Lähiesimiesten arvio organisaatiokulttuurista ja -ilmapiiristä on hoitohenkilökunnan arviota positiivisempi
Year: 2019
Type: article
Study design: Observational Study
Abstract: Organizational culture and climate are associated with quality of service, employee satisfaction and organization success. Based on previous studies, there is no shared understanding between managers and frontline staff of the prevailing organizational culture and climate, and no similar research has been carried out in the context of nursing. However, a shared understanding of organizational culture and climate between managers and frontline staff can promote organizational development. This study compares the organizational culture and climate perceptions of nursing staff and first-line nursing managers in public health service organizations. The study involved a sample of nursing staff (n = 266) and their first-line nursing managers (n = 246), drawn from 11 hospital districts. The Organizational Social Context Measurement system was used to assess the target organization’s culture and climate. Data was analyzed with mean and standard deviation of original T-scores, linear regression analysis and mixed model approaches. The first-line managers evaluated their organizational culture and their organizational climate engagement and functionality more positively compared to nursing staff. In the surgical and medical division, first-line managers experienced their organizational culture as less rigid. In addition, the first-line managers in the medical domain experienced less organizational climate stress, and had more engagement and functionality. The first-line managers in surgical and psychiatric domains evaluated their organizational culture as being more proficient than the nursing staff. The differences between hospital districts showed that nursing staff and first-line manager perceptions differed in regard to organizational culture rigidity, organizational climate stress and functionality. In different hospital districts, group influence was emphasized in experiences of organizational culture rigidity and resistance. The differences in perceptions between first-line managers and nursing staff indicate a need for improvements in organizational culture and climate in order to reach a common view of the organizational social context. During organizational change, the workgroup’s different perceptions of culture and climate as well as the role and status of employees in the organization should be taken into account.
DOI: 10.23990/sa.70438
Authors: Petra Saukkonen, Sari Viinikainen, Mervi Roos, Mika Helminen, Paula Asikainen, Philip Green, Tarja Suominen
Language: Finnish
Subfield: Research and Theory
Field: Nursing
Domain: Health Sciences
Open Access status: bronze
OpenAlex ID: W2944165173