Cultura organizacional de enfermería dominante en un hospital de la Secretaría de Salud de Morelos, México

Ortega-Altamirano, Doris Verónica; Escobar, María de Lourdes Alemán; Brito-García, Ivone; Rueda-Neria, Celina Magally; Salcedo-Álvarez, Rey Arturo

doi:10.1590/s0036-36342011000100003

Cited by 3 publications

(3 citation statements)

References 7 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…The concept of organizational climate has been defined as “the atmosphere that employees perceive is created in their organization by (management) practices” [ 40 ]. Health workers’ desire for a more supportive organizational environment has been highlighted in previous studies, and the association between organizational climate and health workers’ satisfaction in their job have been documented previously in LMIC settings [ 20 , 31 , 37 , 41 ]. Focus on management of relationships and relationship building has been promoted as an approach to improving the quality of health care work environment, strengthening health workers’ perception of organizational support and their commitment to organizational goals [ 42 ].…”

Section: Discussionmentioning

confidence: 91%

Integrating views on support for mid-level health worker performance: a concept mapping study with regional health system actors in rural Guatemala

Hernández

Hurtig

Dahlblom

et al. 2015

Int J Equity Health

View full text Add to dashboard Cite

IntroductionMid-level health workers are on the front-lines in underserved areas in many LMICs, and their performance is critical for improving the health of vulnerable populations. However, improving performance in low-resource settings is complex and highly dependent on the organizational context of local health systems. This study aims to examine the views of actors from different levels of a regional health system in Guatemala on actions to support the performance of auxiliary nurses, a cadre of mid-level health workers with a prominent role in public sector service delivery. A concept mapping study was carried out to develop an integrated view on organizational support and identify locally relevant strategies for strengthening performance.MethodsA total of 93 regional and district managers, and primary and secondary care health workers participated in generating ideas on actions needed to support auxiliary nurses’ performance. Ideas were consolidated into 30 action items, which were structured through sorting and rating exercises, involving a total of 135 of managers and health workers. Maps depicting participants’ integrated views on domains of action and dynamics in sub-groups’ interests were generated using a sequence of multivariate statistical analyses, and interpreted by regional managers.ResultsThe combined input of health system actors provided a multi-faceted view of actions needed to support performance, which were organized in six domains, including: Communication and coordination, Tools to orient work, Organizational climate of support, Motivation through recognition, Professional development and Skills development. The nature of relationships across hierarchical levels was identified as a cross-cutting theme. Pattern matching and go-zone maps indicated directions for action based on areas of consensus and difference across sub-groups of actors.ConclusionsThis study indicates that auxiliary nurses’ performance is interconnected with the performance of other health system actors who require support, including managers and community-level collaborators. Organizational climate is critical for making auxiliary nurses feel supported, and greater attention to improving the quality of hierarchical relationships is needed in LMIC settings. The participatory nature of the concept-mapping process enabled health system actors to collaborate in co-production of context-specific knowledge needed to guide efforts to strengthen performance in a vulnerable region.

show abstract

Section: Discussionmentioning

confidence: 91%

Integrating views on support for mid-level health worker performance: a concept mapping study with regional health system actors in rural Guatemala

Hernández

Hurtig

Dahlblom

et al. 2015

Int J Equity Health

View full text Add to dashboard Cite

show abstract

“…Te concept of organizational commitment amongst nurses has been studied in various hospitals, with a focus on its impact on healthcare quality and patient safety. In Mexico, a study on the dominant culture amongst nurses in a public hospital revealed the need for consensus on values, attitudes, and behaviours to strengthen and develop hospital organizations [117]. In Catalunya, Spain, a study on nursing governance and its impact on perceived quality showed a positive correlation between patient satisfaction and safety with the work of nurses and their commitment to the organization [118].…”

Section: Practical Implicationsmentioning

confidence: 99%

Practical Implications of the Organizational Commitment Model in Healthcare: The Case of Nurses

Rodríguez-Fernández,

Herrera,

de las Heras-Rosas

et al. 2024

Journal of Nursing Management

View full text Add to dashboard Cite

Background. In addition to the usual difficulty of managing human capital in any organization, healthcare institutions have other problems to solve arising from the circumstances and the very nature of the work they perform, such as the ethical pressure on staff, emotional exhaustion, the distribution of work shifts, or the general shortage for nurses. In many cases, this situation has an impact on the quality of care. Objective. The main objective of this research is to compile, in a single document, human resource practices that help health centre managers improve results in terms of performance and quality of care, as well as avoid the intention of abandoning the job, specifically related to the work of nurses. Methods. To this end, a systematic literature review has been performed based on 229 papers published in the Web of Science database, from which the practical implications for nurses proposed by these authors have been extracted. Results. The main results suggest that developing affective commitment helps to improve organizational performance and enhance patient safety culture. Furthermore, improving communication and meaningfulness of work, recognition by superiors, or job flexibility would improve the quality of outcomes, for the work of nurses. Conclusions and Implications for Nursing. Stimulating normative commitment, reducing excessive control, and paying attention to job burnout and job stress help combat the intention of voluntary turnover or leaving the job, especially in the case of nurses.

show abstract

“…Regardless of their general basis, the CVF-type subcultures have been widely used in studies of health organizations and professionals (Dimitrios et al, 2014;Villarreal et al, 2012;An et al, 2011;Singer et al, 2009). Another study with different types of MRJIAM 14,1 subcultures to those mentioned above was performed on nursing staff in Mexico by Ortega-Altamirano et al (2011), based on four options: power, function or task, performance and support, based on the autonomy granted to the groups of people in their activities.…”

Section: Subcultures In Homentioning

confidence: 99%

Cultural differences in a public hospital in Mexico

Suarez

Canto

2016

MRJIAM

View full text Add to dashboard Cite

Purpose This paper presents the initial results of a project on organizational and professional cultures prevalent in hospital organizations. The purpose of this paper is to identify the cultural differences that make it possible to anticipate, with the aid of subsequent studies, consequences in the communication and coordination of the future integration of the Mexican public health system, which is currently fragmented. Design/methodology/approach A qualitative tool was used to identify the cultures in a secondary-level public hospital. Findings The diversity inherent to hospital organizations was confirmed. Originality/value The real value of the findings lies in the classification of the subcultures and their possible effects on human interaction and cooperation.

show abstract

Cultura organizacional de enfermería dominante en un hospital de la Secretaría de Salud de Morelos, México

Abstract: Identifying said organizational culture models helps to understand performance differences in the management of nursing care services currently provided to users of the hospital and to aspire to improvements in the service itself.

Cited by 3 publications

References 7 publications

Integrating views on support for mid-level health worker performance: a concept mapping study with regional health system actors in rural Guatemala

Integrating views on support for mid-level health worker performance: a concept mapping study with regional health system actors in rural Guatemala

Practical Implications of the Organizational Commitment Model in Healthcare: The Case of Nurses

Cultural differences in a public hospital in Mexico

Contact Info

Product

Resources

About