The purpose of this exploratory study was to investigate whether there is any relationship between the strength of the culture in a hospital work group and the job involvement, upward striving, organizational commitment and job satisfaction of the employees within that work group. The conceptual framework for this study is the symbolic frame of reference for understanding organizational behaviour. The concept is described by Bolman and Deal (1984). Two hospitals participated in the study, which provided two data sets. Subjects were employees of certain departments within each of the hospitals. Each subject completed a four-part questionnaire. The first part collected demographic data, part two contained questions on job involvement, upward striving, and organizational commitment, part three focussed on job satisfaction, and part four was the culture strength scale. The culture strength scales were developed separately at each hospital and, therefore, contained items which were relevant to a specific facility. There were two major findings from the study. First, there is a positive relationship between job satisfaction and culture strength. Results at both hospitals were consistent in this regard. No relationships were found between job involvement, upward striving, and/or organizational commitment with culture strength. The second finding was that at the larger hospital there was a significant difference in culture strength scores among some work units, while at the smaller hospital this was not the case. This finding supports the idea that size of an organization is a factor in the predisposition to subculture formation. / Medicine, Faculty of / Population and Public Health (SPPH), School of / Graduate

Background Malnutrition in hospitalized patients has a high prevalence. This led to an action plan against malnutrition that was conducted in 2012 at Enköpings hospital. This paper investigated the nursing staff perceptions of this project on nutrition and nutrient intake in two different departments, and whether these perceptions differ between departments.   Method An inductive approach with semi-structured interview was used in interviews with eight persons from the staff of the two departments of the hospital in Enköping involved in the project. Interviews were recorded, transcribed and analyzed by content analysis.   Results In the interview material four categories were identified as well as six different subcategories. The different categories were: "Attitude", "Knowledge", "Procedures" and "Workload". The results showed that there were differences in attitude to the project by the two departments. There were also differences in perceptions about the knowledge level of the staff who worked on the project. However, the staffs of the two departments agreed that there existed a high workload and inadequate procedures on the wards.   Conclusions There was a distinction in the perception of the level of expertise of the staff but consensus regarding inadequate procedures and workload. The differences in attitude are considered due to the high workload and staff turnover but also diffuse professional roles. Further studies in this area is of value to answer more concretely why a department achieves better results than an equivalent department in the same hospital. This essay has only studied if workload and working environment can affect the reception of new routines, so there is scope to identify additional factors. / Bakgrund Undernäring är underdiagnostiserad hos patienter som är inneliggande på sjukhus. Detta gjorde att en handlingsplan mot undernäring genomfördes 2012 vid Enköpings lasarett. Mätningar av dygnsintaget av energi genomfördes vid två tillfällen på två avdelningar. Denna uppsats undersökte vårdpersonalens uppfattningar om detta projekt gällande nutrition och näringsintag på två olika avdelningar samt om dessa uppfattningar skiljer sig åt mellan avdelningarna.   Metod En induktiv ansats med semistrukturerad intervju användes vid intervjuer av åtta ur personalen på två avdelningar vid lasarettet i Enköping som varit involverade i projektet. Intervjuerna spelades in, transkriberades och analyserades med innehållsanalys.   Resultat I intervjumaterialet identifierades fyra kategorier, samt sex olika underkategorier. De olika kategotierna var: ”Attityd”,”Kunskap”,”Rutiner” samt ”Arbetsbelastning”. Resultatet visade att det fanns skillnader i attityd till projektet vid de två avdelningarna. Det fanns också skillnader angående uppfattningen av kunskapsnivån hos personalen som arbetat med projektet. Däremot så var personalen på de båda avdelningarna överens om att det existerade en hög arbetsbelastning samt bristande rutiner på avdelningarna.   Slutsats Det fanns åtskillnad i uppfattningen av kunskapsnivån hos personalen men konsensus gällande bristande rutiner och hög arbetsbelastning. Olikheterna i attityd anses bero på den höga arbetsbelastningen och personalomsättningen men även diffusa yrkesroller. Vidare studier inom området är av vikt för att kunna besvara mer konkret varför en avdelning uppnår resultat bättre än en annan likvärdig avdelning på samma sjukhus. Denna uppsats har endast angripit om arbetsbelastning och arbetsklimat kan påverka mottagandet av nya rutiner, så det finns utrymme för att identifiera fler faktorer.

Thesis (M.H.A.)--University of Michigan, 1975.

Thesis (M.H.A.)--University of Michigan, 1971.

Thesis (M.H.A.)--University of Michigan, 1964.

Thesis (M.H.A.)--University of Michigan, 1967.

Thesis (M.H.A.)--University of Michigan, 1971.

Thesis (M.H.A.)--University of Michigan, 1964.

Thesis (M.H.A.)--University of Michigan, 1967.

Thesis (M.H.A.)--University of Michigan, 1975.