The importance of organizational culture in worker satisfaction management: the case study of three public health services

• Autor(a) principal: Albino, Carla
• Data de Publicação: 2022
• Outros Autores: de Almeida Vidal, João Carlos, Soares Pinheiro Vieira Pescada, Susana
• Tipo de documento: Artigo
• Idioma: por
• Título da fonte: Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos)
• Texto Completo: https://doi.org/10.31211/rpics.2022.8.1.229
• topic: Comportamento Organizacional; Cultura Organizacional; Gestão em Saúde; Satisfação Profissional; Organizational Behavior; Organizational Culture; Management; Professional Satisfaction

Background and Aim: The relevance of empirical research in the health sector and the hospital environment arises from the fact that these are emerging and complex contexts, where the problem of organizational behavior and, in particular, professional satisfaction, has been the focus of attention on the part of the managers. Thus, the plurality of knowledge and multidisciplinary cooperation of scientific areas becomes urgent for a better understanding of satisfaction management in health organizations. Despite the numerous factors considered critical for the success of satisfaction management, the study was limited to organizational culture, seeking to analyze the profile and its relationship with the management of worker satisfaction in three services that make up a department of a hospital health public. Method: The study was quantitative, cross-sectional, and based on a singular phenomenon with unique characteristics — the Department of Gynaecology/Obstetrics and Human Reproduction of a Hospital Unit, using the Organizational Culture Assessment Instrument (OCAI), translated and adapted for the Portuguese language. The OCAI was applied to 136 workers with different professional positions and functions from the three services of the department. The instrument used was validated, showing good psychometric qualities. Results: The workers' perception of the different services of the hospital showed congruences concerning the organizational culture, recognizing that characteristics of the Clan and Hierarchical cultures predominated in the services. However, the discrepancies between the current culture (current) and the preferred future culture (ideal) indicated that the workers, despite wanting to maintain these cultures in specific dimensions, idealized working in an organizational environment with characteristics of the four cultural typologies. Conclusion: Specific characteristics of the organizational culture must be readjusted, as they can influence the management of worker satisfaction, constituting a critical success factor for the three public health services.