Organizational culture based on the example of an Estonian hospital

Iisi Saame · Anne Reino · Maaja Vadi

30 citations0/0 files storedJournal of Health Organization and Management

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Organizational Management and Innovation Healthcare Quality and Management Organizational Strategy and Culture

Abstract

PURPOSE: The concept of organisational culture (also referred to later as OC) is one of the approaches in modern organisational analysis exploring the values, attitudes and beliefs behind human behaviour in the workplace. OC as a social phenomenon is considered to be important for the sustainability of every organisation. In the service sector, OC may affect the nature and quality of the services provided. The aim of this paper is twofold: on the one hand, to highlight the patterns of OC in a hospital; and, on the other hand, to outline relationships between OC and patient satisfaction. The study was conducted in Tartu University Hospital, one of the most influential health care organisations in Estonia. This paper has original value by presenting an insight into organisational culture in the Estonian health care sector, and the findings of the study will expand knowledge of OC in the health care sector in general. DESIGN/METHODOLOGY/APPROACH: The OC instrument applied in a quantitative cross-sectional study was earlier developed according to the Competing Values Framework (CVF). Data from 456 medical and non-medical professionals were analysed using non-parametric tests of descriptive statistics. A factor analysis was performed to assess the instrument's compatibility for analysing the OC pattern in the health care sector. FINDINGS: The dominant culture type in all the groups investigated was the Internal Processes type, mainly followed by the Rational Goal type, while different cultural patterns were observed in professional groups. The factor analysis yielded a three-subscale solution. Clinics with high patient satisfaction did not score more than clinics with low patient satisfaction in terms of the Human Relations type. ORIGINALITY/VALUE: In future studies a random sample design and a multidisciplinary approach to OC research should be followed in order to further explore OC patterns in hospitals and their consequences for different aspects of hospital performance.

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References

1993Organizational culture and leadership 2004Five Misunderstandings About Case-Study Research 1991PEOPLE AND ORGANIZATIONAL CULTURE: A PROFILE COMPARISON APPROACH TO ASSESSING PERSON-ORGANIZATION FIT 2006Diagnosing and Changing Organizational Culture: Based on the Competing Values Framework 1983A Spatial Model of Effectiveness Criteria: Towards a Competing Values Approach to Organizational Analysis 1990Measuring Organizational Cultures: A Qualitative and Quantitative Study Across Twenty Cases 1983The role o f the founder in creating organizational culture 1994The Cultures of Work Organizations

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