Defining and Assessing Organizational Culture

Pielegniarstwo XXI wieku / Nursing in the 21st Century, 2018

Introduction. Organizational culture is an ambiguous concept, it reflects norms and values considered important in a given society. It is subject to the influence of internal and external factors, as well as its technical and organizational solutions. It is considered a significant factor in the organization’s success and sets the direction of most of its members’ activities. Aim. The aim of the work was to present a review of research on organizational culture in the health care system based on the literature. Methods. The article is in the form of an unsystematic review. The medical databases PubMed, Scopus, Web of Science and Google Scholar have been reviewed (from January 1963 to January 2017). Results. The concept of organizational culture in the management literature for the first time was defined in the 1950s. The subject of research on organizational culture in the health care system and subsystem of nursing was mainly dealt with in North America and Western Europe. In Polan...

We examined how organizational culture in nursing homes affects staff turnover, because culture is a first step to creating satisfactory work environments. Design and Methods: Nursing home administrators were asked in 2009 to report on facility culture and staff turnover. We received responses from 419 of 1,056 administrators contacted. Respondents reported the strength of cultural values using scales from a Competing Values Framework and percent of staff leaving annually for Registered Nurse (RN), Licensed Practice Nurse (LPN), and nursing aide (NA) staff. We estimated negative binomial models predicting turnover. Results: Turnover rates are lower than found in past but remain significantly higher among NAs than among RNs or LPNs. Facilities with stronger market values had increased turnover among RNs and LPNs, and among NAs when turnover was adjusted for facilities with few staff. Facilities emphasizing hierarchical internal processes had lower RN turnover. Group and developmental values focusing on staff and innovation only lowered LPN turnover. Finally, effects on NA turnover become insignificant when turnover was adjusted if voluntary turnover was reported. Implications: Organizational culture had differential effects on the turnover of RN, LPN, and NA staff that should be addressed in developing culture-change strategies. More flexible organizational culture values were important for LPN staff only, whereas unexpectedly, greater emphasis on rigid internal rules helped facilities retain RNs. Facilities with a stronger focus on customer needs had higher turnover among all staff.

Health Services Research, 2003

Objective. To review the quantitative instruments available to health service researchers who want to measure culture and cultural change. Data Sources. A literature search was conducted using Medline, Cinahl, Helmis, Psychlit, Dhdata, and the database of the King's Fund in London for articles published up to June 2001, using the phrase ''organizational culture.'' In addition, all citations and the gray literature were reviewed and advice was sought from experts in the field to identify instruments not found on the electronic databases. The search focused on instruments used to quantify culture with a track record, or potential for use, in health care settings. Data Extraction. For each instrument we examined the cultural dimensions addressed, the number of items for each questionnaire, the measurement scale adopted, examples of studies that had used the tool, the scientific properties of the instrument, and its strengths and limitations. Principal Findings. Thirteen instruments were found that satisfied our inclusion criteria, of which nine have a track record in studies involving health care organizations. The instruments varied considerably in terms of their grounding in theory, format, length, scope, and scientific properties. Conclusions. A range of instruments with differing characteristics are available to researchers interested in organizational culture, all of which have limitations in terms of their scope, ease of use, or scientific properties. The choice of instrument should be determined by how organizational culture is conceptualized by the research team, the purpose of the investigation, intended use of the results, and availability of resources.

2020

Nowadays, health care organizations are littered with changes and reforms, thus new challenges arise for nurse. Nurses have to have power so as to attain their personal and organizational goals. Furthermore, there has been an interest in research on organizational Culture because it shape the organization and supply a fancy understanding of organizational factors like empowerment. For this purpose, concept analysis is a suitable method. Purpose: The present study was conducted with the purpose of clarifying and defining the concept of Healthcare Organizational culture, its attributes, antecedents, and consequences. Methods: In this study, the steps of concept analysis were as follows: Select a concept, determine the aims of the analysis, identify various definitions of the concept, determine the concept attributes and identify the antecedents and consequences. All studies between the years 2010 and 2020 were reviewed. Data Collection: For purposes of this concept analysis, PubMed, G...

