The relationship between organizational culture and performance in acute hospitals

This paper examines the relationship between senior management team culture and organizational performance in English acute hospitals (NHS Trusts) over three time periods between 2001/2002 and 2007/2008. We use a validated culture rating instrument, the Competing Values Framework, to measure senior...

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Vydáno v:Social science & medicine (1982) Ročník 76; číslo 1; s. 115 - 125
Hlavní autoři: Jacobs, Rowena, Mannion, Russell, Davies, Huw T.O., Harrison, Stephen, Konteh, Fred, Walshe, Kieran
Médium: Journal Article
Jazyk:angličtina
Vydáno: Kidlington Elsevier Ltd 01.01.2013
Elsevier
Pergamon Press Inc
Témata:
Biological and medical sciences
Competing Values Framework
Corporate culture
Correlation analysis
Culture
English NHS hospital Trusts
Health Services Research
Hospital management
Hospital performance
Hospitals
Hospitals, Public - organization & administration
Hospitals, Public - standards
Humans
Institutional Management Teams - organization & administration
Measures
Medical sciences
Miscellaneous
Organizational Culture
Organizational effectiveness
Organizational performance
Performance evaluation
Public health. Hygiene
Public health. Hygiene-occupational medicine
Quality of Health Care
Senior management
Social sciences
State Medicine
Teams
Time periods
Trusts
Upper management
United Kingdom
Europe
I11
Z10
Competing Values Framework
English NHS hospital Trusts
Hospital performance
Organizational culture
Performance evaluation
Human
Health system
Acute
Hospitalization
Trust
English
Welfare aids
Social medicine
Cultural aspect
Hospital
Performance
Public health
ISSN:0277-9536, 1873-5347, 1873-5347
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Shrnutí:This paper examines the relationship between senior management team culture and organizational performance in English acute hospitals (NHS Trusts) over three time periods between 2001/2002 and 2007/2008. We use a validated culture rating instrument, the Competing Values Framework, to measure senior management team culture. Organizational performance is assessed using a wide range of routinely collected indicators. We examine the associations between organizational culture and performance using ordered probit and multinomial logit models. We find that organizational culture varies across hospitals and over time, and this variation is at least in part associated in consistent and predictable ways with a variety of organizational characteristics and routine measures of performance. Moreover, hospitals are moving towards more competitive culture archetypes which mirror the current policy context, though with a stronger blend of cultures. The study provides evidence for a relationship between culture and performance in hospital settings. ► We examine the relationship between senior management team culture and organizational performance in English acute hospitals. ► Many culture-performance relationships exist cross-sectionally and some persist over time. ► Aspects of performance valued within the dominant culture are often those domains on which the organization performs best. ► Hospitals are moving towards more competitive cultural archetypes, which is consistent with national policy initiatives. ► Hospitals appear to be moving towards more blended cultures with single dominant cultures becoming less prominent.
Bibliografie:SourceType-Scholarly Journals-1
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ISSN:0277-9536
1873-5347
1873-5347
DOI:10.1016/j.socscimed.2012.10.014