Gilbert N M, Sneed J
Department of Nutrition, University of Tennessee, Knoxville.
J Can Diet Assoc. 1992 Summer;53(2):155-8.
This study determined the type of organizational culture (bureaucratic, innovative, or supportive), and determined the relationships among organizational commitment, and behavioural outcomes (turnover, absenteeism, and productivity) in hospital foodservice departments. The sample included 423 foodservice employees from nine hospitals in eastern Canada and nine hospitals in East Tennessee. Two research instruments were used for data collection. The historical data instrument, completed by the department director, obtained data to calculate productivity, turnover, and absenteeism rates. The four-part employee instrument included the 24-item Organizational Culture Index, the 15-item Organizational Commitment Questionnaire, five questions to determine perceptions of job satisfaction, and demographic items. Multiple linear regression analysis tested relationships among variables. The predominant culture was bureaucratic (14.9 +/- 4.3 of a possible 24). Means were lower for innovative (13.2 +/- 4.3) and supportive (12.7 +/- 5.0) cultures. Supportive and innovative cultures had positive relationships with both job satisfaction and organizational commitment. Organizational culture was not related to turnover, absenteeism, or productivity. Mean productivity was 3.8 +/- 3.2 meals per labour hour, ranging from 0.8 to 15.1. Employees rated satisfaction with co-workers highest, and satisfaction with pay lowest. These findings will help hospital foodservice managers understand the relationship of culture to organizational and employee outcomes; changing culture may improve desired outcomes.
本研究确定了组织文化的类型（官僚型、创新型或支持型），并确定了医院餐饮服务部门中组织承诺与行为结果（离职率、缺勤率和生产率）之间的关系。样本包括来自加拿大东部九家医院和东田纳西州九家医院的423名餐饮服务员工。使用了两种研究工具进行数据收集。由部门主管填写的历史数据工具获取了用于计算生产率、离职率和缺勤率的数据。四部分的员工工具包括24项组织文化指数、15项组织承诺问卷、五个用于确定工作满意度感知的问题以及人口统计学项目。多元线性回归分析测试了变量之间的关系。主导文化是官僚型（可能的24分中为14.9±4.3）。创新型文化（13.2±4.3）和支持型文化（12.7±5.0）的得分较低。支持型和创新型文化与工作满意度和组织承诺均呈正相关。组织文化与离职率、缺勤率或生产率无关。平均生产率为每劳动小时3.8±3.2份餐食，范围从0.8到15.1。员工对同事的满意度评价最高，对薪酬的满意度评价最低。这些发现将有助于医院餐饮服务经理理解文化与组织及员工结果之间的关系；改变文化可能会改善预期结果。
