• Title/Summary/Keyword: organizational culture

Search Result 1,273, Processing Time 0.031 seconds

The Historical and Philosophical Understandings of Organizational Culture

  • Ryu, Ki-Ung;Cho, Tae-Jun
    • Journal of Distribution Science
    • /
    • v.11 no.11
    • /
    • pp.63-69
    • /
    • 2013
  • Purpose - This study sought to discuss definitions of organizational culture taking into consideration different views, and the historical and philosophical elements of organizational culture. Research Design, Data, and Methodology - This paper is a relatively conceptual study that has attempted to define organizational culture, a topic that has been debated among scholars and practitioners. Various studies in the literature related to organizational culture have been reviewed in an effort to reduce the complexities and ambiguities in definitions of organizational culture. Results -This study summarized and synthesized different studies related to organizational culture, and identified the main streams for defining organizational culture as being from the historical and philosophical elements of organizational culture. Conclusions -The concept of organizational culture continues to be an important factor affecting organizational effectiveness and initiating organizational development. However, the definition of organizational culture has not been well-established. In this sense, this paper seems to be significant and meaningful as it attempts to define organizational culture from different perspectives.

The Relationship of Organizational Culture and Organizational Effectiveness at the General Hospital (종합병원에서 조직문화와 조직유효성과의 관계)

  • Jo, Heui-Sug;Cho, Woo-Hyun;Chun, Ki-Hong;Moon, Ok-Ryun;Lee, Sun-Hee
    • Journal of Preventive Medicine and Public Health
    • /
    • v.32 no.3
    • /
    • pp.374-382
    • /
    • 1999
  • Objectives: Organizational culture has beer important in field of organizational behavior research for the past decade. Although there has been a growing interest in the organizational culture and organizational effectiveness, there is few research in health care field. This study was carried out to investigate the relationship of organizational culture and organizational effectiveness at general hospital. Methods: Data was collected by self-administrated questionares. Organizational cultures were measured by using Likert scale. A general hospital in Kyunggi-Do was selected and survey was conducted to 675 workers. Data was analyzed with computer package, PC-SPSS. Results: There were four types of organizational culture in this hospital consensual culture, developmental culture, hierarchical culture, rational culture. Many workers recognized their culture as rational culture and developmental culture. This finding showed that the hospital had both human related and task related climate. There were some differences in recognition of sub-organizational culture by occupational group, but perceived organizational culture was in accordance with sub-organizational culture in general. Multiple regression analysis and multiple logistic regression analysis were conducted to find the relationship of organizational culture and organizational effectiveness. As a result, developmental culture showed a strong relationship with organizational commitment and job-satisfaction. Conclusions: These results showed that types of organizational culture were significantly related to organizational effectiveness and understanding the existing culture is essential to develope their organizational effectiveness.

  • PDF

The Effect of Organizational Culture on Innovation Activities and Organizational Effectiveness

  • Kim, Moon Jun
    • International Journal of Advanced Culture Technology
    • /
    • v.10 no.3
    • /
    • pp.93-103
    • /
    • 2022
  • The purpose of this study is to empirically analyze the mediating effect of innovation activities on the effect of organizational culture perceived by organizational members on organizational effectiveness. The main results are as follows. First, Hypothesis 1, organizational culture, was adopted as it showed a positive influence on innovation activities. Second, since organizational culture showed statistically significant effect on organizational effectiveness, Hypothesis 2 was adopted. Third, the innovation activity, which is hypothesis 3, was analyzed to have a positive influence on organizational effectiveness. Therefore, hypothesis 3 was accepted. Fourth, the innovation activity, hypothesis 4, showed a mediating effect between organizational culture and organizational effectiveness. As shown in the results of this study, it is indicated that organizations should improve organizational effectiveness for growth and development through the advancement of the sustainability management system in the rapidly changing business environment. To this end, it was necessary to systematically build and activate an organizational culture and innovation activities suitable for the characteristics of the organization. In other words, organizational effectiveness can be improved when constructing and implementing advanced innovation activities based on measures to revitalize organizational culture according to changes in the business environment.

