The Study and Analysis of Hospital Organizational Culture:
A Medical Center¡¦s Research
Abstract
This study tries to research hospital organization culture of a private medical center in Taiwan region and tries to provide a reference data when this hospital wants to do their organization¡¦s diagnosis. This research¡¦s analysis has been finished by one case study and quality research method. About interview data totality are twenty-one cases, among which six cases are to be part of group¡¦s interview; the other fifteen cases are individual¡¦s interview.
The analysis tools of this study according to Schein¡¦s read method of organization culture research and then to obtain below conclusions, including:
(1) The nature of human activity named hospital¡¦s orientation, its basic assumption is ¡§being-in-becoming¡¨ orientation, and its values include two types: self-reliance and morality of medical matters. (2) The nature of human nature named management orientation, its basic assumption is human are thought to be motivated by monetary considerations, while in others employees are thought to be motivated by need for social approval or the potential for self-actualizations; and its values include also two types: permissive management and esteem one¡¦s own master in medicine matters. (3) The basic assumption of nature of reality and truth is that who own power and he also can to make decision, its value is authority center. (4) The basis assumption of the nature of time is past-time orientation, its values is to cherish past feelings. (5) The basic assumption of the nature of space is to strengthen one¡¦s territory, its values seems castle style. (6) The basic assumption of the nature of human relationship is simulate-familism, it values include the deep-seated feelings of employee toward to their organization, personal friendships, employee to comply with the preceding generation and leaders concern about their employees.
Furthermore, the propositions are as follows:
Proposition 1: If one who don¡¦t have some kind of relationship or don¡¦t support by authority group, employee can¡¦t do what he want to do in his professional field in simulate-familism organization.
Proposition 2: In simulate-familism organization, personal friendship within sectors will more obvious than being between different departments.
Proposition 3: When organization functions have been to divide more diversity, its managers of each unit will display his personal leadership.
Key words: Organization Culture; Hospital Culture and Organization Culture values.
| Identifer | oai:union.ndltd.org:NSYSU/oai:NSYSU:etd-0724100-044122 |
| Date | 24 July 2000 |
| Creators | Liu, Shih-Yie |
| Contributors | Jennifer Yeh, Ckin-Kang Jen, Kun-Yuan Jone |
| Publisher | NSYSU |
| Source Sets | NSYSU Electronic Thesis and Dissertation Archive |
| Language | Cholon |
| Detected Language | English |
| Type | text |
| Format | application/pdf |
| Source | http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0724100-044122 |
| Rights | unrestricted, Copyright information available at source archive |
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