classifies with a risk score and workers perceive difficulties in the categories of Motivation, Communication and Interpersonal Relationships that make it classified as a category at risk within the dimension of Organizational Behavior.

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Los sistemas organizacionales marchan a la par de los procesos de transformaciones sociales. El propósito de este trabajo es reflejar teóricamente la evolución, teorías, enfoques y características que sustentan el desarrollo de las organizaciones. Se realizó una revisión bibliográfica y documental sobre el tema en fuentes de datos digitales indexadas SciELO, EBSCO y material disponible en el repositorio de la biblioteca de la Escuela Nacional de Salud Pública de Cuba. Se usaron los descriptores: sistemas organizativos, teorías de la administración, desarrollo organizacional y gestión del cambio. El tratamiento de los datos se realizó mediante el análisis de contenido de tipo directo. Se expone la organización como una estructura artificial creada para el alcance de determinados objetivos. Se plantea que existen cuatro tipos de sistema de diseño de organización:explotador autoritario, benévolo autoritario, consultivo y participativo. Se explica que la teoría de sistemas propone cuatro implicaciones: la interdependencia, la apertura, el marco analítico macroscópico y microscópico; así como la adaptación y la innovación de la organización. Se presenta la evolución de las estructuras organizativas, los cambios a nivel organizacional y en los paradigmas de la administración. Hoy en día se aboga a favor de la necesidad de que las organizaciones diseñen estructuras más flexibles al cambio y que este se produzca como consecuencia del aprendizaje de sus miembros. Esto implica generar condiciones para promover equipos de alto desempeño, entender que el aprendizaje en equipo implica generar valor al trabajo y más adaptabilidad al cambio con una amplia visión hacia la innovación. El aspecto central de las organizaciones con miras al éxito es la calidad de sus líderes(AU)

Organizational systems go on a par with the processes of social changes. The objective of this paper was to theoretically show the evolution, theories, criteria and characteristics that support the development of organizations. A literature and documentary review was made on this topic in digital databases as Scielo and EBSCO and in available documents from the repository of the National School of Public Health library. The used subject headings were organizational systems, management theories, organizational development and change management. Direct content analysis served to process data. The organization was defined as an artificial structure created to achieve certain objectives. It was stated that there are four types of systems of organization design: authoritarian exploiting, authoritarian benevolent, consultative and participatory. It was explained that the system theory suggests four implications: interdependence, openness, macroscopic analytical and microscopic analytical frame as well as the adaptation and innovation of the organization. The evolution of the organizational structures, the changes at organizational level and in the management paradigms were also presented. Nowadays, there is a need for the organizations to design structures that can be more flexibly change and such a change should occur as a result of the members' learning. This means creating conditions to promote high performance teams, on the understanding that team learning generates value for work and more adaptability to change, with broad vision toward innovation. The central aspect of the organizations, with a view to being successful, is the quality of its leaders(AU)

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El presente artículo se propone comprender cómo las enfermeras ven la complejidad de los cuidados de enfermería dentro de un Sistema de Organización de la Salud. Para este fin se realizó una revisión bibliográfica integradora, utilizando la base de datos SciELO. El análisis dio como resultado 26 referencias completas en el período de 2004 a 2010. Se encontró que entender la enfermería como un sistema complejo de producción de los servicios de salud no siempre es fácil, así como reconocer la profesión dentro de las bases administrativas. La producción científica sobre el cuidado de enfermería dentro de esa complejidad no siempre es valorada y, a menudo infravalorada, ya que el enfermero considera que es sólo un integrador de otras profesiones. Llegamos a la conclusión de que nos alejamos de la esencia de la enfermería cuando perdemos la capacidad de comprender nuestro producto no sólo como un integrador, sino como una parte clave del proceso de vivir, estar sano y adolecer(AU)

This article aims to understand how nurses see the complexity of nursing care within an orrganizational system in health. To this end, we developed an integrative literature review, using the Scielo database. The analysis resulted in 26 complete references from 2004 to 2010. We found that understanding nursing as a complex system of production of health services is not always easy, as well as recognizing the profession within the administrative bases. The production of nursing care within this complex phenomenon is not always valued and often underestimated because the nurses feel it is only an integrator of other professions. We conclude that we move away from the essence of nursing when we lose the ability to understand our product not only as an integrator, but as a key part of the process of living, being healthy and sick(AU)

Esse artigo tem como objetivo compreender de que maneira os enfermeiros vislumbram a complexidade do cuidado de enfermagem dentro de um Sistema Organizacional de Saúde. Para tanto realizamos uma revisão integrativa da literatura, utilizando a base de dados Scielo. A análise resultou em 26 referências completas, no período de 2004 a 2010. Constatamos que entender a enfermagem como um sistema complexo de produção de serviços em saúde nem sempre é tarefa fácil, assim como reconhecer a profissão dentro das bases administrativas. A produção do cuidado de enfermagem dentro dessa complexidade é um fenômeno nem sempre valorizado e muitas vezes subestimado pelo fato de o enfermeiro sentir-se somente um integrador de outras profissões. Concluímos que nos afastamos da essência da enfermagem quando perdemos a capacidade de entender o nosso produto não somente como integrador, mas como parte primordial do processo de viver, ser saudável e adoecer(AU)

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