Assessing Organizational Culture in Healthcare
Author Information
Author(s): Helfrich Christian D, Li Yu-Fang, Mohr David C, Meterko Mark, Sales Anne E
Primary Institution: Northwest HSR&D Center of Excellence, VA Puget Sound Healthcare System
Hypothesis
Is the Competing Values Framework (CVF) instrument reliable and valid for non-supervisory employees in healthcare organizations?
Conclusion
The study suggests that the CVF subscales may not be applicable to non-supervisors, indicating a need for further validation of organizational culture instruments.
Supporting Evidence
- Data from 71,776 non-supervisory employees were analyzed.
- Internal consistency of the subscales was moderate to strong (α = 0.68 to 0.85).
- Exploratory factor analysis revealed two factors instead of the expected four.
Takeaway
This study looked at how employees in healthcare feel about their workplace culture. It found that the usual ways of measuring this culture might not work well for all employees.
Methodology
Exploratory and confirmatory factor analyses were conducted on survey data from non-supervisory employees in the Veterans Health Administration.
Potential Biases
Potential bias due to the reliance on self-reported survey data and the exclusion of supervisory perspectives.
Limitations
The study's findings may not generalize beyond the Veterans Health Administration or to supervisory roles.
Participant Demographics
Participants were non-supervisory employees from 168 VHA facilities, with a response rate of approximately 51%.
Statistical Information
P-Value
p<0.001
Statistical Significance
p<0.001
Digital Object Identifier (DOI)
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