Author/Editor		Skela-Savič, Brigita
Title		Organizacijska kultura in uvajanje sprememb v slovenskih bolnišnicah: subkulture in mesto zdravstvene nege?
Translated title		Organizational culture and introduction of changed in Slovenian hospitals
Type		članek
Source		Obz Zdrav Nege
Vol. and No.		Letnik 40, št. 4
Publication year		2006
Volume		str. 187-96
Language		slo
Abstract		In comparison with other work areas, organizational culture in health care has yet recently became dealt with as an important factor of efficiency as the research in the developed countries showed that health reforms aimed only at structural changes do not bring the expected improvement of the quality of work in health organizations when they are not accompanied by elements of charges in the organizatiorzal culture. The article shows the results of the research of a sample of 759 employees ire nursing care, medical and management structures in 14 Slovenian hospitals. In order to study the organizational culture, the guestionnaire after Cameron and Quinn was used. The research reveals that the prevailing organizational cuLture is hierarchical, followed by market culture, group culture and culture based on adhocracy. The results reveal that organizational culture in Slovenian hospitals is not development oriented which is marked ire the first place as control and stability of the processes and low level of team work and innovations. The survey of organizational culture in developed countries shows comparable results in medical staff, i.e. orientation towards control and stability while the staff of nursing care in our research shows less orientation towards flexibility, team work and innovations, in comparison with the nurses working in developed countries. In conclusion, the research revealed that the organizational culture today does not entice processes of change introduction in Slovenian hospitals.
Summary		V primerjavi z drugimi področji dela je organizacijska kultura v zdravstvu šele pred kratkim postala obravnavana kot pomemben dejavnik uspeha, saj so raziskave v razvitem svetu pokazale, da reforme zdravstva, ki so usmerjene samo na strukturne spremembe, ne prinašajo pričakovanih izboljšav kakovosti dela v zdravstvenih organizacijah, če jim niso dodani še elementi spreminjanja kulture organizacije. Članek prikazuje rezultate raziskave na vzorcu 759 zaposlenih v zdravstveni negi, medicini in upravi v štirinajstih slovenskih bolnišnicah. Za preučevanje organizacijske kulture je bil uporabljen vprašalnik po Cameronu in Quinnu. Raziskava pokaže, da je vodilna organizacijska kultura hierarhija. Rezultat govori o nerazvojni usmerjenosti slovenskih bolnišnic, ki se kaže predvsem kot kontrola in stabilnost procesov dela ter nizka stopnja timskega povezovanja in inovativnost. Pregled rezultatov raziskav organizacijske kulture v razvitem svetu kaže na primerljivost rezultatov naše raziskave pri zaposlenih v medicini, to je usmerjenost v kontrolo in stabilnost, pri zaposlenih v zdravstveni negi pa opažamo, da so pomembno manj usmerjeni v fleksibilnost, timsko delo in inovativnost, kot medicinske sestre v razvitem svetu. Ugotavljamo, da trenutna organizacijska kultura ne podpira procesov uvajanja sprememb v slovenskih bolnišnicah.
Descriptors		ORGANIZATIONAL CULTURE HOSPITAL ADMINISTRATION NURSING SERVICE, HOSPITAL QUESTIONNAIRES