The application of competing values approach to the relationships in organizational culture, leadership styles and organizational effectiveness in the nursing department of hospitals

• Main Authors: Lin, Yueh-Kuei, 林月桂
• Other Authors: Lu, Meei-Shiow
• Format: Others
• Language: zh-TW
• Published: 1999
• Online Access: http://ndltd.ncl.edu.tw/handle/51804627089223104754

碩士 === 台北醫學院 === 護理學研究所 === 88 === The purpose of this study is (1) to understand the basic characteristics of nursing staff and the relationship between organizational culture and effectiveness in the nursing departments of the hospitals; (2) to understand the relationship between the basic characteristics and leadership styles of nursing directors and head nurses ; (3) to understand the sameness of leadership styles of nurse’s boss between the self-evaluated ones and the ones evaluated by the subordinates; (4) to understand the correlation among organizational culture, leadership style, and organizational effectiveness in the nursing departments; (5) to understand the types of competing values in organizational culture, leadership style, and organizational effectiveness in the nursing departments of the hospital; (6) to understand the consistency status of organizational culture, leadership style, and organizational effectiveness in the nursing departments of medical centers, regional hospitals and local hospitals. Recommendations will be proposed according to the results of the study for the reference of promoting the organizational effectiveness in the nursing departments of the hospitals. The tool of this study is a revised structured questionnaire used by many experts as an evaluation method of competing value approach. The study group is composed of 1,993 members of nursing staff in the medical centers, regional hospitals , and local hospitals assessed by Department of Health , Executive Yuan from 1996 to 1998 in Taipei. 1,794 valid questionnaires were answered and returned (valid response rate: 90.01%) The study found(1) significant correlation between basic characteristics of nursing staff and organizational culture in the nursing departments of the hospitals ; (2) no significant difference between basic characteristics and the self-evaluated leadership styles in nursing directors and head nurses; (3) the score of self- evaluated leadership styles by the nurse’s boss is significantly higher than the score of leadership styles evaluated by subordinates; (4) significant correlation between basic characteristics of nursing staff and organizational effectiveness in the nursing departments of the hospitals ; (5) significant correlation among organizational culture, leadership style, and organizational effectiveness in the nursing departments of the hospitals ; (6) significant difference in organizational culture and effectiveness among the nursing departments of the medical centers , regional hospitals and local hospitals ; (7) no significant difference in leadership style among the nursing departments of medical centers, regional hospitals and local hospitals ; (8) in competing value approach, the consistency status of organizational culture, leadership style, and organizational effectiveness in three medical centers are partly toward the sameness and partly toward the difference; while in eleven regional hospitals, four are highly toward the sameness and the other seven are partly toward the sameness and partly toward the difference, and in the fourteen local hospitals, one is highly toward the sameness, two are highly toward the difference and the other eleven are partly toward the sameness and partly toward the difference. All the above findings can be served as a reference for nursing managers. The findings also suggest (1) nursing administrations should understand the organizational culture of the department and establish the total organizational culture of nursing departments; nursing leaders should understand their own leadership styles and properly adjust, compromise, and cultivate to promote organizational effectiveness; enforce the communication of nursing managers and staff in all levels; take appropriate procedures to keep nursing staff on job to lower personnel turnover rate; (2) in nursing education, enhancing the pre-job training is necessary for new staff to assist their process of socialization; (3) in future research, in-depth interview, long-term follow-up should be performed and the study range should involve teaching hospitals beyond Taipei and other variables should be added for further study.