Nursing organization culture is common patterns of believing, thinking and behaving resulted from a variety of experiences and. interaction nurses in the same setting.
This study was performed based on the assumption ol existence of different subcultures within meta-culture, to identify the differences of subculture among 5 nursing units and to analyze the relationship between nursing organization culture and organizational commitment
In this study, two kinds of instruments were used. One was the instrument of nursing organization culture developed by researcher through literature review and interview with nurses. The other one was Mowday~s Organizational Commitment Questionnaire to measure organizational commitment of nurses. Both of them were structured with 5 scale. The answers were analyzed using SP5S program. The results were as follows
The meta-culture of the nursing organization culture was the people stable culture.
There were significant differences in people dev elopment culture and people stable culture among 5 nursing units and all 5 units had different culture score. Especially, emergency room had strong development culture, and stable culture was dom- in operating room. Other units except emer~ gency room and operating room had high scores in peo~>le stable culture than other culture types, but revealed different distribution.
There were significant differences of the nursing organi~.ational culture types -people development, task development, people stable, task stable-among 5 units. Four types of nursing organizational culture consisted of competing values in one organization.
Nurses"s organizational commitments were sign ificant:ly different among the units. The score per ceived by nurses who work in emergency room, operating room and ICU was higher commitment score than that of medical/surgical nursing units
Nurses commitment to nursing organization was also related to total work period as nurse in any setting and work period in this hospital.
Organizational commitment was significantly different among the nursing culture types, indicating that the scores of developmental culture were higher than stable culture.
In conclusion, there were many different subcu Itures in nursing organization. In subculture, the organizational commitment was different. Therefo-e, the change of nursing organization culture or nursing unit culture needs to be considered to hire. give orientation, teach, and reallocate nurses efficiently.
Research on nursing organization culture using both qualitative and quantitative method needs to be further considered.
Furthermore, the strategy in nursing organization culture for nursing administrator to manage human resources efficiently and to change nursing unit Effectively, needs to be developed.
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