20.500.12556/DKUM-45486 ANALIZA ODNOSA DO KAKOVOSTI KOT GRADNIKA ORGANIZACIJSKE KLIME, ZADOVOLJSTVA IN OSEBNE ZAVZETOSTI ZAPOSLENIH V ZDRAVSTVU ANALYSIS OF THE ATTITUDE TOWARDS QUALITY AS A CORNERSTONE OF THE ORGANIZATIONAL CLIMATE, SATISFACTION AND PERSONAL ENGAGEMENT OF HEALTH CARE EMPLOYEES Magistrsko delo predstavlja proučevanje odnosa do kakovosti na celovit način v okviru organizacijske klime v povezavi z zadovoljstvom in osebno zavzetostjo zaposlenih v javnem zdravstvenem zavodu Univerzitetni klinični center Ljubljana. S kvantitativno raziskavo smo s pomočjo vprašalnika SiOK proučevali korelacije podatkov na cenzusu 1574 zaposlenih iz 23 organizacijskih enot. Za statistično analizo podatkov s programom SPSS smo uporabili deskriptivno analizo, Pearsonov test korelacije, PCA-metodo glavnih komponent, regresijsko analizo, faktorsko analizo organizacijske klime, analizo variance ugotavljanja statistično značilnih razlik znotraj posameznih faktorjev glede na odnos do kakovosti, zadovoljstvo z delom in osebno zavzetost zaposlenih. Rezultati raziskave so pokazali, da je v organizaciji povprečen odnos do kakovosti dober (M = 3,5), organizacijska klima srednje dobra (M = 2,9), zadovoljstvo z delom povprečno (M = 3,2) in osebna zavzetost povprečna (M = 3,3). Zaposleni so izrazili nezadovoljstvo z načinom vodenja, z jasnostjo standardov in ciljev kakovosti, z možnostmi za izobraževanje, s sistemom nagrajevanja in kariernim razvojem. Pearsonov test korelacije kaže, da je zadovoljstvo pri delu pozitivno povezano z odnosom do kakovosti. Z multiplo regresijsko analizo smo ugotovili, da zadovoljstvo vpliva na organizacijsko klimo in obratno. Iz korelacijske analize izhaja, da so jasno zastavljeni standardi in cilji kakovosti v zdravstvu pozitivno povezani z zadovoljstvom zaposlenih z vodstvom posamezne organizacijske enote in da je osebna zavzetost zaposlenih pozitivno povezana z jasno zastavljenimi standardi in cilji kakovosti. Prav tako smo prikazali, da večja kot je zavzetost zaposlenih, večja je verjetnost, da se bo dvignila tudi raven odnosa do kakovosti med zaposlenimi in obratno. Iz rezultatov izhaja, da je odgovornost za kakovost dela zaposlenih pozitivno povezana z občutkom, da jih vodja in sodelavci upoštevajo kot osebo. Iz ocene regresijskih koeficientov izhaja, da na zadovoljstvo zaposlenih najmočneje vplivata spremenljivki 'Zaposleni prejemamo plačo, ki je vsaj enakovredna ravni plač na tržišču' (β = 0,235, p < 0.01) in 'Zaposleni na vseh ravneh imamo realne možnosti za napredovanje' (β = 0,182, p < 0.01). Spremenljivke 'V naši organizaciji so postavljene zelo visoke zahteve glede delovne uspešnosti' (β = −0,038, p < 0.01), 'O tem, kaj se dogaja v drugih enotah, dobimo dovolj informacij' (β= −0,039, p<0.01), 'Zaposleni se čutimo odgovorne za kakovost našega dela' (β = −0,047, p < 0.01) in spremenljivka 'Zaposleni smo pripravljeni prevzeti tveganje za uveljavitev svojih pobud' (β = −0,055, p < 0.01) pa na zadovoljstvo zaposlenih vplivajo statistično negativno. Na podlagi ugotovitev raziskave smo oblikovali ukrepe in predloge za doseganje trajnostne kakovosti v zdravstvu. Raziskava predstavlja izvirni prispevek in daje nova spoznanja, temelječa na paradigmi razumevanja odnosa do kakovosti v okviru organizacijske klime in v povezavi z zadovoljstvom ter osebno zavzetostjo in njihovo celovitost kot motiv odličnosti. This master's thesis represents a study of attitudes towards the quality in a comprehensive way within the context of organizational climate, and in relation to job satisfaction and personal commitment of employees in the public health institution University Medical Centre Ljubljana. Using a SiOK questionnaire, we conducted a quantitative research and