Organizational culture in the primary healthcare setting of Cyprus (original) (raw)
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Review of Research on Organizational Culture in Health Care System
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...
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.
Organizational Culture Types and Their Effects on Organizational Performance in Turkish Hospitals
EMAJ: Emerging Markets Journal, 2014
Nowadays a cultural transformation is seen in healthcare industry in Turkey because of important structural changes due to implemented exchange programs and liberalization policies on national basis. In this condition hospitals, as a business, make an effort to gain above average returns while serving the health services. According to the literature, one of the substantial intangible forces that affect performance is organizational culture. Thus, this study aims to identify the dominant organizational culture types of private and public hospitals while make a comparison between their effects on business performance. To examine the research questions a questionnaire survey performed, and data collected from 512 employees of 99 hospitals which are located in large cities of Turkey are analysed by using SPSS 15 program.
Organizational Culture and Change: The case of a Greek Public Hospital
For a healthcare organization to be able to cope successfully with future culture changes, it is important to define the existing culture and also the way its members would like it to be evolved in the future. A cross-sectional study was implemented in The General Public Hospital and Primary Health Care Centers in Preveza district, Greece. The collection of data was done using the Cameron and Quinn Organizational Culture Assessment Instrument (OCAI). Two hundred completed questionnaires were returned out of the 240 that were given (response rate 83.2%). According to the participants' answers, considering the present as well as the preferred organizational culture, the greatest score gathered the Culture of Hierarchy. The age of the participants showed statistically important impact on the desirable Hierarchy Culture (p-=0.013) and the preferred Adhocracy Culture (p= 0.041). The university graduates presented a higher score in the present Adhocracy Culture (p=0.008) and the postgraduates (p=0.015) preferred more Market Culture. The measurement of the organizational culture of public hospitals is an important administrative tool, that strengthens the ability of an organization to predict and successfully respond to future environmental changes mainly of the external environment is of crucial importance.
Pilot Test of an Organizational Culture Model in a Medical Setting
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.
Design and validation of a questionnaire to assess organizational culture in French hospital wards
HAL (Le Centre pour la Communication Scientifique Directe), 2016
Background: Although many organizational culture questionnaires have been developed, there is a lack of any validated multidimensional questionnaire assessing organizational culture at hospital ward level and adapted to health care context. Facing the lack of an appropriate tool, a multidisciplinary team designed and validated a dimensional organizational culture questionnaire for healthcare settings to be administered at ward level. Methods: A database of organizational culture items and themes was created after extensive literature review. Items were regrouped into dimensions and subdimensions (classification validated by experts). Pre-test and face validation was conducted with 15 health care professionals. In a stratified cluster random sample of hospitals, the psychometric validation was conducted in three phases on a sample of 859 healthcare professionals from 36 multidisciplinary medicine services: 1) the exploratory phase included a description of responses' saturation levels, factor and correlations analyses and an internal consistency analysis (Cronbach's alpha coefficient); 2) confirmatory phase used the Structural Equation Modeling (SEM); 3) reproducibility was studied by a test-retest. Results: The overall response rate was 80 %; the completion average was 97 %. The metrological results were: a global Cronbach's alpha coefficient of 0.93, higher than 0.70 for 12 sub-dimensions; all Dillon-Goldstein's rho coefficients higher than 0.70; an excellent quality of external model with a Goodness of Fitness (GoF) criterion of 0.99. Seventy percent of the items had a reproducibility ranging from moderate (Intra-Class Coefficient between 50 and 70 % for 25 items) to good (ICC higher than 70 % for 33 items). Conclusions: COMEt (Contexte Organisationnel et Managérial en Etablissement de Santé) questionnaire is a validated multidimensional organizational culture questionnaire made of 6 dimensions, 21 sub-dimensions and 83 items. It is the first dimensional organizational culture questionnaire, specific to healthcare context, for a unit level assessment showing robust psychometric properties (validity and reliability). This tool is suited for research purposes, especially for assessing organizational context in research analysing the effectiveness of hospital quality improvement strategies. Our tool is also suited for an overall assessment of ward culture and could be a powerful trigger to improve management and clinical performance. Its psychometric properties in other health systems need to be tested.
HEALTH SCIENCE JOURNAL ® Health care provider's Organizational Culture Profile: a literature review
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...
Journal of Public Health in Africa, 2022
Hospitals in today's healthcare system are under pressure to boost their competitiveness. A number of studies have shown the disconnect between corporate culture and the enhancement of healthcare professionals' performance. While it is well accepted that an organization's culture has a substantial impact on the performance of its health care professionals in clinical practice, the mechanisms by which culture might enhance health care professionals' performance remain unclear. This paper draws on 22 literature reviews and database searches using keyword syntax from Sciencedirect, Pubmed, Google Schoolar, and other relevant publications published between 2011 and 2021. Research in the field demonstrates that a company's culture may influence the efficiency and effectiveness of its healthcare employees. This overarching issue was dissected into the following themes: nurse performance mediated by discipline; the existence of cultural groups; a central focus on health care professional management; and individual, organizational, and psychological aspects. The optimal performance of nurses and the outcomes of patient care are contingent on management in the health care business knowing the cultural factors that exist in the workplace.
Journal of Intercultural Management, 2011
This article sets out to analyze the problem of defining the concept of organizational culture as well as models and typologies used in reference materials. Moreover, based on the quality pilot study, it strives to explain peculiarity of this concept in relation to Polish hospitals. Organizational culture proved to be a difficult research issue, firstly due to ambiguity of the very term, but also because of the lack of effective tools which would allow to look into given organizational cultures. The problem seems to intensify in the case of such organizations as hospitals, where organizational culture is also influenced by values and professional standards of doctors and medical staff. Nonetheless, organizational culture in hospitals constitutes a significant theoretical issue, mainly due to the fact that the problem has not been conceptualized yet, and, at the same time, is of pragmatic importance, as organizational culture often establishes social norms which may hamper organizational changes.
BMC Public Health, 2020
BackgroundOrganisational culture (OC) has increasingly become a crucial factor in defining healthcare practice and management. However, there has been little research validating and adapting OCAI (organisational culture assessment instrument) to assess OC in healthcare settings in developing countries, including Vietnam. The purpose of this study is to validate the OCAI in a hospital setting using key psychometric tests and confirmatory factor analysis (CFA).MethodsThis is a cross-sectional study. Self-administered structured questionnaire was completed by 566 health professionals from a Vietnamese national general hospital, the General Hospital of Quang Nam province. The psychometric tests and CFA were utilized to detect internal reliability and construct validity of the instrument.ResultsThe Cronbach’s alpha coefficients (α-reliability statistic) ranged from 0.6 to 0.8. In current culture, the coefficient was 0.80 for clan and 0.60 for adhocracy, hierarchy and market dimension, wh...