Progress in Health Sciences, 2018

Introduction: Organizational culture is a social issue reflecting opinions, behavior or attitudes of members of a particular organization. It determines a sense of identity of the people employed and designates durability and functioning of the system approved in a given organization. While acknowledging that organizational culture is a factor distinguishing a particular unit, the main purpose of the study is the diagnosis of the dominant type of organizational culture in a particular residential facility functioning in the West Pomeranian region of Poland. Materials and methods: The study was conducted by the diagnostic survey method and the use of standardized OCAI tool. 122 nurses who were working in the researched facility took part in the study. Results: The results indicate that chosen nursing teams, which were employed within the facility, determine hierarchical type as the dominant one (48% of all interviewed). While at the same time indicating the clan culture as the appropriate as the future one (about 66% of all interviewed). Conclusions: Research data analysis confirms common opinions about Polish healthcare sector. According to it, facility's functioning is based on characteristic features of hierarchical type of culture such as: high level of formality, significant endurance and the need of predictability. At the same time the results point at the changes expected by the representatives of nursing environment described in literature as the clan culture. Nonetheless, in order to make such a huge organizational change efficiently, two factors seem to be indispensable: a sufficient quantity of nursing personnel and a high level managerial skills of the nursing team's management staff. Unfortunately, as for today, reaching the satisfactory level seems impossible in both cases.

The concept of organizational culture has received increasing attention in recent years both from academics and practitioners. This article presents the author's view of how culture shouM be defined and analyzed if it is to be of use in the field of organizational psychology. Other concepts are reviewed, a brief history is provided, and case materials are presented to illustrate how to analyze culture and how to think about culture change.

The Health Care Manager, 2000

The authors conducted a pilot test of the organizational culture model in a health care setting. The study was based on a questionnaire with mixed quantitative and qualitative analysis. Quantitative analysis confinned the expected distribution of responses among the subcultures for all ihree questions, with significant differences in [woof the three. Qualitative analysi.s further strengthened these results. The authors believe the organizational culture model tnay be a useful tool for making subcultural differences explicil, showing opportunities for better information exchange and opening dialogue between groups. These data should be confirmed with larger studie.s using psychometric ally sound outcome instruments.

2019

Background and Objectives: Organizational culture is important in understanding people's behavior in organizations when managing external demands and internal social changes. There has been an increasing drive to understand and address the organizational culture and try to change it where optimal health performance is hindered. Insufficient attention has been given to the environment of health care and how it can influence individual and organizational results. Before trying to implement any new health care redesign or reform, it is essential to be aware of what characterizes their organizational culture. This study aimed to assess to which extent the organizational culture domain has been mentioned in the health care settings. Method: The search was performed in the Emerald, Ebsco-Host, Google Scholar, PubMed and Science-Direct databases for the time period 2008–2018. The research question that guided this review was posed as: “How it is important to study organizational culture in health care settings”. Studies that did not meet the predetermined criteria were excluded, while those that complied with the inclusion criteria were listed and further reviewed. Twenty-one articles were included in the final analysis of this study. Results: Diverse health care settings were represented in the studies. Twenty-one articles were included in the final analysis of this study. Among the relevant studies, 17 were research articles; 12 were quantitative studies, 2 were qualitative, one mixed method study and 2 were Organizational culture measurement tools design articles. Conclusion: Excellence in health care delivery is linked to positive value systems delivered through a multidisciplinary team approach and the use of strategic involvement, the most important cultural organizational influences for optimum efficiency in the delivery of quality care. The future use of this organizational culture assessment in health care studies that seek to understand health care systems deeply and its influence on clinical performance, will play an essential role in achieving their planned targets.

Purpose: The objective of this critical review was to establish a synthesis of the literature of organizational culture and to assess whether a single dominant organizational culture exists in public hospitals. Data sources: A search was contacted in four electronic data bases (MEDLINE, EMBASE, CINAHL and SCOPUS) using terms ''Organizational culture'' AND "Health care sector". Study selection: Three inclusion criteria were applied: 1) the report of an original research study, 2) a study focus on evaluation of organizational culture and 3) a conceptualization of culture. Data extraction: Data was extracted by two reviewers independently. Results: Twelve studies met inclusion criteria. Although most studies were cross-sectional in design and variability was noted with respect to assessment instruments, all suggested a significant association between a strong organizational culture and employee and patient satisfaction. Operating culture found to be inconsiste...

Nursing economic$

The phenomena of leadership and organizational culture (OC) has been defined as the driving forces in the success or failure of an organization. Today, nurse managers must demonstrate leadership behaviors or styles that are appropriate for the constantly changing, complex, and turbulent health care delivery system. In this study, researchers explored the relationship between nurse managers' leadership styles and OC of nursing units within an acute care hospital that had achieved excellent organizational performance as demonstrated by a consistent increase in patient satisfaction ratings. The data from this study support that transformational and transactional contingent reward leaderships as nurse manager leadership styles that are associated with nursing unit OC that have the ability to balance the dynamics of flexibility and stability within their nursing units and are essential for maintaining organizational effectiveness. It is essential for first-line nursing leaders to acq...