studied the correlation of data on a census of 1574 employees from 23 organizational units. For the statistical analysis of the data with SPSS, we used descriptive analysis, Pearson's correlation test, PCA - principal components method, regression analysis, and organisational climate factor analysis, analysis of the variance of determining statistically significant differences within the individual factors in relation to the attitude to quality, job satisfaction and personal commitment of employees. The results showed that within the organisation the attitude towards quality is good on average (M = 3.5) the organisational climate is moderately good (M = 2.9), job satisfaction is average (M = 3.2) and personal commitment is average (M = 3.3). Employees have expressed dissatisfaction with the management, clarity of standards and quality objectives, education options, and the reward system and career development. Pearson's correlation test showed that job satisfaction is positively correlated to the attitude towards quality. By multiple regression analysis, we found that job satisfaction affects the organizational climate and vice versa. The correlation analysis showed that clearly defined quality standards and objectives in health care are positively correlated to with management employees' satisfaction in each organizational unit and that the personal commitment of employees is positively correlated with clearly defined standards and quality objectives. We have also demonstrated that the greater the commitment of staff, the greater the likelihood for a rise in the level of attitude toward the quality of the workforce and vice versa. The results showed that the employees' sense of responsibility for the quality of work is positively correlated with a sense that their supervisor and co-workers treat them like a person. The estimate of regression coefficients showed that two variables influence employee satisfaction the most: "Employees receive a salary that is at least equivalent to the level of wages on the market '(β = 0.235, p <0.01) and 'Employees at all levels have real opportunities for advancement '(β = 0.182, p <0.01). The variables 'We have very high performance demands' (β = -0.038, p <0.01), 'We get enough information about what is happening in other units'(β = -0.039, p <0.01), 'As employees, we feel responsible for the quality of our work '(β = -0.047, p <0.01) and the variable 'As employees, we are willing to assume the risk for the implementation of our initiatives' (β = -0.055, p <0.01) on statistically have an adverse effect on employee satisfaction. Based on the findings of the research, we have formed measures and proposals to achieve sustainable quality in health care. The study represents an original contribution and gives new insights, based on the paradigm of understanding attitude toward quality in the context of organizational climate, and in conjunction with satisfaction and personal commitment and their integrity, as the motive of excellence. - zdravstvo - storitve - kakovost - odnos do kakovosti - organizacijska klima. - health care - services - quality - employee attitude towards quality - organisational climate. true true false Slovenski jezik Angleški jezik Magistrsko delo 2014-08-27 10:39:13 2014-08-27 13:35:35 2022-05-15 03:07:45 2021-05-02 03:33:36 2014 0 Maribor 0 0000-00-00 NiDoloceno NiDoloceno NiDoloceno 0000-00-00 0000-00-00 0000-00-00 7312915 URN:SI:UM:DK:LARWBGGX MAG_Dema_Hana_2014.pdf MAG_Dema_Hana_2014.pdf 1 5973D61356AD685FDF508FC8CFDD090F b0d1543f5cb03510891adb1b78a43fdebd007361a7a4526b3593948c6bf20854 172eb9aa-7c0b-11eb-bb7a-00155d0001ca https://dk.um.si/Dokument.php?lang=slv&id=65873 Fakulteta za organizacijske vede 0 0 0