Nursing organizational climates in public and private hospitals

García, Inmaculada García; Castillo, Rafael Fernández; Santa-Bárbara, Emilio Sánchez

doi:10.1177/0969733013503680

Cited by 14 publications

(11 citation statements)

References 11 publications

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“…Certain studies evaluating perception of the organizational climate that were conducted previously found weak perceptions of organizational climate (García et al. ; Yousef et al. ), whereas other studies have determined a positive perception of organizational climate among nurses (Anchala & Juide ).…”

Section: Discussionmentioning

confidence: 99%

The effect of collegial solidarity among nurses on the organizational climate

Kılıç

Altuntaş

2019

International Nursing Review

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Aim This research was carried out in a descriptive and relationship‐seeking design to examine the effect on the organizational climate of collegial solidarity among the nurses. Background It is important that nurses work in an organizational climate where they can be in solidarity with their colleagues to offer quality service and to deal with all the problems they face. However, the impact of collegial solidarity on the organizational climate is not yet clear enough. Methods This study was performed with a cohort of 333 nurses working in a university hospital in Turkey. Data were collected using the personal information form, the Colleague Solidarity of Nurses’ Scale and the Organizational Climate Scale. The data were evaluated using Cronbach's α coefficient, frequency and percentage distribution, the Pearson product‐moment correlation coefficient and a simple linear regression analysis. Results A relationship was identified between the collegial solidarity among nurses and the organizational climate. We have determined that collegial solidarity effects organizational commitment, teamwork, supportive climate, stress, negative interaction, human relations, job satisfaction, hierarchy, and the communication and innovative climate. Conclusion Collegial solidarity among nurses has effects on the organizational climate. Implication for nursing policy and health policy It is recommended that executive nurses support the colleague solidarity between nurses in healthcare settings, in particular by reducing stress in nurses, strengthening teamwork and communication and, thus, making the organizational climate more positive.

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Section: Discussionmentioning

confidence: 99%

The effect of collegial solidarity among nurses on the organizational climate

Kılıç

Altuntaş

2019

International Nursing Review

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“…This questionnaire includes 26 items and five factors, namely, patients, colleagues, managers, physicians, and hospital. The distribution of the items regarding the relationship of nurses with each of these factors is as follows: patients (2,6,11,19), colleagues (1,10,18,23), managers (3,7,12,15,20,24), physicians (5,9,14,17,22,26), and hospital (4,8,13,16,21,25). The questionnaire was rated using a 5-point Likert scale ranging from almost never (1 point), seldom (2 points), sometimes (3 points), often (4 points), and almost always (5 points).…”

Section: Methodsmentioning

confidence: 99%

“…Several factors, such as age, type of hospital, human resources, management approach, organizational philosophy, and values, affect nurses' perceptions of ethical climate (6,14,23,24). The factors promoting organizational environment include positive ethical climate, fulfillment of patients' and their families' needs, and standard teamwork (2,5,25), because there is a direct relationship between nurses' job satisfaction and the dimensions of ethical climate (23).…”

Section: Introductionmentioning

confidence: 99%

Nurses' perception of the ethical climate in the Iranian hospital environment

et al. 2016

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Background and Purpose: Ethical climate is hinged upon organizational culture, rules, and policies; nurses' perception of this concept varies according to the ward they are working on and the new rules of the treatment system. This can exert adverse impact on their care method and performance. Thus, this study aimed to determine nurses' perceptions of the ethical climate governing the hospital environment. Methods: This descriptive, cross-sectional study was conducted on 168 nurses working in a teaching hospital. The data were collected through census method, using a demographic form and Olson's Hospital Ethical Climate Survey (HECS). For data analysis, descriptive (percentage, frequency, mean, and standard deviation) and inferential statistics (independent t-test and ANOVA for the establishment of the relationship between ethical climate and demographic factors, as well as Friedman's test for ranking the factor) were used. Results: Mean ethical climate scores of nurses for managers, hospital, physicians, patients, and colleagues factors were 3.87±0.71, 3.39±0.68, 3.00±0.67, 3.68±0.57, and 3.82±0.54, respectively. The total mean score of ethical climate was 3.5±0.51. The comparison among the mentioned factors indicated that managers (P=0.000) factor acquired the highest score. In addition, organizational ethical climate did not show any significant association with gender, marital status, education level, working shift, and employment status, whereas there was a statistically significant relationship between job title and income (P=0.000). Conclusion: The highest score of ethical climate belonged to managers/ factor, while the minimum score was related to physicians. Regarding the role of ethical climate in the improvement of nurses' performance, planning for enhancing the ethical climate seems to be mandatory.

