Organizational culture towards change in a hospital setting: a nursing perspective

Rodrigues, Filipe Medeiros Aguiar; Pereira, Rui Pedro Gomes; Martins, Maria Manuela

doi:10.37689/acta-ape/2023AO005511

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Brasil

Acta Paulista de Enfermagem

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Brasil

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Sumário

Original Article • Acta Paul Enferm 36 • 2023 • https://doi.org/10.37689/acta-ape/2023AO005511 copy

Organizational culture towards change in a hospital setting: a nursing perspective

Authorship SCIMAGO INSTITUTIONS RANKINGS

Abstract

Objective

To evaluate the organizational readiness of a hospital to support knowledge translation and its incorporation into clinical practice; to identify the priority dimensions to be developed to support knowledge translation and its incorporation into clinical practice.

Methods

This was a quantitative, descriptive, exploratory, and correlational study, using the Organizational Readiness for Knowledge Translation questionnaire in a non-probability sample of 275 nurses from a hospital.

Results

The “Organizational Climate for Change” dimension achieved the greatest consensus, suggesting cohesion and openness towards change (mean of 34.07 out of 50 points) in the teams. The “Leadership” dimension (mean of 31.26 out of 50 points) accumulated the least representation, highlighting the participants’ neutral perception about most of the items in this dimension; the mean value of the answers was above the mean value in the global analysis of the scale.

Conclusion

A good level of organizational preparation for the knowledge translation was found, translating a positive nurses’ perception. Some difficulties were identified in the process of planning and evaluation by the leadership, as well as in the activities that promote the involvement of collaborators.

Organizational culture; Hospital administration; Health organizations; Change management

Dimensions/Subdimensions
Organizational climate for change Staff cohesion Staff work-related stress Communication about change Manager`s openness to change	Leadership Leadership Strategic planning process Decision making process Adequate level of involvement
Organizational contextual factors Adequate human resources to support change Adequate material resources to support change Organizational culture	Organizational support Support organizational climate Monitoring Evaluation process Feedback
Change Content Attributes of change Perceived complexity of change Patient experiences and preferences Clinical evidence supporting change	Motivation Pressure for change Training and education needs Adequate knowledge and skills Commitment

OR4KT-PT Test Version Professional/Dimensions Variables	Professional title	Functions of direction, leadership or coordination	Time of professional practice	Time of professional practice in the institution	Professional experience in the area where clinical practice is predominant
OR4KT-PT Test Version Professional/Dimensions Variables	p-value	p-value	p-value	p-value	p-value
Organizational climate for change	0.262	0.761	0.005**	0.015*	0.407
Organizational contextual factors	0.059	0.683	0.087	0.011*	0.213
Change content	0.183	0.743	0.266	0.073	0.176
Leadership	0.006**	0.045*	0.004**	0.002**	0.049*
Organizational support	0.002**	0.223	0.002**	0.001**	0.106
Motivation	0.056	0.888	0.119	0.115	0.42

Escola Paulista de Enfermagem, Universidade Federal de São Paulo R. Napoleão de Barros, 754, 04024-002 São Paulo - SP/Brasil, Tel./Fax: (55 11) 5576 4430 - São Paulo - SP - Brazil
E-mail: actapaulista@unifesp.br

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[1] Corresponding author: Filipe Medeiros Aguiar Rodrigues E-mail: filipewind@hotmail.com