Organizational climate and culture in nursing and general services personnel according to the Competing Values Model (CVM)
Gorde:
| Egilea: | |
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| Formatua: | artículo original |
| Egoera: | Versión publicada |
| Argitaratze data: | 2025 |
| Deskribapena: | Introduction: This article is part of a doctoral research project based on the theoretical postulates of the Competing Values Framework (CVF), updated to measure organizational climate and culture. Objective: The main objective was to identify the predominant archetypes of organizational climate and culture in the nursing and general services departments of a specialized hospital, as well as to identify congruences between organizational objectives and climate and culture. Method: A quantitative approach was used, with descriptive analysis. Results: The findings show a predominance of a control-centered climate and culture, although staff members show a preference for a human relations approach, which is people-oriented. Conclusion: This study reveals a discrepancy between perceived and desired organizational culture in hospital departments, particularly in nursing and general services. While an orientation toward control and stability prevails, staff members prefer a more flexible and people-centered environment. These findings underscore the importance of implementing cultural change strategies that align institutional structures, norms, and values with the expectations of the workforce. |
| Herria: | Portal de Revistas UNED |
| Erakundea: | Universidad Estatal a Distancia |
| Repositorio: | Portal de Revistas UNED |
| Hizkuntza: | Español |
| OAI Identifier: | oai:revistas.investiga.uned.ac.cr:article/5934 |
| Sarrera elektronikoa: | https://revistas.uned.ac.cr/index.php/rna/article/view/5934 |
| Gako-hitza: | Clima organizacional cultura organizacional enfermería Organizational climate organizational culture, nursing enfermagem Climat organisationnel organisationnelle soins infirmiers |