A Study on the Relationship Between Nursing Organizational Culture and ICUs Team Effectiveness (중환자실의 간호조직문화와 팀효과성에 관한 연구)

  • Kim, Moon-Sil;Hong, Eun-Hye
    • Journal of Korean Academy of Nursing Administration
    • /
    • v.10 no.1
    • /
    • pp.83-96
    • /
    • 2004
  • Purpose: The purpose of this research is, by investigating organizational characteristics, types of nursing organizational culture and team effectiveness in ICU, to ascertain the type of nursing organizational culture and the organizational characteristic that can improve the team effectiveness. Method: The research targeted 427 nurses from 33 ICUs of 14 general hospitals which have more than 250 beds and the data were gathered by using self-report questionnaires from April 10, 2003 to April 24, 2003. For this research, the following tools were used; the tool for measuring organizational characteristics and organizational cultures and the tool for measuring team effectiveness. Result: The most significant nursing organizational characteristic in ICU is the centralization. The organizational culture in ICU is generally rank-oriented culture. There was a significant difference (p<.01) in four types of organizational cultures; relation-oriented, innovation-oriented, rank-oriented and task-oriented. Verifying influence power of organizational cultures upon team effectiveness of ICU, relation-oriented culture had 49.2% of an influence upon team effectiveness, innovation- oriented and relation-oriented culture had 60.4% of an influence, and rank-oriented, innovation-oriented and relation-oriented culture had 61.2% of an influence. The organizational culture profiles according to the types of nursing organizational cultures in 33 ICUs were found by a cluster analysis. They were classified into five culture profiles; strong balance culture profile, weak balance culture profile, innovation-oriented and task-oriened culture profile, strong relation culture profile and strong rank culture profile(p<0.5). According to me organizational culture profiles, a significant difference of team effectivenesses(coworker satisfaction, team performance perception, team satisfaction and team commitment) was found(p<.01). The strong balance culture profile had the best team effectivenesses. Conclusion: For nursing culture management, a nursing administrator should identify the relevant nursing organizational culture at first by utilizing an innovative team-leader. After identifying the organizational culture, the administrator should make strategic plans and practices that can distinguish good organizational cultures to be expanded from ones to be sublated so that a strong balance culture can be developed.

  • PDF

Effect of Nursing Organizational culture, Organizational Silence, and Organizational Commitment on the Intention of Retention among Nurses: Applying the PROCESS Macro Model 6 (간호사의 재직의도에 대한 간호조직문화, 조직침묵과 조직몰입의 영향: PROCESS Macro model 6 적용)

  • Han, Sujeong
    • Korean Journal of Occupational Health Nursing
    • /
    • v.31 no.1
    • /
    • pp.31-41
    • /
    • 2022
  • Purpose: This study aimed to identify the effects of organizational culture, organizational silence, and organizational commitment on the intention of retention as perceived by nurses Methods: The research model was designed on the basis of the PROCESS Macro model 6 proposed by Hayes. The participants were 142 nurses from general hospitals. Measurements included the scales of organizational culture, organizational silence, organizational commitment, and intention of retentione. Data were analyzed using descriptive statistics, Pearson's correlation coefficient analysis, and Hayes's PROCESS macro method for mediation. Results: Retention intention showed a significantly positive correlation with relationship-orientated culture (r=.32, p<.001), innovation-orientated culture (r=.30, p<.001), and organizational commitment (r=.48, p<.001). However retention intention showed a significantly negative correlation with organizational silence (r=-.42, p<.001). Furthermore, organizational silence and commitment had a mediating effect on the relationship between organizational culture and intention of retention. Conclusion: The impact of organizational culture on intention of retention in general hospitals was mediated by organizational silence and organizational commitment. Considering the mediating effects of organizational silence and organizational commitment on the relationship between nursing organizational culture and retention intention, a strategy should be developed to enhance organizational commitment and weaken organizational silence by strengthening related and innovative nursing culture.

