Organizational climate and organizational culture are two very interesting concepts for the aim of definition of a system of quality and continuous improvement within a healthcare organization. Ergonomically, the study of organizational climate responds to the need to assess the impact of organizational actions on daily work processes and is also a way to measure the health of an organization. Purely technical disputes on the problem of definition of organizational climate are related to the absence of an adequate theoretical model. We will examine them in a critical and analytical way. A further contribution examined is called "cultural". This theoretical model is based on an interactive approach and considers the interactions between the members of the group as a key determinant of organizational climate. The model further adds that a predominant influence on these interactions is exercised by the portion of meanings and knowledge that is mediated by organizational culture. We argue that the two concepts, climate and culture, are distinct constructs, but locked or linked.
| Published in | Journal of Human Resource Management (Volume 1, Issue 4) |
| DOI | 10.11648/j.jhrm.20130104.11 |
| Page(s) | 48-58 |
| Creative Commons |
This is an Open Access article, distributed under the terms of the Creative Commons Attribution 4.0 International License (http://creativecommons.org/licenses/by/4.0/), which permits unrestricted use, distribution and reproduction in any medium or format, provided the original work is properly cited. |
| Copyright |
Copyright © The Author(s), 2013. Published by Science Publishing Group |
Organizational Climate, Organizational Culture, Organizational Behaviour, the Quality of Organization, Health Care Services
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APA Style
Eugenia Bitsani. (2013). Theoretical Approaches to the Organizational Culture and the Organizational Climate: Exploratory Research Examples and Best Policies in Health Care Services. Journal of Human Resource Management, 1(4), 48-58. https://doi.org/10.11648/j.jhrm.20130104.11
ACS Style
Eugenia Bitsani. Theoretical Approaches to the Organizational Culture and the Organizational Climate: Exploratory Research Examples and Best Policies in Health Care Services. J. Hum. Resour. Manag. 2013, 1(4), 48-58. doi: 10.11648/j.jhrm.20130104.11
AMA Style
Eugenia Bitsani. Theoretical Approaches to the Organizational Culture and the Organizational Climate: Exploratory Research Examples and Best Policies in Health Care Services. J Hum Resour Manag. 2013;1(4):48-58. doi: 10.11648/j.jhrm.20130104.11
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Download@article{10.11648/j.jhrm.20130104.11,
author = {Eugenia Bitsani},
title = {Theoretical Approaches to the Organizational Culture and the Organizational Climate: Exploratory Research Examples and Best Policies in Health Care Services},
journal = {Journal of Human Resource Management},
volume = {1},
number = {4},
pages = {48-58},
doi = {10.11648/j.jhrm.20130104.11},
url = {https://doi.org/10.11648/j.jhrm.20130104.11},
eprint = {https://article.sciencepublishinggroup.com/pdf/10.11648.j.jhrm.20130104.11},
abstract = {Organizational climate and organizational culture are two very interesting concepts for the aim of definition of a system of quality and continuous improvement within a healthcare organization. Ergonomically, the study of organizational climate responds to the need to assess the impact of organizational actions on daily work processes and is also a way to measure the health of an organization. Purely technical disputes on the problem of definition of organizational climate are related to the absence of an adequate theoretical model. We will examine them in a critical and analytical way. A further contribution examined is called "cultural". This theoretical model is based on an interactive approach and considers the interactions between the members of the group as a key determinant of organizational climate. The model further adds that a predominant influence on these interactions is exercised by the portion of meanings and knowledge that is mediated by organizational culture. We argue that the two concepts, climate and culture, are distinct constructs, but locked or linked.},
year = {2013}
}
TY - JOUR T1 - Theoretical Approaches to the Organizational Culture and the Organizational Climate: Exploratory Research Examples and Best Policies in Health Care Services AU - Eugenia Bitsani Y1 - 2013/12/10 PY - 2013 N1 - https://doi.org/10.11648/j.jhrm.20130104.11 DO - 10.11648/j.jhrm.20130104.11 T2 - Journal of Human Resource Management JF - Journal of Human Resource Management JO - Journal of Human Resource Management SP - 48 EP - 58 PB - Science Publishing Group SN - 2331-0715 UR - https://doi.org/10.11648/j.jhrm.20130104.11 AB - Organizational climate and organizational culture are two very interesting concepts for the aim of definition of a system of quality and continuous improvement within a healthcare organization. Ergonomically, the study of organizational climate responds to the need to assess the impact of organizational actions on daily work processes and is also a way to measure the health of an organization. Purely technical disputes on the problem of definition of organizational climate are related to the absence of an adequate theoretical model. We will examine them in a critical and analytical way. A further contribution examined is called "cultural". This theoretical model is based on an interactive approach and considers the interactions between the members of the group as a key determinant of organizational climate. The model further adds that a predominant influence on these interactions is exercised by the portion of meanings and knowledge that is mediated by organizational culture. We argue that the two concepts, climate and culture, are distinct constructs, but locked or linked. VL - 1 IS - 4 ER -
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