Evaluation of hospital N's staff's attitude on culture of organization and manager's relationship with employees

Public Health Management EVALUATION OF HOSPITAL N’S STAFF‘S ATTITUDE ON CULTURE OF ORGANIZATION AND MANAGER'S RELATIONSHIP WITH EMPLOYEES Aušra Balsytė Supervisor: Prof. Dr. Mindaugas Stankūnas Department of health management, Faculty of public health, Lithuanian university of Health Sciences. Kaunas, 2019. 81 p. Primary goal: to evaluate hospital N’s staff’s attitude on organization culture and manager’s relationship with employees. Tasks: 1. To evaluate the staff’s attitude on the organization culture present at hospital N. 2. To reveal hospital N’s staff’s attitude on the manager’s relationship with employees. 3. To research hospital N’s staff’s atttude on the needs and possibilities of organization culture improvement. Methodology. Research topic: hospital N’s organization culture and the significance of the manager. In December 2018, with the approval of the head of the organization and bioethics and the calculation of a sufficient sample volume (N=262) for N hospital staff (N=819), 320 anonymous questionnaires were distributed, correctly filled in and returned 283 questionnaires, which were suitable for further analysis. Response rate 34.6% .SPSS Statistics (ver. 20) was used for data analysis. Results. The research on organization culture revealed that involvement was the dominant feature (score’s mean 3.30), consistency and mission were found to be the weaker features (means of scores were 3.01 and 3.04, respectively). The least pronounced is the adaptability (score‘s mean 2.91). Evaluating employees attitudes towards managerial relationships with them, there is statistically significant difference between the position the occupy and the seniority of the supervisor among the workers and the statistically significant difference between the position occupied and the positive atmosphere created by the manager at work. Regarding possible workplace improvement, the participants wanted to have their opinions and wishes taken into account more and to have more focus on improving cooperation and teamwork, to organize more informal meetings, to introduce new traditions, to remind about the values of the organization and to introduce the culture of the organization. Conclusions: 1. The evaluation of the staff’s attitude on the organization culture present at hospital N revealed that involvement was the dominant feature (mean 3.20), with mission and consistency being less prominent. The weakest feature was found to be adaptiveness (mean 2.91). 2. Evaluating employees attitudes towards managerial relationships with them, there is statistically significant difference between the position the occupy and the seniority of the supervisor among the workers and the statistically significant difference between the position occupied and the positive atmosphere created by the manager at work. 3. According to the participants, the hospital should have more focus on considering their opinions and concentrate more on improving teamwork. Moreover, according to the participants, the hospital should organise more informal meetings, introduce new traditions and customs, remind everyone of the hospital’s core values and introduce the meaning of organization culture