Seren Seyda, Baykal Ulku
Department of Nursing Management, Dokuz Eylul University School of Nursing, Izmir, Turkey.
J Nurs Scholarsh. 2007;39(2):191-7. doi: 10.1111/j.1547-5069.2007.00166.x.
To define organizational culture in hospitals that have received quality certificates and to identify attitudes of healthcare personnel toward change.
The population was all physicians and nurses (N=3,067) employed at four private hospitals that have received accreditation or the "ISO" certificate, and four public hospitals, all of which were located within Istanbul city limits. A proportional sample of 570 participants were selected from the eight hospitals. Data-gathering tools were information form, culture scale, and Attitude Against Change Scale (AACS). Data were evaluated by using descriptive statistics, Cronbach alpha coefficient, Chi-square test, and by t test for dependent groups, one-way variance analysis (ANOVA), and Tukey test.
The lowest score averages on the AACS were found in those employed in public hospitals, in those who perceived top executives as autocrats, and in those who were unwilling to participate in quality studies. Participants in a power culture were least open to change.
A collaborative culture was the most evident culture in private hospitals, but in public hospitals the most dominant culture was a power culture.
界定已获得质量认证的医院的组织文化，并确定医护人员对变革的态度。
研究对象为在伊斯坦布尔市内的四家获得认证或“ISO”证书的私立医院以及四家公立医院工作的所有医生和护士（N = 3,067）。从这八家医院中选取了570名参与者的比例样本。数据收集工具包括信息表、文化量表和变革抵触态度量表（AACS）。数据通过描述性统计、克朗巴哈α系数、卡方检验、相关样本t检验、单因素方差分析（ANOVA）和图基检验进行评估。
在公立医院工作的人员、认为高层管理人员是独裁者的人员以及不愿参与质量研究的人员在AACS上的平均得分最低。权力文化中的参与者对变革最不开放。
合作文化在私立医院中是最明显的文化，但在公立医院中最占主导地位的文化是权力文化。
