Publication: Bir kamu hastanesinde çalışanların örgütsel kültür algıları
Abstract
Her kurum üretimi doğrultusunda kendine özgü bir alt yapıya sahiptir. Bu alt yapının en önemli öğesi de insandır. İnsan kaynağını en iyi değerlendirebilmek için dış çevre faktörlerinin yanı sıra insanın iç dünyasını anlamak ve kuruma yarar getirmesi yönünde kullanmak gerekir. İnsanlar ayrı ayrı inanç, tutum ve davranış göstermektedir. Böylece insanlar arasındaki farklı değer ölçülerinin ortaya koyduğu farklı kültürlerle karşılaşılmaktadır. Önemli olan, bu farklı kültür öğelerini bir arada, uyum içinde kurum kültüründe birleştirmektir(20,23). İstanbul ili sınırları içinde Sağlık Bakanlığı’ na bağlı bir devlet hastanesinde gerekli izinler alındıktan sonra 278 kişiyle gerçekleştirilen araştırma, bir kamu hastanesinde çalışanların örgüt kültürü algılarını belirlemek amacıyla tanımlayıcı olarak planlanmıştır. Veri toplama aracı olarak tanıtıcı özellikleri içeren bilgi formu ve örgüt kültürü envanteri kullanılmıştır. Elde edilen veriler, yüzdelik, ortalama, tek yönlü varyans analizi, student t-testi, pearson korelasyon analizi ile değerlendirilmiştir. Araştırmada çalışanların örgüt kültürü algılama puanları ortalamaya yakın bulunmuştur (112.71 + 20.27). Örgüt kültürü algılama puan ortalamalarının, 44 yaş ve üzerinde, evlilerde, ilköğretim mezunlarında, kurumda çalışma ve mesleki deneyim yılı 16 yıl ve üzeri olanlarda ve serviste görev yapan çalışanlarda ortalamaya yakın bir değerde olduğu saptanmıştır. Araştırmaya katılan grupların örgüt kültürü alt boyutlarını içeren; yapı, sorumluluk, ödül-teşvik, destek, standartlar, risk, örgüte bağlılık, yakınlık ve çatışma boyutlarına ait algılama puanları ortalamaya yakın olduğundan kurum çalışanları için örgüt kültürüne karşı olumlu tutum veya algılara sahip oldukları belirtilebilir.
Every institution has a substructure specific to its production and human is the most significant component of this substructure. To be able to realize the value of the person as a human resource, it is necessary to understand environmental factors as well as to recognize the person’s inner world and to utilize it so that he/ she would be of value to the institution. Individuals exhibit unique beliefs, attitudes and behaviors, as a result of which various cultures stemming from different values exist. What is important in such a context is to unite the different elements of cultures harmoniously under the organizational culture. Aiming to identify the perception of organizational culture of employees at a public hospital, this descriptive study was carried out with 278 participants employed at a public hospital, bound the Ministry of Health, and located in Istanbul. Consents were obtained before the initiation of the study. An information form covering descriptive characteristics and organizational culture inventory were used as data gathering tools. Obtained data were evaluated by percentages, averages, one-way variance analysis, student’s t-test and Pearson correlation analysis. Organizational culture perception scores were found close to the avarage in the study (112.71 + 20.27). Organizational culture perception scores were determined close to the avarage in participants who were 44 years old or higher, married, primary school graduates, who had 16 year or more professional experience or worked for 16 years or more in the current institution and who were employed at the service. Scores for structure, responsibility, promotion-stimulation, support, standards, risk, organizational devotion, closeness and conflict which were sub-dimensions of organizational culture were close to the average so that it would be specified employees of the institution retained positive attitudes and positive perception to organizational culture.
Every institution has a substructure specific to its production and human is the most significant component of this substructure. To be able to realize the value of the person as a human resource, it is necessary to understand environmental factors as well as to recognize the person’s inner world and to utilize it so that he/ she would be of value to the institution. Individuals exhibit unique beliefs, attitudes and behaviors, as a result of which various cultures stemming from different values exist. What is important in such a context is to unite the different elements of cultures harmoniously under the organizational culture. Aiming to identify the perception of organizational culture of employees at a public hospital, this descriptive study was carried out with 278 participants employed at a public hospital, bound the Ministry of Health, and located in Istanbul. Consents were obtained before the initiation of the study. An information form covering descriptive characteristics and organizational culture inventory were used as data gathering tools. Obtained data were evaluated by percentages, averages, one-way variance analysis, student’s t-test and Pearson correlation analysis. Organizational culture perception scores were found close to the avarage in the study (112.71 + 20.27). Organizational culture perception scores were determined close to the avarage in participants who were 44 years old or higher, married, primary school graduates, who had 16 year or more professional experience or worked for 16 years or more in the current institution and who were employed at the service. Scores for structure, responsibility, promotion-stimulation, support, standards, risk, organizational devotion, closeness and conflict which were sub-dimensions of organizational culture were close to the average so that it would be specified employees of the institution retained positive attitudes and positive perception to organizational culture.