Organizational climate and culture in nursing and general services personnel according to the Competing Values Model (CVM)
DOI:
https://doi.org/10.22458/rna.v16i1.5934Keywords:
Organizational climate, organizational culture, , nursingAbstract
Introduction: This article is part of a doctoral research project based on the theoretical postulates of the Competing Values Framework (CVF), updated to measure organizational climate and culture.
Objective: The main objective was to identify the predominant archetypes of organizational climate and culture in the nursing and general services departments of a specialized hospital, as well as to identify congruences between organizational objectives and climate and culture.
Method: A quantitative approach was used, with descriptive analysis.
Results: The findings show a predominance of a control-centered climate and culture, although staff members show a preference for a human relations approach, which is people-oriented.
Conclusion: This study reveals a discrepancy between perceived and desired organizational culture in hospital departments, particularly in nursing and general services. While an orientation toward control and stability prevails, staff members prefer a more flexible and people-centered environment. These findings underscore the importance of implementing cultural change strategies that align institutional structures, norms, and values with the expectations of the workforce.
References
Cameron, K, and R Quinn. 2011. Diagnosing and Changing Organizational Culture Based on the Competing Values Framework. Edited by Jossey-Bass. 1st ed. San Francisco.
Dastmalchian, Ali, Sangho Lee, and Ignace Ng. 2000. “The Interplay between Organizational and National Cultures: A Comparison of Organizational Practices in Canada and South Korea Using the Competing Values Framework.” The International Journal of Human Resource Management 11 (2): 388–412. https://doi.org/10.1080/095851900339927.
Demir, Cengiz, Nazli A. Ayyildiz Unnu, and Emel Erturk. 2011. “Diagnosing the organizational culture of a turkish pharmaceutical company based on the competing values framework / turkijos farmacijos kompanijų organizacinės kultūros vertinimas, pagrįstas konkurencijos vertinimo sistema.” Journal of Business Economics and Management 12 (1): 197–217. https://doi.org/10.3846/16111699.2011.555451.
Floyd, S. 2016. “Measuring Organizational Climate at the Abilene-Taylor County Public Health District .” Texas: Abilene Christian University. https://digitalcommons.acu.edu/cgi/viewcontent.cgi?article=1004&context=social_work.
Igo, Tony, and Martin Skitmore. 2006. “Diagnosing the Organizational Culture of an Australian Engineering Consultancy Using the Competing Values Framework.” Construction Innovation 6 (2): 121–39. https://doi.org/10.1108/14714170610710659.
Méndez Bravo, Julio César, Claudia Jeaneth Bolaños Piedrahita, and Manuel Alberto Méndez Bravo. 2023. “La Cultura Organizacional y Su Efecto En El Desempeño Empresarial.” REVISTA ERUDITUS 4 (1): 59–74. https://doi.org/10.35290/re.v4n1.2023.718.
Patterson, Malcolm G., Michael A. West, Viv J. Shackleton, Jeremy F. Dawson, Rebecca Lawthom, Sally Maitlis, David L. Robinson, and Alison M. Wallace. 2005. “Validating the Organizational Climate Measure: Links to Managerial Practices, Productivity and Innovation.” Journal of Organizational Behavior 26 (4): 379–408. https://doi.org/10.1002/job.312.
Quinn, Robert E., and John Rohrbaugh. 1983. “A Spatial Model of Effectiveness Criteria: Towards a Competing Values Approach to Organizational Analysis.” Management Science 29 (3): 363–77. https://doi.org/10.1287/mnsc.29.3.363.
Rondeau, K, and T Wagar. 2017. “Intellectual Capital and Organization Culture Archetypes: Examining Relationships-Evidence from Canadian Nursing Homes.,” December, 1–11. https://www.researchgate.net/publication/323992508.
Schein, EH, and PA Schein. 2017. Cultura Organizacional y Liderazgo. Edited by Wiley & Sons. 5.a. San Francisco.
Vasquez Callupe, Yajaira Tatiana. 2024. “Cultura Organizacional Del Personal de Enfermería Que Labora En El Contexto Hospitalario:” Investigación e Innovación: Revista Científica de Enfermería 4 (3): 27–37. https://doi.org/10.33326/27905543.2024.3.1999.
Published
How to Cite
Issue
Section
Categories
License
Copyright (c) 2025 The National Administration Review
This work is licensed under a Creative Commons Attribution-NonCommercial-ShareAlike 4.0 International License.
Aquellos autores/as que tengan publicaciones con esta revista, aceptan los términos siguientes:
- Los autores/as conservarán sus derechos de autor y garantizarán a la revista el derecho de primera publicación de su obra, el cuál estará simultáneamente sujeto a la Licencia de reconocimiento de Creative Commons que permite a terceros compartir la obra siempre que se indique su autor y su primera publicación esta revista.
- Los autores/as podrán adoptar otros acuerdos de licencia no exclusiva de distribución de la versión de la obra publicada (p. ej.: depositarla en un archivo telemático institucional o publicarla en un volumen monográfico) siempre que se indique la publicación inicial en esta revista.
- Se permite y recomienda a los autores/as difundir su obra publicada en la revista a través de Internet (p. ej.: en archivos telemáticos institucionales o en su página web).
