병원의 조직문화유형과 조직유효성간의 관계에 관한 연구 - 1개 c대학교 병원을 중심으로 -

A Study on the Relationship of the Pattern of Organizational Culture and Organizational Effectiveness in Hospital

The purpose of this study was to identify the relationship between the pattern of organizational culture and organizational effectiveness in hospital. The research aims to provide the basic data necessary for the management of organizational culture or organizational development to enhance the organizational effectiveness This research design was a descriptive correlational study. 514 subjects were consisted of nurses，pharmacologists, technicians, and general staff who were working in a university hospital at K city. The data were collected from September 20 to October 20，1996 by using self-reported questionnaire. 4 instruments used in this study were Likert-type scales, which were organizational culture pattern scale by Kim berly & Quinn(1984), organizational commitment scale by Mowday et al(1979), job satisfaction scale by Shin (1979), and organizational adjustment scale by Shin (1987). The data were analyzed using t-test, ANOVA, Pearson s correlation coefficient & stepwise multiple regression. The results of this study are summarized as follows. 1. When four patterns of organizational culture were compared, the highest culture pattern was hierarchical culture(mean = 3.59) and the lowest was developmental one(mean=2.91) on a five point scale. Among organizational effectiveness variables, organizational commitment mean score was 3.26, job satisfaction, 3.21, organizational adjustment, 3.36. 2. In relation to divisional group, there was significant difference in hierarchical culture(F=10.65, p<.001), rational culture(F=5.85, p<.001), &. group culture(F=5.16, p<.01). 3. In relation to hierarchical status, there was significant difference in developmental culture(F=49.11, p<.001), rational culture(F=14.03, p<.001), & group culture (F=18.39, pC.001). 4. There was significantly a positive correlation between developmental culture and organizational commitment(r=.611, p<.000), between developmental culture and job satisfaction(r=.548, p<.000), and between developmental culture and organizational adjustment(r=.473, p<.000). 5. There was significantly a positive correlation between group culture and organizational commitment(r=.487, pC.OO0), between group culture and job satisfaction(r=.564, p<.000), and between group culture and organizational adjustment (r=.411, p<.000). 6. Stepwise multiple regression analysis showed that developmental &. group culture accounted for 38.3% of organizational commitment variance, group & developmental culture accounted for 38.3% of job satisfaction variance, and developmental, hierarchical & group culture accounted for 27.5% of organizational adjustment variance.