Organizational Culture and Nursing Leadership of a Brazilian Public Hospital in the Perspective of Nursing Managers

2.50
Hdl Handle:
http://hdl.handle.net/10755/152775
Type:
Presentation
Title:
Organizational Culture and Nursing Leadership of a Brazilian Public Hospital in the Perspective of Nursing Managers
Abstract:
Organizational Culture and Nursing Leadership of a Brazilian Public Hospital in the Perspective of Nursing Managers
Conference Sponsor:Sigma Theta Tau International
Conference Year:2011
Author:Rocha, Fernanda Ludmilla Rossi, PhD
P.I. Institution Name:University of Sao Paulo - School of Nursing of Ribeirao Preto
Title:Professor
Co-Authors:Maria Helena Palucci Marziale Rho, Upsilon, Chapter-Brazil, Underreporting of occupational accidents with cutting and piercing objects among nursing workers in Brazil: a problem for implem
Monica Chiodi RN, Nurse
[22nd International Nursing Research Congress - Research Presentation] Purpose: To analyze the values and practices that characterize the organizational culture of a Brazilian public hospital and the nursing leadership in the perspective of nursing managers. 
Methods: Exploratory research with quantitative approach of the data. The study population was represented by all nursing managers of the hospital. The data were collected during the months of July and August of 2010, using the Brazilian Instrument for Assessing Organizational Culture - IBACO, which is based on Geer Hofstede's Theory. According to Hofstede's Theory, the organizational culture is characterized by values (rigid hierarchy of power, cooperative professionalism, competitive and individualistic professionalism, well-being and satisfaction) and practices (external integration practices, reward and training practices, promotion of personal relationship), which can determine the worker's behavior. Results: In the opinion of the most nursing managers, the hospital presents medium levels of rigid hierarchy of power; low-medium levels of competitive and individualistic professionalism; low-medium levels of well-being and satisfaction; and high levels of cooperative professionalism. About the practices that characterized the hospital culture, the managers considered that there are high levels of external integration practices; medium levels of reward and training practices; and medium levels of promotion of personal relationship. Conclusion: Rigid hierarchy of power indicate the existence of centralization of power and inequalities between individuals which can mean a leadership profile authoritarian and centralizing, creating job dissatisfaction. Besides, the hospital has not been considered practices related to the enhancement of employee satisfaction and motivation at work which can hinder the success of the organization and the scope of quality of health care.
Repository Posting Date:
26-Oct-2011
Date of Publication:
17-Oct-2011
Sponsors:
Sigma Theta Tau International

Full metadata record

DC FieldValue Language
dc.typePresentationen_GB
dc.titleOrganizational Culture and Nursing Leadership of a Brazilian Public Hospital in the Perspective of Nursing Managersen_GB
dc.identifier.urihttp://hdl.handle.net/10755/152775-
dc.description.abstract<table><tr><td colspan="2" class="item-title">Organizational Culture and Nursing Leadership of a Brazilian Public Hospital in the Perspective of Nursing Managers</td></tr><tr class="item-sponsor"><td class="label">Conference Sponsor:</td><td class="value">Sigma Theta Tau International</td></tr><tr class="item-year"><td class="label">Conference Year:</td><td class="value">2011</td></tr><tr class="item-author"><td class="label">Author:</td><td class="value">Rocha, Fernanda Ludmilla Rossi, PhD</td></tr><tr class="item-institute"><td class="label">P.I. Institution Name:</td><td class="value">University of Sao Paulo - School of Nursing of Ribeirao Preto</td></tr><tr class="item-author-title"><td class="label">Title:</td><td class="value">Professor</td></tr><tr class="item-email"><td class="label">Email:</td><td class="value">ferocha@eerp.usp.br</td></tr><tr class="item-co-authors"><td class="label">Co-Authors:</td><td class="value">Maria Helena Palucci Marziale Rho, Upsilon, Chapter-Brazil, Underreporting of occupational accidents with cutting and piercing objects among nursing workers in Brazil: a problem for implem<br/>Monica Chiodi RN, Nurse</td></tr><tr><td colspan="2" class="item-abstract">[22nd International Nursing Research Congress - Research Presentation] Purpose:&nbsp;To analyze the values and practices that characterize the organizational culture of a Brazilian public hospital and the nursing leadership in the perspective of nursing managers.&nbsp; <br/>Methods:&nbsp;Exploratory research with quantitative approach of the data. The study population was represented by all nursing managers of the hospital. The data were collected during the months of July and August of 2010, using the Brazilian Instrument for Assessing Organizational Culture - IBACO, which is based on Geer Hofstede's Theory. According to Hofstede's Theory, the organizational culture is characterized by values (rigid hierarchy of power, cooperative professionalism, competitive and individualistic professionalism, well-being and satisfaction) and practices (external integration practices, reward and training practices, promotion of personal relationship), which can determine the worker's behavior. Results:&nbsp;In the opinion of the most nursing managers, the hospital presents medium levels of rigid hierarchy of power; low-medium levels of competitive and individualistic professionalism; low-medium levels of well-being and satisfaction; and high levels of cooperative professionalism. About the practices that characterized the hospital culture, the managers considered that there are high levels of external integration practices; medium levels of reward and training practices; and medium levels of promotion of personal relationship. Conclusion:&nbsp;Rigid hierarchy of power indicate the existence of centralization of power and inequalities between individuals which can mean a leadership profile authoritarian and centralizing, creating job dissatisfaction. Besides, the hospital has not been considered practices related to the enhancement of employee satisfaction and motivation at work which can hinder the success of the organization and the scope of quality of health care.</td></tr></table>en_GB
dc.date.available2011-10-26T11:49:19Z-
dc.date.issued2011-10-17en_GB
dc.date.accessioned2011-10-26T11:49:19Z-
dc.description.sponsorshipSigma Theta Tau Internationalen_GB
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