Relationship of nurses’ assessment of organizational culture, job satisfaction, and patient satisfaction with nursing care

Tzeng, Huey‐Ming; Ketefian, Shaké; Redman, Richard W.

doi:10.1016/s0020-7489(00)00121-8

Cited by 141 publications

(128 citation statements)

References 11 publications

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“…Some of the organizational culture and organizational commitment are measured as a whole (İpek, 2010), whereas some are on one or more dimensions of organizational culture (Gregory et al, 2009;Koh and Boo, 2004;Tzeng et al, 2002) and organizational commitment (Shirbagi, 2007;Wu and Norman, 2006). Therefore, organizational culture is positively associated with organizational commitment.…”

Section: Organizational Commitmentmentioning

confidence: 99%

“…Organizational commitment is defined by Mowday et al (1979) as "the relative strength of an individual's identification with and involvement in a particular organization" and it includes several dimensions. There are many previous studies on organizational culture and organizational commitment (Gregory et al, 2009;Koh and Boo, 2004;Tzeng et al, 2002;Shirbagi, 2007;Wu and Norman, 2006). In Taiwan, the nurses with long working hours, low salaries, and heavy work pressure.…”

Section: Introductionmentioning

confidence: 99%

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The influence of hospital organizational culture on organizational commitment among nursing executives

HsiChi¹,

JenChia²,

Chang³

et al. 2012

Afr. J. Bus. Manage.

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That hospital organizational culture influences organizational commitment is an assumption implicitly held by many researchers; however, relatively few empirical studies have provided detailed insight into organizational performance by hospital executives. The purpose of this study aims to examine the impact of hospital organizational culture on organizational commitment among hospital nursing executives in Taiwan. The randomly stratified sampling method is used in this study to select 106 hospital's nursing executives from 24 medical centers in Taiwan. The data is analyzed using descriptive statistics, Pearson's correlation coefficients, and hierarchy regression analysis. A positive relationship between hospital organizational culture and organizational commitment has been reported in this study. Regression analyses also reveal that the total score on hospital organizational culture is a good predictor of organizational commitment. For the three subscales of organizational commitment, only normative commitment and affective commitment were significant. The insights garnered from the study may help nursing executives to develop specific policies to create a more positive hospital organizational culture. Implications and suggestions for future research are provided in the study.

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Section: Organizational Commitmentmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

The influence of hospital organizational culture on organizational commitment among nursing executives

HsiChi¹,

JenChia²,

Chang³

et al. 2012

Afr. J. Bus. Manage.

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“…Compared to previous research, it is seen that similar results were obtained. In general, positive research results (Tsai, 2011: Jacobs & Roodt, 2008Amos & Weathington, 2008;Nystrom, 1993;Din & Ghetany, 2016;Habib, et al, 2014;Vukonjanski & Nikolic, 2013;MacIntosh & Doherty, 2010;Tzeng, Ketefian & Redman, 2002) between organizational culture and job satisfaction were supported.…”

Section: Resultsmentioning

confidence: 91%

The Effect of the Harmony between Organizational Culture and Values on Job Satisfaction

Taşkıran¹,

Çetin²,

Özdemirci³

et al. 2017

IBR

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In this study, the effect of the harmony between organizational culture and values on job satisfaction is examined. Hierarchical regression analysis was applied to the data, which was obtained from the study conducted on 181 employees working in a private hospital in Istanbul. The result of the analysis shows that value -culture variation in which employees will have the highest job satisfaction is the traditionalist/conservative values-clan culture. The second most successful value-culture variation on job satisfaction is the impulsive/hedonistic values-adhocracy culture. In other words, it is predicted that job satisfaction will be high when an employee with traditionalist/conservative values works in an organization where clan culture is important, and an employee with impulsive/hedonistic values works in an organization where adhocracy culture is important. The most negative impacts on job satisfaction are impulsive/hedonistic values-clan culture and precautionary values-market culture. In other words, it can be said that an employee with impulsive/hedonistic values will be unhappy in clan culture, and an employee with precautionary values will be unhappy in market culture.

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“…[28,29] Importantly, the literature shows a tight link between patient satisfaction, and the satisfaction of medical staff. [30][31][32] We have developed a psycho-educational interview to specifically address this issue in the perinatal period.…”

Section: Stressmentioning

confidence: 99%

Postpartum psycho-educational interviews to promote adaptation in new mothers: A preliminary study

Razurel

Avignon

Gerdy

et al. 2016

JNEP

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Objective: Adapting to the birth of a child can be stressful for new mothers. Caregivers (nurses and midwives) lack the tools to adequately assist with this adaptation. A perinatal psycho-educational interview was developed and systematically implemented on a daily basis for all mothers hospitalized postpartum in the maternity ward of our institution. Our first objective was to assess whether this psycho-educational interview was used systematically by care personnel, and whether it provided them with a greater sense of purpose in their professional role. Our second objective was to assess whether use of this interview decreased new mothers' perceptions of stress and improved their perceived adaptations to motherhood. Methods: An assessment before (T1) and after (T2) implementation of the psycho-educational interview (intervention) was carried out with 60 caregivers and 250 mothers. Results:The results show 41% of mothers in this study received two or more interviews during their hospital stay. Caregivers' job satisfaction was seen to increase (t = -3.2; p < .05), and feelings of frustration towards their work decreased (t = 2.65; p < .05). Mothers felt less stressed and less worried in T2 (t = -2.4; p < .05). Conclusions: These encouraging results show an increase in the use of this treatment in the postpartum setting, with desirable effects. Further studies should be carried out to consolidate these preliminary results.

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Relationship of nurses’ assessment of organizational culture, job satisfaction, and patient satisfaction with nursing care

Cited by 141 publications

References 11 publications

The influence of hospital organizational culture on organizational commitment among nursing executives

The influence of hospital organizational culture on organizational commitment among nursing executives

The Effect of the Harmony between Organizational Culture and Values on Job Satisfaction

Postpartum psycho-educational interviews to promote adaptation in new mothers: A preliminary study

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