The Relationship Between Organizational Culture and Task Performance in Lean Hospitals: The Mediating Role of Organizational Culture

Abstract

This study aims to determine the mediating role of organizational culture in the relationship between organizational change and task performance of lean hospitals. Also, the relationships among organizational change, organizational culture, and task performance variables were aimed to be determined in the research. Three main hypotheses were determined based on the research model. The structural equation model was performed to test hypotheses using the survey data received from 300 employees of two lean hospitals operating in Turkey. In terms of the relationship between organizational change and organizational culture, there is a positive relationship between adhocracy-clan culture and institutional policy in change, outcomes of change, and management style in change, while there is no significant relationship between resistance to change and adhocracy-clan culture. In terms of the relationship between organizational culture and task performance, there is a positive relationship between adhocracy-clan culture and task performance, while there is no significant relationship between market and hierarchy cultures and task performance. Adhocracy-clan culture has a mediating role in the significant relationship between institutional policy and outcomes of change and task performance, while market and hierarchy cultures not having a mediating role.As a result of the analysis, it has been revealed that organizational culture has a partial mediating role in the causality relationship between organizational change and job performance in lean hospitals.

Örgütsel Yapı, Örgütsel Hafıza ve Örgütsel Değişim İlişkisinin İncelenmesi

“…Bu araştırma sonucunda örgüt çalışanlarının örgütsel değişime açıklık düzeylerinin yüksek olmasından ötürü, örgütsel değişimi destekleyen unsurların da örgütte yüksek düzeyde görüldüğü yorumu yapılabilir. Örgütü meydana getiren kültür ögeleri arasında bulunan inançlar, değerler ve normlar; örgütsel değişim gerçekleşirken örgüt üyelerinin performansını etkileyen en etkili faktörlerdendir (Antep, 2018). Buradan hareketle örgütsel değişimin, örgütsel performans üzerinde etkili olduğu söylenebilir.…”