Effect of Dietitian's Perceived Organizational Culture on Organizational Commitment at Hospital Foodservices (종합병원 영양사의 조직문화 인식이 조직몰입에 미치는 영향)

  • Bae, Moon-Jung;Kim, Choon Young;Ryu, Kyung
    • Journal of the Korean Dietetic Association
    • /
    • v.23 no.4
    • /
    • pp.431-452
    • /
    • 2017
  • This study was conducted to investigate the effect dietitians' perceived organizational culture has on organizational commitment at hospital foodservices. A total of 382 dietitians working at general hospitals with 500 beds or more participated in the survey from January 16 to February 8, 2017. The result of perceived organizational culture showed hierarchical culture, rational culture, development culture, and group culture scored to be 5.29, 5.25, 5.15, and 4.97 out of 7, respectively. Differences in the perception of organizational culture and organizational commitment were observed according to the general demographics of subjects, but no significant differences were shown according to the general characteristics of hospitals. For organizational commitment perception, affective commitment (5.14), normative commitment (4.41), and continuance commitment (4.21) were identified. There were differences according to age, work experience at the present job, position, and education level by type of organizational culture. In terms of organizational commitment, there were significant differences in age, work experience at the present job, employment status, and possession of clinical dietitian certificate, position by type of commitment. A positive correlation between dietitians' perceived organizational culture and organizational commitment such as overall organizational commitment, affective commitment, and normative commitment was observed (P<0.01). Group culture, development culture, and hierarchical culture positively affected overall organizational commitment (P<0.001). Development culture, group culture, and hierarchical culture had positive effects on affective commitment, whereas rational culture had a negative influence. Development culture (P<0.05), group culture (P<0.001), and hierarchical culture (P<0.01) positively influenced normative commitment. Results suggest that it is necessary to develop plans for the improvement of rational culture, group culture, and development culture at hospital foodservice organizations.

Relationship between Organizational Culture Types and Organizational Effectiveness in Hospitals (병원의 조직문화유형과 조직유효성의 관계;간호사를 대상으로)

  • Lee, Myung-Ha
    • Journal of Korean Academy of Nursing Administration
    • /
    • v.4 no.2
    • /
    • pp.363-385
    • /
    • 1998
  • The purpose of this study is to investigate the relationship between organizational culture types and organizational effectiveness in the hospitals and to identify the cultural and organizational characteristics of the hospitals with high organizational effectiveness. Data were collected from May 12 to June 14. 1997 through questionnaire taken by 1.118 nurses working in 10 hospitals with more than 800 beds and from annual reports published by the hospitals. The instruments were used for collecting the data: Organizational Culture Questionnatire and Organizational Characteristics Questionnatire developed by the researcher. Mowday's Organizational Commitment Questionnaire. Taylor & Bovver's General Satisfaction Scale. The Results were as follows: 1. The meta culture of the hospital organizations was the conservative culture. 2. There were significant differences of the four organizational cultural types - affiliative culture. innovative culture. conservative culture. task culture among the hospitals(p=.00). 3. The hospital organizations were classified in to three cultural patterns. each of which had similar cultural composition. on the basis of the scores indicating the similarity and difference of the foul' organizational cultural types among the hospitals. The organization of each group represents conservative- dominant culture. innovative-dominant culture and competitive culture. 4. Nurses' organizational commitment and job satisfaction were significantly different among the cultural patterns(p=.00). In other words. the hospitals with innovative-dominant culture showed higher organizational commitment and job satisfaction than ones with conservative-dominant culture and competitive culture. And also. the growth rate of outpatients and inpatients were significantly different among the cultural patterns(p<.05). The hospitals with innovative -dominant culture showed higher growth rate of outpatients and inpatients than ones with conservative-dominant culture and competitive culture. 5. The hospitals with conservative-dominant culture and competitive culture showed higher level of centralization than ones with innovative -dominant culture(p=.00) And the hospitals with competitive and innovative-dominant culture showed higher level of communication than those with conservative-dominant culture(p=.00) Finally. the hospitals with innovative-dominant culture showed higher level of managerial strategy than those with conservative-dominant and competitive culture. among which the latter showed higher level of managerial strategy than the former(p=.00).

