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KMID : 0614819980040020363
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Journal of Korean Academy of Nursing Administration
1998 Volume.4 No. 2 p.363 ~ p.385
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Relationship between Organizational Culture Types and Organizational Effectiveness in Hospitals
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Abstract
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The purpose of this stud~~ is to investigate the relationship between organizational culture types and organizational .effectiveness in the hospitals and to identify the cultural and organizational characteristics of the hospitals with high organizational effectiveness.
Data were collected from slay 12 to June 14. 199 7 through questionnaire taken by 1.118 nurses working in 10 hospitals with more than 800 beds and from annual reports published by the hospitals.
The instruments were used for collecting the data Organizational Culture Questionnaire and Organizational Characteristic: Questionnaire developed by the researcher. AIoy.da>~~s Organizational Commitment Questionnaire. 1~Zylor ~~ Bower´s General Satisfaction Scale.
The Results were as foliows
1. The meta culture of the hospital organizations was the conservative culture.
2. There were significant differences of the foul organizational cultural types - affiliative culture. innovative culture, conservative culture, task culture -among the hospitals(p=.00).
3. The hospital organizations were classified in to three cultural patterns, each of which had similar cultural composition. on the basis of the scores indicating the similarity´ and difference of the four organizational cultural t~~pes among the hospitals. The organization of each group represents conservative-dominant culture. innovative-dominant culture and competitive culture.
4. Nurses organizational commitment and job satisfaction were significantly different among the cultural patterns~p=.00~. In other words, the hospitals with innovative-dominant culture showed higher organizational commitment and job satisfaction than ones with conservative-dominant culture and competitive culture. And also, the growth rate of outpatients and inpatients ~~~ere significant(}different among the cultural patterns(p<.05). The hospitals with innovative -dominant culture showed higher growth rate of outpatients and inpatients than ones with conservative-dominant culture and competitive culture.
5. The hospitals with conservative-dominant cultw´e and competitive culture showed higher level of centralization than ones with innovative -dominant culture(p=.00). And the hospitals with competitive and innovative-dominant cultw~e showed higher ´´.evel of communication than those ~~~ith conservative-dominant culture(p=.00). I~inall~. the hospitals with innovative-dominant culture sho~s-ed higher level of managerial strategy than those pith conservative-dominant and competiti~~e culture. among which the latter showed higher le~~el of managerial strategy than the former(p-.00)
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