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Effects of professional commitment and organizational context on the professional development of Canadian occupational therapists

  • Author / Creator
    Rivard Magnan, Annette M
  • Over the past two decades, health care has undergone massive change, both in scientific and technological advancements, and in the manner in which services are structured and delivered (Angus, Auer, Cloutier, & Albert, 1995). Social, political, and financial pressures have resulted in organizational restructuring, which in turn influenced the delivery of health care at all levels. The knowledge base of the occupational therapy profession has continued to expand and there is increasing evidence of the effectiveness of its services. For these many reasons professional development has become especially critical as it enhances practitioners’ abilities to respond appropriately to these ever-changing external forces (Nolan, Owens, & Nolan, 1995) and ensures evidence-based practice (Craik & Rappolt, 2006), thus benefitting both patients and organizations. As professionals, occupational therapists are personally accountable for the quality and outcomes of the services they provide (Friedson, 1994). This study examined the factors that induce occupational therapists - important resources for the health care system - to maintain, adapt, and enhance their competencies. I explored the potential drivers of professional development using a combination of commitment theory and organizational support theory (Eisenberger, Huntington, Hutchison, & Sowa, 1986; Meyer & Herscovitch 2001). Hierarchical regression analysis showed that, though perceived organizational support and development-oriented human resource management practices play a role in professional development, occupational therapists’ professional commitment is the most important influence on professional development. Moreover, in the population studied, performance appraisals did not appear to influence professional development. Participants’ open-ended comments suggested that occupational therapists do not perceive such appraisals as relevant to their practice or learning needs. These findings have important implications. The education of occupational therapists and the role of professional bodies become important for instilling and supporting professional commitment. For employers, the hiring process for occupational therapists and the policies and human resource management practices related to encouraging professional commitment become especially critical.

  • Subjects / Keywords
  • Graduation date
    2010-11
  • Type of Item
    Thesis
  • Degree
    Doctor of Philosophy
  • DOI
    https://doi.org/10.7939/R3H36T
  • License
    This thesis is made available by the University of Alberta Libraries with permission of the copyright owner solely for non-commercial purposes. This thesis, or any portion thereof, may not otherwise be copied or reproduced without the written consent of the copyright owner, except to the extent permitted by Canadian copyright law.
  • Language
    English
  • Institution
    University of Alberta
  • Degree level
    Master's
  • Department
    • Faculty of Rehabilitation Medicine
  • Supervisor / co-supervisor and their department(s)
    • Gellatly, Ian (Strategic Management and Organization)
    • Warren, Sharon (Faculty of Rehabilitation Medicine)
    • Hollis, Vivien (Occupational Therapy)
  • Examining committee members and their departments
    • Rappolt, Susan (Department of Occupational Science and Occupational Therapy, University of Toronto
    • Wilson, Donna (Faculty of Nursing)