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“…Organisaatioilmapiirillä viitataan laajasti henkilöstön käsityksiin organisaatiosta ja työpaikan ilmapiiristä (21). Ilmapiiri voidaan nähdä yksilön kuvauksena sosiaalisesta ympäristöstään, mutta myös kollektiivisena yksilöiden yhteenlaskettuna arvona kokemuksistaan samasta ympäristöstä.…”

Section: Tutkimuksen Lähtökohdatunclassified

Lähiesimiesten arvio organisaatiokulttuurista ja -ilmapiiristä on hoitohenkilökunnan arviota positiivisempi

Saukkonen

Viinikainen²,

Roos

et al. 2019

SLA

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Organisaatiokulttuuri ja -ilmapiiri ovat yhteydessä palvelun laatuun, työntekijöiden tyytyväisyyteen ja organisaation menestymiseen. Aikaisemman tutkimuksen perusteella johtajien ja eturivin työntekijöiden välillä ei ole ollut jaettua käsitystä vallitsevasta organisaatiokulttuurista ja -ilmapiiristä. Hoitotyön kontekstissa vastaavaa tutkimusta ei ole tehty. Yhteinen kulttuuri- ja ilmapiirikäsitys esimiesten ja työntekijöiden välillä voi edistää organisaation kehitystä. Tutkimuksen tarkoituksena on verrata julkisen terveydenhuollon hoitohenkilökunnan sekä heidän lähiesimiestensä organisaatiokulttuuri- ja -ilmapiirinäkemyksiä. Tutkimukseen osallistui julkisen terveydenhuollon hoitohenkilökuntaa (n=266) sekä heidän lähiesimiehiään (n=246) 11 sairaanhoitopiiristä. Kohdeorganisaatioiden kulttuuria ja -ilmapiiriä tutkittiin Organisaation sosiaalinen konteksti -mittarilla. Aineistoa kuvailtiin standardoitujen T-arvojen keski- ja hajontaluvuilla, analysoinnissa hyödynnettiin lineaarista regressioanalyysiä sekä sekamallinnusta. Lähiesimiehet arvioivat organisaatiokulttuurin kokonaisuudessaan sekä organisaatioilmapiirin osallisuuden ja funktionaalisuuden hoitohenkilökuntaa positiivisemmin. Operatiivisella ja konservatiivisella toimialueella lähiesimiehet kokivat vähemmän organisaatiokulttuurin joustamattomuutta. Lisäksi konservatiivisen toimialueen lähiesimiehet kokivat vähemmän organisaatioilmapiirin stressiä sekä enemmän osallisuutta ja funktionaalisuutta. Operatiivisen sekä psykiatrisen toimialueen lähiesimiehet arvioivat organisaatiokulttuurin hoitohenkilökuntaansa pätevämmäksi. Sairaanhoitopiireittäin tarkasteltuna hoitohenkilökunnan ja lähiesimiesten näkemykset erosivat organisaatiokulttuurin joustamattomuuden sekä organisaatioilmapiirin stressin ja funktionaalisuuden osalta. Eri sairaanhoitopiireissä ryhmän vaikutus korostui organisaatiokulttuurin joustamattomuuden ja vastarinnan kokemisessa. Ilmenneet lähiesimiesten ja hoitohenkilökunnan näkemyserot osoittavat tarpeen organisaatiokulttuurin ja -ilmapiirin kehittämiselle yhteisen näkemyksen saavuttamiseksi organisaation sosiaalisesta kontekstista. Organisaatiomuutoksissa on tarpeen ottaa huomioon työyhteisöjen erilaiset näkemykset ympäröivästä kulttuurista ja ilmapiiristä sekä työntekijöiden rooli ja asema organisaatiossa.

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Nursing organizational climates in public and private hospitals

Cited by 14 publications

References 11 publications

The effect of collegial solidarity among nurses on the organizational climate

The effect of collegial solidarity among nurses on the organizational climate

Nurses' perception of the ethical climate in the Iranian hospital environment

Lähiesimiesten arvio organisaatiokulttuurista ja -ilmapiiristä on hoitohenkilökunnan arviota positiivisempi

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