Department of Public Health, College of Medicine and Health Sciences, Wolkite University, Wolkite, Ethiopia.
Department of Health Economics, Policy and Management Institute of Health Science, Jimma University, Jimma, Ethiopia.
BMC Health Serv Res. 2020 May 19;20(1):438. doi: 10.1186/s12913-020-05319-x.
The concept of Organizational Culture (OC) which refers to the pattern of values, norms, beliefs, attitudes and assumptions may not be articulated through verbal language. However, it shapes the way people behave and the way things get done in an organization. The management of organizational culture is increasingly viewed as necessary part of health system reform. Major cultural transformation of an organization must be secured alongside structural and procedural changes in order to achieve desired quality and performances improvements in health systems. It is therefore essential to understand organizational culture, job satisfaction level of the health workers and the link between them.
Facility based cross sectional study was conducted in four primary hospitals of Jimma zone and town administration. A self-administered questionnaire was used to collect the data. The collected data were checked for completeness, entered and documented into Epi-data version 3.1 and Exported to SPSS version 21 for analysis. Finally descriptive statistics, Paired t-test and multiple linear regression analysis were used to assess the relationship between organizational culture and job satisfaction and the results were presented using tables and charts.
It was indicated from the finding that, the dominant existing organizational culture typology in the primary hospitals was Hierarchy culture (MS = 22.31, ±2.82).and the preferred organizational culture typology was Innovative culture (MS = 26.09, ±4.72). The health workers had low to medium level of job satisfaction where only (29.40%) of the health workers were very satisfied with their hospital physical working environment. Existing perceived clan culture had positive and significant correlation with health workers' satisfaction in relation to work relation dimension (r = .16, p < 0.002).
while acknowledging all limitation of observational study we reached to the conclusion that an employees of the respective primary hospitals would prefer to work in environment characterized by innovative and clan culture and their satisfaction level is medium so that the managers should undertake major cultural transformation and must work to improve the job satisfaction level of health workers within their respective hospitals.
组织文化（OC）的概念是指价值观、规范、信仰、态度和假设的模式，可能无法通过言语表达。然而，它塑造了人们在组织中的行为方式和做事方式。组织文化的管理越来越被视为卫生系统改革的必要组成部分。为了在卫生系统中实现所需的质量和绩效改进，必须与结构和程序变革一起进行组织的重大文化变革。因此，了解组织文化、卫生工作者的工作满意度水平以及它们之间的联系是至关重要的。
在 Jimma 区和城镇行政部门的四家基层医院进行了基于机构的横断面研究。使用自我管理问卷收集数据。收集的数据进行了完整性检查，输入并记录到 Epi-data 版本 3.1 并导出到 SPSS 版本 21 进行分析。最后，使用描述性统计、配对 t 检验和多元线性回归分析来评估组织文化和工作满意度之间的关系，并使用表格和图表呈现结果。
从调查结果来看，基层医院现有的主导组织文化类型是等级文化（MS=22.31，±2.82），而首选的组织文化类型是创新文化（MS=26.09，±4.72）。卫生工作者的工作满意度处于低到中等水平，只有（29.40%）的卫生工作者对医院的物理工作环境非常满意。现有的感知宗族文化与卫生工作者在工作关系维度上的满意度呈正相关且具有显著相关性（r=.16，p<0.002）。
尽管承认观察性研究的所有限制，但我们得出的结论是，各自基层医院的员工更愿意在以创新和宗族文化为特征的环境中工作，他们的满意度处于中等水平，因此管理人员应该进行重大文化变革，并努力提高各自医院卫生工作者的工作满意度。
