Author/Editor		Skinder Savić, Katja; Skela-Savič, Brigita
Title		Organizational culture in general hospitals and its relationship with job satisfaction
Translated title		Organizacijska kultura v splošnih bolnišnicah in njena povezanost z zadovoljstvom zaposlenih
Type		članek
Vol. and No.		Letnik 48, št. 2
Publication year		2014
Volume		str. 88-103
ISSN		1318-2951 - Obzornik Zdravstvene Nege
Language		eng, slv
Abstract		Introduction: Organizational culture is formed via communication, resolving conflicts, team work and interconnection. The aim of the study was to present the connections between organizational culture and job satisfaction indicators. Methods: A quantitative descriptive approach was used. The study included nursing employees and medical practitioners in six Slovenian hospitals. A 30 per cent quota sample was used, with a response rate of 35.2 % (n = 310). The Organization Culture Assessment Instrument (OCAI) (alpha = 0,818) and Index of Work Satisfaction (alpha = 0,921) questionnaires were used. The data was processed with SPSS 20.0 statistical software by using the t-test, single variance analysis, correlation, factor and regression analysis. Results: The greatest total average value among employees of both job groups with regard to organizational culture was the market (x = 28.21) and hierarchy (x = 27.57). Job satisfaction indicators (collaboration, leadership, decision-making, autonomy) can be explained in 20 % of cases with adhocracy organizational culture (ß = 0.318, p < 0.001), market (ß = 0.219, p < 0.001) and clan (ß = 0.161, p = 0.006). Discussion and conclusion: In Slovenian hospitals, control over work, abiding by the rules and attaining, goals prevails. An overview of the literature reveals the influence of culture on satisfaction. Other factors affecting satisfaction, including stress and abuse of hierarchical power, should be studied.Uvod: Organizacijska kultura se oblikuje skozi komuniciranje, reševanje konfliktov, timsko delo in medsebojno povezovanje. Namen raziskave je bil prikazati povezavo organizacijske kulture z indikatorji zadovoljstva zaposlenih. Metode: Uporabljen je bil kvantitativni opisni pristop. V raziskavo so bili vključeni zaposleni v zdravstveni negi in medicini v šestih slovenskih bolnišnicah. Oblikovan je bil 30% kvotni vzorec, odzivnost je bila 35,2 % (n = 310). Uporabljena sta bila vprašalnika Organization Culture Assessment Instrument (OCAI) (alfa = 0,818) in Index of Work Satisfaction (alfa = 0,921). Podatki so bili obdelani s statističnim programom SPSS 20.0 z uporabo t-testa, enosmerne analize variance, korelacijske, faktorske in regresijske analize. Rezultati: Skupna največja povprečna vrednost med zaposlenimi obeh poklicnih skupin je pri organizacijski kulturi trg (x = 28,21) in hierarhija (x = 27,57). Indikatorji zadovoljstva zaposlenih (sodelovanje, vodenje, odločanje, avtonomija) se v 20 % lahko pojasnijo z organizacijsko kulturo adhokracija (ß = 0,318, p < 0,001), trg (ß = 0,219, p < 0,001) in skupina (ß = 0,161, p = 0,006). Diskusija in zaključek: V slovenskih bolnišnicah prevladuje nadzor nad delom, upoštevanje pravil, doseganje ciljev. Pregled literature pokaže tudi vpliv organizacijske kulture na zadovoljstvo. Potrebno bi bilo raziskati še druge dejavnike, ki vplivajo na zadovoljstvo, kot sta stres, izkoriščanje moči položaja.
Keywords		vodenje odločanje medpoklicno sodelovanje medicinske sestre zdravniki hierarhija timsko delo leadership decision-making collaboration nurses and physicians hierarchy teamwork