  • PDF

The Effect of manager's Communication Type on Organizational Culture and Innovative Behavior

  • Kang Woon Jo;Moon Jun Kim;Hwan Cheol, Hwang
    • International journal of advanced smart convergence
    • /
    • v.12 no.2
    • /
    • pp.143-152
    • /
    • 2023
  • This study confirmed the effect of manager's communication type perceived by organizational members on innovative behavior and the mediating effect of organizational culture. In other words, the manager's communication type was statistically positive for organizational members' innovation behavior (Hypothesis 1) and organizational culture (Hypothesis 2). Organizational culture improved innovative behavior of organizational members (Hypothesis 3). In addition, organizational culture played a mediating role between the manager's communication type and organizational members' innovative behavior (Hypothesis 4). In other words, the importance of improving the innovative behavior of organizational members, which is a key factor for advancing organizational sustainability management, was confirmed. It was confirmed that the manager's communication type and organizational culture act as a key factor for the advancement of innovative behavior. Therefore, executives and managers confirmed the importance of systematic managers' communication-type competency development and organizational culture revitalization plans and the necessity of implementing them in order to improve innovative behavior.

Effects of the Organizational Culture on the Job Satisfaction and Organization Commitment (간호사가 지각하는 간호조직문화유형이 직무만족, 조직몰입에 미치는 영향)

  • Lee, Eun-Joo;Kim, Mi-Ye;Han, Ji-Young
    • Journal of Korean Academy of Nursing Administration
    • /
    • v.14 no.1
    • /
    • pp.5-12
    • /
    • 2008
  • Purpose: This study aimed to examine the impact of Organizational Culture on job satisfaction and organizational commitment in nursing organization. Methods: The sample consisted of 264 nurses of 2 tertiary medical institutions. The instruments used in this study were the nursing organizational culture questionnaire (Han, 2001), job satisfaction scale (Paula, 1978), and Organizational Commitment scale (Mowday et al., 1979). The data were analyzed by descriptive statistics, one-way ANOVA, t-test, Pearson Correlation. Coefficient, and multiple regression using the SPSS Win 14.0 program. Results: The dominant organizational culture of nursing organization was rank-oriented culture. The mean score of job satisfaction and organizational commitment was 3.28 and 3.40 respectively. Organizational commitment and Job satisfaction were positively correlated with affiliative-oriented culture, innovative-oriented culture, and task-oriented culture. Affiliative-oriented and task-oriented culture were major variables influencing on job satisfaction and affiliative-oriented culture was a major variable influencing organizational commitment. Conclusion: Organizational culture, especially affiliative-oriented culture had a significant influence on nurses' job satisfaction and organizational commitment. Therefore, we have to develop strategies to enhancing the affiliative-oriented culture to improve the job satisfaction and organizational commitment of nurses.

  • PDF

A Study of the Impact of Organizational Cultures on the Organizational Effectiveness (조직문화가 조직유효성에 미치는 영향에 관한 연구 : 의료사회복지사의 인식을 중심으로)

  • Kang, Heung-Gu
    • Korean Journal of Social Welfare
    • /
    • v.47
    • /
    • pp.7-33
    • /
    • 2001
  • The purpose of this study was to the impact of organizational culture on the organizational effectiveness in hospitals were empirically analysed. Data were collected by 151 social workers including general hospitals with one social worker at least and single-department hospital with two social workers or more, were identified nationwide through the registry of Korean Association of Medical Social Workers and Korean Association of Hospitals. The results of this study were summarized as follows; First, most social workers report that characteristic of culture in their hospitals are group culture the first, hierarchial culture the second, rational culture the third, and developmental culture finally in order of social worker's recognition. Second, according to the types of organizational culture, there were significantly different levels of organizational effectiveness. Social worker's perceived group cultures in hospital showed higher job satisfaction, organizational commitment than other culture patterns. And also, social worker's perceived developmental cultures in hospital showed higher organizational commitment quality of social service than other culture patterns. Third, multiple regression analysis was conducted to find the relationship of organizational culture and organizational effectiveness. As a result, developmental culture showed a strong relationship with job satisfaction, organizational commitment and quality of social services Finally, as for the cultural affects on the organizational effectiveness depended on intensive attention to developmental culture in hospital Consolidating the attribute of developmental culture in hospital is also proposed to improve the organizational cultures.

  • PDF